Allied Personnel Services is a proud member of the American Staffing Association.
Setting an unachievable bar for new hires is unproductive for the long-term health of your company and your employees. While it’s reasonable to hope that new hires will hit the ground running, regardless of their skill level and experience, employees just starting out are entitled time to onboard — and will benefit greatly by you providing a career roadmap for their first 90 days on the job.
So how long is a fair amount of time to allow them to get up to speed?
A majority (54 percent) of chief financial officers (CFOs) interviewed for a recent Robert Half Finance & Accounting survey said they give new hires less than 3 months to prove themselves. Another 9 percent of respondents said they give new hires less than 30 days to prove themselves.
Clearly, the burden of success during the first 90 days doesn’t rest entirely on employees’ shoulders. It’s in your company’s best interest to set your new hire up with the tools needed to succeed and become a productive member of your team. Ensuring that you avoid the costs of a bad hire begins with the candidate vetting process long before a job offer is made.
Here are five tips managers can follow to bring new employees into the fold and help them thrive in their new role.
1. Make onboarding a priority
You worked hard with human resources to craft an accurate job description, sift through applications, interview candidates and negotiate an attractive offer. After you pause and pat yourself on the back knowing the hiring process is behind you, now’s the time to help the new employee get acclimated with the work environment, office technology and duties.
You’ve already laid the groundwork by having IT set up the work station and voicemail before they arrive. You’ve contacted campus security about scheduling your new employee to get a new ID badge and office keys. Onboarding is the component that continues your work and will help your new hire be more productive and, with any luck, more inclined to stay with the company.
2. Elements of a successful orientation strategy
Structure. Onboarding periods vary depending on an individual company’s needs, but it’s wisest to begin with a schedule. This will enable staff members involved to understand their roles and budget appropriate time. You should also provide new hires with a schedule so they know what the expectations are for the first few days and weeks on the job.
A proper welcome. Make it a priority to introduce new hires to their immediate colleagues and others at your company with whom they will interact on a regular basis, and encourage tenured workers to reach out to them. This period of icebreaking will be beneficial to both sides.
Education. During the first 90 days, encourage new employees to learn as much as possible about the company, its history, priorities and best practices. During this time, provide new hires information in digestible bites on special initiatives, products and services, major clients, dos and don’ts, quarterly and annual goals, and, most importantly, how their role contributes to the overall organizational picture.
3. Set targets for success
During the starting weeks, provide new hires with tangible short- and long-term goals to work toward in their first 90 days. It’s easier for new hires to hit targets when they know what to aim for. Explain that this list of goals will be part of their 90-day performance review.
4. Provide regular feedback and an open-door policy
Don’t make new hires wait until their annual review for an assessment of their performance. They need praise and constructive criticism at regular intervals. Schedule frequent check-ins during the first 90 days to recognize successes and pinpoint areas for improvement.
Most new hires, especially members of Generation Z, crave consistent and frequent feedback. Envision this time as a training ground for your company’s future top performers. Encourage them to come to you with questions or issues.
5. Be on the lookout for warning signs
In an ideal world, every new hire would be a perfect fit. In reality, that’s easier said than done. Even if you’ve avoided making hiring mistakes, sometimes you just don’t know whether an employee will work out until they’ve been tested in everyday work situations.
During the first few months, be on the lookout for red flags, which include:
- Missed deadlines
- Poor performance on assignments
- A negative attitude
- Conflict with coworkers
If you notice any of these characteristics in the first few weeks, don’t wait to see if things improve. Take action immediately if you want to salvage this hire. Poor performance could be an indication of either inadequate training on your part or a lackadaisical attitude on the employee’s part, but you won’t know until you dig deeper.
Meet with your new hire and construct a plan for improvement, with benchmarks. If there’s no improvement over a set period of time, then you’ll have to cut your losses and terminate them for the good of client relations and team morale.
It takes time and effort to get new hires off on the right foot. By providing them a clear roadmap, you and your team can help new hires quickly acclimate to the workplace culture and become contributing members.
Allied is more than just temporary staffing! We are also a leader in the staffing of Office & Professional roles for companies across a diverse set of industries within the Lehigh Valley. And working with a professional recruiter can transform your job search!
Here are just a few of the roles we currently have available:
These full-time positions are all located in the Lehigh Valley and offer the chance to work with some of the best companies in the area. If you are interested in one of these openings, please email your resume to firstname.lastname@example.org for immediate consideration. (Haven’t updated your resume recently? Check out our tips for giving it a refresh!)
