Corporate Blog

Ebenezer Scrooge Could Teach You a Thing or Two About Networking

T’is the season for holiday parties and festive networking events. Bosses and coworkers stroll through the office in better moods and with higher energy. Although it’s tempting to revel in holiday adrenaline, take a moment to reflect on the year behind before gearing up for the next. Consider the lesson at the heart of the film, A Christmas Carol, in which Ebenezer Scrooge is visited by several spirits on Christmas Eve — Jacob Marley and the ghosts of Christmas Past, Present, and Future.

Take a moment to remember those who helped you to accomplish your goals. Consider how often you show gratitude, provide mentorship to others, or simply open your network to include new contacts. Imagine if the ghosts from the film accompanied you through various stages of your life. Would your ‘film’ look anything like this?

Christmas Past

The ghost of Christmas Past takes you back to school and the teachers who played a formative role in educating and molding you. You visit old classrooms, beginning from Kindergarten and making your way to the high school.

You linger in the high school classroom of an inspirational teacher and your eyes widen as you watch your old coach walk past. You might smile when seeing your favorite college professor in the distance, and remember her letter of recommendation that secured your spot into grad school or an internship of choice.

The classrooms shift into offices. You initially glimpse your very first boss who hired you after college followed by the often-challenging manager who enabled you to become a better employee. And, finally, the boss who took you under his wing—the best boss and mentor you ever had.

Christmas Present

Christmas Present guides you through your current office. You tour Human Resources, Accounting, IT, Marketing, and the C-suite. The ghost pauses each time you pass the cubicle of a younger employee. You are surprised to realize how many junior coworkers you don’t know by name.

You begin to say hello to someone who started just last week in Benefits, when the scene shifts, and you find yourself at a business networking happy hour. You notice the many young attendees you typically walk past, knowing their business cards will bring you no leads or referrals.

The last stop is a career event at a local university, where you recall once being asked to speak with students about careers in your profession.  You may have even meant to go.

Christmas Future

You’ll expect Christmas Future to appear more frightening, but he looks like an ordinary middle manager leading you to a conference room decorated for a party. A handful of attendees mill around a cake. One by one, people pause at the door, glance inside, and walk away. You realize that many of the people filing past are employees you’ve worked with—mostly younger workers you never took the time to know, even when assigned to your project team. You turn back and see someone has loaded a presentation. “Happy Retirement,” it reads, and as you count the people still present.  You don’t get to ten.

Hopefully, the painting of this tale doesn’t resonate with you.  But, if elements do, it’s okay.  We can all cast wider nets of human connection.  And, most importantly, it is never too late!

Sure, we can’t all contribute in the same way. Some will give generously to charity, while others volunteer. Just remember that life is all about human connections, and we’re surrounded by opportunities for these connections at work. Each of us can become more accommodating with our professional colleagues. We spend eight hours a day with coworkers—a simple “hello” goes a long way.  That hello contributes to a productive and engaging office culture. We can also widen our net of positivity and connection by more freely connecting on LinkedIn and interact on Twitter, especially with young people interested in learning and maturing. We can answer emails and provide advice. We can meet for coffee and lunch. Think about how the newly appreciative Ebenezer Scrooge would respond if you emailed him a question, invited him to connect on LinkedIn, or asked for his help in being introduced to a colleague.

If the Christmas ghosts visited this holiday season, would you be happy with their presentation? As we move through the holiday season, let’s appreciate our amazing connections and endeavor to foster new ones.

After all, the holiday recipe is simple:  A dash of making time. One cup of giving back. Mentoring to taste. Connecting until done.

Let us keep the spirit alive and well, all through the year. And may that be truly said of us, and all of us.

Happy holidays!

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The Jedi Mind Trick of Being Positive

Cailan Sockness—a recruitment specialist out of our Minneapolis branch—performs a Jedi mind trick on himself to stay positive throughout the workday. While he is clearly excited about the premiere of Star Wars: The Last Jedi, these tips will serve you well whenever you need a positivity boost from the Force!

Today’s world of politics, religion, economy, and daily life struggles can either elevate or depress our moods. How does one remain positive when bombarded by negativity?

