One of your top performers walks into your office one morning and drops a bomb. There’s a family emergency and he needs some time off—effective immediately. An unexpected employee absence isn’t exactly how you wanted to start your Tuesday, is it? Instead of panicking, here’s what you should do:
- Step 1 – Express Empathy
- Step 2 – Offer to Help
- Step 3 – Tactfully Review Policy
- Step 4 – Find Qualified Temporary Staffing
Now, let’s explore each step in a little more detail so you’ll know exactly what to do the next time this happens, or how to successfully cope with your current situation.
Step 1 – Express Empathy
As a good manager (and good person), your first instinct should be one of concern—not for yourself, but for the difficult situation your team member now finds himself in. Before you react, put yourself in his shoes. How would you feel if the roles were reversed? Remember, if given a choice between coming to work every day and dealing with a crisis—whatever it may be—most employees would much rather report for duty.
Step 2 – Offer to Help
Maybe your company offers resources to employees in crisis. Or, maybe you or someone you know has gone through a similar situation and you can provide helpful insight. If not, simply listening goes a long way. The bottom line, you’re talking to a person now—not a just an employee.
Step 3 – Discuss Policy and Set Expectations
If your company has a policy for dealing with sudden employee leaves of absence, gently bring it up so that both parties understand what’s expected. If you don’t have a policy like this, now is the time to work out an arrangement. How much time does your employee need? What, if any, communication can you expect? Is your employee able to work remotely? Try to settle on the details now to avoid uncertainty and confusion down the road.
Step 3 – Find Qualified Temporary Staffing
Easier said than done, right? Not necessarily. At Labor Systems Job Center, we can fill in during sudden employee absences with qualified candidates who are ready to hit the ground running. While there’s no replacing one of your top-performing employees, our temps are prepared to work in professional office environments in a variety of roles. They can easily transition to office environments like yours requiring support staff that can work effectively from day one. Who knows, you might even choose to find a permanent spot for them after your employee returns to work.
Don’t Let an Unexpected Employee Absence Slow You Down
According to recent data from The Society for Human Resource Management, the average cost-per-hire is more than $4,000, and it takes about 42 days to fill any given position. Needless to say, hiring the right employees can cost you a lot of time and money. Hiring the wrong employees? That costs even more. Luckily, there are a few things you can do to ensure you’re not only hiring the right people, but you’re reducing your company’s cost-per hire.
How to reduce your average cost-per-hire:
1. Clean Up Your Careers Page
2. Utilize Social Media
3. Look for Internal Solutions
4. Clearly Define the Position
5. Focus on Employee Retention
Ready to learn how to put these tips into practice today? Let’s get started!
1. Rethink Your Careers Page
How much thought went into the careers page on your website? If you’re like many businesses, not nearly enough. Think of your careers page as a portal into your corporate culture where you can showcase your core values and your vision for the future—not just the place where you list your available positions. The best careers pages give candidates a true sense of what it’s like to work for your company while making it easy to apply for a position online.
2. Get the Word Out on Social Media
Social media channels like Facebook and LinkedIn are relatively inexpensive to use for hiring new employees. Even a modest investment can put your job opening in front of many qualified candidates targeted by experience, job title, location and many other user-definable characteristics. And, Facebook even allows you to publish job openings right on your company’s page for free, with applications getting sent right to your Facebook messages inbox.
3. Hire from Within Your Company
Do you have a part-time intern who is already trained and proficient at the role you’re trying to fill? Maybe it’s time to talk to her about going full-time. You’ll save money on the job search and you’ll already know what you can expect—both in terms of performance and cultural fit within your organization.
Alternatively, solicit current employees for recommendations. If your team members are generally happy working for you, there’s a good chance they know other people who would fit right in. Some companies even offer employees a bonus if a candidate is hired as a result of a recommendation.
4. Make Sure the Position is Clearly Defined and Agreed Upon
You’d be surprised how many companies stumble here. You might have one idea for what the position entails while your co-workers may have something different in mind. Before you list the position on your website or a job board, align internally on the scope of the position. This will help candidates self-filter their applications so you can focus on people with skillsets that more closely match the responsibilities.
