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5 Quick Tips for Reducing Your Cost-per-Hire

It takes time and money to hire the right people. With these 5 tips, you can reduce your cost-per-hire—starting 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.

How to Find a Bartender for Hire on Short Notice

When you need to hire a new bartender, it’s important to consider three traits: Personality, attention to detail and passion.

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.

Recruiting in the Construction Industry: How to Find Skilled Labor

Finding quality construction workers can be difficult. Learn four steps you can take to find them.

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?

Take Action

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.

Job Seekers

Finding work is not always the easiest thing to do. Having a professional staffing agency find jobs for you can make getting work much easier and take away the worries associated with not knowing where your next paycheck is coming from. We offer our temporary employees some perks in exchange for their hard work.

We value our temporary employees because they are the people who help our business function. Our employees are the people we build relationships with, not inventory to be sold.

Competitive Pay

We strive to make sure our employees are duly compensated for their efforts. We offer pay that is on the level with similar employers and we find the jobs for you. We can even pay you by check every day that you work. We understand that you work in exchange for pay and do whatever we can to make sure that you are happy when you join our team.

Provided Equipment

If the job we assign you calls for special equipment we can let you borrow a lot of it. This is part of our constant effort to make being a Labor Systems Temporary Employee the most hassle free way to find work out there. Let us know if you need:

  • Back belts
  • Dust masks
  • Ear plugs
  • Gloves
  • Hard hats
  • Safety boots
  • Safety glasses
  • Safety goggles

If your assignment requires other equipment let us know and we will work with you to help provide some additional equipment. We want you to have everything that you need to get the job done when you join the Labor Systems team.

Safety

While we will not assign you to dangerous jobs, safety concerns will be an issue for some of our temporary employees. We provide you with safety training to make sure that you are prepared for your assignments. We can train you to stay safe during your workday covering everything from basic safety practices to Hazard Training. If you are involved with an accident on the job our worker’s compensation insurance will make sure that your medical costs are covered.

Job Board

We can place you in many different kinds of jobs for many different employers. Below we have a listing of some of the current positions that we are currently looking to fill. If you see one that you feel you would be a good fit for simply contact us and submit your information. One of our representatives will contact you if we are able to place you with one of our employers. Feel free to check back regularly as we update this job board as soon as we have new positions to fill.  You are also welcome to come into to any of our branch locations to fill out an application and make yourself available for ongoing assignments.