Recruiting | Visit our blog page for articles on Simulation and Staffing

Keeping Up With Engenium Staffing: June 2019

Last month on Keeping Up With Engenium Staffing, or KUWES, we spoke about Engenium Staffing’s experience at a conference and about our new client. This month of KUWES, readers will get to hear about how to travel overseas and get paid for it!


Image courtesy of Croner-I.

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Expert Tips on Evaluating Staffing Agencies

Many companies decide to outsource to staffing firms when they are faced with a job opening that they’ve had difficulty filling. Some recruitment agencies have a database of candidates, however, much of their time is spent searching for the perfect candidate for you. When looking at the different types of staffing firms, you must pick the one that will provide you with the best candidate through their search process. The problem comes when companies have a variety of options for staffing firms and must decide which recruitment firm to use. Here are some things to know when learning how to evaluate staffing firms to get the best candidate possible for your company.

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10 Funny Tweets That Are Too Accurate About Office Culture

Get a job they said, it’ll be fun they said. I think anyone who works in an office or has a job can understand this. The nuances that come with the job: having to converse with your coworkers; writing your name on your food or else someone will eat it; responding politely and professionally to emails. Friday night could not come sooner. Today might not be Friday, but here are some tweets to perk up your Wednesday and get you through the week.

  1. When your coworker sparks a conversation.
Perhaps less is more? You think as you’ve been listening to the same person go on and on for five minutes.
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Keeping Up With Engenium Staffing: May 2019

Last month on Keeping Up With Engenium Staffing, or KUWES, readers got to hear about lessons learned and see how Engenium Staffing was growing. This month of KUWES, readers will get to hear about some of our new cool clients, the WATS conference, and more!

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How Staffing Firms Can Boost Your Company

Bad hires are hard to measure. The U.S. Department of Labor reported the cost of a bad hire to be at least 30% of an employee’s first-year earnings. The monetary value of a bad hire may be calculated, however, it is hard to see how a bad hire affected your employees, work progress, etc. SHRM places the cost of a new employee to be as much as $240,000, including recruitment and onboarding costs. The time and resources put into making the bad hire are wasted and now you must put in more time and resources to find a replacement. Not only can a bad hire cause you to lose money, but it can disrupt company flow and deteriorate company culture. Now those costs are immeasurable and hard to quantify in U.S. dollars. You can read more about the dangers of a bad hire here. Whether it is a bad hire causing another employee to be upset or disrupting general workflow in a company, a bad hire is sure to negatively impact your company!

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Keeping Up With Engenium Staffing: April 2019

This month on Keeping Up With Engenium Staffing, or KUWES, readers will get to hear about our lessons learned, our life-changing office events, candidate testimonials, and… a new person was introduced to the office! Read More…

How to Overcome Hiring Challenges in 2019

The hiring market in 2019 is stronger than ever - and that brings a wealth of challenges for employers trying to hire the right staff! In March 2019, the Bureau of Labor Statistics reported a 3.8% unemployment rate. It is one of the lowest unemployment rates in the United States in about fifty years. Competition for qualified candidates with relevant skills is at an all-time high which means more challenges for you to overcome.

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How Communication Can Increase The Quality Of Hire.

There’s been a lot of talk in the Media about Brand image marketing for your company. For most companies that can be an abstract concept or at best an idea on what logo to include in your advertisement. Corporate branding is more about communication – what do you want to portray to the outside world. In the case of this article - how you communicate with potential employees really portrays your brand. Are your Job Descriptions a list of duties and responsibilities? How does a candidate know what is expected of them when they see your postings? Keeping your business a mystery will not encourage candidates to apply to your company. You will attract higher quality candidates the more you communicate. Read More…

Trying new things for Recruitment Marketing

As the year comes closer to the end, we found the job market heating up and candidates were in high demand. It was time for a shift in focus. Instead of jumping back into our usual routine, we wanted to form a creative approach to recruitment. As an adaptive company, we wanted to implement new ways to find candidates. As the digital marketer, I figured it was time to expand our reach. Business is booming but we weren’t reaching our full potential. In order to reach our ideal size, we set daily and weekly goals to help shape our future routine. The challenge we faced was how we were going to reach these goals.
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Candidate Relationship Building

Candidate Relationship Building – Lessons Learned

By Charles Elliott

As a Recruiter and a sales professional I am constantly looking for ways to improve by reading books, searching through articles, and receiving mentorship. This week was an education in the act of failing. A word and action many attribute a negative connotation to and look to avoid at all costs. On the contrary, it is necessary to be comfortable with failure as it is the only way to find success. Seeing it as a natural path towards your success sets value in the process, ultimately finding the best solution.

A critical part of the recruitment process is following up with candidates placed during their first three months, guiding them and setting the tone for a long lasting relationship. This is a great time to speak with the candidate to inquire how their ramp up period is progressing and to address any foreseeable problems that may arise. Paying close attention to how they react is key in finding useful information.

Most follow ups go off without a hitch with responses: “The job is going great” or “Thank you, I couldn’t advance my career without you”, this phone call was somehow different. I could hear a straining in his voice as he explained the job was going well but had not made a sale after 2 months of employment. This proved additionally worrisome for him sitting at their regular company meetings; hearing that sales were slow and cost reduction was top priority. Picking up on his concern that being the last one hired, he would be the first one to get the boot if things were to continue. Reading that this wasn’t a standard phone call follow up, I invited him out to lunch.

Over the course of an hour and a half he had explained to me this new role had a sales cycles that was much longer than his previous company and the paths he had tried to potentially make a sale have proven unsuccessful. He was hired as a problem solver, as someone who’s attention to detail could open new doors of business for the company. I could tell he was frustrated and seemingly out of sales solutions.

After a number of probing questions about his sales process I noticed when one of his efforts didn’t work out, he would administer a heavy weight of criticism upon himself impeding his performance. Inquiring further revealed the concept of “failure” was a viewed negatively amongst his family and friends. I was shocked that a man of his excellent sales skill would view failure so poorly.

I explained to him that failure was necessary, that it was a part of the sales process. Any professional I had come across embraced its intrinsic value. It was important to point out that failure without learned reflection could lead to repeating the same mistakes. His viewpoint on this concept was crippling his problem solving abilities.

I explained to him; actions he had done in the past deemed it necessary for him to learn from his failures and to view them as a positive. Dates he had went on that failed led him to his beautiful and capable wife, applications he had submitted to companies without response let him to this role. He was starting to understand that he had been learning from these challenges all along proving that this situation was no different. He left with a renewed sense of purpose and a different perspective on his now digestible problems.

I was extremely pleased I spent the hour and a half with him for lunch. Not only for the sake of saving a placement, It felt good to be a sounding board for a great candidate and help him see a path to success. This is one of the more rewarding aspects of my role as a recruiter.

I’ve adopted a philosophy over a decade of sales and recruitment experience. People don’t need to be told what to do, they grow when they find it through their own natural learning. Providing a question they have yet to ask themselves allows someone to take the natural steps relevant to their unique problem. We have our own choices to make and failures to learn from, how we can help is often taking the time to ask these questions.

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