5. Keep the Employees You Have
Remember the number at the top of this post? That $4,000+ investment for hiring a new employee doesn’t include onboarding time. It also doesn’t include the time it takes the average person to become efficient in a new position with a new company. So, by far, the single most important thing you can do to reduce cost-to-hire is to improve your employee retention strategy to keep your best workers on your team.
Take the Guesswork Out of Hiring New Employees
While these tips can definitely help you reduce your hiring costs, there’s always going to be a certain degree of unpredictability around the hiring process. That’s where we come in. Labor Systems Job Center specializes in temporary and personnel staffing solutions that match the right people with the right jobs. Fill out a staffing request today, or learn more about our services.
Replacing any employee unexpectedly can be stressful, especially if it’s your star bartender. You don’t want to make a rushed decision, but you also don’t have time for a lengthy hiring and vetting process. So, how can you quickly find a skilled or experienced bartender for hire?
Three qualities of a great bartender to speed up your search:
1. Charming, charismatic and friendly personality
2. Attention to detail and excellent memory
3. Extensive knowledge and passion for mixology
Luckily, all three of these bartender characteristics will be fairly obvious from the beginning. This means you can focus your attention on candidates who are more likely to be a good fit for your restaurant or bar. Want to learn more? Take a scroll with us.
1. Great Bartenders are Charming, Charismatic and Friendly
Your bartender is the heart and soul of your establishment. This is why it’s critical to find someone who embodies the qualities and values you want your restaurant to be known for. As you’re interviewing candidates, put yourself in your customers’ shoes and ask yourself these questions:
- “Is this someone I want to spend time with?”
- “Does this person make me feel like I belong here?”
Unlike a server, who checks in with customers a few times throughout the course of a meal, a bartender is always front and center. If you don’t get a positive vibe during the interview, there’s a good chance your customers won’t during their next visit.
2. Great Bartenders are Detail-Oriented
Whether your cocktail program is sophisticated or more traditional, you need to hire a bartender who has an eye for detail and has the memory to recall those little nuances under pressure. What is that regular’s name? How does she like her bourbon—neat or on the rocks? What goes in the featured cocktail this month? To help identify this necessary bartender characteristic, ask your candidates to describe their favorite cocktails and how to make them perfectly.
You aren’t necessarily looking for the most complicated, labor-intensive drinks. You’re listening for the little details your candidate chooses to include—or to omit.
3. Great Bartenders Love What They Do and Do It Well
Even if your establishment only serves craft beer, tending bar is about more than pulling tap handles. It’s about sharing your passion for what goes into the glass with every customer who walks through your doors. Like all great cocktails, the whole is more than the sum of its parts. Same goes for the best bartenders. Yes, knowledge and skill are important, but without passion, everything else falls flat.
During the interview, it will be easy to separate candidates who are genuinely excited about this line of work from people just going through the motions.
Need Help Finding a Bartender for Hire?
When a bartender quits unexpectedly or takes a surprise leave of absence, you may not have the time you need to personally interview enough candidates to make an educated hiring decision. That’s where we come in. Labor Systems Job Center specializes in hospitality staffing solutions that match the right people with the right jobs. Fill out a staffing request today, or learn more about our services.
According to the Associated General Contractors of America, 83% of contractors are having trouble finding qualified skilled labor, while the Bureau of Labor Statistics predicts the construction industry will have a shortage of 1.6 million workers by 2022.
In other words, if you feel like you’re having trouble finding qualified workers for your construction business, you’re not alone.
The good news is that while you may not have control over how many qualified candidates are out there, you can take steps that increase your chances at finding those diamonds in the rough.
1. Always Be Hiring
One of the most common mistakes contractors make is hiring at the wrong time. If your business is seasonal and peaks in July, don’t wait until June to seek candidates because the best ones will likely already be taken.
2. Widen the Candidate Net
Speaking of finding quality candidates, you should also be mindful of how to “widen the net” so that more candidates are aware of your business when you need to hire.
A great way to do this is to establish a formal relationship with a local trade school or technical college. Not only does this give you a potentially steady flow of candidates, you can rest a little easier knowing they already have some training.
