Finding the Right Fit With Values-Based Recruiting

April 17th, 2013

A big challenge facing HR and other hiring managers is finding candidates who are the “right fit” for their respective organizations.

But just what, exactly, is the “right fit”?

For many employers, it means finding a candidate who shares the same belief systems and values as the company, and who meshes with the corporate culture.  To identify this type of individual, these employers often turn to values-based recruiting.

Values-based recruiting goes beyond examining competencies and experience.  It’s about creating a values match by building a model that outlines behaviors associated with corporate values, and then assessing candidates for those behaviors.  The process typically yields hires whose thinking, values and ways of doing business closely match those of the employer.

But what if your company needs a  new direction, fresh business perspective or innovative ideas to re-energize your organization?

In a case like this, the right fit for your organization will be an individual who, by definition, is not a perfect values-based match.  Rather, this candidate should be selected based on a model that outlines behaviors associated with leading your company in a new direction.  To begin this process, your company must first determine new goals, create a list of competencies and values for the available position that will support those goals, and then recruit and select accordingly.

Which type of recruiting is right for your business needs?

ABR Employment Services’ recruiting experts will work with you to determine how to find the right fit for your company’s needs.  Our comprehensive testing modules screen out applicants that do not meet your specific job performance standards, promoting work efficiency and expected results. Our behavioral-based interviews and reference requirements identify the “best of the best,” making our talent the type of people you would normally hire for permanent positions.

In addition, ABR Talent must sign a Performance Pledge, which is a commitment to the following behaviors as portrayed in our Expectations of Excellence:

  • Trustworthy
  • Respectful
  • Responsible
  • Reliable
  • Professional

By signing the Performance Pledge, ABR Talent agree to demonstrate these behaviors in their interactions with ABR, co-workers, supervisors and other company employees.

Contact us today to find out how our Work Ready Talent can create successful hires in your organization.

Tips to Increase Employee Retention

February 18th, 2013

No company has a 100 percent retention rate. It’s impossible. Yet, the average cost to hire and train a new employee is $57,698 per person! A constant revolving door of employees wrecks havoc on a company’s bottom line. That’s why hiring the “right” people from the get go is critical.

But hiring the right people is easier said than done. (P.S. ABR can help you with that.) From there, it’s worth recognizing that each employee may be motivated by something different. There isn’t a one-size-fits-all solution. But we do have some ideas for your organization to consider:

1. Offer Some Perks

More importantly, offer something that fits your employee’s needs. Something as small as “Donut Wednesdays” or discounts to a local gym can improve morale. If you can offer something that saves your employees time, or reduces stress, even better! Try partnering with a local maintenance shop that will offer oil changes in the parking lot. Or enlist a local traveling masseur and offer 15 minute lunchtime chair massages. Get creative. Consult your local chamber of commerce website for more perk ideas.

2. Promote from Within

Employees stay when they see a future. And they’ll be much more likely to see a future if they see their coworkers and bosses climbing up the ladder. When hard work and dedication is rewarded – and there’s a visible payoff – others will want to put in their time and follow suit. Ask bosses to discuss and revisit their employee’s long-term career plan twice a year.

Foster Open Communication

When your employees know they can be heard, they will feel respected and wanted. Whether it’s a comment box, a bi-monthly meeting, or an open-door policy, encourage your employees to speak their mind. Ask them to suggest solutions to their problem and don’t let these inquiries go unanswered.

Create Contests and Incentives

Everyone loves a little competition. Reward the highest performer in your sales force or the department that brings in the most canned goods for charity over the holidays. Or create quarterly goals for individuals or teams. The incentives don’t have to be large – simply working toward them is part of the fun. A free lunch – heck, even a free coffee – can motivate someone to succeed.

Consider Employee Development

Think about offering on-site classes that can further your employee’s careers. That includes anything from technical skills that are directly relevant to their position to communication workshops that are applicable to both work and home life. When you’re willing to invest in your employees, your employees know you care.

Empower Your Employees

You want your employees to succeed, but you also want them to learn. So don’t be afraid to switch up mundane work with something more difficult. If a worker is challenged – maybe even with an assignment slightly above their ability level – they’ll be pushed out of their comfort zone. It may be scary for the both of you, but your employee will further develop his abilities, which helps the both of you in the long run.

See our ‘Employee Retention Tips‘ board on Pinterest and read our other pieces on how to encourage productivity in the workplace and employee happiness.

What does your organization do to help retain employees? Submit your comment below.

