Meet Seb – Our Fort Worth Recruiting Coordinator!

Meet Seb, our Recruiting Coordinator for our Fort Worth team. As a Recruiting Coordinator, Seb is the first point of contact for all entering the Fort Worth office, and talking on the phone.

Before joining the Hire Up team, Seb worked in restaurant management with the intention of one day opening up her own food truck. A fun fact about Seb is that she also wants to go to culinary school one day.

In addition to this, Seb has been regularly working on developing her art shop online and constructing a podcast. Her art shop consists of different paintings and sketches.

When Seb is not busy at work, you can find her cooking up a storm in the kitchen, especially making fried sourdough avocado toast, doing tattoos, or playing video games with one of her 7 roommates!

Help us in welcoming Seb to the Hire Up team!

8 Things Your Interviewer Wish You Knew

1. It’s Important To Be Honest – One of the biggest turn-offs to a hiring manager is to come across an area of the resume where the truth has been stretched, or you misrepresent yourself. Don’t lie; we want to hire the real you!

2. Don’t Be Pushy – You can ruin your chances of a second interview by being too aggressive. We like you to be enthusiastic and good enthusiasm will go a long way, but don’t go overboard. Don’t do things like drop off a resume if you’ve been asked to apply online, and don’t call more than one time in 3 weeks to check up on your status.

3. You Can’t Pick Your References – You may only want us to call the references you list, but more often than not, we will be calling previous employers and other people that don’t make that list.

4. The Little Things Count – So many applicants put on a good show during the interview and drop the ball in the small details before and afterward. Don’t be nice to the manager and rude to the receptionist, and don’t send in an immaculate resume and check up on it with sloppily written emails. Hiring managers notice the small stuff, so make a point to have every part of the process be as professional as possible.

5. Stand Out With A Great Cover Letter – Even if your resume doesn’t wow the manager, you may still be able to stand out from the crowd with a well-written, engaging cover letter that has been custom-made for the position you’re applying for.

6. Candidates Without References Are Scary – Here’s the honest truth, if we are given 2 candidates to choose from that are equally qualified for the job, they most likely will lose out if one doesn’t have references for the job. Even if your previous employer doesn’t give references, come up with someone to vouch for you.

7. Don’t Count On A Job Offer – No matter how an interview goes, don’t expect to be offered the job. No matter how many encouraging things a manager may be saying during the interview, the job isn’t yours until you are officially hired.

8. Personality Is The Key – This can be said about many things, but personality is the key to making a good impression in an interview, just like it is when meeting a first date or a potential client. You have to be fun, friendly, kind, and professional, but we also want to know who you are as an individual and what makes you unique. You may be all of these great things, but we need to make sure you fit in with the existing employees and the clients we service.

Meet Desiree – Our Recruiting Coordinator in Austin

Meet Desiree Densman, Recruiting Coordinator for our Austin branch located at The Domain! As a Recruiting Coordinator, Desiree’s responsibility is to ensure each candidate feels taken care of and confident when speaking with her via phone or entering the office. Desiree also exceeds to provide all our Candidates and Clients with the highest level of customer service while she provides full support to her recruiting team.

Before joining the Austin Hire Up team in March of 2021, Desiree worked as a Customer Service Representative for both State Farm insurance and a home improvement company.

When Desiree is not at work, she enjoys spending time with her family (niece) and her friends, going for long walks, and being around any sort of body of water (preferably a lake). Desiree usually spends her Sunday’s walking around The Domain eating good food with her boyfriend or hanging out at her apartment watching anything mind-numbing. Desiree is extremely excited to be in a position to help people become successful; she is looking forward to learning everything there is to know in the life of staffing.

Welcome to the team, Desiree!

Hiring Boomerang Employees: The Pros and the Cons

Leah Perez

VP of Major Accounts

Hire Up Staffing & Healthcare Services

April 5, 2021

With the increased interest in temporary work, our team at Hire Up Staffing & Healthcare Services is actively working to serve the needs of both organizations and job seekers at a record pace. We make a living connecting the skills and abilities of qualified candidates to the needs of partnering organizations around the country. Our business is about creating and maintaining connections.

In the connections business, we are no stranger to familiar faces. In fact, we have built a business around serving them. Whether we are supporting an organization with filling roles as needed over the years or assisting with the placement of a known and highly vetted candidate who prefers temporary assignments, knowing the needs of both are what make our connections successful. Ensuring that every connection becomes a familiar one has helped us best serve our clients and become one of the country’s leading staffing organizations.

While we thrive on building relationships that create familiarity, it is not always something organizations see as a positive when it comes to boomerang employees. Are you familiar with the term? A boomerang employee is one who voluntarily leaves an organization and is later rehired. There are mixed reviews on boomerang employees. And, while each boomerang employee has a unique set of circumstances for why they left and their reasons for wanting to return, it is important to consider the pros and the cons before rehiring them.

The Pros of a Boomerang Employee:

Predictability, Less Risk, and Known Position Fit: You know their talents and the quality of their work. Rehiring an employee with whom you are familiar may feel like a safer bet than searching for a new employee with similar experience and unknown work quality.
A Known Culture Fit: They know your company culture…and want to return. This sends a powerful message to customers and other employees alike that your culture is one in which employees WANT to work.
Lower Training and Onboarding Costs: While an obvious perk, it is an important one to consider; it takes less time and money to acclimate a boomerang rehire as opposed to a brand-new employee. They are familiar with the work, the policies, and the processes associated with it.
Faster Productivity than a New Hire: Given that there is less need for a boomerang employee to have a comprehensive training plan, they are faster to perform the job’s duties.
New-Found Skills, Abilities, Perspective: A boomerang employee may return with a new perspective and outlook. They may have acquired additional knowledge and skill. This new perspective may also bring a refreshed set of eyes and new ideas. If a boomerang employee left to work for the competition and returned to you, they bring back a different perspective on the work and likely valuable market information.
New Perspective Can Bring New-Found Loyalty: Depending upon their reason for leaving, a rehired employee can see the differences between your company and the other they worked with for a time. There are valuable lessons in learning the grass is not always greener.
Important Connections with Specific Customers/Clients: An employee who has previously worked for you and left voluntarily likely created key relationships with many valued customers. A returning familiar face can help re-establish customer relationships and trust.
An Opportunity to Build Upon Development: This employee left previously for some reason; be sure you feel confident in the reason(s) why. Rehiring an employee is an opportunity for you to identify ways to better cultivate their development and ensure they remain engaged, challenged, and heard. You may choose to have a meeting with them and discuss what frustrated them in the past and search for ways to find solutions and a mutual agreement to a fresh start.