If you aren’t sure where to begin, search on TradeSchools.net or simply do a Google search for [trade schools near me].
You can also find quality construction candidates by:
- Attending local job fairs
- Offering referral bonuses to existing employees
- Looking at Craigslist under the “Jobs Wanted” section
3. Create a Detailed Job Description
It’s important to take the time to create a detailed job description for the role before you look to fill it. Doing so will help unqualified candidates filter themselves out of the hiring process, which saves you time in the long run.
Job descriptions can also send a positive signal to quality construction candidates. Higher performers are more likely to seek understanding of not only the daily responsibilities of the job, but how that role fits into the bigger picture success of your company.
Finally, job descriptions make it easier for you to match the right person to the right role. After all, a great candidate can’t be a great employee if the role isn’t right for him or her specifically.
4. Consider a Temp Agency
Of course, hiring is just one of the millions of things to manage when running your construction business, and there’s only so much time in a day. That’s where temporary staffing agencies can help.
As with finding the right employee, it’s important to know whether a temp agency is a good fit for your business. If you’re currently considering an agency, here are some questions you should ask up front:
- How many construction companies do you work with?
- How many construction workers have you placed?
- What are the rates / guarantees for temp-to-permanent employment?
- What is the rate of workers who experience temp-to-permanent employment?
- What can I expect from you if the temp worker doesn’t work out as expected?
- How can I reach out with questions outside of “normal” business hours (after 5 p.m.)?
- What is your typical response time?
Remember that you’re not alone in figuring out how to find the quality construction workers that you need to grow your business. If you can define your expectations for the role, dedicate time to consistently make hiring a top priority, and are able to focus on networking, you’ve greatly increased your chances at finding the right people to help your business succeed.
However, also remember that as a business owner, finding the time needed to manage all of these things yourself may not be realistic. If that’s the case for you, give us a call at 1-877-836-7527 to learn more about how Labor Systems can help.
No business can run without employees. Often businesses hire a full-time staff that they keep on year-round. This is not always the case, however. Seasonal fluctuations, projects that need labor for a limited amount of time, or even covering for staff that are on leave can sometimes leave managers wondering how to bridge the gap. That is where we come in. We are Labor Systems Job Center. We make it our business to help your business.
We know that sometimes you need staff in a pinch. We also know that you might be busy running your business and do not have time for the hiring process. We are the answer to both challenges. With over 25 locations in Arizona, we can make sure that you have reliable workers ready to show up and help you get the job done. From one worker to 300 workers, no job is too big or too small! Whether you need labor for a construction project in Phoenix, warehouse help in Kingman or you need to staff multiple catered events in Tucson, we can help.
What We Do
A privately-held business, Labor Systems Job Center has been providing staffing and labor solutions in Arizona since 1985. Over the past 25 years we have learned what it takes to find the right people for the job. We provide temporary labor to companies of all sizes spanning all industries. Our staffing specialties comprise of administrative, hospitality, light industrial and construction workers. We also act as a placement service or temp-to-hire agency, saving you the time and costs associated with the lengthy hiring process.
We interview and screen candidates based on skills to make sure that they will be a good fit for particular types of jobs. Safety is a top priority and all temporary employees receive general safety training on a regular basis. For our temporary employees working on construction sites, we provide basic safety equipment such as hard hats and ear plugs, as well as equipment such as rakes, shovel and brooms at no charge so that our workers are prepared when they get to the job site. We do what it takes to ensure that our customers get high-quality labor without having to do more than make one simple phone call. We even offer an unconditional guarantee to make sure that you are happy with our services.
Full-Service Staffing Solutions
We mentioned the lengthy hiring process before. That’s what we save you. We recruit, screen applicants, hire and E-Verify employees to meet your needs. Of course we have to bill you, but instead of your payroll department cutting multiple checks, matching payroll taxes, dealing with workers’ compensation issues, as well as government compliance for all those employees, you cut us one check. We take care of the details after that. This gives you more time to concentrate on making money for your business.
