Finding Quality Employees-That’s Our Job

How long does your hiring process take? Realistically it’s a while from the time you decide that you need to make a hire, to the time that you go through the process and locate a candidate. The shortest turn-around period you can produce is probably about a week. If you value quality, like we do, and want to interview multiple candidates a week can turn into two, maybe three. By now you know that a portion of our value proposition rests on the fact that we can provide you a quality, qualified worker often within the same day. Think about all the time that you can save by skipping the interview process and having an employee start working right away. With Labor Systems, you have peace of mind because you can bring in a temp and try them out before you bring them on. If you want to go with a different worker, no problem, let us know and we will send over someone who better matches your needs. We want you to know that you can trust our interview techniques and that we offer an unconditional guarantee on our temporary workers. On top of not having to interview, you also do not have to deal with the termination process. But what else do we do to ensure that you are happy with our services?

The Hiring Process

Our quality controls begin with the hiring process. We accept resumes and applications online and in person to ensure that we begin with a substantial pool of candidates. Once we have collected this basic information the quality control really begins.

Once we have identified suitable candidates whom we feel confident about representing us in the field, we begin our hiring process. Each hiring manager knows the full array of jobs that a candidate may be placed in. Our hiring experts are also up to date on industry best practices and what it takes to perform effectively in each individual work environment. Due to the fact that we staff workers for a variety of industries, we look for a variety of skills and personality traits in candidates. Our hiring process gives us an idea of where each applicant’s skill set lies and which particular jobs they would excel in. We then take this information and use it to match the right candidates with the right customer. We spend a significant amount of time talking to candidates to ensure that they will be able to perform well for our customers.

Candidates are questioned not only about their skill set that relates directly to the industry, but also about other factors that cue things about them as people and ultimately as employees. We look for things like:

  • Body Language- How people carry themselves plays directly into how they may perform in a work environment. Is their posture relaxed yet not lazy? Are they engaged in the conversation by facing the interviewer and making eye contact? We use body language as one way to gauge how excited they are about their potential employment opportunity.
  • Communication Skills- Without the ability to communicate, a great sounding candidate may not perform effectively. Are they listening and involved in the conversation? Can they answer questions directly and honestly? Do they come across as being friendly or hostile? The ability to communicate is very important in the workplace. Without sound communication skills we will not place a worker in a role that requires skill in this area.
  • Do They Have any Questions? – While we do most of the questioning, we like to see engaged candidates. Are they asking questions about how to best be prepared to provide quality labor to multiple employers? Do they ask questions to clarify anything, ensuring that they want to stay on top of the potential positions? When a candidate has pertinent questions we are able to discern that they can think on their feet. The ability to think and problem solve will make them a better fit for all of our clients even in cases where the job requirements do not call for a great amount of decision making or an advanced skill set.
  • Competency- While we staff many unskilled positions, we hate the stigma that unskilled laborers might not be competent. After all, every construction foreman and office manager started somewhere. We specifically look for signs that an employee is capable of reacting in multiple situations. How do they answer questions from a “what would you do” standpoint? Can they come up with multiple reasonable points of view on a given issue or topic? Can they tell a story from their past that illustrates their ability to tackle out-of-the-ordinary situations? We look for employees that can perform effectively in multiple positions in the field.

It is generally easy to assess how well a candidate knows a given industry. Our interviewers can ask direct questions and find out about each candidate’s background as it is relevant to the industry in which they will be a temp. Some candidates have the skill set to work in multiple industries and in those cases we know we have found a worker that will prove their value to our customers.

After our hiring process we select the best candidates from the applicant pool. All of our temps can be made subject to background tests as well as drug tests at the request of our clients. Our policies are very clear about our intolerance of intoxicants as they relate to work and of our expectations for their on-the-job behavior. If you are ever unhappy with a temp for any reason, take advantage of our commitment to flexibility and ask us to send you one of our workers who better fits your needs.

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The Value Proposition: Labor Systems Personnel

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