The Cons of a Boomerang Employee:

Unmet Expectations Can Build Resentment:
1. The potentially rehired employee may expect to return to the organization just as they left, expecting the same pay and accrual rates for vacation/PTO.
2. Do you have a rehire policy regarding reinstatement criteria?
3. These details need to be determined and addressed before the rehire offer is made. Consider that if your offer is lower than what they were previously making, this may result in silent resentment, leading to future performance issues and/or job dissatisfaction.
4. The potentially rehired employee may expect things within your organization to be the same as when they left. Changes to an organizational structure or work processes may be difficult for them to understand and buy into, creating resistance to change and dissatisfaction with their job.
Negative Impact on Morale: In addition to the potential resentment a rehired employee may have for changes they find upon returning, consider the impact this rehire could have on your current employees’ morale. The team may question why this person was brought back. Members of the team likely worked harder for a time in their immediate absence.
Shorter Longevity: Boomerang employees require less training and can show higher performance than newly hired employees right out of the gate. However, in a study conducted by John D. Arnold and a team of collaborators, published in the Journal of Management, boomerang employees have a higher turnover rate than internal or external hires.

Additional Things to Consider:

Best Predictor of Future Behavior is Past Behavior: This boomerang employee left previously for some reason; if you are not aware of the reason(s) behind their previous departure and do nothing to investigate why, you are setting yourself up for a repeat performance, be it good or bad. You will want to have an idea of what this could look like before they are rehired.
1. Review their Records, Not Just Your Memory: Recall why they left, the circumstances, and lessons learned. Review their Exit Interview. Talk to their managers. Rehires have the potential to bring back positive attributes to your organization. However, they also can negatively influence your team by bringing back with them poor performance habits.
Over the Years, HR Professionals have Eased Up on the Idea of Rehiring Boomerang Employees: In a 2015 SHRM article, Attitude on Rehiring Boomerang Employees Changing, “Three-fourths of HR professionals and 65% of managers say they are more accepting of hiring boomerang employees than they used to be, revealing a changing mindset about these individuals.”
***Hire Up Pro Tip***: If you are confident about your organization’s culture—CELEBRATE IT and do so by celebrating with former employees who remain loyal to your brand! Establish an alumni alliance for your company. This group can serve as valuable advocates and as an extension of your marketing team. Staying connected through an alumni group creates lifetime loyalty, regardless of whether they are on the payroll or not. It also creates a pool of happy connections that could help you fill future roles within your organization. Your specialized group of influencers can assist you by:
1. Talking up an exciting opportunity you have available within your organization.
2. Referring someone they think would love the job!
3. Reapplying for a new position with a company they know and love!

See the benefits for yourself! Start an alumni group if your company does not yet have one.

The Rehire Choice is Yours

Research and studies help highlight trends but obviously do not highlight every outcome. Each employee brings with them their own unique skillsets, abilities, and circumstances. The purpose of sharing this information is to assist you with making the best-informed choice for your organization. Every employer has a glowing example of a time a boomerang employee worked well, and most could share about a time when they may have made a different decision if given that same opportunity again.

But remember this: Steve Jobs, Lebron James, and Michael Jordan are all examples of boomerang employees. While your boomerang employees may not be household names, the right rehire could become a megastar in your workplace if properly reintroduced into your organization. The choice is yours, and it is an important one.

Not sure where you stand on this topic? Conflicted about whether you want to rehire a known candidate or start fresh with someone new? We can help! Contact Hire Up Staffing & Healthcare Services and allow us to work with you to find the best candidates for your current needs.

——–

There is no doubt that 2021 will bring forth opportunities to leverage new and emerging employment trends. Follow the Hire Up Staffing & Healthcare Services Blog to stay connected with a variety of topics aimed to help support you! Whether you are an active job seeker looking for tips and tricks to land your perfect job or an employer looking to fill a challenging position, we are here to help you HIRE UP!

References:

Boomerang Employees: The Good, The Bad, and The Ugly – HR Daily Advisor (blr.com)

Should You Rehire an Employee Who Left Your Company? (hbr.org)Welcome Back? Job Performance and Turnover of Boomerang Employees Compared to Internal and External Hires – John D. Arnold, Chad H. Van Iddekinge, Michael C. Campion, Talya N. Bauer, Michael A. Campion, 2020 (sagepub.com)

employers need to know about boomerang employees (purdue.edu)

Attitude on Rehiring Boomerang Workers Changing (shrm.org)

Leah Perez, VP of Major Accounts | April 5, 2021

As the Vice President of Major Accounts, Leah focuses on national-level clients. Leah has over 16 years of recruiting experience in various industries from medical/clinical to administrative/accounting, all of which has launched her to being one of the most well-respected staffing leaders in California. Clients and candidates would describe her as urgent, ethical, and most importantly, she takes the time to understand her client’s needs so she can properly assist them. Leah would love to speak with you so she can help your business reach new heights.

