Tag Archive for: Hiring

3 Reasons Why You Need to Normalize Including Wages in Job Postings

Job seekers often have difficulty finding out how much a position pays before they apply, interview, or even accept an offer. Including wages in your job means that workers can make informed decisions about their job search. This shows your commitment to transparency, makes your hiring process more efficient, and gets more and better qualified candidates. We will also discuss how omitting wage information can create several problems for you and your organization. To put it simply, we need to normalize putting wages in job postings. Here are four reasons why:

1. Shows Commitment to Transparency

When job seekers see a job posting that doesn’t include information about wages, it can create a sense of unease. After all, wages are a vital part of any job, and not knowing how much a position pays can make it difficult to assess whether the job is a good fit. Many won’t even apply for positions unless they know that the compensation is in line with their qualifications and experience. Talent applicants are much more likely to apply if wages are included in the job description.

On the surface, companies may seem like they are protecting themselves from setting expectations too high or low. If they set it too high, they may price themselves out of qualified applicants. Or, if they set it too low, they may not be able to attract the best talent. By omitting wage information altogether, it gives the company more flexibility in negotiating pay with candidates. This is not always a best-case scenario. Omitting wage information can inadvertently create an environment where discrimination can occur against certain groups of people, such as women and people of color, who research has shown are more likely to be lowballed in salary negotiations.

For the most part by including salary information in job postings, employers can show that they are committed to transparency and fairness. It also helps them to set reasonable expectations among applicants. This in turn can help companies to attract qualified candidates who feel confident that they will be paid fairly for their work.

2. Makes Your Hiring Process More Efficient

Candidates need to know they can earn a fair and competitive wage before considering your job posting. It is wise to include salary information in your job posting to prevent inefficiencies in your hiring process. You can save more time and money by hiring more qualified candidates in the beginning than wasting time spent on training. When employees feel underpaid, they might turn elsewhere, driving up turnover rates. Here are some reasons why including wage information can help you to improve your hiring process.

Save Time and Money

Companies that don’t list wage ranges in their job postings tend to spend more time and money on recruiting and training new employees than they would if they were upfront about salaries from the onset. By wasting more time simply on training, you can slow down productivity and decrease sales. Overall, organizations can save more time and money by hiring qualified candidates at the beginning. By doing so this will make your hiring process much smoother and more efficient.

Decrease Turnover Rates

By including wages in their job description, companies can also improve their hiring process by decreasing turnover rates. Many find that they have higher turnover rates if employees feel like they are being underpaid. This can lead to decreased morale and higher stress levels among those remaining to pick up the slack. Companies may also experience higher turnover rates if employees feel they are earning less than they could be making elsewhere. For example, if your employees feel they are being low-balled in their salary offer, they may search for work through a competitor. Therefore, applicants will favor businesses that are transparent about their wage information in their job search. By doing so, organizations will not miss out on obtaining top talent. As a result, you will secure your place among competitors to acquire skilled employees.

Generally speaking, by being upfront about salary ranges, companies can avoid wasting time and resources on training employees and decrease turnover rates. They can ensure that they attract candidates who are willing to work for the offered wage and who are less likely to leave when they realize that they are making less than what they could be earning elsewhere. In today’s competitive job market, offering a fair and competitive salary is essential for attracting and retaining qualified candidates. In the long run, listing salary ranges in job postings is a win-win for both employers and employees.

3. Get More and Better Qualified Candidates

Unfortunately, many employers choose to withhold this information until after the interview process has begun. This can be frustrating for candidates, who may not want to go through the hassle of interviewing only to find out that the salary is below their expectations. Listing wages upfront can help attract qualified candidates, as they will know whether the position is a fair and livable wage.

