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
Corporate event planning is always limited by two factors: the amount of time you have to plan your event and the size of your event planning budget. So, when planning a corporate event, you should be prepared to make sacrifices—either to speed things up or to cut costs. But, that doesn’t mean you need to settle for a lackluster affair. Follow these event planning tips to give your guests a memorable experience they’ll be talking about for months!
- Identify what is most important to you
- Give your guests compelling reasons to attend
- Gather feedback to help improve future events
Let’s take a closer look at each of these corporate event planning tips and why they can help you be successful regardless of your budget or the time you have to prep.
1. Identify What is Most Important to the Success of Your Corporate Event
Before you do anything else, put serious thought into why you’re planning a corporate event in the first place. What are the most important goals you want to achieve? What do key stakeholders in your organization expect as an outcome?
The only way to find out is to schedule time with the C-Suite and get everyone to align on what matters most. Once you reach a consensus, put it in writing and distribute it to everyone involved. This document is now your compass for deciding where to invest your time, your money and how to manage your corporate event.
With every decision you make in the coming days, weeks or months, ask yourself: will this help my corporate event meet expectations and be successful? If the answer is “no” and you need to make cuts for one reason or another, you’ll have a great place to start.
2. Give Your Guests Compelling Reasons to Attend
Regardless of the end goal of your event, remember that it’s just as much about your guests as it is about you. Yes, you have certain objectives you hope to accomplish or important messages you want to communicate. But, your guests are giving up their time and (in some cases) money to attend, so make sure you give them what they want:
- Compelling, thought-provoking speakers
- Opportunities for professional development
- Time for networking with colleagues and other professionals
- Fun and entertainment: all work, no play = no way
Bottom line? Spend as much time thinking about the value of the event to your guests as you do to your organization.
3. Gather Feedback to Improve Your Next Corporate Event
One of the best ways to save money on your next event is to find out from guests what worked and what didn’t. Was that expensive guest speaker a hit or a dud? Was the venue comfortable and inviting? Did the food and refreshments keep people satisfied? And, of course, don’t forget to ask your guests for input about what you can do differently next time. Who knows, maybe you’ll discover you can host your next corporate event for less without sacrificing quality.
Bonus Tip: Choose a Reputable Hospitality Staffing Solution
Don’t let all your hard work and preparation get overshadowed by an unprofessional hospitality staff. Quality hospitality staffing will all but guarantee your guests have a great time at your corporate event. At Labor Systems Job Center, our flexible hospitality staffing solutions can help ensure your corporate event goes off without a hitch. For more information or to submit a request for a service quote, fill out our form today.
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.
At Labor Systems Job Center we seek to partner with employers who are in need of dependable additions to their work force. Our customers have found that they have more time and resources to devote to their primary business functions when they leave part of the hiring process to hiring professionals. We have relationships with a labor pool that is capable of making a positive impact on your operations, from the moment they arrive at your place of business. Our staffing solutions come with a guarantee. We will find a worker who best fits your needs and company culture every time you call on us. If you are ever in doubt about the worker that we send, let us know and we will immediately replace that employee with someone who better fits your needs. Being able to give a worker a test run before you commit to them ensures that you get the staff you need every time.
We have workers who are ready and waiting to meet your staffing needs. Labor Systems hires employees who can meet the needs of employers who operate in various industries. In many cases our temporary workers can meet the needs of employers who operate in differing fields. Come see how choosing Labor Systems for your staffing needs can help employers with a variety of staffing needs.
What You Can Expect
Using Labor Systems to handle your staffing needs saves you more than just the time it takes to post job listings and interview potential employees. You should expect a viable return when you use a staffing agency, and that is what we provide.
If you are in need of competent staffing solutions right away, or if you would simply like more information about the staffing services that we offer, please submit a request. A member of our staff will contact you right away to set you up with the employment solutions that make running your business easier.