- Engage in questions that allow you to learn about your candidate’s full potential. These answers can give you great insight into the candidate’s ambition and desire to advance in their career. Use the 80-20 rule so that the applicant speaks 80% of the time during the beginning portion of the interview and then follow up with the remaining 20%. Along with asking your preselected questions, be sure to educate your candidate and be willing to offer advice or direction they might be seeking.
- Look for someone who is the most compatible with others in your department. There are times when you have probably found a candidate that you like, but you’ve realized they may not be the best fit when working with your team. Be mindful of the specific qualities you are looking for when selecting your candidate. Ask your applicant how well they work with others by giving specific examples of personality types on your team. After the interview, make notes of how this could affect your overall team’s success.
- Be aware of your body language. Assessing body language can help you determine your candidate’s level of interest and authenticity. Just as much as you are picking up their nonverbal cues, also be aware of your own. By showing that you are relaxed and composed, you will help your candidate feel more comfortable during their interview. With this added level of ease, they may be willing to divulge more genuine and straightforward answers.
The interview process will tell more about your candidate than you can gather from their resume. It’s your opportunity to determine who will be a good cultural fit within your company and who has the most ambition and drive. In order to have a successful interview with the applicant, you will need to collaborate with your team and deliberately plan ahead to ensure you make this process as thorough as possible. Get the most out of your interview by following these three steps.
A new study has been released which shows high job satisfaction rates among those working in the surveying field. As I was reading the article I noticed that the majority of the respondents were seasoned surveyors who had over 30 years of experience and were older than 46 years old. Before I finished reading, I was curious as to why there weren’t more young, vibrant, new-to-the-industry surveyors to participate in the survey.
Numerous sources will tell you there is a tremendous shortage of incoming surveyors. The Bureau of Labor Statistics reported that of the 65,000 people working under the titles of surveyors, cartographers and photogrammetrists, just 9,000 are 34 years or younger.
There are many contributing factors to help explain this less-than-healthy trend. One of those reasons is the advancement of technology. Where there used to be three to four surveyors working in the field, there is now only one. This restricts opportunities for field experience that young professionals once had. Another contributing influence is education expectations. Many state boards require a four year degree before beginning work in the surveying field. This increased requirement might hinder those from pursuing a surveying path. Related to that, there is also a lack of knowledge in the public eye of what a surveyor’s job responsibilities are. It can be difficult to encourage young people to join the profession when they don’t know anything about it.
This begs the question, what is currently being done to protect and encourage young surveyors? The International Federation of Surveyors (FIG) established the Young Surveyors Network in 2006 in an effort to bring the youngest of surveyors together and foster increased support for the group. The National Society of Professional Surveyors (NSPS) recently launched its own Young Surveyors Network, based on the FIG model, which offers support to surveyors aged 35 years and under, students of surveying, or those surveyors within 10 years of graduating from a bachelor’s or master’s degree.
These groups are a great way to initiate change, but I believe that more needs to be done to further encourage our younger generations into learning more about this field of work. The high job satisfaction rates reassure me that positive change can be possible during this downward trend.
To read the entire Job Satisfaction Survey, click here.
Temporary staffing can be a beneficial tool in many segments of the workforce. It’s not just limited to secretarial and clerical work, but can be utilized in a wide range of professions. Patricia Schaefer with Business Know-How offers the following pros and cons to help you determine whether temporary staffing would be a good fit for you.
1. Enables your business to adjust more easily and quickly to workload fluctuations. Temporary help agencies can quickly provide your business with qualified staff. Some common reasons companies hire temps:
2. Maintains staffing flexibility. With the popularity and staying power of flexible work arrangements, employers need to stay current with the needs of today’s work force. Temporary work is just one of the ways that businesses can offer flexibility and at the same time better meet their own needs.
Representative Denise Ridenour of renowned Kelly Services foresees that “the employment pool will increasingly include a mix of temporary and full-time employees. The result is a more efficient workplace, a more flexible job market, and greater opportunities for both employers and employees. Additionally, improving productivity enhances a company’s bottom line and employee job security.”
3. Can evaluate worker without commitment. Based on your evaluation or preferences, you can employ a temp for a designated short term or, if desired, offer a full-time position to a worker who suits your business. Some businesses employ temporary workers as an excellent and cost-efficient way to recruit and test the abilities of new workers before signing them on full-time. Other companies will repeatedly use the services of a temp worker who has proven to be a company asset. Hiring a temp can also be a good way to continue getting work done while you search for the perfect candidate for a particular job. If unsatisfied with a temp’s work performance, all you need do is contact the temp agency and they will take care of the rest.
