How to Find Good Employees During A Labor Shortage?

How to Find Good Employees During A Labor Shortage?

Today’s economy is outstanding right now, which is great in most aspects, but for many business owners, finding qualified staff can be difficult. There are so many businesses currently hiring, and everyone in similar industries are competing over top talent. This can be frustrating if you find yourself short on qualified employees, and especially if you’re missing out on the top candidates. While the economy shows no signs of slowing down, there is hope in adjusting your recruiting strategy to improve your hiring process and get ahead of the employee shortage. Here we have compiled effective strategies for business owners, hiring managers, and recruiters to counter the effects of a candidate short market and ensure that productivity levels remain stable.

 

Partner with All Star Labor & Staffing

Our mission is to simply recruit and provide the highest qualified talent for local businesses. We partner with your business because we want to help you succeed, and having us in your back pocket is not a bad idea. While an employer is always welcome to continue to recruit on their own, there is a sense of relief knowing that we too are recruiting on your behalf. We tailor each of our recruiting efforts toward your specific company’s needs. We follow the same guidelines as your company, but we have a team of skilled and experienced recruiters working to find you the right employees.

 

Look For In House Talent

With the time, money and effort that goes into recruiting a new hire, why not consider hiring in house? Onboarding is complete, they are familiar with your company policies and standards, so it makes sense to start your search there. Allowing additional training and room for advancement is also a great incentive to keep employees happy and retention numbers high.

 

Adjust Your Hiring Criteria

Several years ago, businesses could be picky about new hires and wait long periods until the exact candidate came along. Unfortunately for many companies, they are not in that hiring position currently. It may be time to take a step back and prioritize your requirements and maybe consider making some exceptions. Perhaps consider a candidate that has the right aptitude and personality for your position even if they lack a certain work experience. With the right training, you can quickly get them up to speed, and you can offer a lower wage initially until they have reached the ideal level of experience.

 

Up Your Employee Referral Program

What better way to promote your talent search than by word of mouth? Let your current employees spread the news and invite their friends, family and associates through your doors. Current placed employees are already familiar with what experience, skills, work ethic, and attitude it takes to succeed with your company. Most likely a current employee will not refer someone that they feel is not qualified as they are sticking their neck out and vouching for this person as being a trustworthy employee. If your company is receiving very few referrals from your program, or you don’t already have one in place, we suggest establishing a program that uses these resources.

 

Make Sure You Have Great Managers

It doesn’t matter how much time and effort you put into finding the highest qualified candidate if you have a toxic manager on your team. Managers have a direct impact on the happiness and retention of your employees, and it is your responsibility to take notice if you there is a decrease in retention and productivity in a certain area. If you have found yourself continually filling positions in a certain area, consider management and leadership training, or one on one trainings to get your sub-par manager up to speed. It is much easier and cost effect to improve your current team as opposed to hiring new management. If your situation does not improve, do not hesitate to make changes.

 

If you are one of the many businesses currently hiring, but not seeing the results that you would like, please contact us today and let us help find you the right employees you need and keep your business operating smoothly.

 

All Star Labor & Staffing Offices:

Portland – 503.619.0811

Salem – 971.209.7130

Albany – 541.791.7928

Eugene – 541.228.9751

Bend – 541.389.1718

All Star Labor & Staffing Success Stories – Benjamin Clemens

All Star Labor & Staffing Success Stories – Benjamin Clemens

Working at All Star, we see hundreds of employees come through our doors weekly and everyone has a different story to tell. Everyone has a different background and reason for utilizing our services and that is why we sit down with each and every one to get to know them better and find the best fit for them. It is all too common though that through our thorough interviewing process that we get to know our employees well and become moved by their stories. We want to share some of those stories with you as we are simply proud of what they have been able to achieve by hard work and perseverance.

Benjamin Clemens was referred into our Salem office by Chad Tucker at Worksource Oregon and was immediately welcomed in by our Account Manager, Julie. Benjamin says that his initial experience with us was, “Beyond words.” He was struggling at the time, so much that he was living out of his car and was about to lose that. He says that despite his struggles, the Salem team just loved him and had faith in him. Within a couple of days he had interviewed for a two different jobs and on Thursday of that week, he was offered a full time job. That was over a month ago and he is still there and doing great. He works in firewood production where he also drives forklift.

Since Benjamin started working with us he says that he feels like he is a contributor now. Not only has his perspective changed, but so has his financial situation. Since starting, he has purchased a new truck and is also close to getting his own place!

Julie from our Salem office had the pleasure of working with Benjamin and helped in get established with his new job. She says, “He has and continues to be a joy to work with and know. He comes in on Fridays to pick up his check and is always full of life and excited to share his work success with us.” She adds, “When Benjamin walked through our doors in early August he was visibly shaken and seemed rather defeated and literally in a matter of two weeks, Ben had a sense of happiness about him. He exemplifies hope.”

Thank you to both Ben and our Salem office for sharing this moving story, and a huge congratulations to Ben on your success in both the workplace and life.

Is Your Company Ready For The Holiday Rush?

Is Your Company Ready For The Holiday Rush?

It’s that time of year again… the weather has gotten colder, Halloween has passed, you’re noticing all the holiday décor up in retail stores and if you’re like many companies, you’re gearing up for the hustle and bustle of the holiday season. If you are one of these businesses, you’ve probably already started planning for these big events and sales coming. But, have you scheduled out your staffing needs and planned for unforeseeable changes such as vacation time, unplanned call-offs, or leave without notice? Don’t panic, there is still time, and we are here to help!

