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Does Your Hiring Process Resemble Election Day? Two Reasons That’s a Positive Comparison (and Two It’s a Negative)

Typically, in an election year at the four-year mark of a president’s term—where there’s no certainty the administration will change—many US employers tend to delay their decision-making processes. This year, however, much like the election itself, the hiring process has already had to adapt to several changes. 

That got us thinking about the many other ways your hiring process might resemble the upcoming election. Some are positive and reflect the true beauty that is selecting the right person for the job. Others are not so positive, and demonstrate the potential for confusion and disarray if you don’t carefully structure your decision.

How Does Your Hiring Process Mirror the Election?

See if your current hiring decisions are putting you on the positive or the negative side of our comparison: 

  • Negative—You have far too many candidates. Each year, it seems as if political parties without an incumbent in office produce more and more candidates for the American public to choose from. In 2020, there were a staggering 27 major Democratic candidates—far exceeding the previous record of 17—making it difficult for voters to remember the name of each candidate, let alone the platform. When it comes to hiring, while it’s essential to widen your pool initially, when you get to the interview/selection stage, too many finalists can breed confusion and lead to hiring the wrong candidate. 
  • Positive—You know which skills are important for your potential candidates. In a presidential election, there’s a clearly defined set of skills we all expect a potential candidate to have—character, integrity, excellent communication skills, crisis management abilities, great with foreign policy, business acumen, and the list goes on. It’s a basic expectation that our president can utilize the necessary skills to further our country’s goals. Similarly, if you have clearly outlined a set of skills necessary for your potential hires to help your company further its goals, you’re more likely to hire talent that can accomplish them.
  • Negative—You risk missing the most qualified candidates for the job. There are very few individuals with each of the skills necessary to achieve excellence as an American president, and they may not be the ones who apply. We’ve all weathered a few election terms where it seems like none of the finalists were qualified for the job. If this is consistently the case with your hiring process, you are likely neglecting the tools necessary to find and select qualified individuals.
  • Positive—Technology is improving the process. Today, we know more about each presidential candidate and their respective platforms than any group of voters in history. In a year marred by COVID-19, many of the traditional accouterments of a presidential election would not have been possible in the first place without the use of technology. Similarly, we live in an age where you have the necessary technological tools at your disposal to screen applicants, identify candidates with your required skills, and hire the best-fit talent for your organization. 

If you find yourself without a clearly defined skill-set in mind or lacking the tools to help you identify the candidates that are most likely to become a lasting, positive addition to your team, contact Stang Decision Systems. Our innovative HireScore platform can ensure that you elect to hire the right candidate for your organization. 

Resources: 

https://www.nytimes.com/interactive/2019/us/politics/2020-presidential-candidates.html

https://www.nytimes.com/2016/05/17/business/dealbook/election-years-are-steeped-in-markets-least-favorite-thing-uncertainty.html

https://www.ushistory.org/gov/7e.asp

https://hrdailyadvisor.blr.com/2016/02/01/3-common-problems-with-hiring-and-the-presidential-election/

https://www.bizjournals.com/bizjournals/how-to/human-resources/2016/01/4-reasons-why-presidential-elections-broken-hiring.html

By |2020-09-28T12:13:37+00:00October 1st, 2020|Uncategorized|0 Comments

Three Steps to Humanizing Your Hiring Process

“Genius is the gold in the mine; talent is the miner that works and brings it out.” —Lady Marguerite Blessington

Lady Blessington—An Irish child of poverty who became a successful author—was no stranger to hard work and perseverance. She was a firm believer in using her natural and painstakingly developed gifts to improve her situation. The parallels between Lady Blessington’s motivations and the mindset of today’s top workforce talent are apparent, as is the need of businesses of all shapes and sizes to attract these individuals.

However, it’s one thing simply to attract talent and quite another to hire (and retain) talented individuals.

Humanity Wins Out Over Salary

If you’ve found success finding and bringing plenty of potential recruits and talented individuals to the hiring table, but have struggled to make the hires, it’s time to take a look at what’s preventing talent from committing to your company. While insurmountable differences regarding salary and benefits can certainly be a factor, it’s not the most important indicator of a good fit for your prospects. A lackluster recruiting experience is a top reason talented individuals turn down a job. Company culture is the number one reason talent chooses one position over another.

If all this points to improving your hiring techniques and showcasing company culture in the process, the question remains—how can you humanize your hiring (and your company), and increase your odds of recruiting talent? In the digital era, it’s likely no surprise; the process starts with technology.

  1. Utilize hiring technology. While meshing technology and humanity can seem counterintuitive, using technology to ensure the best-fit potential employees enables you to hire talent that’s right for the job. Better yet, they’re more likely to feel a personal connection to their work—a factor the average office worker would give up $9,000 in salary to achieve. Include company culture items in your hiring platform assessments to put a human face on your company—and ensure you’re hiring employees who identify with you.
  2. Stay connected during hiring and onboarding. Even if you use technology for recruiting, hiring, and onboarding, you still need to make an effort to build a connection with your potential hires. You can use automation to ensure timely responses to emails and completion of training but ensure all your outreach reads as if it’s crafted for each potential hire.
  3. Involve your current employees. Whether you’re still on the hunt or onboarding newly hired talent, utilize your current hires to put a warm, welcoming face on your business. Invite them to share their opinions on working for your company via sites like GlassDoor and Indeed, and involve their friendly faces (and yours) in training literature and reach outs via sites like LinkedIn—provide them with a framework, first. Finally, after the hire, consider beginning an employee mentorship program, so your new talent doesn’t feel adrift within your organization.