A recent study found that employers who list their wages are more likely to receive higher quality candidates. The study, which researchers at the University of Toronto conducted, looked at job postings on a popular online job board. They found that postings that included wage information were more likely to receive applications from well-qualified candidates. The researchers believe that job seekers are aware of the expectations and can self-select out if the wage is too low for their qualifications. This is especially important in today’s economy, where people are often forced to take jobs that pay less than they’re worth.

Overall, listing salary information will help you attract more and better qualified candidates. This simple step can also help you filter out unqualified applicants. As a result, you will save time and resources by receiving only applications from individuals who directly qualify for the position. Leaving you with more and better qualified applicants. This also helps to avoid getting applications form people who are not within the salary range that you are willing to pay. So, employers can attract the best candidates for the job and avoid wasting time on unqualified applicants by listing compensation information in the job description.

What Are You Hiding?

Job postings that don’t include salary expectations can significantly turn off prospective employees. After all, who wants to apply for a job without knowing how much it pays? In today’s job market is it essential to be upfront about compensation. It shows candidates you offer and fair and competitive wage, saves you time and money, and decreases turnover rates. Comparatively, leaving wages out of job postings can create several problems:

Organizational Health and Stability

First, job seekers are often looking for more than just a paycheck. Salary is usually just one of many factors they consider when deciding whether to apply for a position. Other factors include company culture, career growth potential, and work/life balance. However, one of the most important considerations in today’s landscape is job security. When a company does not list a salary range in a job posting, it gives the impression that they are not doing well financially. This can deter potential employees from applying, as they fear that the position may not be stable. In addition, it can also make the company seem unprofessional and disorganized. Therefore, including wages shows potential candidates that you can provide high job security and are financially stable.

Misunderstandings in the Hiring Process

Second, it can lead to misunderstandings during the hiring process. For example, if an applicant is offered a lower salary than they expected, they may feel misled and back out of the offer. As a result, businesses fail to obtain a great employee. You can avoid missing out on qualified talent by simply being upfront about compensation in your job posting.

Failing to disclose salary information can also negatively affect your work environment. For instance, it can create tension between employees. If some workers are being paid more than others for performing similar tasks, it can lead to resentment and conflict. Thus, this can lead to a combative workplace for everyone. Moreover, it can lead to employees demanding higher pay than the organization can afford. You can eliminate these complications by being transparent about salary offerings. This will help you to create a safe and stable work environment that top talent will be drawn to.

You Know Your Pay is Low

Finally, it indicates that you may be lowballing your salary compared to the going rates in your market. If a company is looking to pay as little as possible, they may not want to give a range upfront. However, many people will not apply for a job if they don’t know what the pay is. This will also help you to set expectations among your applicants. As we discussed, applicants need to make sure the position will offer them proper job security before considering it. By including salary information in job listings, candidates know that the business is serious about taking care of their employees. This also shows potential applicants that the business provides a fair and livable wage. This makes your position and company irresistible in the overall job market.

Being Upfront is the Best Solution

At Award Staffing, we believe that being upfront is the best solution when it comes to including wages in job postings. This will ensure you find the talent that you are looking for. First, it shows your commitment to transparency. Candidates feel confident they are being paid fairly and prevents you from inadvertent discrimination. Secondly, it makes the hiring process more efficient. It saves you time on training unexperienced applicants and decreases turnover rates. Lastly, it gets you more and better qualified candidates. Applicants can ensure that the listed salary meets their expectations. Listing salary information also prevents problems such as unreliable job security, stressful work environments, low balling rates compared to your overall job market.

If you’re looking for workers in the Twin Cities, look no further than Award Staffing. We are a leading staffing agency in the Twin Cities, and we can help you find the best candidates for your open positions. Contact us today to learn more about our services!

Bridging the Gap Between Company Needs and Employee Skillsets

One thing that many companies are currently experiencing is a discrepancy between the soft skills listed in their job postings, and the soft skills that job seekers are posting on their résumés.

As all industries are currently struggling to find employees, this gap is making it even more difficult for companies to find individuals who they feel would be a good fit for their open positions.

