who... a staffing company

Who Staffing’s Business Operations practice area has recently engaged on a search with our client for a Compliance Analyst. If you are interested in learning more about this #opportunity please contact Donald Coleman or visit our website to see the full job description, https://lnkd.in/e-yMRr2i.

Are your job descriptions helping you attract the right candidates for your open positions? Clear and detailed job descriptions are crucial for effective hiring and subsequent management processes. They help ensure that both the employer and employee have a mutual understanding of the job expectations, which can lead to better performance, higher job satisfaction and overall organizational success. Some problems stemming from insufficient job descriptions include: 1. Recruitment Issues - attracting the wrong candidates who are not well-suited for the role and/or difficulty in assessing candidate's qualifications, leading to wasted time and frustrations on both sides. 2. Onboarding Challenges - confusion about roles and responsibilities and unclear expectations that lead to longer ramp-up times. Without clear guidelines, training programs become unfocused and inconsistent. 3. Performance and Productivity Issues - unclear performance metrics leading to uncertainty and decreased motivation. Ambiguity in job roles can also result in duplication of efforts or tasks that fall through the cracks. 4. Employee Morale and Engagement - new hires may feel frustrated or worse - lied to during the interview process, leading to job dissatisfaction. An obvious result of this is a higher than normal turnover rate. 5. Team Dynamics and Collaboration - ambiguity can lead to conflicts among team members over responsibilities and authority. Lack of clarity can also hinder effective teamwork and collaboration efforts. 6. Legal and Compliance Risks - vague job descriptions can lead to misclassification of employees or discrimination claims potentially resulting in legal or regulatory issues. If your organization is struggling creating accurate and compelling job descriptions and want to discuss how we can help feel free to reach out to schedule time to talk.

Recruiting is challenging enough without sabotaging your efforts by committing common mistakes that can lead to poor hiring decisions, increased turnover, and lower employee satisfaction. Please follow along as we highlight several of the more frequent errors we encounter and provide suggestions on how to up your talent acquisition game. #1 Inconsistent/Inadequate Interview Process: The interview process is the first opportunity for an organization to make a positive impression on a potential new employee yet so many times the process is inconsistent, at best, and winds up turning off top talent. By not having a standardized interview process that can be explained to candidates in an initial conversation and then adhered to throughout by everyone involved will undermine your ability to obtain the talent you are looking for. Review your process to see if any of these problems currently exist: Unstructured Interviews: Conducting interviews without a structured format can lead to inconsistent assessments of candidates. Having a structured interview process ensures that all candidates are evaluated on the same criteria Lack of Preparedness/Interview Skills: Often times the hiring manager is unprepared or unqualified to conduct an interview. Make sure the interviewer has been trained on how to conduct an interview to elicit the information necessary to make a go/no go decision on a candidate and that they have thoroughly reviewed the candidate’s resume/qualifications and prepared relevant questions Asking Inappropriate or Illegal Questions: Depending on federal and individual state laws questions regarding age, gender, marital status, religion or other protected characteristics can not only be illegal but also create a negative impression of the company Failure to Sell the Company or Role: Not effectively communicating the benefits of working for your company or the exciting aspects of the role can result in top candidates losing interest. Remember, candidates are interviewing you too! Ignoring the Candidate Experience: Not considering the overall candidate experience, including the logistics of scheduling, the demeanor of the interviewers, and the comfort of the interview setting can negatively impact your ability to attract top talent. Make sure that every step of the process has been outlined from the start so when moving to the next step it is a celebration of progress not a surprise. Communicate…communicate…communicate. Failing to keep candidates informed of their status can lead to frustration. Neglecting to provide timely feedback or follow-up can damage the company’s reputation and deter future applicants…remember candidates talk and are quick to share a negative experience with their network. Have additional questions? Reach out to schedule time to discuss your recruitment needs!

Recruiting is challenging enough without sabotaging your efforts by committing common mistakes that can lead to poor hiring decisions, increased turnover, and lower employee satisfaction. Please follow along as we highlight several of the more frequent errors we encounter and provide suggestions on how to up your talent acquisition game. #1 Inconsistent/Inadequate Interview Process: The interview process is the first opportunity for an organization to make a positive impression on a potential new employee yet so many times the process is inconsistent, at best, and winds up turning off top talent. By not having a standardized interview process that can be explained to candidates in an initial conversation and then adhered to throughout by everyone involved will undermine your ability to obtain the talent you are looking for. Review your process to see if any of these problems currently exist: Unstructured Interviews: Conducting interviews without a structured format can lead to inconsistent assessments of candidates. Having a structured interview process ensures that all candidates are evaluated on the same criteria Lack of Preparedness/Interview Skills: Often times the hiring manager is unprepared or unqualified to conduct an interview. Make sure the interviewer has been trained on how to conduct an interview to elicit the information necessary to make a go/no go decision on a candidate and that they have thoroughly reviewed the candidate’s resume/qualifications and prepared relevant questions Asking Inappropriate or Illegal Questions: Depending on federal and individual state laws questions regarding age, gender, marital status, religion or other protected characteristics can not only be illegal but also create a negative impression of the company Failure to Sell the Company or Role: Not effectively communicating the benefits of working for your company or the exciting aspects of the role can result in top candidates losing interest. Remember, candidates are interviewing you too! Ignoring the Candidate Experience: Not considering the overall candidate experience, including the logistics of scheduling, the demeanor of the interviewers, and the comfort of the interview setting can negatively impact your ability to attract top talent. Make sure that every step of the process has been outlined from the start so when moving to the next step it is a celebration of progress not a surprise. Communicate…communicate…communicate. Failing to keep candidates informed of their status can lead to frustration. Neglecting to provide timely feedback or follow-up can damage the company’s reputation and deter future applicants…remember candidates talk and are quick to share a negative experience with their network. Have additional questions? Reach out to schedule time to discuss your recruitment needs!

Who Staffing’s Business Operations practice area has recently engaged on a search with our client for a Staff Accountant. If you are interested in learning more about this #opportunity please contact Donald Coleman or visit our website to see the full job description, https://lnkd.in/eDG3dfTq.

Who Staffing’s Business Operations practice area has recently engaged on a search with our client for a Client Service Associate. If you are interested in learning more about this #opportunity please contact Donald Coleman or visit our website to see the full job description, https://lnkd.in/gpTRwtsc.

Who Staffing’s Business Operations practice area has recently engaged on a search with our client for a Director of Land Planning. If you are interested in learning more about this #opportunity please contact Ben Farquhar or visit our website to see the full job description, https://lnkd.in/eYNmm2gz.

Who Staffing’s Business Operations practice area has recently engaged on a search with our client for a Civil Engineer Project Manager. If you are interested in learning more about this #opportunity please contact Donald Coleman or visit our website to see the full job description, https://lnkd.in/eF6YivfE.

Who Staffing’s Business Operations practice area has recently engaged on a search with our client for a Director of Operations. If you are interested in learning more about this #opportunity please contact Donald Coleman or visit our website to see the full job description, https://lnkd.in/eUTdMpBB.

Who Staffing’s Business Operations practice area has recently engaged on a search with our client for a Senior Marketing Associate. If you are interested in learning more about this #opportunity please contact Ben Farquhar or visit our website to see the full job description, https://lnkd.in/eAq3hqKe.