Even if you offer an excellent salary package and remarkable benefits, real talent isn’t likely to stick around if your company comes off as cold, sterile, and uncaring. Do your best to put a human face on your recruiting, hiring, and onboarding processes—and increase your chances of obtaining talent that sticks.

Need more information about how to incorporate HireScore hiring technology into your hiring process? Speak with the team at Stang Decision Systems—call 906.226.2829 or request a free consultation today.

Resources:

https://www.hcamag.com/ca/news/general/forget-money-and-power-employees-want-meaningful-work/163438
https://www.britannica.com/biography/Marguerite-Gardiner-countess-of-Blessington
https://www.cnbc.com/2020/01/28/half-of-job-seekers-rejected-a-job-offer-after-an-interviewheres-why.html
https://www.pwc.com/us/en/library/workforce-of-the-future/hr-recruiting.html
https://www.cnbc.com/2020/01/28/half-of-job-seekers-rejected-a-job-offer-after-an-interviewheres-why.html
https://www.entrepreneur.com/article/335609

By |2020-09-14T14:27:12+00:00September 14th, 2020|Uncategorized|0 Comments

Health & Wellness Has Never Been More Important for Retaining Talent

Is your workplace stressful?
No matter your sector, chances are, the answer is “yes” for many of your employees. In fact, in a recent survey published by the American Institute of Stress, as many as 83% of American workers say they suffer from workplace stress. 

What are the impacts of workplace stress? 

While you’re likely feeling the pressure associated with the everyday stresses of operating your company, it’s crucial to recognize just how much a stressful work environment can affect your employees. Heightened stress levels can cause weight gain, high blood pressure, sleeplessness, fatigue, and anxiety—and result in absenteeism, poor performance, and even resignation. In short, workplace stress could be costing you money and talent.

As a result, the price of a stressful workplace is real in many ways—which has led more companies to institute health and wellness programs to help employees manage stress at work. Unfortunately, only 41% of workers report that their employers offer any health and wellness resources at all—and only 35% of those believe the resources are sufficient. If you’re a manager or business owner, however, you need a staff that is as physically and mentally healthy as possible, and a health and wellness initiative is an excellent place to start.

How Can You Incorporate Health and Wellness?

While companies like Chesapeake Energy, Google, and Coors are famous for providing employee wellness perks like an Olympic-sized swimming pool, massages, cooking classes, and even beer on tap—most businesses don’t have the resources to match them. Still, making an effort to be mindful of your employees’ health and wellness can help you attract talent like these major brands. Whether it’s offering a flexible schedule or allowing people to occasionally bring their dog to work, there are many low-cost ways to accommodate your workforce and make your organization more appealing. Until you’re ready to roll out a comprehensive health and wellness program for your workplace, here are some tips you can use to help you ensure you’re providing your employees with valuable perks that have little relative cost: 

  • Raise awareness. Acknowledge the common sources of workplace stress and encourage employees to help plan ways to alleviate them. A sense of preparedness can help nip stress in the bud and improve response from both you and your employees.
  • Focus on fitness. Fitness in the workplace can take on different forms for different businesses. You may consider beginning a socially distanced yoga program, providing a gym membership, or even offering free or reduced-cost wearable fitness bands so employees can track their efforts.
  • Promote rest. Employee productivity is vital, but work performed while fatigued or unfocused can turn out to be of low quality. Encourage employees to take provided breaks during the workday, and make the most of leave time and other time out of the office.
  • Try meditation. It’s an activity that incorporates both mind and body and does not necessitate close contact. Meditation is a simple, virtually cost-free way to relieve stress. Try a shared app or begin a program that your employees can use when the need strikes.
  • Facilitate employee connections. Especially challenging to do in the remote work era, the above activities can be performed remotely and individually—but can also be a part of a larger group wellness effort. Employees who feel connected at work are more likely to feel satisfied with their employment and show 41% lower absenteeism
  • Educate yourself. In the current era of information, there is an endless supply of extremely high-quality information that 20 years ago would either not have existed or only would have been available to the very wealthy. Unfortunately, there is also a tremendous amount of misinformation. Below are a handful of people that we have grown to trust over the years. The importance isn’t on the specific sources of information so much as it is on showing that there is an amazing amount of information that can easily be shared and discussed at work.

Implementing one or more of the above tips can help you ensure your employees can achieve a healthy work-life balance, and—more importantly—feel you are invested in their health and wellness. Then, work to develop a full-scale health and wellness program to continue addressing these concerns. With some effort, you can ensure the best-fit, talented staff you’ve hired remains with your organization long-term.  