After completing a market analysis, and speaking with numerous clients currently struggling with staffing, we have seen trends on job postings that are deterring job seekers from applying.


1. Job Titles – Too often, the job titles listed on postings do not match the duties and requirements needed to be a fit for a role. After reading the title, candidates are discouraged from applying because they feel that they are underqualified.

2. Skills Listed – Most of the time, there are too many skills listed as needed on job postings, which gives candidates the wrong impression about what the job entails. Especially since many of the skills listed are not actually needed to effectively do the job.

3. Speed – The majority of positions within the warehouse and Light Industrial industry do not need extensive training. It’s important to make it clear that applicants will be able to start within a day of submitting an application.


1. Take a “Less Is More” Approach

There is no need for job postings to be too wordy. A job seeker wants to look for work and within seconds of reading it, know whether or not they are going to apply.

2. Work with a Staffing Agency

A staffing agency can not only help you with finding qualified candidates to fill open roles within your company, they can also provide feedback on your job postings and hiring process to help you determine what is necessary and what’s not to get more applicants.

3. Communicate with your HR department

If the person writing and posting the job descriptions is different from the person doing the hiring, both individuals need to be involved in the creating of job listings. This will ensure there are no discrepancies between what employers are expecting and what job seekers are seeing.

4. Clearly Communicate Start Date

Job seekers are always going to gravitate towards positions that make it clear that they can start right away. If there is no phone call within a day of applying, or the onboarding process is too long, candidates will already be on to their next opportunity.

Overall, it is important that if a company wants to see the right candidates applying for their open positions, they must adjust their screening process and how they communicate with potential employees. Additionally, finding good employees might also mean changing their expectations about what they are expecting in candidate skillsets. These tactics are sure to create a more effective process to finding the best employees for their companies.


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

Thriving in a Gig Economy

It used to be that working for a decent salary at a prestigious company was seen as the ultimate honor. But now, over the past few years, more and more people have jumped on the bandwagon of working for themselves. Since many jobs only require a secure internet connection and we are living in a world that is hyper- connected via smart phones and social media, people have realized that everything they have previously done for a company, they can now do for themselves and charge a premium.

Additionally, as more and more employees have experienced the luxury of no commute and not having to get dressed up to go to the office; combined with the ability to be location independent given that work gets done, people have begun to see the value in using their area of expertise to freelance or start their own service-based companies instead of working for someone else. This can be seen in self-created positions such as:

*Freelance Writer

*Virtual Assistant

*PR and Marketing Strategist

*Video Editor

*Social Media Consultant

Although we still have the same 24 hours in a day that we always have, modern life has us busier than ever. With people feeling like they need to do everything and be everywhere because FOMO, the desire to keep up on social media, two working people in most households, and staying in shape by going to trendy fitness classes five days per week, it’s no wonder that it’s nearly impossible to keep up with the rat race.

Due to the new awareness that they have options, people these days crave autonomy and have no desire to be in a physical location for 8+ hours per day just for a paycheck and a respectable title. What’s appealing to modern day workers is the ability to take on as much or as little work as they would like, be able to work from anywhere with a Wi-Fi connection, and be able to negotiate deadlines based on your their workload. People these days want to do everything on their own time. This is why self-employed is the new status symbol.

As difficult as it can be to accept, the gig economy is the future of business and is here to stay. Especially after the pandemic, many people’s lifestyles have changed and as a result, their views of employment as well as their work habits have shifted. People now value convenience more than ever and want the option of work-life integration, which would enable them to go about their daily lives and pick up their work in times that are most convenient. As a result of this desire, more and more people have steered away from applying for traditional jobs and instead have opted for offering their services as a freelancer or have become entirely self-employed. Today more than 1/3 of workers identify as independent and it is projected that by 2027, the majority of American workers will be freelancing.