Employee happiness is an increasingly important aspect of the modern workplace. In fact, according to snagajob.com—a popular website for job seekers and recruiters—companies with happier employees outperform competition by an average of 20%. I currently work as a Recruitment Specialist. My position is personally rewarding, but I’m often confronted with negative interactions. I focus on creating positive and enjoyable experiences for candidates as I work to uncover their next career steps, but not every candidate shares my positive outlook.  On a good day, I speak with five to ten candidates who are less than excited to hear from me for varying reasons; most often, they feel bothered. While I’m comfortable being “rejected” by potential candidates, I still feel the sharp jab of negativity every time.  It makes me ask myself: How do I make my next call genuinely positive after getting a verbal smack down? This is when I decided to take a page from one of my favorite franchises…STAR WARS!  And no…I did not join the Dark Side.

For those who may not understand the term “Jedi Mind Trick,” this is an action within the Star Wars franchise in which a Jedi manipulates a person’s mind with the intended goal of achieving an outcome. And with the excitement around the premiere of Star Wars: The Last Jedi, I decided to perform a Jedi mind trick on myself to achieve the goal of combating negativity and potentially helping others do the same.

For the Jedi mind trick to work, you must be open to the idea that you can achieve positive change simply through your thoughts. Most of us have heard the popular quote “I think, therefore I am,” so—with that logic—one should be able to think positively and, thereby, feel positive. For some, that’s all it takes. Others, like me, need more of a push to ignore the negativity or, as I refer to it, the “Darth Vader.” I need to physically do things to empower my thoughts to remain headed in a positive direction.

You must become comfortable with doing things outside of your comfort zone. You must become your own “Yoda,” willing to dismiss unnecessary noise from your mind. The more you can laugh about something unrelated to the negative experience, the stronger the positive influence over your thoughts.

Sonja Lyubomirsky—professor of psychology at the University of California, Riverside, and best-selling author of The How of Happiness: A New Approach to Getting the Life You Want—has pinpointed several strategies to remaining positive. Her #1 tip is embracing gratitude. “Focus on really appreciating what you have at work,” she says. “Maybe it’s a valued colleague or your boss. Or maybe it’s merely the fact that you don’t have a long commute.” She adds that you can express gratitude directly to people in the workplace, which can “really strengthen your connections with your coworkers.”

A study in the Journal of Social Psychology cited that—when it comes to feeling happy—doing something kind for people has the same effect as trying new and exciting things. Although the workday is not the appropriate time to conduct our personal lives, we can integrate this tactic into our lunch hours or the often uneventful drive to and from the office.

Here are some examples of things that have helped me:

  1. Call a friend or family member – If you have a Bluetooth and can speak hands free during your commute, use this time to call a friend or family member you usually message through texting. Voice contact in the text era can elevate not only your mood, but also a connection to someone you may have put on the backburner.
  1. Positive breathing – This is different from regular deep breathing. While inhaling, hold the breath for three seconds while envisioning a positive word, something that harbors a personal connection for you. After speaking the word in your mind, slowly exhale. Repeat these steps for 60 seconds.
  1. Tell a joke – Tell a coworker one of the corniest jokes you can remember, as long as it’s safe for the work environment. This can help both you and a coworker laugh away lingering negativity.
  1. Get out of your seat…and move – Walk through the office. Say “hi” to a coworker. Take a ten-minute walk outside. Refresh your legs, blood and air flow. A quick walk can take you from ten to zero in a matter of minutes!

Conceptualizing positivity as a Jedi mind trick has helped me remove the gap between thinking and doing. It’s all about training myself to employ positive reinforcement when faced with a negative situation. It also encourages me to be less afraid of failure or animosity and prepares me to face a “Darth Vader,” or potentially negative interaction.

Just as the wise Yoda once said, “Do or do not, there is no try.” You have the ability to positively influence your life…if you choose proactivity. Choose to become The Last “Office” Jedi who uses mental barriers to keep the Dark Side of negativity at bay.

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Payrolling Defined and Why It’s Critical

Are you in a position that challenges you to find creative ways to save your company money and cut overhead expenses?  A professional, low-cost payrolling solution can save six to seven figures a year!