It is the outstanding performance of all of our staff and temporary employees that earned this award. Their hard work and dedication continue to set Allied apart as the premier staffing service in the Lehigh Valley.
As we prepare to enter our 35th year of serving the Lehigh Valley, we are grateful for all of our past, present and future clients and employees that voted for us. Thank you!
Allied is hiring warehouse workers for Walgreens’ Distribution Center in Easton! All positions pay $14/hr, with both day and night shifts available.
Allied offers several easy options for you to apply:
With a strengthening economy and low unemployment comes a potential labor crisis.
Companies in Lehigh and Northampton counties are hiring and plan to continue hiring over the next year, but if the problem of finding the skilled workers necessary to fill these positions persists and nobody takes action to address the issue, the region could see a deficit of nearly 10,000 workers over the next decade.
Over the next decade, the number of baby boomers leaving the workforce is 90,665, while the number of incoming workers is 80,673.
That’s according to the Lehigh Valley Economic Development Corp., which Thursday afternoon released the final report of a yearlong regional study that polled more than 300 companies in Lehigh and Northampton counties on questions related to skill needs, hiring plans, workforce challenges and other factors.
With Lehigh Valley-specific data in hand, economic development and workforce officials say they are poised to capture a greater understanding of how to find the right people for the right job.
“This data is the first time we’ve had Lehigh Valley specific data,” said Don Cunningham, president and CEO of LVEDC. “It’s really saying the Lehigh Valley is in the category of most of the strong growth regions in the country. Demand for skills is increasing.”
At an event that attracted about 200 people to the Blue Grillhouse event center in Bethlehem Township, officials involved in the Education & Talent Supply Study disclosed the findings from the data they gathered over the year. State grants funded the majority of the study.
The Education & Talent Supply Council formed in 2015 to meet, discuss and work on these labor issues and had participation from local schools and colleges, said Mark Erickson, president of Northampton Community College and chairman of the council.
FIVE TARGETED SECTORS
In 2017, LVEDC and the Workforce Board Lehigh Valley hired MDB Insight, a Toronto consulting firm, to conduct the study that included interviews, focus groups and surveys with businesses from five targeted industry sectors and other stakeholders.
That same year, LVEDC hired Karianne Gelinas for a newly created position, director of talent supply. Gelinas helped to gather the data and worked closely with the council.
The targeted sectors are manufacturing; high-value business services; life sciences; transportation, warehousing, logistics and wholesale; and health care. The data are only from companies in these fields, and the council chose these sectors because they said they demonstrated the greatest employment needs.
“They already employ a large sector of our workforce and they are poised for growth,” Gelinas said.
Having strategies to help these growing employers is critical to the region’s economic health, Gelinas said.
COMMUTING IN AND OUT
The study also used Census Bureau data, which showed there are more Valley residents commuting outside the region to work than there are out-of-area commuters coming into the Valley to work.
Data revealed 91,230 people work in the Valley but live elsewhere, while 186,170 people live and work in the Valley. Furthermore, the data showed 99,138 people live in the Valley and work elsewhere.
“That number used to be way out of balance,” Cunningham said, saying many more residents commuted out of the Valley to work elsewhere. The council would like to broadly identify those 99,138 people leaving the Valley each day to work, their skills and where they are going, he added.
QUALITY WORKERS ARE PARAMOUNT
LVEDC, an organization focused on attracting new companies to the Valley and retaining existing ones, is finding that businesses are increasingly more concerned with the quality of the available workforce than they are location, according to Cunningham.
“The availability of skilled labor and gaps between existing workforce and skills that today’s employers need are critical economic challenges,” he said. “This is not just a Lehigh Valley issue.
“It’s a common concern in growing communities across the United States during a period of rapid technological change and historically low unemployment levels.”
NINE IN 10 TO HIRE
A majority of surveyed employers said they have had difficulties hiring. The study showed 71 percent said their company has experienced challenges in recruiting, hiring or retaining workers over the past year.
The study also showed 91 percent of employers said they have hired workers within the past year, and 89 percent said they plan to hire within the next 12 months.
“The constant that we see across all our clients is, the skills gap affects everyone,” said Susan Larkin, vice president of Allied Personnel Services, a staffing agency in Allentown and presenting event sponsor. “The need for this study is clear.”
Larkin said she has not seen a labor market like this one. Her firm has experienced many different labor markets over the years and is one of the Valley’s largest employers.
Now with the survey complete and the data released, the council will examine 36 recommendations that MDB Insight identified, including nine that LVEDC views as the highest priority for taking immediate action.