Although this is new to most companies, there are actually many benefits of a gig economy if you choose to allow freelance employees to be a part of your business model. Here are some:

1. Save on Labor Costs

By using contract employees, you will save on labor costs by not having to pay for benefits or PTO. You can then take these savings and re-invest them into your business or put them towards a different department.

2. Hire as Needed

Instead of onboarding a full time employee, you can hire contract workers as projects come up, on an on-demand basis. Not only does this save you time, but it also gives you the option to work with someone again or not based on whether or not you like the work that they produced. Also, by hiring someone who is likely working on many projects for a variety of companies, you are likely to get someone with plenty of experience and a wide skillset.

3. Save on Space, Supplies, and Utility Costs

The fewer full-time employees that you have, the less you will spend on things like a larger space to accommodate them and/or electricity from having them and their workspace in the office. If you hire an independent contractor to do things like graphic design or marketing, they can be located anywhere and will already have their own materials. In the long run, you will be spending significantly less money on space and items like computers, desks, and phones.

4. Quicker Onboarding

These days, no one wants to commit, but everyone still needs to make an income. The biggest thing companies are struggling with right now is finding employees. By posting ads for specific projects instead of for full-time employees, (which typically comes with a rigid schedule, dress code, etc.) you will definitely get more applicants. Once you find someone, it’s just a matter of describing your needs and drawing up a contract that works for both of you. You will not have to invest time or money into orientation or training. You also won’t have to worry about factors like culture fit or time and attendance.


5. Quality Work

Whether you’re hiring someone to plan a company party, manage your social media, or write content for your different platforms; you will be hiring someone whose sole job is to complete these projects for your company. This means it is his/her area of expertise and they likely have a lot of experience and know what they’re doing. Typically companies designate such tasks to employees whose niche is an another area. Or, they invest the time into training a specific employee to do the job in the hopes that when the time comes they do a satisfactory job. By hiring people specifically in this niche, you have a better chance of seeing the exact results you envision.

If you are currently looking for new employees, we at Award Staffing are here to help. Feel free to contact us with your staffing needs and questions here.

8 Tactics for Attracting Talented Candidates

In the current economy, it’s difficult to find quality employees for a variety of reasons. Not only do workforce trends, therefore employee expectations evolve on a regular basis; after the pandemic, many people’s lifestyles have changed drastically. This has influenced the way jobholders believe employment should work. While it can feel like it’s hit or miss when it comes to bringing in new talent, there are many tactics you can use to appeal to job seekers in your industry. Here are some of the factors that commonly get overlooked when companies are trying to draw in new talent:

1. Have a Detailed Job Post

When you’re trying to fill vacancies, you want to be as informational as possible without making the post too long (300-700 words is a good criteria). Remember, there are a ton of others trying to attract candidates as well, so the key is to stand out. Job seekers always want to know, “what’s in it for me?”, so believe it or not; a lot of companies are steering away from having a requirements and duties/responsibilities section in their job posts. Start by discussing why your company is a cut above the rest and what a day in the life of one of your employees looks like. Talk about desired perks like paid vacation, health & retirement benefits, and wellness programs. Then, towards the bottom, describe the job and what’s to be expected if hired. This will ensure the post is engaging and that applicants read it from top to bottom before moving on in their search.


2. Advertise Team Building and Company Ethos 

Helen Keller once said, “Alone we can do so little; together we can do so much.” Not only will your company be more efficient and productive if you implement team building into your strategy, but employee retention will increase and people will be more apt to apply. Gone are the days that people want to work somewhere solely for a certain wage or as a status symbol. Now it’s about feeling like they are a part of something. Knowing that they will be entering an organization with positive employee morale and one where everyone works together will make job seekers feel more comfortable and will attract candidates who truly want to be there and are not just inquiring for the sake of a pay check.


