Terminate or Reassign? What to do With a Bad Hire

Not all hires can be the best fit. However, the cost of a new hire can truly debilitate a workforce. So what do you do when an employee isn’t working out? Do you just take the loss and start the process all over again, or can you turn them around?

Terminating a new employee may be ignoring the problem altogether. You have to assess the situation from an outside standpoint before you jump to any rash decisions. You may find that your new hire wasn’t a bad employee after all, but rather they were in the wrong role. In this case, you will want to maximize your recruiting efforts and capitalize on the talent you have by reassigning your struggling employee.

Assess the pitfalls

Where exactly is this employee falling short and why? Are they just not trying? Do they have a bad attitude? Are they not qualified for the role they are in? Whatever the reason for their struggles, you need to note the difference between a permanent deficit and one that can be corrected. Once you have established the root of the issue, you will then be prepared to make an informed decision on whether you should terminate or reassign your underperforming employee. Keep in mind that if the issue is inherent in the personality of the employee, it will follow them to the next position they take.

Talk to them

It’s best to go straight to the source when dealing with a decision this serious. Talk to your employee in a very sincere manner that addresses their poor performance without assuming that it’s their fault or that it cannot be fixed. You may find that an illness in the family has been weighing on them or a freak plumbing incident has them living out of a hotel.

It is impossible and unhealthy to completely separate home-life from work-life. When tragic or unforeseen events come up, employees should be able to lean on their work and their co-workers for stability and support, not added pressure. You may find that by lending an ear and a few words of encouragement, that it isn’t necessary to fire or reassign this employee at all.

Consider your available positions

If it isn’t working out for a bad hire, consider the available positions within your organization that match their skill set. This saves time and resources that would otherwise be spent on recruiting and onboarding a new hire, and allows your struggling employee a second chance to thrive within your company.

Take into account the time spent with this employee as a better understanding of who they are as a professional and a person. You may find that the reasons for their struggles were because they were in the wrong position in the first place.

For more guidance or to find the right light industrial workers, partner with The Reserves Network. For over 30 years we have been a trusted light industrial staffing firm for thousands of businesses throughout the U.S. If you want the best recruits, contact TRN today.

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How to Show Your Gratitude to Your Employees

Showing your employees gratitude is an often overlooked part of being a manager. Some managers assume that their employees know that they are appreciated, while others don’t see a need to show employee appreciation whatsoever. Both scenarios can lead to severe turnover rates through low staff job satisfaction. Raise office morale by appreciating your employees in a way that makes them feel it.

Early and often

Set the tone for how new employees perceive the culture of your company by showing gratitude to new hires and veteran employees every day. By simply giving thanks or saying, “great job”, on a regular basis, you will fill your warehouse with gratitude and energy. This helps to establish the foundation of a positive, employee-first company culture.

“I’ve been raised to believe that we are entitled to nothing and that we should appreciate everything. This works both ways for teams of all types. Teams deserve great managers – and managers deserve great teams. Opportunities provided to both parties are gifts that should never be taken for granted. When the relationship is at its peak, both deserve appreciation for the commitment,” Neil Stallard, The Reserves Network CEO.

 

Create a culture of encouragement

One of the greatest ways to show your employees gratitude is to promote encouragement. Your employees will know how much they are appreciated if they hear it every day from their co-workers and superiors. Create a platform for employees to share their accomplishments and to praise others.

Treat your team like people and not personnel

It’s hard to feel gratitude when you feel as though you are replaceable or just a number. Show your employees that they matter by treating them like people and not personnel. Their personal lives should matter to you more than their value as an employee. Get to know your employees on a personal level and find out what you can do to give them a better work-life balance. It could be something as simple as a change in shifts so that they can pick up their children after school.

Listen to their needs

A pat on the back and even small incentives don’t show your employees a whole lot of gratitude if it isn’t addressing any of their needs. Find out what could make your employees’ jobs easier or better yet, what could make their lives easier and make those changes within your organization.

For more information on improving management skills or increasing employee morale, contact the experts at The Reserves Network today! We have helped thousands of businesses throughout the U.S. find top talent.

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The Right Way to Guarantee That a Recruiter Remembers You

Standing out to recruiters is becoming increasingly challenging as the job market continues to saturate and evolve. It’s not just about having the right qualifications and experience anymore. But what can you do, that you haven’t tried, to stand out to recruiters in the right way?

Relax, smile and be yourself

This may not seem like a game-changing tactic, however, it’s one of the most highly recommended interview tips. Why? It guarantees that your interview is unique in comparison to any other interview.

Too often we find that recruits are overly rehearsed for their interviews to the point where their responses are generic and unoriginal. By being genuine and coming off as interesting and likeable to recruiters, you give yourself a greater likelihood of standing out in an application process.