4. Can save time and money. The cost of hiring temp workers is often less expensive than the cost of hiring permanent employees with benefits. In the short term, it is generally more cost-efficient to hire a temp. For jobs that are expected to last six months or longer, it may pay to hire a full-time employee.
When you employ an agency, it – not you – becomes the temp worker’s employer. The agency is responsible for and bears the financial burden of recruiting, screening, testing and hiring workers; payroll expenses and paperwork; payroll and withholding taxes; unemployment and workers’ compensation insurance; and any employee benefits they may wish to provide. Some agencies even provide training such as software application tutorials.
5. Can lead to a long-term positive relationship with staffing agency. Temporary employees can provide specialized skills to all types of industries. Temporary help agency workers are now employed in virtually every industry. Traditionally, companies sought temporary workers for lower-skilled positions. Today temporary workers increasingly include highly skilled individuals with a wide range of educational backgrounds and work experience. These individuals can tackle critical one-time projects that are limited in time and scope. In the field of Law alone, recent years have seen a dramatic growth and acceptance of hiring lawyers on a temporary basis.
When you find a temp agency that provides timely and quality service and referrals, and is experienced and accommodating, you may want to work with them exclusively. A good relationship with your temp staffing provider will go a long way toward meeting your company.
1. Training Needs. Every time a temp starts a new work assignment – no matter how skilled or unskilled – a certain amount of training is required in order for them to perform their assigned tasks to suit the specific needs of that company. Of course, if the same temp is brought back again, this might not be required.
2. Morale Issues. Morale and employee relations problems can arise when you have temps working alongside permanent employees for months, doing the same work and putting in the same hours, but not receiving the same benefits afforded their permanent employee coworkers.
3. Safety Issues. Certain types of jobs are inherently dangerous and require careful safety training. Studies show that frequency and severity rates of on-the-job injuries are significantly higher with temporary workers. No matter what a temp’s experience is, care must be taken to see that dangerous tasks are performed safely. Never assume a temporary worker is fully prepared to work unsupervised until you have taken the time to see that they can safely perform their work tasks.
4. Legal Concerns. Recent court decisions have highlighted the fact that businesses must be careful how they contract for temporary staff. There must be no doubt about the workers’ status and about the lack of eligibility for the benefits of permanent employees. Employers must take care to treat temp workers with the same respect and care you would for your permanent staff.
GeoSearch, Inc. can help you with your temporary staffing needs. Contact us today to get more information. www.geosearch.com
When the recent CareerBuilder survey came out estimating that more than one in five employees are determined to leave their current place of business in the year 2016, I stopped to consider the increasing popularity of job hopping and what this means for hiring managers.
Job hopping is a term used to describe individuals who stay in tenure for no longer than 2 years. As a hiring manager, this is traditionally seen as a red flag. With employees’ attitudes changing about career advancement, the idea of a 20-30 year career with the same company is almost unheard of these days. It’s not uncommon to see a professional change jobs up to six times before they reach the age of 30.
Although job hopping can seem detrimental to one’s professional career, Kurt Rackos, founder and Partner at SkyWater Search Partners, has some positive feedback about job hoppers:
Should you be concerned when hiring a job hopper? It’s important to cover all your bases when you come across someone who appears to have job hopper qualities. Here are six things to consider when identifying a potential job hopper.
The bottom line is, do your research, ask your candidate questions, and go with your instincts on whether you feel they might be the right fit for your position.
More than one-fifth of employees, 21%, plan leave their current employers in 2016, according to a survey from CareerBuilder. This is an increase from 16% in last year’s survey. Looking at only workers between 18 and 34 years old, 30% expect to have a new job by the end of 2016, up from 23% last year. The survey also found 34% of employees are regularly searching for job opportunities, even though they’re currently employed, up from 30% last year.
“Just because a person is satisfied with their job doesn’t necessarily mean they aren’t looking for new work,” said Rosemary Haefner, chief human resources officer at CareerBuilder. “Because of this, it’s critical to keep up with your employees’ needs and continue to challenge them with work they feel is meaningful.”
When asked what factors rank as more important than salary when considering a position, responses included:
When asked if they could choose extra perks to make their workplace more satisfying, the most popular choices workers pointed to include: