Is It Important To Reach Out to the Candidate That Wasn’t Hired?

Well, the résumés were perused, the interviews were conducted, and the final decision was made. Your new employee starts early next week, but what about those candidates that didn’t make the final cut? Should you make the effort to notify those who weren’t hired?

The final answer really depends on your managerial style as well as where in the process the candidate was cut. Let’s look more closely at the scenarios in question.

Early in the Hiring Process

If your organization publicizes an open position that ends up getting hundreds of résumés, you or your HR staff shouldn’t be expected to inform every candidate individually that they won’t be getting called in for an interview. To do so would adversely impact either your own productivity or that of your HR team. Remember that many job searchers apply for positions they aren’t remotely qualified for, with most of them not expecting to hear back if your firm isn’t interested.

After a Round of Interviews

Once the candidate pool is paired down and the interview process is completed, you’ve probably made a personal connection with the candidates in question. At this point, it is a good professional practice to inform the candidates who didn’t earn the job that your company is moving in a different direction and that you appreciated their candidacy.

Remember that in today’s socially networked society, bad word gets around quickly. If you don’t notify those that didn’t get hired through at least an email, your company’s reputation might be hampered in the local market.

Ultimately, properly informing those who didn’t get the job is simply good for business, and potentially your career. You never know, you may be interviewing with someone who you didn’t hire sometime in the future.

If your company needs any further input on how to successfully manage the entire interviewing process, talk to the experts at All Team Staffing. As one of the leading staffing agencies in the country, we can provide both the business insight and the qualified candidates to ensure your organization’s ultimate success. Schedule a meeting with us today!


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Should You Be Afraid of Overqualified Candidates?

While the economy continues its slow but steady recovery, one artifact of the Great Recession is the number of highly qualified people who lost their previous jobs and still struggle for gainful employment. A narrative commonly heard from these former workers is being told they are too qualified for the positions for which they apply. On the other hand, some workers considered to be overqualified tend to be job hoppers instead of victims of the economy.

What if one of these highly qualified workers applies for a position with your organization? Should you be afraid of these overqualified candidates? Let’s find out.

Overqualified Employees put in the Extra Effort

You shouldn’t automatically assume that overqualified candidates won’t be a good choice for your company. A research study by Aleksandra Luksyte, Professor at the University of Western Australia, revealed that in many cases these overqualified candidates are ready for additional challenges. Luksyte’s study showed that these employees went the extra mile when given assignments that offered more responsibility.

“When overqualified people are placed into challenging jobs, they seem to be motivated to utilize all their under-realized potential into becoming excellent employees. Our results suggest that by placing overqualified employees in complex jobs, employers may be able to influence the most important work behaviors of their overqualified incumbents,” said Luksyte.

In short, hiring these kinds of candidates can offer your organization a competitive advantage.

Pay Attention to their Goals, as well as your Firm’s Long Term Needs

Some overqualified candidates are known for not staying with a company very long. If you need to quickly close a skills gap at your organization, these kinds of candidates might make a perfect fit. Be sure to engage them in spreading their knowledge to your current employees should they move on to another position.

The bottom line is to not assume that an overqualified candidate won’t be good for your organization. Analyze each situation and person individually before making a final decision.

If your company wants additional strategies for properly building a winning staff, talk to the experts at All Team Staffing. As one of the top staffing agencies in the country, we can help ensure your organization’s ultimate success. Schedule a meeting with us today!

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Protecting Temporary Employees | OSHA Regulations

Due to its previous concerns, the Occupational Safety and Health Administration released new documentation late this summer outlining recommendations for protecting temporary workers.  “The OSHA and National Institute for Occupational Safety and Health are ware of numerous preventable deaths and disabling injuries of temporary workers,” the documentation expresses.  “Whether temporary or permanent, all workers always have a right to a safety and healthy workplace.”

When hiring temporary staff that’s employed by a staffing agency, the lines on who is responsible for ensuring that the employee is protected under all guidelines of the OSHA can get blurry.  The new recommendations guideline aims to alleviate some of that confusion in order to make sure all requirements are being met by both staffing agency and host company.  Continue reading the key points below to make sure your organization is in compliance with these new standards.

Where does the responsibility fall?

To ensure that both the organizations understand their role in protecting temporary employees, OSHA recommends that the staffing agency and host employer set out their agreement on OSHA compliance in their contract.  This confirms that both employers comply with relevant regulations and avoids later confusion surrounding their obligations.

Joint Responsibility

Because the staffing agency and the host agency are joint employers, both are responsible under the law for providing and maintaining a safe work environment.  The extent of each employer’s obligations varies on a case-by-case basis.  Both agencies must ensure that any OSHA training, communication, and recordkeeping requirements are fulfilled.  If there is a violation, OSHA has the power to hold both employers responsible for the violation.

Recommendations for the Staffing Agency

While staffing agencies shouldn’t need to become experts of specific workplace hazards, they should determine how to best ensure the safety of their workers.  The OSHA recommends a few actions that should be taken.