 About ABR

ABR Employment Services provides employment opportunities to job seekers and staffing solutions to employers throughout Wisconsin. ABR provides temporary, try-before-hire and direct hire job opportunities in: customer service, data entry, receptionist, office assistant, administrative assistant, assembly, packaging, machine operator, warehouse, janitorial, CNC, welder, forklift, maintenance, and call center. Connect with us on Facebook or LinkedIn for job seeking tips and advice. Have an overlooked job search resource to share? Tell us about a job hunt resource you used successfully below.


Tips for Effective Employee Onboarding

November 22nd, 2010

“You never get a second chance to make a first impression.”

When you hear this saying, you may envision a nervous job seeker, compulsively straightening his suit and repeating his 30-second “personal sales pitch” before an interview.  But quite honestly, the saying is just as relevant for the hiring company.  Why?

When you mainstream and orient a new hire, you set the tone for his work experience with your organization.  The more positive that initial experience, the more welcome and prepared the individual will feel in his new position.  This will, in turn, give him the confidence and resources to quickly begin making a positive impact within your company (which is why you hired this person in the first place, right?).

So make a commitment to create a great first impression on your new hire by implementing a thorough and effective onboarding process.  Use these tips to make him feel welcomed, valued and prepared to hit the ground running:

  • Welcome a new employee with a letter.  Before the individual’s first day, send a friendly and informative letter to welcome him and review his first day’s schedule, helpful tips for parking, to whom he should report, etc.  Alternately, you can post new employee schedules, materials, benefits forms and a FAQ on your company Intranet, and make it accessible from a link in a welcome e-mail.
  • Prepare a corporate “family tree.”  Familiarize new hires with your company’s “who’s who.”  You can make photos, names and job titles available on your company’s Intranet, or maintain a simple bulletin board with the same info to facilitate the getting-to-know-you process.
  • Pre-orient existing staff members.  Provide employees with your new employee’s résumé and job description before he starts.  Advise each team member to conduct a meeting with the new hire in which he shares a description of his own position, reviews the ways their roles interact and covers how they might work together in the future.
  • Approach the process from the employee’s point of view.  The onboarding process can be complex and overwhelming for your new hire.  To keep your new team member feeling valued, try to create orientation procedures that make the process fun, interesting and as painless as possible.
  • Provide and review a written plan of employee objectives and responsibilities.  This step will eliminate confusion about job functions and will open the floor to discuss concerns or new opportunities.
  • Give the new employee your undivided attention.  Be careful not to let e-mails, phone calls, or other employees distract you during orientation sessions, because this sends the unintended message that the new hire is not worth your time – a real morale-killer.
  • Make day one personal.  Prioritize interpersonal relationships with key colleagues as soon as your new employee starts.  Make sure you welcome the whole person – not just a set of job functions – from the outset, and you’ll be sure to make a great first impression.

ABR Employment Services works to make new employee transitions as successful and simple as possible.  Our stringent screening process ensures that the candidates we refer (whether on-time or direct) have the skills, experience and traits necessary to integrate seamlessly with your existing workforce.  Contact us today to learn more about our staffing solutions for Wisconsin employers.

Give Your Staffing Firm Feedback to Get Better Results

August 10th, 2010

Help your staffing service help you.

Continuous improvement should be a goal of any business relationship – your relationship with your staffing provider is no exception.  Help your staffing firm deliver better results by providing them with frequent, measurable feedback.  By letting them know what they’re doing right, as well as how they can improve, you can make your staffing function even more efficient and cost-effective.

Ask internal staff who supervise temporary employees to periodically fill out a simple report card for your staffing service.  It can evaluate quality of fills, ease of working with the staffing specialist, timeliness of service, etc.  Then, share the feedback with your staffing provider.  They will use the information to identify opportunities for improvement, to further customize the service they deliver, and to make your job as easy as possible.

Here are a few sample questions to consider:

The Staffing Firm

  1. How well does the staffing firm demonstrate an understanding of your business?
  2. How well does the staffing firm meet your expectations?
  3. How would you rate the staffing firm’s service, as compared to other services you’ve used?
  4. How would you rate your staffing service representative?

The Employees

  1. How well do the employees fit the assignments?
  2. How would you rate the employees’ attitudes toward their work?
  3. How punctual are the employees?
  4. How prepared are the employees (i.e., how quickly do they get to work)?

How well are we doing?

At ABR Employment Services, we pride ourselves on the quality of both our service and our employees.  We want to know what we’re doing right and where we can improve.  Please contact us with your feedback, so we can deliver even better results for your organization.