This is the first blog entry that we will be making. There will be more to come, so stay tuned. Our goal is to keep you informed about labor, staffing, and human resources issues, and to help you find and implement staffing solutions that work for your business.
How many hours have you put into your business? All that hard work needs the protection of a bulletproof insurance policy. Business insurance will keep your company safe from accidents or potentially bank-breaking lawsuits. Depending on what kind of business you run, Arizona might require certain types of insurance for your employees. Look into what you need, legally and practically, to keep your business running for many years to come.
There are three main types of business liability insurance. General liability covers medical bills or legal fees resulting from injuries, accidents, libel, or negligence. Product or professional liability insurance will protect your business from lawsuits dealing with a product or service offered by your company. Many business owners choose umbrella liability insurance, which is a comprehensive insurance plan that ensures your business isn’t left vulnerable by holes in your policy.
If you run your business from a store or office building, you will need business insurance that covers your property. This coverage will not only financially assist you after natural disasters, fires, or vandalism, but it can help make up for losses during business interruptions caused by property damage.
Despite the common myth, homeowner’s insurance will not automatically protect you from business-related damages and losses at home. If you run your business from your house, even partially, you will want to add a rider to your homeowner’s insurance that will cover business losses in case of an emergency.
If you hire full-time employees for your business, you will need to offer them health insurance. Arizona laws dictate what kind of coverage will need to be provided. Requirements include coverage for mammograms, newborn babies and handicapped children. Health insurance cannot exclude employees based on pre-existing conditions, and no limitations can be placed on maternity
Workers’ compensation not only provides employees with lost wages and medical coverage after an injury on the job site, it also protects your business from lawsuits after an accident. Depending on the work environment, workers’ compensation could
be vital to the survival of your business. Construction businesses are required by Arizona law to have workers’ compensation insurance.
Insurance for your business is necessary, but the premiums can start to add up. Hiring temps who don’t need additional insurance coverage could help you cut back on expenses. For more information on our pre-trained and highly-qualified temporary workers, visit us online or call 877-836-7527.
The needs of a valet service often fluctuate depending on the day of the week, the season of the year, or the special events scheduled. Maintaining a permanent staff and providing each employee with consistent weekly hours can be challenging. Many business owners will find that keeping a bare minimum staff of permanent workers can usually suit their needs, if they are willing to hire temps during busy seasons or for special occasions.
Most valet services have certain seasons when they get more business than others. This could be during the holiday season, or during a popular vacationing month. Bringing in temporary valet workers could give you the work force you need, without leaving you overstaffed during the rest of the year. Check your business records to locate a pattern of the busiest weeks or months of the year, and plan to bring in temps during those periods of time. During regular seasons, keep your permanent staff low and affordable.
Temps for Special Occasions
Temporary workers can also be hired on a short-term basis ranging from one evening to one weekend. If you service a restaurant or venue that occasionally hosts large-scale events, temporary valet workers will help keep your head above water for a couple days. Temp workers come pre-trained, so you can bring them on for only a few hours without needing to waste time training or instructing them.
Benefits for Hiring Temporary Valets
Even if you need full-time help, you will not need to include a benefits package of sick days, vacation days, or health insurance for the temps you hire. If you aren’t sure how long you need an extra valet, no worries. Temps can stay long-term, and they can be cut when the need is over without guilt. Temp agencies also save time during the hiring process. Experienced temps are available even on the shortest of notices.
Looking for a temp to join your valet team? We can help. Visit our website or contact us at 877-836-7527.
Your assistant will often be the first impression a client has of your entire business. Administrative assistants are expected to fulfill many duties for your company, and choosing the right person for this position is just as important as finding a persuasive sales crew or a creative advertising team. While sorting through and interviewing job candidates, keep the following important qualities in mind.
- Organization. Your assistant will be responsible for keeping all your notes, forms, schedules, and travel information well-organized and easily accessible.
- Ability to multi-task. Administrative assistants will often have several tasks competing for her attention. She will need to know how to prioritize the most important duties, and get everything finished in a timely manner. While she is juggling multiple tasks, she will also need to handle interruptions such as answering the phone or speaking with walk-in clients.