Come in well-prepared and solving problems

What employers look for in candidates is someone that can come in day one and create an impact. If you come into your interview and start creating solutions or improvements, you will immediately jump to the top of the applicant stack.

“Take time to do your research before the interview. Before your interview, you should take the time to learn all you can about the industry and trends in the industry, learn about the company you are interviewing with, their strengths and weaknesses, their competitors, and the challenges that they are up against. Preparation is an absolute must as it shows your interest level. It also tells the interviewer that you don’t look at this opportunity as just a job, but a lifelong career”, Mara Rice, Recruiting Specialist.

Create the full picture

Don’t let your recruiter fill in the blanks on what type of employee you would be. Use your cover letter, resume and interview to give recruiters the full picture of who you are as a professional. Give specific examples and details on how you excelled in your previous machine operator jobs. When you can speak from experience, it comforts employers to know exactly what you’ve done so that they can better imagine your performance within their organization.

Give a resounding follow-up email

How you follow up to an interview can make or break your entire application process. This is your last chance to make an impression on your recruiter. That means if there are any loose ends, critiques from the interview or suggestions you can make to prove your value to a potential employer, now is the time to address them. Give your application its final touch and leave the recruiter with no doubts as to who is the best candidate for the job.

Give your application an extra edge by partnering up with a trusted light industrial staffing firm in The Reserves Network. Reach out to us today to get started!

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How Long Should My Resume Be?

We hear it all of the time: How long should my resume be? The answer is, as short as possible. One to two pages is the best length if you want to create the perfect resume. Why? Recruiters are swamped with resumes in this competitive job market to the point where they simply cannot afford to read page after page of qualifications. Even if you are the most qualified candidate, your resume will not be read if it is too long. Keeping your application short and to the point ensures that only the most relevant information stands out to recruiters and gives you the best chance at standing out in the application process.

How to shorten a resume

If you are a seasoned professional, you may be wondering how you’re going to fit all of your extensive experience and professional accolades into just two pages. When it comes to crafting a resume, whether it be for a construction or a machine operator job; or a position in an office, it’s quality over quantity. The biggest misconception about resumes is that more is more, when in fact less is more. Recruiters do not want to have to search for the skills, certifications and keywords that are most relevant to the position in which they are trying to fill.

This means that if you have held 10 different positions over the past 20 years, but only four of them are relevant to the position to which you are applying, it is best to omit the other six positions in order to emphasize your recent and relevant experiences.

It’s also common practice to list your skills on your resume. This can take up quite a bit of space that you can’t afford. Shorten your resume by incorporating your skills in your description of each role that you have held.

How to lengthen a resume

Younger candidates with little-to-no experience may run into issues of not presenting enough information to recruiters on their resumes. You have to sell what you can sell. Schooling is key for those just starting out in the job market. It’s okay to place a higher emphasis on certain coursework, project work, academic accolades and other extracurricular activities that you were involved in.

Any experience that you have that can show employers quantifiable data should absolutely be included on your resume. It doesn’t matter if it was a school project, volunteer work or just a hobby.

Other than getting creative with the work experience that you list on your resume, formatting can also add additional space to a sparse resume. Adding extra spaces between jobs, listing out skills or adding your GPA underneath your degree are all ways you can format your resume to fill a page.

 

“Long or short, your resume is the start of a conversation.  Highlighting skills and accomplishments professionally is a great icebreaker”, says Christie Rusk, Direct Hire Recruiter.

Don’t go at your job hunt alone. Enlist the services of a trusted light industrial recruiting firm like The Reserves Network. TRN specializes in sourcing top talent for light industrial jobs across America because we know that they are the backbone of our workforce. Contact TRN today to start your next job search!

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Amy Gerrity Named to SIA’s Global Power 100

The Reserves Network, a leading staffing provider for the office, industrial, professional and technical markets, is pleased to announce President Amy Gerrity has been named to the Global Power 10power100_logo160 – Women in Staffing list for 2016 by Staffing Industry Analysts (SIA).

Now in its second year, the list is comprised of women from different staffing sectors, and recognizes ‘these influential leaders whose unique vision and contributions take the industry forward.’ The list is sponsored by Bullhorn.

Gerrity joined TRN prior to its founding in 1984, and has served as company president since 2007.  In her role she is responsible for overseeing day-to-day operations of the company as well as the development and fulfillment of strategic goals.

“From innovation and performance excellence to driving profitability, the women represented this year have broken barriers for all of us,” said Subadhra Sriram, publisher & editor, SIA. “Although the gender gap may be narrowing, there is still a significant imbalance at the top. Shedding light on the accomplishments of women in the industry and raising awareness is pivotal for the creation of competitive and sustainable organizations that thrive in and enhance the vibrancy of our business communities.”

Profiles of the North America 50 portion of The Global Power 100 – Women in Staffing are featured at
si100women.staffingindustry.com, and in the November/December 2016 issue of Staffing Industry Review magazine.