3. Promote from Within

Employees want to know that they will have long-term careers with the companies they are currently working for, but only half of employees actually feel like they do. From an employee perspective, there is nothing more discouraging than seeing somebody from outside the company get the job that they are just as qualified for. In fact, in their mind they are more qualified because they have already paid their dues and contributed to the company. Promoting strictly from within will give your employees a bigger sense of security and shows that you appreciate them by being willing to advance them in their careers.

4. Have a Join Our Team page on the Company Website

If you want to bring in top candidates, simply having an “Apply here” button is not enough. An entire page dedicated to marketing the company as a great place to work will attract many more qualified applicants. Make the page as visually appealing and engaging as possible. This is the place to talk about the company culture, post photos of the office, post employee profiles & testimonials, and showcase awards that the company has won. A “join our team” page should essentially give prospective employees a taste of what it would actually feel and be like to work there.


5. Craft an Appealing Job Title

Since the title is the first thing that people see when perusing through job boards, making it eye-catching title will make all the difference in the amount of applicants you get. This is your first opportunity to make an impression on someone who could be the next MVP of your company. Don’t give them the chance to reject you by underestimating the importance of the job title. Call the job what it is and avoid using terms like “guru” or “rock star”, as this doesn’t give any insight on what the job entails. A quality title will use general vocabulary (not jargon that is only understood within your company). It can also be advantageous to add the location and mention some of the job perks or benefits you offer.

6. Treat a Job Posting as Marketing for Your Company

In order to bring in top talent, your company must be reputable as a place that current employees enjoy working. This means that your office practices should be highlighted in the job post. If your company has won awards for its culture or being a top place to work, be sure to include that. All too often, hiring managers only post “job requirements”; but applicants need to know what the environment and work-life balance looks like to decide if they can envision themselves being part of it. This is your chance to activate candidates by getting them excited about the possibility of working there. Use it to your advantage by having a section dedicated to discussing the collectively enjoyable aspects of the job/company. Nowadays people aren’t just looking for a prestigious job title and a paycheck. They want to know they have something to look forward to every day when they walk into work.

7. Consider Remote Employees

On account of team building and camaraderie, many company leaders prefer to only hire local talent so that they are able to come into the office every day. But with the new implementation of communication tools like Zoom and Slack over the past year, it has proven to be easy to connect and keep in touch no matter where someone is working from. In the current market, it is difficult to bring in new talent. However, work still needs to get done if you want your business to thrive. Being open up to remote employees for administrative and marketing tasks gives you the whole world as your candidate pool. Also, people are more likely to apply for and accept a position that gives them location freedom.

8. Offer/Promote Learning Programs

Despite what degrees or certifications one may have, many people are resistant to apply for positions because they don’t feel qualified enough for them. Job postings and descriptions only tell you so much; therefore, if someone feels that they don’t have the right experience, they will be too intimidated to apply. If you make it a point to let applicants know that you have programs and will train them, (not just in the beginning, but on a constant basis) you will see more applications coming in.

If your business is currently in need of more talent, we at Award Staffing are here to help you. Contact us here.








When a Hiring Freeze May Not Be the Right Solution

Hiring freezes can stop a company from spending money on finding and hiring new candidates, but they might be doing your business more harm than good. As a hiring manager or owner, it’s important to consider why you want to implement a hiring freeze, and whether another solution could accomplish the desired—or better—results.

What is a hiring freeze, and why do companies use them?

Hiring freezes are often a reactionary response to financial downturns. Many businesses see their employees as costs or accounting expenses. In turn, they decide not to hire new employees—even if desperately needed—to cut down on their spending. Sometimes management uses this time to decide whether certain positions are necessary, or to restructure that portion of the business to increase overall profitability.

While profit and loss are valid concerns, hiring freezes may not accomplish the goals you hoped. Instead of thinking of employees as costs, think of them as revenue generators: you need them to make money, and if you don’t have enough people to generate income for the business, you won’t be doing your accounts any favors.

Why hiring freezes might not work for you

If you’re considering a hiring freeze, consider these points. Is there another way to accomplish your objectives?