So, when we say payrolling, what exactly are we talking about?

As it relates to contingent staffing, payrolling is the provision of longer-term tempo­rary workers where the resources have been identified by the client themselves (possibly through internal referrals or an internal recruiting department), but are referred to and become the employees of the supplier providing the payroll services.

Here are some of the reasons why companies payroll workers:

Cost savings – Working with a staffing industry partner whose WC, SUI, and other variable statutory costs are lower than your company’s in-house figures.  And benefit and pay rate evaluations offer enhanced savings opportunities.

Reduced administrative overhead and headcount – A payrolled worker is the employee of the supplier and thus the company need not monitor the payment of taxes, unemployment, workers comp, etc., as these are handled by the employer of record.  There are also fewer direct employees on the books.

Project-based work – If you know that someone is only going to be working for a defined period of time, why go through the hassle of onboarding them?

Trial runs – Many companies like having probationary periods for new hires before making them full time employees and going through their internal onboarding process.

Time savings – Hiring and onboarding is a time sink.  Whether it’s the HR Generalist, Manager or Administrator leading the onboarding process, that time could be used to focus on other core business functions, including recruiting strategy and securing other key talent.

Important factors to consider when considering low cost payrolling solutions:

Consolidate – To secure the lowest possible price, it’s best to consolidate your payrolled headcount to one vendor.  Also, with only one vendor, you will only receive one invoice and Accounts Payable will love you for that!

Ease – One of the primary reasons to payroll is to save you time.  Ensure your payrolling partner has an easy process.

Focus on candidate experience – The onboarding experience is important for any new hire joining your company.  Your payrolling partner should share your focus on candidate experience and have a process that combines both quick onboarding and high touch.

Compliance & Financial Stability – You will want to ensure that any vendor you choose is compliant with all state and federal regulations (e-Verify, liability insurance, etc.) and has the financial stability to pay its workforce on time, every time.

Benefits – The benefits your payrolling partner provides will matter to your payrollees, so ask vendors to share the details of their offered benefit packages.  They should include a medical benefit option, direct deposit, weekly pay, online timekeeping, 401k, etc.

Looking at contingent labor spend and putting a new program in place can seem like a large undertaking.  We don’t all have time for yet another project!  But when we consider the financial savings, the consistency of compliance measures, and the improved onboarding experience, it’s well worth the time spent.  Want added value and to save yourself a touch more time?—engage a payrolling partner that will do much of the heavy lifting on your behalf.  While we all clamor to draft internal communications, develop process flows, and hold meetings with key stakeholders to facilitate change management, a solid partner just may be able to help!

Learn more about Superior Group’s payrolling solutions here: http://superiorgroup.com/services/lppayrolling/

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Candidate Experience Isn’t Just About Your Career Site

Frank Gullo, Director of Digital and Mobile Strategy for Superior Group, writes about areas to focus on for the best candidate experience.

“The last best experience that anyone has anywhere becomes the minimum expectation for the experiences they want everywhere.” You’ll often hear this at marketing and employee experience conferences, and though it’s unclear who said it first, what is certain is that experience matters, and when it comes to technology, it’s always changing.

Discussion about candidate experience often turns to a company’s career site, and rightly so, as the career site is a key destination for candidates considering employment. Are the job descriptions compelling or flat? Is the application process easy or cumbersome? Is the site mobile optimized or still using a legacy desktop design? However, while it’s important to optimize career sites for candidate experience, with today’s mobile and social web, candidate experience interactions are increasingly taking place beyond the career site.

According to a 2017 Talent Board survey of over 180,000 job seekers, candidates typically check a variety of sources when they research jobs, and 42% say that a source other than the company career site was their most valuable resource when evaluating opportunities. Below are the top six sources:

  1. Company career site, 58.07%
  2. Employee, candidate or customer referral, 35.71%
  3. LinkedIn career page(s), 33.69%
  4. Job boards, 30.64%
  5. Employer review sites, 29.18%
  6. Job notification/agents, 28.11%

With so much of the candidate experience taking place beyond the career site, it’s important to ensure those experiences are on brand, seamless, technically smooth, and positive for the candidate. Here are five key candidate experience areas to focus on other than your career site.