Meet Alexa – Our Modesto Recruiting Manager

Meet Alexa, one of our Modesto Recruiting Managers! Alexa is a motivated Recruiter specializing in Administrative and Light Industrial positions with 6 years in Customer Service starting from Standard Retail to High Volume Book-keeping. She has 3 years of experience in Management and Trainee Enrollment.

Alexa has strong Interpersonal skills, great communication, and a committment to make any task a priority. Alexa has strong leadership skills as well as being a motivated team player. Although she is new to staffing, Alexa already loves it and can’t wait to help her new clients.

When not at work, Alexa loves spending time with her son, bulldog, and family. She is a photographer and creator, and she loves to cook and travel!

Welcome to the team, Alexa!

Creating A Workplace of Choice

Lauren Milam

Regional Vice President – West Coast

Hire Up Staffing & Healthcare Services

March 23, 2021

One of the things we love most about our work at Hire Up Staffing & Healthcare Services is connecting the perfect candidates with the needs of the organizations we support. We serve as professional matchmakers, of sorts. The greatest connections are when the candidates are equally as excited as the organizations, and their collective expectations are in sync.

Our most successful clients understand the importance of their roles in creating a workplace with which their employees feel comfortable and thrive—and want to stay. For many organizations, this can come easy. For others, it is difficult to identify where there may be a need for additional reinforcement.

How does your company measure up?

Is your organization ready for a bit of self-reflection?

Keep reading!

From our team’s collective experience in staffing, the top three areas we have found most important when creating a Workplace of Choice—one in which employees want to stay—are:

Culture
Management
Employee Development

Culture

Employee retention starts with culture. A new employee’s opinion about their first week on the job is often a reflection of how they interpret the company culture. This culture is seen in the actions and behaviors of an organization’s employees every day. Culture serves as the undercurrent, the way in which work gets done and how others interact with each other to do that work.

“Organizational culture can be referred to as the glue that keeps an organization together. It is the silent code of conduct; it is more about how things get done, rather than what gets done. When a new employee is learning the ropes, they are learning the culture,” Lizz Pellet, The Cultural Fit Factor: Creating an Employment Brand That Attracts, Retains, and Repels the Right Employees (SHRM, 2009).

A large part of creating a better company culture is caring about and listening to each of the members on your team. With millennials accounting for over 1/3 of the workforce in the US, understanding their point of view is a good place to start. When asked what is most important in the workplace, on a 1 to 10 scale, millennials have rated company culture at an 8.5. While workplace culture is important to people of all ages, given the growing number of millennials in the workforce, culture should be a top priority for companies when it comes to retention.

The benefits to creating a stronger and healthier company culture are endless. An article in Forbes magazine claims, “Happy employees are up to 20% more productive than unhappy employees,” and if happier employees are in sales, happiness can increase numbers by 37%. Happy employees don’t want to leave.

Another benefit to a positive workplace culture? It is marketing GOLD. Social media is a great outlet for leveraging a positive work environment. Celebrating your company’s personalized take on workplace anniversaries or birthdays are perfect opportunities to share with the virtual world! When the workplace is happy, there is always something to celebrate. Even candid shots that illustrate what a day at work is like for your happy office can be meaningful content. Not only do posts like this show big love for your team, but they also offer BIG potential to manifest positive sentiment from customers, future customers, and future employees alike.

I am thrilled that our positive culture comes across on social media. We are always celebrating someone or something! I constantly have people reaching out to me to say how fun our organization looks and how they want to work here. Our vibrant and thriving culture is celebrated in the workplace daily and being able to share it virtually with others makes it even better!

Are you following us on social media yet? Let’s connect!

Management

Have you ever asked your team why they love working with your company? If their answers include things like, “I love the people here,” or, “this is my second home,” they are clearly sharing that working for you is beyond collecting a paycheck. An employee’s reason to stay with a company is maintained within the workplace culture.

However, where does the culture begin? William Craig, Founder of Web Ex., shared in a 2018 Forbes article, “Every employee impacts an organization’s direction, but leadership has by far the largest and most direct effect on company culture, which revolves around employee engagement, environment, atmosphere, and the success of the company and its clients.”

Leaders have an opportunity to recognize that culture exists (good, bad, or ugly) and that it creates the experience for their employees, and ultimately their customers. Building upon and improving a current culture takes a cohesive commitment from the company’s management team. Leadership has a direct connection to employee confidence and empowerment. These two elements are directly connected to employee engagement and how well the team carries out the duties required to uphold a company’s mission and serve its customers.

Many may be familiar with the famous quote from Mahatma Gandhi, “Be the change you wish to see.” This quote very much applies to good leadership. If leaders are to lead change, they must lead the way they wish the change to be. They must serve as the example for what they want to see more of within their teams. This means their behaviors, communication styles, priorities, and service to others are in line with their expectations of those who report to them.

“What People Want,” written by Terry Bacon, outlines a list of leadership characteristics that matter most to US employees. The top five traits selected from this survey include:

90%: Honesty and Integrity
89%: Fairness
86%: Trust
84% Respect
81% Dependability

Employees want to trust their leaders. They want to feel that what they do matters and that they have a voice. Engaged employees can trust that their voices are heard and, more importantly, respected and VALUED. Employee engagement means your team feels that they are a part of something bigger and that their contributions and suggestions make a difference to their work and the organization. Engaged employees feel seen and heard. Engaged employees don’t want to leave.

One of the best ways for your team to feel seen, heard, and valued is to get to know THEM. Treat them as you would an important customer. Get to know what is important to them, what they value, what they need, why they are doing what they are doing. When you can connect with them on a human level and understand what motivates them, you are better able to lead them.

Employee Development

By identifying what is most important to your team members, you can lead them in ways that connect their personal desires with the growing needs of the organization. It may take some creativity; however, your interest in their goals and aspirations shows you care and that they matter, which ultimately makes them happier and more engaged while working with you. This is a win, win, win—a win for them, a win for you, and a win for your customers.