Resources:

https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/how-managers-can-help-stressed-workers-.aspx

https://www.shrm.org/resourcesandtools/tools-and-samples/how-to-guides/pages/howtoestablishanddesignawellnessprogram.aspx

https://www.stress.org/42-worrying-workplace-stress-statistics

https://www.gallup.com/workplace/236366/right-culture-not-employee-satisfaction.aspx

By |2020-07-27T16:32:33+00:00August 3rd, 2020|Uncategorized|0 Comments

Laser North, Inc. finds hiring success through SDS

We are always incredibly grateful to hear from clients who tell us our services have helped them hire great talent or fix a problem with filling difficult positions. One of our clients, Laser North, Inc., recently reached out to us to express how our services were integral to helping them fill several difficult positions with the right people.

Mark Niemela, Vice President of Laser North, told us that as a growing metal fabrication firm, they face the common challenge of filling open positions with suitable employees. In the past, they have met this need to varying degrees of success. Recently, Mark had a conversation with a respected business associate about how they find quality help.

“He said that they have been using Stang Decision Systems (SDS) for some time, and were very happy with the results,” says Mark. “We contacted SDS, and they explained their whole process and pricing structure. It made sense to us, and we wanted to move forward with it.”

Mark was put in contact with Jody Johnson, HR Advisor/Project Manager at SDS. Jody worked closely with Mark and Laser North to put a selection and assessment system in place for the key positions they were looking to fill–Outside Sales Representative and Production Manager.

“Jody stepped right in and has done a great job for us in locating, screening, interviewing, and then recommending competent candidates to us. She has been with us in the on site interviews here at Laser North, and has very professionally questioned the candidates to draw out their strengths and weaknesses, and then turned it over to us for further discussion.”

Mark says the process put in place by SDS worked very well and allowed them to fill their needed positions with quality candidates, and that they plan to continue using SDS for future openings.

[Stang Decision Systems] is an important part of our move to the next level.”

Laser North, Inc. (http://www.lasernorthinc.com/) is a state-of-the-art laser cutting and precision metal fabricating firm providing carbon steel, stainless, and carbon products for equipment in industries including Agriculture, Defense, Mining, Energy, and Transportation. Laser North, Inc. is headquartered in Baraga, Michigan, and located close to the pristine shores of Lake Superior in the Upper Peninsula.

You can view Laser North Inc.’s open positions at https://lasernorth.sdsjobs.com/.

By |2018-03-07T16:37:21+00:00June 28th, 2016|Uncategorized|0 Comments

Achieving the “Sweet Spot” for Talent Science

In keeping with the theme of answering the questions I often receive when sharing our tools with companies and human resource professionals, I’d like to put the “Where does SDS work best?” question to rest. Usually people ask if we are best at finding high-level candidates for executive positions, or big numbers of entry level, volume, production workers. The answer is yes. To both—and everything in between.

It’s human nature to have the urge to quickly throw a new concept or idea into a familiar category, in order to understand it more easily and move forward more quickly. In our fast-paced world and overloaded minds, we want to say to someone “Oh, it’s like X,” so that we can cut to the chase and take action.

It’s understandable for that conversation to happen when someone first hears about Stang Decision Systems. I hear “Oh, you’re head hunters…you’re an applicant tracking system…etc.” That’s when a few well-known industry names come up. “We already use X, so we’re set, thanks.” However, I have to reply, “SDS is not like X.” That’s the point where some learning must begin, and to be honest, it’s not easy for many busy people to make a decision to create a new spot in their mind.

Sometimes it’s harder to NOT have direct competitors, because you have to spend a lot more time breaking ground educating clients. I’d like to think it’s lonely at the top. At SDS we do a lot of knowledge sharing, which ends up great when the light bulbs turn on for people and they start getting excited about something new, which can help them do their own job better. They become like excited prospectors who’ve struck gold. That’s the fun part…getting to see customers start becoming champions of what we do because they enjoy it and see the benefits to their bottom line and their culture.

So, to answer the “sweet spot” question, SDS does not fit into one category. What we do may seem too good to be true, but it’s true that our tools work for one hire or one-thousand hires—in nonprofits or for the manufacturing sector. We don’t simply track (why just track when you can rank?) We don’t “head hunt”–we look at the whole person. We integrate layers of proven methodologies and data-based tools with the human element of structured interviews and great communication.

The best part is that it’s been streamlined into an easy-to-use portal…much like an intuitive driver’s seat for a fun sports car or a pilot’s high-tech interface. The work happens in the background after we customize on both sides – the job analysis and the candidate application. The client can use as many or as few of the features available to them as they prefer, and the outcome is the same 95% hit rate on a great match for the job.

Since our process at SDS is to customize for the exact job, and then customize the application process, you can understand why we work for any hire. You need every hire to work best for you. Is YOUR sweet spot finding the right people for each of your open jobs? That’s where we fit in.

By |2018-03-07T16:37:21+00:00May 9th, 2016|Careers, Uncategorized, Updates|0 Comments
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