- Likeability. During the job interview, ask yourself if the candidate has a likeable personality. Customers calling your business will appreciate a friendly assistant, and an abrasive or bored tone will rarely lead to repeat business.
- Energy level. Everyone starts to get tired as the day runs on, but the administrative assistant must possess the energy to keep a smile on his face and a cheerful attitude as he greets clients or visitors.
- Professionalism. An unprofessional assistant can make the entire corporation appear inadequate. Choose a candidate who both appears and behaves in a professional, impressive manner.
- Computer literate. Today many administrative tasks are completed on a computer. Your assistant should understand the basics of common computer programs, such as Excel or Word.
- Time management. Most businesses move at a fast pace, and your assistant will need to keep up. If he’s constantly lagging behind on his responsibilities, it will create a negative ripple effect on the whole company. It won’t be long before the work in another department has stalled or a deadline is missed.
We can help make your hiring decision easier. If you are looking for a qualified and trained administrative assistant for your company, please visit us online or contact us at (877) 836-7527.
As the economy has taken its toll on everyone over the past decade, businesses have inevitably been forced to keep staff at a bare minimum in order to keep from going under. While most businesses can successfully operate with fewer employees, some businesses, such as restaurants and caterers, can sometimes find themselves in a difficult position. In these markets, consumer volumes can fluctuate greatly. These businesses usually perform well when understaffed if consumer volume is low, but in times of high volume, during special occasions or events for example, it is simply not cost effective to hire more full time or even part time employees.
Temps for Restaurants
If you are implementing a new sale or hosting a large event in your venue, it will become necessary for you to have more staff on hand in order for your business to operate proficiently. In addition to your regular employees, it may be a good investment to hire temps to aid your staff. These are people who you will contract to work for you only on a temporary basis. Depending on what is required of your temps to fulfill their job duties, you may be able to give only minimal training so as to save time and resources.
Temps for Caterers
Catering companies experience many highs and lows throughout the year, especially around the holidays. It could be beneficial to employ temps to help you prepare or serve food to your clients during the busy seasons. In this setting, your temps will undergo more direct training and will be more prepared for similar jobs in the future. They will also become prime candidates for you when you eventually seek full time staff members because they will already be used to working in this type of environment.
Temps can be an invaluable asset to any hospitality or customer service industry. If you are looking for a qualified and experienced worker to help out during your next big event or busy season, visit us online to learn more about our services.
Although teamwork is a key ingredient to productivity and profit, it is often overlooked in many industries, especially as co-workers compete against each other for new job titles and promotions. Even a talented and creative staff will struggle to produce acceptable results when they are only looking out for number one. If you are managing a staff of individual competitors, rather than a team of productive players, it is time to inspire some team spirit in the office place.
Bonding over Meals
It’s human nature to bond with those you eat with. If you have a staff member who always eats lunch at her desk with spreadsheets in front of her, she might be hardworking, serious about her job, and loyal to the company—but she probably isn’t connecting with her fellow teammates. Implement a new rule that your employees must take a real lunch break within a certain time period. Mingling, small talk in the break room, or lunch dates among co-workers will naturally happen and teamwork will evolve during the working hours.
A staff that doesn’t work well together may need some practice before they get it right. Come up with a creative, low-stress job that you can assign to small groups on a regular basis. You might ask them to create a new logo, work on the company webpage, or maintain a social media account for the business. Monitor their efforts to make sure the work is being delegated evenly and everyone is contributing and listening to new ideas.
Acknowledge Good Teamwork
Most managers already reward outstanding sales, great customer feedback, and new innovative ideas. If teamwork is important to your company, it should also be acknowledged. No act of good teamwork should go by without at least a simple thank you. When promoting staff members to a higher position, don’t forget to mention their stellar team spirit while discussing reasons for their advancement. This will not only encourage them, but it will also show other ambitious employees that teamwork is highly valued by their superiors.
Looking to build your team? We’ve got the perfect players for you! We offer various staffing options from temporary to direct placement. Visit us online today to find out more or give us a call at 877-836-7527.
Seven Easy Ways to Get Your Employees to Work as a Team (BetterWorks)