To best ensure this winning experience, once you have collaborated with your team members to get to know what makes them tick, you must not waste this valuable insight. Take some time to reflect on how YOU can make a change to provide more of what they want. Then, work with them to create a growth road map outlining how you will support their interests through additional training and development.

These road maps may include:

Mentoring
Job shadowing
Training-both internal and external
1. Webinars
2. Research free training options through local business organizations
3. Partner with your vendors for possible cross-training efforts
4. Create a small resource library of professional books from leaders you admire and encourage the team to check them out and/or share their own suggestions for the collection

The development investment in your team is invaluable. If you are thinking this will not work for your team because of any financial or budgetary constraints–think again. Take a look at your turnover numbers in the last 3-5 years. Consider the amount of financial strain turnover has had on the bottom line, not to mention the impact it may have placed on the morale of the team working with less and struggling to sustain a similar output. The costs are often already there. It is possible you cannot afford NOT to try this approach. Consider shifting your perspective to focus instead on investing and developing the talents of the people you have with you now.

The idea of employee development is such a big piece of the employee retention puzzle. Some leaders may worry about the expense to support it. Any business investment involves some risk. However, when investing in human capital…the skills and knowledge of a living and breathing member of your team who has expressed an interest in learning something new? It is a no-brainer. By investing in them, you are showing they matter. This type of support is what breeds engagement. Engagement is what makes companies thrive and creates invested team members. Invested employees don’t want to leave.

This topic reminds me of the management folktale with the CFO & CEO discussing employee development. Have you heard this one?

“The CFO asks the CEO, ‘What happens if we invest in developing these people and they leave?’

to which the CEO replies, ‘What happens if we don’t, and they stay?’”

Investing in your team is a risk worth taking.

Need some help with your retention strategy? Call us.

Let us work together to create a plan that fits.

——–

Sources:

Defining Organizational Culture (shrm.org)

Promoting Employee Happiness Benefits Everyone (forbes.com)

5 Ways for Leaders to Influence Organizational Culture | Bill Hogg

The Role Leadership Has in Company Culture (forbes.com)

Creating a Truly Caring Work Environment | SHRM Executive Network Blog

(https://sescomgt.com/resources/articles/nine-things-employees-want-from-their-managers/138).

The Best Managers – Always – Develop Their Employees (forbes.com)

Lauren Milam, Regional Vice President – West Coast | March 23, 2021

As the Regional Vice President of the West Coast operations, Lauren focuses on developing each Hire Up team member and office to ensure they have the tools and ability to meet the needs of all the clients and candidates. Lauren’s vast experience in the staffing industry and her passion for people, results, and success is what drives her daily. This experience includes leadership, management, employee development, sales, marketing, recruitment, client retention, and candidate retention. Her goal is to ensure every client and candidate receives excellent service through every aspect of the process. Lauren would love to speak with you so she can help your business reach new heights

Meet Allison – Our Bakersfield Recruiting Manager

Meet Allison Kitts, one of our Recruiting Managers in the Bakersfield Office of Hire Up Staffing & Healthcare Services. In both professional and personal, Allison is consistent in striving for positive outcomes. She has held multiple customer service positions and loves working to build relationships and positively impact someone’s life. The staffing industry is an entirely new environment for her, and she is excited to find a new passion in helping people in a new way. She is looking forward to helping Hire Up Staffing grow and maintain relationships with clients and candidates.

Outside of the office, Allison’s life consists of spending time with her two little girls, Presley and Charlee. They are 2 and 9 years old. (They keep her hands full) She enjoys shopping online and out of the city, going hiking in new places, taking lots of trips, and meeting new people. She is obsessed with scary movies and crime documentaries. She is also a huge Dodger fan and enjoys going to the games with friends and family as much as she can! She looks to strive more every day in every aspect of life for her two little girls that look up to her. Allison has a huge passion for helping others and is always open to expanding her knowledge and growing professionally. She is excited about this new journey and is determined to make meaningful placements while providing top-quality customer service.

Welcome to the team, Allison!

Successful Onboarding: The Connection to the Big and Small of It

Chris Rogers

Regional Vice President – Midwest

Hire Up Staffing & Healthcare Services

March 18, 2021

Our Hire Up Staffing & Healthcare Services team is in the business of creating and maintaining connections with people. Whether we are collaborating with you to find perfect quality candidates for your large organization or supporting you, an individual jobseeker, with position placement, we value each of our connections made with all customers. No client is too big and no request of us that is too small.

The success of our connections and how we work to consistently support our clients, both big and small, boils down to how well we serve their specific and individual needs.

We have gained the trust of our clients through offering consistent support in big ways, including:

Utilizing our 100+ years of collective expert experience

Offering an array of top-level candidates

Committing to our hire guarantee

Extending community support through sponsorships, fundraisers, and annual charitable drives

We maintain positive client connections through consistency in the details of our everyday support services. These small details make big impacts and include:

Vetting Top Candidates

Comprehensive background checks

Integrity built into our pre-employment drug screenings

Onboarding Compliance

Thorough verification of work authorization documentation

Accuracy with all new hire paperwork

While our role of support varies based upon each client’s individual need, some things remain constant. Our team is here to support you every step of the way. From placement to onboarding, we have your back!

For Employers

Your newly placed employee likely took many steps to get to you. Once they have the job, they too, have expectations, just as you do of them. Our most successful clients understand that placement is just the start of the journey and that onboarding and training are the best opportunities to show their new employees that they are in the right place.

How do you, an employer, proactively ensure the best possible journey for your new employee?

Showing your new employee that they are in the right place comes down to both the big things and the smallest of details. When creating and maintaining a connection with a new employee, preparation makes everything better! The big components to successful onboarding include planning and some forethought.