  1. Job boards – Millions of candidates use job boards and aggregators to locate job opportunities every day. In some cases, candidates find and apply to jobs on those sites without ever visiting a company’s career site. Today’s job boards range from standard job boards like Monster and CareerBuilder, to aggregators like Indeed, to online classifieds, like Craigslist. Whatever the platform, it’s important to understand the candidate experience on those job boards and do all you can to ensure it’s positive and integrated with your talent acquisition goals.
  2. Search – Online search comes in many flavors that impact the candidate job search experience, and there are corresponding search tactics available to improve it. Career site content and organic SEO helps influence search engine result rankings for key terms, pay-per-click (PPC) advertising can drive traffic and experience, and alert tools, like Google Alerts, assist in monitoring what’s showing up in search. In addition, the new Google for Jobs indexes and displays current and relevant job posts right in search engine results.
  1. Review sites – Based on research, negative reviews impact reputation and customer/candidate acquisition. In addition, companies typically only hear from a small percentage of detractors. Fortunately, review sites like GlassDoor and Vault provide organizations with opportunities to respond to reviews, locate patterns, turn negative experiences into positive ones, and let candidates know that their experience and voice matters.
  1. Maps and locations – Mobile is critical today, and more and more candidate experiences take place on mobile devices. This is especially true if your company has physical locations. In these cases, part of the candidate experience involves looking up your address in map applications, which increasingly are tied to business pages, like Google My Business and Bing Places for Business. A simple address lookup will show not only the physical location, but also contact and overview information, photos, and reviews. It’s important to know the experience these location-based applications surface and use the management tools available to ensure all the information is accurate and helpful.
  1. Social media – The use of social media to find jobs continues to grow. According to recent Pew research, of the nearly two-thirds of Americans who use social media, 35% of social media users have used social media to look for or research jobs, and 21% have applied for a job they first found out about through social media. With so much job-related activity occurring now on social, seamless social candidate experience aligns best with a strong, consistent employer brand and useful social jobs content appropriate per network and demographic.

Candidate experience is more important than ever. With low unemployment, a skills gap, and fierce competition for talent, having a great candidate experience is critical. The above are just a few of the key areas to focus. What are yours?

 

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Superior Group Appears in Two of Staffing Industry Analysts’ 2017 Lists of Largest Global Staffing Firms

Staffing Industry Analysts (SIA) released its 2017 List of Largest Global Staffing Firms, wherein Superior Group ranked under “Largest Global Staffing Firms” and “Largest Global Engineering Firms.”

Superior climbed five spots to #85 on the List of Largest Global Staffing Firms.

The 100 organizations on the list of the world’s largest Staffing & Recruitment Firms have a combined revenue of $190 billion, based on sales generated in 2016.

SIA defines “staffing” revenue as revenue generated from the provision of temporary workers to business clients, as well as from “place & search” services (direct hire/permanent placement and retained search).

Superior also finished 20th on the Largest Global Engineering Firms list. This list estimates the global engineering temporary staffing revenue market in 2016 to be worth $28.3 billion. Added together, the top 20 firms generated $9.9 billion in revenue, accounting for 35% of the market.

SIA defines “engineering” temporary staffing as the furnishing of temporary workers in engineering occupations. Examples include mechanical, civil, electrical, industrial, petroleum, environmental, process and other engineers (but not software engineers which fall into what we define as our information technology IT segment).

Overall, both of SIA’s lists can be used to get a “big picture” reading of both the global staffing and global engineering temporary staffing industry landscape.

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Thankful For… Work

Christopher Beckage, Senior Vice President at Superior Group, shares his thankful thoughts on work this season. 

As Thanksgiving approaches us in the U.S., we often recognize how thankful we are for our family and friends; however, we often do not recognize the things that we can be thankful for at work.  While most everyone finds their jobs stressful or challenging at times, Thanksgiving offers a great opportunity to step back from the day-to-day and reflect on the things we appreciate at work.

