Tips for Hiring Great Temporary Specialists in SoCal

Your Los Angeles or Orange County company may need more workers as your business starts growing again as the economy continues to improve.

Yet you probably don’t really know how fast you’ll grow, in what areas you’ll grow and if you’ll be able to sustain that growth over a year or more.

Irvine staffing

Bringing on temporary specialists could be the answer.

Bringing temporary specialists in for one or a few days, or even for several weeks if not months, can help you grow your workforce as needed in the next few months…and then cut back if necessary .

Yet hiring great temporary specialists isn’t as cut and dried as simply calling up or emailing your go-to workforce management partner and discussing your current needs.

Many folks who work for staffing companies register with several staffing companies.

This is normal. After all, a specialist’s favorite recruiting firm may not have an opening for the specialist when he or she comes off from one assignment and needs another. It’s therefore savvy for folks to register with more than one staffing company.

Which means you may be competing for their services.

That’s right: many temporary specialists are extremely sought after by the staffing firms with which they’re registered. They have proven themselves to be reliable and trustworthy. Or they may have highly sought-after skills AND have proven themselves to be reliable and trustworthy. They also may have multiple offers for assignments with possibly higher hourly wages.

Our point? Our clients have found that they, too, need to stay sharp and on top of their game when it comes to hiring the best temporary specialists for their assignments!

How to beat your competition and hire the best-of-the-best.

  • Make your hiring decision quickly.

Working with a staffing agency means that their candidates are pre-screened. You know they have been vetted and pre-qualified.

When interviewing specialists sent by your staffing partner, move quickly. Have just one or no more than two people interview them. Use a qualified fit assessment to make sure they have the skills for the work and will fit in. (Consider giving this assessment tool to your staffing partner so that they can do so when they interview the specialists.)

Aim to let your staffing partner know as soon as possible whether or not you want the candidates: end of day, or the next day is best, yet no more than three days.

  • At the interview.

Be extremely clear regarding duties and expectations. Explain them again, if necessary. Make it clear that you’re happy to answer any and all questions.

If there’s a chance the assignment might lead to the specialist being hired on to your payroll, do say so, but don’t give false hope. If there’s a 50/50 chance, say so. The same goes for if there’s only a 10 percent chance. Bottom line: don’t provide false hope. It’s better to surprise someone with good news – you want to hire them – then it is to set their expectations too high.

If the assignment end date is unclear at the time of the interview, let the candidate know so. Be as honest as possible: if the assignment definitely won’t be extended, say so.

If you often provide letters of recommendation for temporary specialists, let the candidate know. The candidate isn’t your employee, of course, but letting the candidate know that you do write letters for exceptional work is a definite selling point for your position.

  • When the specialist is working on assignment.

Treat the specialist as much as possible as a regular employee. Many specialists tell us they often feel like second-class citizens and will leave an assignment before its official end if they are offered one (via another staffing firm).

Onboard the contractors as you would a regular employee (minus the employee benefits conversation, of course). Touch base with them often and provide them kudos regularly (and be sure to let the staffing firm know, as well).

Include them in small team gatherings, such as Friday pizza parties (when your employees work in person together again), and so on.

Many of our clients are starting to bring on more temporary specialists.

We have many terrific specialists in our ATS but the best ones are taken quickly. Reach out to the Helpmates branch nearest you and let us know all about your workforce needs as the economy improves.

Why You Should Fine-Tune Your Resume—and how it will get you hired!

It’s that day you’ve been dreading: you’re sitting down to write up your resume. This is going to be your face, your absolute first impression to a company. The pressure is on—but it doesn’t have to be.

Remember that every company you apply for is different, and while you may be applying for the same position, the title might be different for each one. Make sure you change your objective every single time. You want your resume catered to every specific company you apply for. Don’t just send out the same one for different positions. Find the companies you want to apply for before you create your resumes, and this will help make it easier to fine tune each one.

You want to make sure that your resume is showcasing your skills and talents. For every job you list, write down your day to day activities and accomplishments. Make sure to keep these things as bullet points that are short and concise. Keep your resume to one page— there is nothing worse than receiving a three-page resume that resembles a term paper.

And don’t forget to add the dates that you worked at the companies. Employers will look for gaps and not adding dates might seem like you are trying to hide something. When adding your education only put coursework that is relevant. The companies don’t need a semester by semester list of all your classes. Make sure to add any awards or honors you may have received.

Adding a cover letter that is personalized to the company you are applying for can be a great way to stand out from the competition. Research the company; mention its accomplishments and how you can add to them in the future.

A resume should be short and to the point. You want to tell companies in as few words as possible why you are the best choice for the position. If you send out your resume and receive no feedback after about a month re-evaluate the message you are sending to employers with your resume and make some changes. Are you personalizing it enough for the companies you are applying for? Are your bullet points strong enough? Try going to a former colleague and have them give you advice. Don’t forget this is your first impression, so make it a good one.

For more tips on resume writing, contact the experts at  Helpmates today!

How to Set Your New Hire Up for Success

There’s nothing better than getting someone into that empty seat in the office. No more picking up the extra work load—the stress is finally off! That is until your new hire comes in and doesn’t seem to have the exact skill set you were looking for. Maybe you rushed through the interview process in a desperate attempt to find someone new, or maybe the new hire just looked great on paper and interviewed like a pro.

In a day of “resume writers,” and courses that train specifically on how to write an outstanding resume, people can more often than not sound really great on paper and then walk in and be lacking general skills. You can avoid a lot of headaches down the line if you create and administer a general skills test for your company. This should include basic day to day activities that go on in your workplace. Examples could be things like typing, grammar, communication, basic math, etc.

It can also benefit a new employee to have a mentor in their department to help them get acclimated into the company. This could be the supervisor of the department or the person that used to be in their position.

Make sure your new hire knows and understands your company’s core values. Ideally they will have done some research about your company prior to being hired. But be upfront to see what they know and inform them of what else they may need to initially know.

Make sure they know proper email and phone etiquette for your company. If you answer the phone a specific way, make sure they are informed. When writing emails does your company use a conversational approach or a straightforward to the point approach? Is it different depending on the client? Make sure you address all these things on their first day. Communication is extremely important and you don’t want them to mistakenly offend anyone.

There will most likely always be a few bumps in the road when hiring a new employee, but you can make the transition easier for everyone if you are prepared for those possible bumps in the road. Have a plan for every new employee and implement it the second they walk through that door.

Contact Helpmates today to help you get the employees you have been looking for. We guarantee their performance!

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