The Big Things

Work to build connection— immediately.

Know their name, a bit about their background, their interests

Have a formalized Onboarding Process

Be sure to cover the Who, What, When, Where, Why

Whenever possible, point out the What’s In It for Me (WIIFM)

What are the benefits to them, the new hire, to know this information/to do this process this way, etc.

Create a Buddy/Mentor Process

Identify a buddy/mentor for your new hire and share your expectations of the Buddy with them BEFORE the new hire starts.

Include a Training Plan/Calendar from Day 1 through the first few months on the job

Schedule time with subject matter experts (SMEs) and place time with the new hire on the SMEs Outlook calendars, as well as on your new hire’s training calendar

Schedule time on their calendar to meet with the Buddy/Mentor, too.

Include important milestones, when possible

A 30-Day lunch with the team, etc.

“Onboarding new hires at an organization should be a strategic process that lasts at least one year, staffing and HR experts say, because how employers handle the first few days and months of a new employee’s experience is crucial to ensuring high retention,” SHRM contributor, Roy Maurer, writes.

The Small Details Set the Stage

Preparing for a new employee takes effort. It takes forethought to consider how things might feel from a new person’s point of view. Think it through from their eyes, from the start of day 1 through their first month or two. What key information, actions, items will they require? The more you can show that you have thought through each detail, the more welcome your new hire will feel. These small things build trust. Trust builds connection, and connection builds engagement with your new hire.

By paying attention to the SMALL details, you show them that they matter in a BIG way.

Here are some of the small details you may want to consider:

Entry to Location

Parking Access

Where to park

Parking sticker

ID Badge for Building Access

Other access locations needed?

Entry into Office

Location to store personal items, purses, wallets, keys, etc.

Computer (access-ready)

Mouse

Chair

Pens, lined paper, copy paper, folders, fresh tabs for labeling hanging folders, stapler, staples, staple remover, tape

Business cards

Resources Binder or Online Version, to include:

Job Description

Company Mission Statement, Brand Values, Org Chart, Goals

Telephone List of Extensions

Job Aid for Voice Mail Use/Telephone Functions

Safety Information/Map of Building

An Onboarding Schedule/Calendar of Events for the first 30 days

Training Plan/Calendar, to include:

Meeting with company leadership to align on mission and goals.

New hire buddy lunch(es)

Schedule a 30-day check-in with the manager

Schedule important training sessions with Buddy or SME, including:

How to navigate company intranet

Shared files/drives

HR Time-keeping software

Direct Deposit

Payday info

Buddy/Mentor

Job Duties Clarified

What are the role’s specific responsibilities?

Review internal processes and workflow

How to get IT and HR support, as needed

Tour of Facility/Introduce to Others on route.

Employee Parking

Restrooms

Breakroom/Refrigerator

Approved Smoking Locations

Emergency Exits

Conference Rooms

Manager/Supervisors Office

HR Forms or Benefits Location

Office Supply area/how to order supplies

Within First Week: Manager Meet Up

Manager’s goals for new hire

Manager’s preferences and expectations

Review new hire’s goals and expectations

Set up 30,60, 90-day formalized check-ins

Review annual performance review and goal-setting practices

Leave plenty of time for questions and discussion.

Introduce new hire in a leadership meeting, when possible

Additional Small Personal Touches that Further Build Connection

Having business cards ready and on their desk upon their arrival, if applicable
Provide company swag on their desk, if available
Create a Welcome sign on their door, or within their cubicle, as a welcome to the new hire, as well as for others to see and introduce themselves to them throughout the week(s)
Send a welcome email featuring new hire, photo, bio to the company/department.
ENGAGE! Check-in with them often. Ask your new hire for feedback on their experience.
Use feedback gathered to adjust the current training plan, as well as note for future new hire plans.
Include them in helping you build upon your Onboarding Process and Training Plan/Calendar for the next new hire

By considering your actions, both big and small, you have the best opportunity to make the most of your investment in this newly hired employee. When you can showcase your organization in the best light, the new employee only benefits. In addition to making their transition easier, it also underscores the level of professionalism and respects you expect within the workplace. The smallest details can often make the biggest impression.

Do you have questions about how we might be able to help support you with creating your Onboarding Plan? Contact us! Let us talk about how we can work together to make your next hire a successful one!

——–

There is no doubt that 2021 will bring forth opportunities to leverage new and emerging employment trends. Follow the Hire Up Staffing & Healthcare Services Blog to stay connected with various topics to help support you! Whether you are an active job seeker looking for tips and tricks to land your perfect job or an employer looking to fill a challenging position, we are here to help you HIRE UP!

Sources:

New Employee Onboarding Guide (shrm.org)

5 Tips To Make Sure Your Employees Have The Best First Week At Work | WorkBright

Onboarding New Employees: Maximizing Success (shrm.org)

Chris Rogers, Regional Vice President – Midwest |March 18, 2021|

As the Regional Vice President of the Mid-West operations, Chris focuses on the mentorship and development of his Hire Up staff to ensure they are equipped to provide the best service to both our candidates and clients. Chris’ extensive knowledge of the staffing industry lays the groundwork for his teams to always deliver top-caliber talent to great organizations. His expertise includes experience in all disciplines from commercial and professional staffing to executive placement. Chris and his teams strive to improve the lives of their candidates and improve the businesses of their clients. Chris’ over 15 years in the staffing and recruitment industry includes the successful management of highly performing sales and recruiting teams throughout the Southwest. Chris would love to speak with you so he can help your business reach new heights.