Determine your needs

Ask your permanent staff to pencil in their holiday leave requests now if they have not already, but let them know there will be no guarantee. You want to grant your permanent staff their hard earned vacation time, but you still also need to ensure that you have enough experienced employees to cover vital shifts.

Offer incentives

We understand that keeping your regular full-time employees on during the busy rush of the holiday season is a priority when it comes to planning your staffing needs so we suggest offering incentives. This may be a little tricky as so many would rather be spending this time with their loved ones but you will need to emphasize the importance of their role in the company’s success. As an incentive, you can try offering higher pay during this time, or time off after the holiday season. Also, you can try ordering in some kind of food or snacks to have on hand for those employees working during holiday time.

Partner with All Star Labor & Staffing

Hiring temporary employees may be a great option for your company and can save you a lot of headache that comes with staffing during the busy season. Our team of recruiters understand the urgency and importance of finding quality employees to fit your company’s needs. We will sit down with you to carefully listen to your staffing needs and determine the skills, experience, and attitude needed for an employee to be successful while working with your business. Plus the nice option with working with us is there is no commitment. You can utilize an employees for just one day, a week, a month, or longer if you choose.

There is still time to get ahead of the holiday rush when it comes to keeping your company well-staffed, and All Star Labor & Staffing is here to help you with any or all of your needs to keep your business running smoothly. Please feel free to contact us today to discuss possible staffing needs.

All Star Labor & Staffing offices:

 

Portland – 503.619.0811

Salem – 971.209.7130

Albany – 541.791.7928

Eugene – 541.228.9751

 

How to Ace Common Interview Questions

Everyone knows that the key to a successful interview is being prepared, so why not prepare yourself for some of the interview questions that may be coming your way? This can help put your mind at ease, and avoid struggling to come up with an answer during an interview. Here we have compiled a handful of common questions that cover your history, your skills, and your future.

How to Ace Common Interview Questions

“Tell me about yourself.”

This is probably one of the most common questions you may be asked in an interview, as it typically is a good icebreaker and introduction/summary of your skills and what you are looking for. It’s important to keep it professional and talk about your work history and explain how and why you are currently looking for employment.

Tips:

  • Keep it limited to your professional life. Summarize your work history from the beginning.
  • If you have lengthy work history, keep it relevant to the job at hand that you are interviewing for.
  • If you have limited work history, try using other experiences to showcase your skills.

“Why do you want this job?”

Interviewers are wanting someone that is passionate about their work, so you should prepare a good response for this question. Research the company and fully read the job descriptions, then pick a few key points that really attracted you to this job or company.

Tips:

  • Pick a couple points in the job description that you relate to the most and give examples on how you can excel at them.
  • If you know the company you are applying for, do your research on them as well and list a couple key points as to why you would be a good fit.

“What are your greatest strengths?”

Interviewers are looking for honesty and self-awareness with this questions. Focus on something relevant and accurate, not just something you think they want to hear. Don’t feel awkward answering this question, this is an opportunity to toot your own horn.

Tips:

  • Avoid a cheesy answers, such as, “I’m too dedicated to my work.”
  • Focus on a skill crucial to the job at hand. For example, for a customer service related job, try using “relationship builder” instead of “people skills.”

“What do you consider to be your weaknesses?”

Typically when being asked this question, it’s not to identify any red flags, but a gauge self-awareness and identify self-improvements.

Tips:

  • Avoid using a strength as a weakness. Such as, “I am too hard of a worker.”
  • Use non-essential skills for this position, such as, “My public speaking needs improvement.”
  • Keep it brief and try not to dwell on the questions too long.

“Why did you leave your last job?”

This question is intended to gauge your relationship with your current or past job. Avoid talking negatively about your former employer, this can leave many interviewers feeling hesitant of hiring you, especially if you blame failures on others.

Tips:

  • Reference your past jobs as opportunities to gain new experience and learn new skills.
  • Try to focus on what new opportunities you’re looking for in your future role.

“Why are you the best person for this position?”

If you’ve reached this question, this is a good thing as it means they are usually interested in moving forward with you. While it may seem a little forward, you should be ready and excited for this question. This is the time for you to cover three basic items: you can successfully do the work, you can deliver results, and you are a good fit for this company. If you have time, feel free to highlight a couple of your skills or accomplishments that make you the better candidate.

“Describe your dream job.”

An interviewer is asking this question not to get the response of, “This job,” but to find out what you’re passionate about and see what your career goals are. They want to find out if you truly would be happy in a certain position.

Tips:

  • Give a general job description instead of a job title.
  • Tailor your response to a certain job you are interviewing for.
  • Use this question to go into more detail about what you’re looking for. So instead of saying that you’re looking for customer service work, you could explain how helping people and being able to change their day makes you happy.

There are many other common interview questions out there, so do some research and start preparing your answers incase those questions may come up in your next interview. This can eliminate so much additional and unneeded stress from the interview process.

If you have not applied with us already, please feel free to use our online application at www.allstarlabor.com then call to schedule your interview. If you have previously interviewed with us but feel you now need a refresh, that’s great! Give us a call and we’ll get that scheduled.

All Star offices:

Portland 503-619.0811

Salem 971-209-7130

Albany 541-791-7928

Eugene 541-228-9751

Bend 541-389-1718