Still stumped? Here are five things that I—myself—am thankful for at Superior Group:

  1. Job Purpose – Sometimes, it’s important to simply remind ourselves why our jobs exist in the first place. We work to solve problems. If there are no problems, then the job disappears or is greatly reduced (The Maytag repairman is a famous example of this, around which an entire ad campaign was formed!).  Create a list of the problems you solve throughout your day, and be thankful for each!
  1. Colleagues – There have been countless articles stating that we spend more time with our work colleagues than we do our friends and families. And when you do the math, it’s true! The average American worker spends 47.5 hours in the office each week, typically exceeding our time at home. According to Virgin Pulse’s new Labor of Love Report, nearly 40 percent of survey respondents named their co-workers as the top reason they love working for their companies. In fact—with all of this data on the importance of our coworkers—let’s take a moment this Thanksgiving to be thankful for the colleagues that keep us honest, accountable, satisfied, and passionate.  Don’t assume they know this already.  Go tell them!
  1. Competition – Surprised by this one? Don’t be! Competition, whether it be with another business or on a more personal level, pushes and challenges us every day. It forces us to be creative, innovative and, most importantly, it creates new problems or opportunities for us to solve.
  1. Leadership – The leaders of your organization contribute quite a lot to your employment. They work to guide your company in the best direction for the greater good and are solving many of their own challenges behind the scenes! All of this ensures the happiness and success of their employees—definitely another thing to be grateful for!
  1. Work/life Balance – This can be a struggle for employees in all industries and businesses. Being in the recruitment business, it is common for jobseekers at all levels to take new positions, because they are burned out and feel they are missing out on life. More and more companies are striving to do better here, providing more flexibility and moving to results-based work environments. If you have such, be thankful for how you and your employer have been able to accomplish this! Not all business are there yet.

We hope you find many things—beyond the holiday feast!—both at and outside of work to be thankful for this year. Happy Thanksgiving!

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Picking up the Phone—Simple Action, Big Impact

Theresa Lowe, a recruitment specialist out of our Chicago branch, shared her thoughts on how a simple action has enhanced her career. We have a feeling this advice doesn’t only apply to recruiting!

When I first got into recruiting, my sole focus was on building relationships with candidates that I was looking to place in their ideal jobs.  Once I had gotten my candidates their desired positions, they would refer me to their friends and family, and “my brand” would grow.  And, it did; however, not as quickly as I wanted it to.

I wondered what I was missing—what could help me get to the next level?

After a couple of months of black hole submittals, it came to me.  Most of the time, I would submit my candidates into a vendor management system (VMS) and then I would never hear back. Important questions went unanswered…Was I on the right track?  Was the candidate too highly priced?  Why didn’t they like my candidate?  Sure, I would email the hiring manager requesting information as to why they passed on my candidate, but I would rarely get a response.

A couple months and many black hole submittals later, I finally had my “Ah-ha!” moment.  While a majority of the candidates I placed had to be submitted within a VMS tool, others were sent directly via email to the hiring manager.  I began to see that these direct submittals to managers offered direct interaction opportunities that helped to develop relationships with decision-makers. I mention that the submittals were in email format, because—in this day in age—we primarily email and text.  Rarely do we pick up the phone and introduce ourselves.  Who has time for that? Right?  Wrong.  Picking up the phone, as simple as it may seem, was one of the best things I have done for my career as a recruiter.

Luckily, when most hiring managers replied to my emails, they included email signatures with their contact information (one of my biggest pet peeves is a missing email signature).  After a few email exchanges with one client in particular, I picked up the phone to personally introduce myself.  To my shock, he—let’s call him Bob—actually answered his phone!  I believe Bob was shocked to actually hear my voice.  It wasn’t an emotionless email or a text message, but a real-life person taking the time to call him personally to see how he was liking or not liking the candidates I had sent him.  Unfortunately, I was off the mark a bit, but he hadn’t had the time to email me back with those details, since he was so busy. But…he was very happy that I had taken the time to call him and have a conversation. We spoke in detail about the role for twenty minutes.  I learned exactly what he was looking for and he learned what I was currently seeing in the marketplace.