Getting Through Q1 2021: General State of Staffing

Rebecca Kirkman

President

Hire Up Staffing & Healthcare Services

March 16, 2021

Staying on top of industry trends is vital for the Hire Up Staffing & Healthcare Services team as we work to support the needs of both the job seeker and the employers placing them. Monitoring national employment situation data serves as a benchmarking tool for us to ensure we are best serving the diverse needs of our customers. Add in the tumultuous time of a pandemic, and the importance of keeping a close eye on the ever-changing climate is more important than ever!

With Hire Up, we have your back. Whether you are one of the 6.3% of the population out of work or are working to fill temporary and/or permanent positions, we are here to support you. Our recent analysis shows favorable job increases within specific industries. Want to learn more?

In January, employment in professional and business services rose by 97,000, with temporary help services accounting for most of the gain (+81,000). Job growth was also seen in management and technical consulting services (+16,000), computer systems design and related services (+11,000), and scientific research and development services (+10,000).

We currently have openings within these industries across the country. Job seekers, we can help! Click here to see our list of available positions.

Trends

Skills to Bring to the Table in 2021- What Employers Want

The Hays Salary and Recruiting trends report suggests that employers will be placing more emphasis on technical skills and soft skills in 2021. Of the soft skills most sought after, communication is at the top of the list.

Technical Skills: Given the increasing demand for the use of technology, technical skills in 2021 is something many employers may seek.
Soft Skills: Employers are wise to look for capable communicators able to navigate effectively through the changing needs of today.

Employers, are you looking for technically driven communicators able to roll with the punches? We have a host of qualified candidates looking to put such skills to work for you. Click here to learn more!

Organizational Offerings in 2021- What Employees Need

While 2021 is requiring employers to seek out specific characteristics and skills of their employees, jobseekers are also finding a reason to seek work with companies able to offer benefits that meet their needs and the changing needs of their families.

Flexibility. Given the challenges parents face with changes in school arrangements, flexibility ranks high on the list of priorities for job seekers.
Mental Health Resources. Now more than ever, job seekers rank employee wellness and mental health support as a benefit they value from a prospective employer.
Safety, Security, and Health. Working to meet/exceed employee expectations during COVID-19 is vital. Ensuring workplace cleanliness, maintaining a safe work environment, and a consistent pre-screening protocol is particularly important to employees.

Hire Up is partnered with countless employers who can offer such solutions for the specific needs of job seekers today. All are mandated to meet the COVID19 guidelines outlined by the CDC, both on a local and national level. And most all employers we work with offer flexible schedules-including temporary arrangements and employee assistance programs for wellness. Interested in learning more? Check here for more information on temporary opportunities in your area.

Employer Challenges

A Workforce Plan During a Pandemic?

Employers have had to remain nimble, learning on the fly, all while struggling to plan during a time of global uncertainty. Add in the need and desire to create new safety policies, stay on top of all mandated workplace COVID19 protocols—it is a lot. This challenge is further compounded within many industries when trying to find a skilled employee looking for a permanent position. It can feel impossible.

While unemployment numbers highlight joblessness, many employers report finding it difficult to fill their available positions. Some companies continue to attempt to entice permanent workers by offering additional incentive pay per hour and/or sign-on bonuses. However, the extra pay has not paid off for many of the organizations looking to fill these permanent positions.

Why is it that employers are finding it difficult to hire for permanent positions? Some of the reasons identified include:

Perhaps the most obvious, extended, and increased unemployment benefits.
Many laid-off restaurant and retail workers are not skilled for the industries in need of workers.

A “Temporary” Solution?

Many businesses are finding temporary workers to be the solution for remaining nimble in the current climate. By turning to temporary and contract workers, “Businesses can ramp up operations quickly to meet client and consumer demands without the fear of bringing back permanent employees who might have to be laid off if the recovery is not proved to be sustainable,” says Richard Wahlquist, CEO of the American Staffing Association.

Other benefits to employers when hiring temporary help:

Save time, money, effort
Access to a larger candidate pool
Increase hiring speed
Flexibility
Vetted candidates: screening, credentials, reference checks completed

There are also plenty of benefits for the temporary worker. Some of those include:

Flexibility
A faster hiring process
Show continuous employment on a resume
A chance to try out something new
Build a professional network

If the adage is true and that eating an entire elephant is best done one bite at a time, temporary help may be the best bet for getting through this beast of a pandemic. Temporary workers have the expectation, and quite often the desire, to have their employment be just that– temporary. Temporary workers are often attracted to such work because they have found a way to construct flexibility within their work roles right out of the gate.

Are the organizational benefits of adding temporary positions of interest to you? Do you think this “temporary solution” can satisfy the immediate needs of your organization? Many employers are finding that creating temporary positions is key for meeting their workforce challenges so far this year. Remember, 81,000 temporary help positions were created in this country within the month of January alone.

Interested in making this happen for your team? It can feel overwhelming facing these unusual workforce challenges on your own. Allow us to help! Call our team and together, let’s create a workforce plan to best fit the needs of your business today.

Sources:

THE EMPLOYMENT SITUATION — JANUARY 2021 (bls.gov)

2021 U.S. Hays Salary Guide | Out Now | Hays Specialist Recruitment

What do employers want in 2021? | ACCA Global

The Top 10 Workplace Trends For 2021 (linkedin.com)

Rebecca Kirkman, President | March 16, 2021|

Rebecca Kirkman is the President and Founder of Hire Up Staffing & Healthcare Services. Rebecca’s mission is as simple today as it was when she started Hire Up over 10 years ago: Connecting great Employers with great Employees. Hire Up leads job seekers to their dream careers and employers to their dream team. The true belief in the human connection and that people hire people is a passion for every Hire Up employee. Rebecca was proudly named the #1 Woman-Owned Business by The Business Journal.

Record High Unemployment in the US

2020 introduced a new high in unemployment rates, and everyone knows why. The current variation of coronavirus, COVID-19, has made for unprecedented times in our society that no one could have prepared for, but despite what the rate is on paper, plenty of companies are still hiring, and recruiting partners like Hire Up are bridging the gap between industries and the unemployed workforce.