  • • They’re a way to avoid conflict. Generally, people don’t like conflict, and confronting poor performers is uncomfortable for everyone involved. Hiding behind hiring freezes is the equivalent of throwing your hands up in the air and asking, “What can you do? We can’t hire anyone new.”
  • • They make it harder on your employees. If someone quits or is fired during a hiring freeze, their workload doesn’t disappear along with them—your remaining employees will have to take on more in order to keep business at the same level. This breeds frustration and resentment and could lead to additional staff loss.
  • • Freezes send the message that the company is failing. Employees want job security, and many take pride in a company that does well, in part, as a result of their efforts. Hiring freezes give the impression that the company is struggling, with no room for growth, which may cause your top performers to start looking elsewhere.
  • • They lead to rash decisions when they’re over. If your staff has been struggling during a hiring freeze, the stress and frustration could lead them to making rash hiring decisions as soon as it’s over, rather than taking their time to find a truly good fit for the position. They might also need to hire several employees, reducing their ability to focus on individual positions.
  • • You’ll miss out on great talent. If you’re in a hiring freeze, the best talent in your industry won’t bother trying to find out if you might make an exception—they’ll be knocking on your competitor’s door, which puts you and your team at a disadvantage.

If you’re looking for quality talent to support your business, Award Staffing can help you find the right candidates. Reach out to us today to get started.

Human Resources vs. Recruiting: What’s the Difference?

Unless you’ve spent time working in either field, it can be hard to realize the differences between human resources and recruiting. Whenever you started or left a new job, you’ve likely worked with an HR representative. Many people assume that because HR personnel are handling these tasks, they’re also equipped to find new employees – right?

Not so fast. Human resources and recruiting are two separate jobs that require separate skillsets. At Award Staffing, we’re a company of recruiters – and we love it! We also have our own HR staff to support our team. A business looking to grow needs both to succeed.

Whether you’re planning to add more employees to your business, or you’ve had your HR person pulling double duty, it’s important to understand the differences between both roles. Doing so allows you to allocate the appropriate resources into both tasks to meet your staffing goals.

Recruiters find new employees

Recruiters work like marketers for your company, except that they’re marketing to job seekers. Their job is to tell job seekers what an awesome place your company is and why they want to work there. They will write persuasive job descriptions and create materials that attract the best talent.

Recruiters work either directly for a company or on behalf of a client who has outsourced the recruiter’s services. Recruiters do the footwork sorting through applications, contacting candidates and conducting initial interviews. This saves companies a lot of time that would have been wasted on candidates who were clearly not right for the job. Instead, only the best candidates are forwarded to the company.

A term you might hear interchangeably with recruiting is ‘staffing.’ They are similar jobs, but staffing tends to involve meeting a company’s short-term or job-based needs.

HR manages existing staff

HR handles compliance with employment law, payment and benefits, employee development, organizational design and more. HR managers are heavily involved in an employee’s experience starting at and leaving a company, and perhaps more throughout their career depending on the culture.

HR managers are not just focused on managing employment-related tasks but are also focused on improving the existing workplace culture. Many companies are looking to convey this shift in thinking by giving their HR staff titles like “Chief People Officer.”

Why you need both

Many companies, including large ones, assume that one person or one team can do both tasks, but they are distinct workflows. Once a recruiter has found a candidate and that candidate is hired, a handoff takes place from recruiter to HR.

Putting both roles on one person could hurt your company. If an HR manager is busy tracking down applicants, they have less time to focus on existing employees. If a recruiter is trying to handle employee performance reviews, they cannot focus on finding the right candidates for open positions. Companies need both roles to succeed.

If you’re worried about hiring an in-house recruiter to help with your staffing needs, the good news is that you can outsource this task. Award Staffing is here to help. Contact us to learn more about how we can support your staffing needs in the Twin Cities.

What to Expect from Your Candidate Pool in 2020

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.

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.

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