After we hung, up I sent him three additional submittals that week with most of the requirements he was looking for.  He interviewed all three and one of those candidates got the job.  Bob was impressed with my attentiveness.  I called him again about a week later to see how my candidate was doing on the job.  But, to be fair, I also had another motive: asking if there were any additional positions he needed help filling.  I knew that he used at least one other agency and if you Google “recruiting firms in Chicago,” at least 60 different agencies come up.  There are so many different companies to choose from, and I wanted him to come back to me.

So, I took a deep breath and simply asked the question, “can I fill another position for you?” Yes, he replied enthusiastically.  That was over a year ago.  Bob doesn’t email the other agency anymore; he picks up the phone and calls me.  I have his cell phone number and he has mine.  I later learned that Bob previously used four other agencies, but has only used ours recently because of the relationship he and I share.  Success!

Over the years, I have done this with other clients and I have been successful being the go-to.  Mostly gone are the black hole submittals, unanswered emails, and lost text messages.  Don’t get me wrong, I still employ all of these communication channels, since that’s the way the world works.

For me, though, picking up the phone and simply asking the question has made my recruiting career a whole lot sweeter.

 

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5 Steps That Take The Scare Out Of Hiring

Michael LoPresti, Regional Business Development Manager out of our Chicago branch, writes about how to take the scare out of hiring this Halloween! https://www.linkedin.com/in/michaellopresti1/

Hiring great talent can be a daunting—and sometimes haunting—task, but it doesn’t need to be.  Putting the right strategies into place will help you get more treats than tricks.

Trick or treat?  No one wants to be tricked.  Instead, we work to treat our companies to excellent staff, and that works best when we plan:

  1. First, evaluate the real hiring need
  2. Echo your company’s employee value proposition
  3. Align a thoughtful recruiting strategy
  4. Reign in decision-making times
  5. Streamline onboarding

Do we need Frankenstein or Frankenstein’s monster?—evaluate your hiring need

If we do nothing else, this one thing should not be sidestepped:  all stakeholders (what an appropriate term for Halloween!) involved with sourcing, interviewing, hiring, and ultimately managing the resource should sit down to discuss the role.  Miscommunication is a monster of its own, sucking the life out of even those most well-intentioned recruiting campaigns.  Urgency diminishes.  Expectations change.  Candidates become disenfranchised.  Productivity—like a child receiving a toothbrush at a trick-or-treat stop—suffers.

Get on the same page by asking some simple questions:

  • What output from this role will be critical to our business success?
  • If this is a backfill, what characteristics from the last employee would we like to improve or remove?—cultural fit matters!
  • What are the must-haves, nice-to-haves, and deal breakers?
  • What should we pay the resource based on the market?
  • How much time do we have?

Jekyll, meet Hyde—sync up your employee and company value propositions

This is where we need to be honest with ourselves.  Many organizations have gaps between internal vs. external perceptions.  If you are not the next Uber or Facebook that pays above market and holds ping pong tournaments in your lobby, that’s okay.  Make sure you have a great handle on what makes your company great, and then share that during the recruiting process.  We don’t want to surprise candidates with bat-to-vampire transformations after hiring.  That only increases turnover.

How do we strengthen our value propositions?

  • Consider the classics: base pay, commissions, paid time off, flexible work schedules, etc.—what mix makes sense for this position?
  • How is the work meaningful to the company and how can the right resource really OWN his career journey with your company?
  • Are there training opportunities, and team-building activities? What’s the team culture like?
  • What is the corporate culture like?

Even pumpkin carving needs a plan of action—develop your recruiting strategy

Now that your team agrees on the needs and you know what you have to offer your new hire, develop a strategy for finding, screening, and engaging the right candidates!  Consider all of the technologies you have available to you.  These may include social media outreach and advertising.  Always consider where your target candidates spend most of their time and put that knowledge to use!  After all, to catch the right fly, a spider must know how to build his web.

Ask yourself:

  • What companies hire for the same type of candidate and can I target them?
  • What schools offer related programs or degrees?
  • Do I have appropriate screening questions ready to go that will help weed out those who do not meet the real hiring need?
  • Have I considered the STAR behavioral interview?
  • Do we have skills tests in place?