What Exactly is an Unemployment Rate?

Economists use several methods to determine the health of a country or economy. The unemployment rate, which shows who, out of the active workforce, is unable to land a job, gives economists a clear indication of how the economy is doing.

The unemployment rate in the US is calculated as the percentage of people out of work, out of those who can work and are actively seeking jobs. The labor force in the US economy only includes those who have been actively applying to jobs or those currently employed in full-time, part-time, or temporary jobs in the last month.

It’s worth mentioning that this doesn’t take into account those individuals who are not applying to jobs due to believing that they are not qualified for the roles available in the current economy. This group of people within the economy are called “Discouraged Workers.” As a company looking to hire, providing on-the-job training programs could target more of these individuals.

Unsurprisingly, the unemployment rate has varied throughout time; it’s not difficult to determine the reasons for each fluctuation by studying the current affairs of that time in history. What we can determine from each trend is that there are always new roles and new industries being introduced; the unemployed workforce needs to be made aware of them. For example, new technology could render a whole workforce redundant, or the decline in the demand of a certain industry could force companies to layoff workers.

How COVID-19 has Affected the US Labor Force

With a number of industries unable to operate fully, many workers have been made redundant, seen a reduction of their working hours, or been let go from their jobs.

January 2020 saw a reduction in the unemployment rate, with only 3.5% of the labor force out of work. By April 2020, the rate had drastically increased to 14.8%, the highest it has been since the Great Depression in the 1930s (accounting for inflation). From February to April, the unemployment rate had quadrupled in less than two months.

At the beginning of this pandemic, we saw a decline in the travel industry, forcing airlines to shut down and travel agents to layoff staff. The hospitality industry soon followed. Social distancing implementations and the lack of tourism meant that hotels couldn’t operate fully; restaurants, gyms, and bars had to close due to social distancing measures; and companies that aren’t deemed as essential told their employees to work from home, reducing commuters in cities and the need for coffee shops, offices, and venue spaces. In April, over 23 million workers were let go of their jobs.

A report from the Bureau of Labor Statistics shows that, in December 2020, over 25 million individuals had seen a reduction in pay or hours due to COVID-19, with over 10 million of these individuals now unemployed.

With industries slowly getting back on their feet and many individuals finding new roles within rising and more stable companies, between November and December, there was only a slight change in the unemployment rate. This could show that the economy is adjusting to the situation, and we are being introduced to a new way of working. Partners like Hire Up Staffing Services can help fill the positions left open during this time of unprecedented unemployment.

A Brief History of Unemployment Rate

According to the Federal Reserve, all economies have some form of unemployment. A healthy, natural rate sits between 3.5% and 4.5%, accounting for the progression of individuals between jobs or entering the workforce after education, taking sabbaticals, or retiring. Since 1929, the Bureau of Labor Statistics has recorded the rate as it helps economists determine what a healthy economy is.

If we account for inflation, studies show that people living through the Great Depression in the 1930s experienced the highest recorded rate of unemployment. The rate never went below 14% in that decade, with a high of 24.9% in 1933. In the US, from the 1950s to 2020, the unemployment rate has averaged at 5.77%. During the Financial Crisis of 2008, the highest recorded unemployment rate was 9.9%. 2020’s unemployment rate reached its peak at 14.8% in April. Between February to April of the past year, the unemployment rate had quadrupled in less than two months.

Other factors that can also alter the unemployment rate include tax increases, implementation of laws such as minimum wage, droughts, and, most notably, wars.

Reasons for an Increased Unemployment Rate

Customer Preference

A lack of interest in a product or service reduces the need for supply and, as a result, forces companies to let go of employees.

E.g. The decrease in the demand for dairy, due to citizens’ interest in their carbon footprint, has led to a decline in sales of milk, cheese, and butter.

Technological Advances

Although advances in technology create plenty of benefits, they can also create an environment in the workspace that no longer requires human presence.

E.g., The digitalization of news on the internet has meant that sales in newspapers have declined, leading to a 51% reduction in newsroom employment from 2009 to 2019.

Trade and outsourcing

Globalization has caused many manufacturing jobs to move from high-wage to low-wage countries. With laws to protect American workers, such as the Fair Labor Standards Act of 1938, some companies use other countries to avoid paying their workers overtime, for example.

E.g., Sweatshops in developing countries are used constantly by the fashion industry to drive the cost of fast fashion down and keep up with consumers’ needs.

Relocation

Churn from moving from one job to another leads to temporary unemployment. This is natural in both healthy and struggling economies and is needed for a country’s development. A very low unemployment rate can actually be worse for the economy, with effects such as rising wage inflation.

E.g. An individual could change industries, leaving a position in their previous company unfilled.

Training

Most high-wage careers have years of training before an individual is deemed qualified for that role. As a company looking to hire during a high unemployment season, providing on-the-job training helps as a way to broaden the scope of who can apply to each role. Hire Up Staffing Services can help those looking for a job find work in their area of expertise.

E.g., It takes at least seven years to become a doctor. Although the need for doctors is ever-present, when COVID-19 increased the need for healthcare workers, hospitals cannot just hire individuals without the right credentials.

Re-entering the workforce

Each individual has their own path, which leads to breaks and changes within the workforce as a whole. Again, just like relocation, this is part of a healthy economy.

E.g. New mothers and fathers taking leave to look after their child or someone recovering from an accident or surgery might take an extended leave from the workforce.

Recessions

Firms lay off more people and go through a hiring freeze during a recession, and these individuals have to spend less as a result. When coming out of recession, firms have a hiring frenzy which lowers the rate of unemployment.