These include conducting more tours of local businesses for the community and school officials, developing a more targeted mentorship program and finding out where residents go who leave the region for educational opportunities elsewhere. The full study and recommendations are available at LVEDC’s website.
“We are trying to look forward and put some framework in place,” Cunningham said. “We have to understand it to be smart.”
Source: Lehigh Valley Business
Allied is hiring for Nestle! Come see us on-site at 555 Nestle Way in Breinigsville this Tuesday, June 19th, from 4pm until 7pm to apply for forklift positions. These are long-term opportunities with great potential for hire. If you are unable to attend the job fair, you can apply online, or stop by our office at 752 Union Blvd. in Allentown Monday–Friday between 8am and 5pm.
Technology has changed hiring for both job seekers and recruiters
For better or for worse, technology has changed the recruitment and job search process, for both those seeking jobs and those hiring for them. It’s easier than ever for recruiters and hiring managers to find candidates who have specific niche skills or even sway candidates who might be currently employed and not actively job searching. Job seekers can not only create online profiles to attract recruiters and apply for jobs with one click, but they can even reach out directly to employers.
With so many tools available to make the process less resource-intensive, candidates are generally the ones doing the “heavy lifting” in terms of making themselves known to recruiters. With setting up LinkedIn, Nexxt, Jobcase and other online accounts that allow them to actively reach out to employers, job seekers are trying to turn themselves into the “hand-picked” candidate.
Years ago, it would have been unheard of to find company reviews and salary information when conducting an online job search. Now, according to “The Modern Job Seeker Report” from recruiter software company iCIMS, 92 percent of Americans turn to employer reviews when considering a new job. Plus, one-third of Americans (including 47 percent of millennials) has declined a job offer due to poor company reviews.
Here in the Lehigh Valley, however, the trend of “seeing behind the walls of a company before you ever set foot in the door” isn’t always the norm for job candidates.
“That hasn’t been our experience,” says Janell O’Brien, director of corporate services at Allied Personnel Services in Allentown. “Here in the Lehigh Valley, we find word of mouth, personal connections, news updates and a company’s awards or recognition carry more weight with job seekers than online reviews. Reviews for employers (or any kind of business for that matter) allows for both accurate positive and negative reviews but also allows a space for anyone at all to say anything they like about a business. Savvy customers and consumers should do a full range of research before relying on any one site for review information, as one person’s experience with an employer may not mirror the experience of another. Work is actually a very personal thing; as we all know, the job you love may be despised by the next person, and the job you can’t do because of a lack of skill may be easily mastered by someone else.”
LinkedIn and online job networks
LinkedIn has held the title of “the” go-to professional social network for 16 years now, and has shown no signs of its popularity or usefulness waning. The site has played a major role in how candidates search for jobs and how recruiters find candidates. With a strong profile and the right connections, you can attract hiring managers and recruiters to the point that you’re literally bringing job opportunities right to your inbox. And with the networking and connections aspect, you can keep a close eye on potential job openings from past colleagues and other connections.
There are other sites that have followed a similar model, such as Nexxt (formerly Beyond.com) and Jobcase, both of which give job seekers the opportunity to create a comprehensive profile to show off their most relevant information for recruiters. These sites allow you to list work preferences such as your willingness to relocate, preferred job location, salary range, personal traits, volunteer work and other career-appropriate information.
While LinkedIn allows some of these more nuanced information categories, the advantage of the other sites is that they power more than 100 existing job-listing websites, meaning users have access to a wide range of employers and opportunities associated with these sites.
Today, the norm is searching for a job while using a mobile device. There are countless job board apps and job search apps designed to quickly connect recruiters and hiring managers with job seekers.
While mobile might make the process quicker, how does one stand out amongst all of the technological noise?
“A simple application process that can be done quickly and from anywhere on a mobile device still requires consideration and thought. To stand out, be the person who follows all of the instructions, who completes the application process accurately without spelling errors and typos, who follows up, or who finds a way to connect with a hiring manager directly,” says O’Brien. “If there is an option to apply directly to an email address, we always recommend doing that over submitting something through a site. This puts the job seeker in front of a person and shows a sincere interest in a particular position. We have repeatedly seen job seekers sabotage themselves by applying online over and over and over again to the same company for a wide range of jobs. This can be construed as desperation and a need for any job at all which is why careful consideration should be given to each application submitted.”
Source: The Morning Call
Ready to tackle the online job search? Start here!