Until the position is filled, productivity is a ghost—making the hiring decision

Here are the most common reasons we hear for why companies won’t make the final decision on a candidate:

  • “I don’t know if they have the technical or industry knowledge we need”
  • “I don’t know if they are the right cultural fit”
  • “I need to see more candidates to which to compare”
  • “I was frightened when the candidate suspended him/herself from the ceiling like a bat mid-interview and explained that if we didn’t commit to employing them until the end of time, they would haunt our organization relentlessly” (you’d be shocked how often we hear this one)

Hopefully, though, by getting on the same page with all stakeholders, validating the company/employee value proposition, and employing a well-honed recruiting strategy, we’ve refined our screening process and delivered the right candidate.  Hiring is not a scary thing when you have a plan in place and came prepared.

You’ve done all the right things.  You’ve sped the process by scheduling multiple interviews on single days.  Testing provided quantitative results on technical aptitudes.  Prudent interview questions shed light on value and culture matches.  Now, coach decision-makers toward the right decision.  That is a huge part of our success as recruiters.  Arm the decision-makers with all of the information they need based on the previous process steps, and urge them—constructively—to make a selection based not on candidate comparisons, but on confidence that the candidate can and will do the job.

We all fear the ghoulish unknown—onboard well

Finally, now that a candidate selection has been made, how do you integrate this employee into your organization and position them for success?  By planning, of course.  Joining an organization is scary-stressful for anyone and you can help build your company’s value proposition by easing the process!

  • Who is responsible for greeting the person the first day?
  • Is their desk and hardware ready to go?
  • Who is taking them to lunch during the first week to help build rapport and comradery?
  • How will expectations be communicated for the first 30, 60, and 90 days?

Recapping the Skeleton Key to the Recruiting Kingdom

Regardless of the season, take the fear out of hiring processes by always refining after each successful—or unsuccessful­—hire!  After all, our recruitment fears are only as powerful as we allow them to be…

Also, don’t fall for the major pitfalls that land recruitment efforts in the graveyard:

  • Changing requirements from candidate-to-candidate or search-to-search.
  • Setting unrealistic expectations.
  • Forgetting about the candidate experience.

With the exception of Beetlejuice, great talent doesn’t appear simply by calling out for it three times.  You’ll need to work hard to align the right resources and keep productivity alive. You’ll need to evaluate the real hiring need.  You’ll need to echo your company’s employee value proposition.  Aligning a thoughtful recruiting strategy will be vital.  Doing all of this will help to reign in decision-making times.  And, finally, streamlined onboarding will close the loop.

So…trick or treat?

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Superior Tees It Up for STEM

Superior Group Sponsoring 2nd Annual Tee It Up For STEM Event

Superior Group is excited to announce that it will be the presenting sponsor for Empire Genomics’ second annual Tee It Up For STEM golf tournament and dinner coming up on Monday, September 25th. This will be the first year Superior Group is sponsoring the event, and we’re looking forward to participating in such a great cause benefitting students and our local economy.

Tee It Up For STEM was created to help benefit local students who one day wish to work in Science, Technology, Engineering, or Math (STEM) fields. As job markets like manufacturing, life sciences, and healthcare continue to grow in both demand and importance, Superior finds it critical to support these initiatives and do everything we can to help young, aspiring students accomplish their goals.

In the inaugural event last year, several students were awarded scholarships enabling them to participate in the Harvard HMX Fundamentals course. HMX certificate courses provide students with a foundational basis needed to hit the ground running in the next stage of their education and career.

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Superior Group makes SIA’s 2017 list of largest US IT staffing firms

For the second year in a row, Superior Group has been ranked the 38th largest IT staffing firm by Staffing Industry Analysts on their list of 2017 Largest IT Staffing Firms, with revenues over $100 million in the United States.

The report defines “IT” temporary staffing as the furnishing of temporary workers with IT skills. Examples of IT occupations include software engineers, computer systems analysts, database administrators and information security analysts.

The SIA’s 2017 report estimates that 43 firms generated at least $100 million in U.S. information technology temporary staffing revenue in 2016. Added together, these firms generated $18 billion in such revenue, accounting for 63% of the market.

Overall, the SIA believes this list helps companies get a “big picture” reading of the United States’ IT staffing industry landscape.

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