Natural Disasters

A pandemic isn’t something that can be predicted and has the same effect as a natural disaster. The result of COVID-19’s impact on unemployment has come from a combination of factors, such as industry demands changing as individuals are no longer free to spend money on holidays, restaurants, or leisure.

How the Unemployment Rate Differs Between States

During 2020, 19 states experienced their lowest unemployment rate and the highest unemployment rate in history. 46 of the 50 states experienced their highest unemployment rate between April 2020 and July 2020, showing just what COVID-19 is capable of in terms of damaging the economy.

Each state has different industries that they specialize in, which impacts the rise and fall of unemployment rates. Infrastructure and educational institutions, housing prices, and innovation are just some of the factors that drive each state’s decisions to develop certain industries.

Healthcare

Minnesota is home to the Mayo Clinic, a non-profit healthcare organization. It makes sense that Minnesota has the largest number of healthcare employees in the US, employing around 500,000 people.

Tourism

The Silver State Nevada’s main attraction is Las Vegas, which employs over 90% of the state’s workforce. Most of these employees are in the service industry, which means, heartbreakingly, Nevada saw the highest state unemployment rate the country has ever seen in April 2020, at 30.1%.

Government and Military

In New Mexico, government employment outweighs the private sector. They have a number of institutes, including laboratories and air force bases.

Agriculture

Over 75% of Vermont’s income from agriculture is gained from selling dairy products. The agricultural industry, the state’s highest employer, accounts for more than 64,000 jobs.

Manufacturing

Florida might be seen as the Sunshine State, but tourism isn’t the only industry that Florida is an expert in. The state is among the top ten for manufacturing, with over 18,000 companies hiring around 317,000 employees.

Technology

Virginia has many key agricultural industries due to its land diversity. Despite this, Virginia is home to the largest data center market and the second-highest employer of tech workers in the U.S, which is somewhat ironic, considering this career doesn’t tend to require the outdoors. In contrast to Nevada, Virginia’s diversity has meant that it achieved the lowest unemployment rate in the history of the US in November 2000, at 2.1%.

Are Companies Still Hiring?

The short answer is yes. Despite the increased unemployment rate on paper, in reality, a great deal of companies have not only stayed afloat but actually benefited from this pandemic.

A workforce being made to work in their own homes changes the mindset of a whole society: what can we live without? Family and communication are given a newfound appreciation, increasing the need for better virtual solutions; companies still need to find ways to keep morale and stay productive; the fitness industry had to rethink their marketing strategies from promoting a beach body to emphasizing holistic health, all while their customers of active gym-goers are forced to think bigger than walk from their living room to their bedroom.

Industries that have benefited from people working from home include remote working solutions like Zoom and team management software like Trello, Notion, and Google Drive. E-Learning has become more accessible, SkillShare and Edmodo have opened up new ways of learning for people who would normally be out for the duration of the day. E-Learning isn’t limited to education either; the fitness industry has benefited from going online, running workout classes, and meditation sessions from the comfort of the living room.

COVID-19 has illuminated the need for healthcare workers in the US. Even before the effects of a pandemic, it was predicted that there would be a shortage of 1.2 million registered nurses in the US by 2022. Hospitals all around the country need more support from the local community, with on-the-job training and a higher wage offered for unsociable hours (weekends and night shifts).

Many companies are still hiring during this time. There are a few ways to find out who, such as using platforms like Otto and Hire Up. Another great way to find which companies are still hiring is LinkedIn. The social media platform regularly updates the article “Here who’s hiring right now” to widely advertise the fact that the world is still turning, and roles are still available to apply to.

What Can Businesses Do When Hiring During the COVID-19 Pandemic?

Having a moderately low unemployment rate benefits the economy as a whole. Employed individuals have more money to spend, supporting the companies that then sell more and, as a result, need to hire more people, creating a cycle of confidence in the market. It’s predicted that by 2022, the unemployment rate still won’t be back to what it was in January 2020. Despite what these statistics show on paper, companies are continuing to hire, and it’s important for the unemployed workforce to be made aware of the vacancies and to be given the confidence to apply to them. To speed up the process of achieving a lower unemployment rate and a healthier economy, companies can continue to hire by using a few tips and tricks.

Broaden the number of potential employees

Requiring a certain degree or asking for a minimum number of years in a certain field can limit the number of fast-learning, prospective employees that could be assets to a company. Instead, companies can increase their number of potential applicants by broadening the specificity of what they’re looking for.

E.g., Instead of requiring a degree in Journalism, a digital news company can hire someone who has had experience managing their old company’s social media.

Team up with the community

Creating links between educational institutions and companies can shorten the transition time between student and worker for many individuals.

Collaborating with other companies to create a hub of opportunities for academic institutions can increase the quality of potential employees and increase the likelihood of new graduates applying to these companies. Partnerships between multiple small businesses and institutions will lead to a more cost-effective way of hiring and provide overall advantages for the community.

Use recruitment partners to gain new applications

Unemployed workers looking for jobs can sign up to agencies like Hire Up Staffing Services to help move their employment process along. Hire Up closes the gap between job seekers and employers. Agencies have a large database of potential applicants and can provide the first filter to locate prospects at the caliber a company desires.

Provide training courses

A company is more appealing if it provides the ability for its employees to learn. This also ensures that the company can tailor the employees’ education to fit the product or service.

E.g. Instead of requiring three years in supply chain management, a business could host a two- week, on-the-job training program for its employees.

As business owners or companies look to increase their employability, broadening their talent pool by providing training programs, collaborating with their local community, and using staffing partners like Hire Up to close the gap between applicants and employers. It’s crucial for the workforce to be aware of what jobs are still available to apply to, like remote working solutions, supply chain logistics, and healthcare. An inclining unemployment rate can be disheartening for many workers, but the trend that the workforce can be sure of is that the unemployment rate will decrease and average out with time and confidence in the economy.