  • Evaluating the host employer’s worksite.  Before accepting a new host employer as a client, the staffing agency should request to jointly review all worksites to which the worker might be sent, along with the task assignments and job hazard analyses.  The staffing agency should also provide a document to the host employer that specifies their worker’s specific training and competencies related to the work that will be performed.
  • Train agency staff to recognize health and safety hazards.  By teaching agency staff about basic safety principles and workplace hazards, the staff will be better equipped to spot hazards and work with the host company to eliminate or reduce those hazards.

Recommendations for the Host Employer

Since the host employer typically has more knowledge of OSHA regulations in their industry, they should hold the most responsibility for making sure the employee is working under safe conditions. Here are a few of the OSHA recommendations for the Host Employer.

  • Injury and Illness tracking.  Employer knowledge and investigation of workplace injuries is essential in the prevention of future injuries.  The host employer should inform the staffing agency immediately if a temporary worker is injured, so that the agency is aware of the hazards facing its workers.  OSHA requires that injury and illness logs be kept by the employer who is providing the day-to-day supervision.  Therefore, the employer cannot contract away this responsibility to the staffing agency.
  • Conduct Safety and Health Training and New Project Orientation.  OSHA standards require on-site, task specific, safety and health training.  Therefore, this training must be provided by the host employer.   The training provided must be identical or equivalent to that provided to the host employers’ full-time staff.  The host employer should inform the staffing agency when specific training has been completed.
  • Injury and Illness Prevention Program.  In addition to investigating illness and injury, it is recommended that the host employer have a safety program to reduce the number and severity of workplace incidents for all of their employees including temporary workers.  This safety program should be communicated at the beginning of each new project and shared with the staffing agency.

All organizations, whether they are staffing agencies or host employers, should make the safety and health of their employees’ top priority.  It takes cooperation between both organizations, to ensure workers receive the upmost protection.

Looking to work with an organization that values the safety of their workers? Let the experienced team at All Team Staffing handle your staffing needs.  Since 1989, All Team Staffing has been providing employers with proven staffing solutions that help grow their business, reduce risk, and boost their bottom line. From food service to healthcare All Team employs phenomenal staff.  Contact us today to talk about customized solutions for your organization.

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Help Your Employees Fall in Love (With Their Jobs)

With Q4 well underway and the holidays quickly approaching, it’s a season of warm greetings, spending time with family, and being around those you love.  It’s also crunch time to meet your year-end goals, and you need your employees to be doing more than daydreaming about their upcoming holiday travels.  Like spurned lovers, employees are often ready to pack their bags and be on their way this time of year.  So how do you keep them focused?  By making employees fall in love with their jobs all over.  Take the initiative and show employees that your company is not like a selfish significant other this holiday season.   Here are a few tips to help you build meaningful relationships with your staff.

Make a Great First Impression.

When meeting someone for the first time, no matter if it’s a date, your girlfriend’s parents, or on a job interview, it’s essential to start off on the right foot.  A first impression is often the most lasting impression.  As a manager, it’s important to remember that impressions are a two way street.  Not only should you be concerned about the impression a potential new hire is making on you, it’s your job to make a great first impression as their manager.  Because if you don’t put in the effort to make a good impression, top talent won’t stick around.

To avoid starting off on a negative note, put more thought and effort into onboarding new hires.  A recent study by Brilliant Ink found that nearly half of all new employees describe their first day on the job as dull or confusing and a quarter of all new hires felt misled by the initial interview process.  This has a negative impact and causes disengagement down the road.  Instead, make employees feel welcome and make yourself available to answer any questions and provide training.

Make them Feel Valued.

The best relationships are those in which there is a set of shared values.  This applies in manager/employee relationships as well.  Employees, especially those of the millennial generation, want to feel like they’re a part of something meaningful and bigger.  Show them how the work they’re doing connects to the overall mission of the company.  The more employees feel like they’re contributing to the bigger picture, the more engaged they’ll be on the job.

Show a Little Love.

Contrary to popular belief, there is room for PDA in the workplace—public display of affection in the terms of publicly recognizing hard work.  Providing praise in front on their colleagues, shows employees that you want everyone to know what a great job they did on that project.  A simple thank you can go a long way in increasing loyalty and decreasing turnover.

Have Fun Together.

If you don’t enjoy spending time together, a relationship won’t last.  There has to be a balance between work and play if you want employees to love coming to work everyday.  While you likely don’t have the resources to take lavish trips together, there is an abundance of other ways to inject fun into the workplace.  Spend time together by grabbing lunch or going to happy hour.  Start an office team for a local kickball league.  Celebrate office birthdays with cookies or cupcakes.  Host a pre-Thanksgiving potluck.  The more time you spend getting to know employees, the more the office will feel like a second family.

Follow the above tips to crank up office love this season.  By spending a little time investing in better relationships with employees now, you’ll create long-lasting bonds that lead to more productive, happy employees.

Have open positions that need to be filled with happy employees?

Let the experienced team at All Team Staffing help.  Since 1989, All Team Staffing has been providing employers with proven staffing solutions that help grow their business, reduce risk, and boost their bottom line. From food service to healthcare All Team employs phenomenal staff.  Contact us today to talk about customized solutions for your organization.

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