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communication

The Importance of Communication in the Hiring Process

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Communication in the professional world can sometimes feel tricky to master. You have to balance assertiveness with passivity. You also need to know when the best time is to speak up and when to let others have the floor. For many, this level of understanding takes practice and experience. However, it’s important to dedicate time to learning these skills, because a lack of communication can lead to frustration, mistakes and wasted time for each person involved.

In the recruiting industry, a great candidate experience is the result of all parties working together towards a shared goal. As a candidate, you play a crucial role in this process, so what you have to say truly matters. Don’t worry about stepping on anyone’s toes or coming off as demanding, because not saying what is on your mind will only hurt you in the end.

Here are a few of the reasons why we believe maintaining communication in the hiring process is the most important thing you can do.

Be Upfront About What You Want

Maintaining an open and direct line of communication from start to finish while working with a recruiter is very important. Chances are, you have at least a general idea of what you are looking for in a position. But there may be other factors which are important to you that aren’t always obvious to your recruiter (for example, office location or workplace culture) that need to be specifically vocalized. The more information you provide you recruiter with, the higher their chances will be in getting you what you want.

Recruiters are great at what they do, but they are not mind readers! From the moment you first connect with your recruiter up until you have been hired for a position, be honest and open about what is working and what isn’t. It not only ensures you find a position you actually enjoy; it helps recruiters learn and grow professionally.

 

communication

 

Listen Actively

Listening is just as important as talking during the recruitment process. This goes for candidates, clients and recruiters alike. Listening to what the other party has to say is one thing, but actively internalising what they are communicating and taking steps towards improving the situation makes everybody’s lives easier in the end.

Listening to the constructive criticism that your recruiter has to offer should be taken in stride. Your recruiter has tons of valuable industry intel they can offer you to make you a stronger candidate overall, so trust them! The end goal is to find you a position that you love, and sometimes it takes a little bit of adjusting to get there.

Patience and Understanding Go A Long Way

Communication is key, but you need to find a balance between wanting to stay in the loop and giving your recruiter some room to breathe. Playing the waiting game is certainly stressful when it comes to the job search. But trust that your recruiter is doing everything they can to move the process forward and won’t get your hopes up with unnecessary communication.

Also, keep in mind that recruiters won’t place you in a job that they don’t believe to be a good fit. For this reason, you may not find a job right away, or you might have to consider adjusting your criteria slightly. Either way, being adaptable and understanding about the realities of the hiring process will help make the journey that much easier!

If you have some tips on professional communication, we would love to hear them! Leave them in the comment section below.

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employee engagement

Ways to Improve Employee Engagement

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We are all guilty of zoning out at work from time to time – it’s simply human nature. However, there are certain times when keeping employees engaged proves to be an ongoing issue. The ideal employee will come to work eager and passionate about what they are doing, day in and day out – but sometimes, that flame can flicker out and engagement falls off. This can happen for a number of reasons, and everyone is bound to have an offday once in a while, but if it becomes a frequent occurrence, then whole energy of a workplace can suffer.

 

According to a recent poll, only 32% of employees in the United States feel like they are engaged at work – if you ask us, this number is far too low. Employee engagement goes hand in hand with creating a positive workplace culture, both of which significantly benefit you as an employer. So, the question is: what can you do to make sure your employees stay as enthusiastic and engaged in the workplace as possible?

 

Here are some of our tried and tested ways to keep employee engagement consistent!

 

Place a Focus on Onboard & Training

 

An easy way for employees to become disengaged is when they have no real direction or understanding of what they have been hired to do. Take time to lay the groundwork about exactly what is expected from their role, the company’s values, the workplace culture, etc. in the employee’s first couple of weeks. Rushing through the onboarding and training process will leave them in the dark. New employees are less likely to ask for help in a new environment, so it may only be just a matter of time before they begin to become disconnected from the task at hand.

 

Be clear about what is expected from them, but don’t micromanage. As a manager, it can be difficult to let go of the reigns, especially to a new employee who doesn’t yet know the company like the back of their hand. But, if they don’t have a chance to ease into the role and approach it with their own work ethic and ideas, they won’t be able to meaningfully engage with it, either.

 

Be Flexible

 

One sure-fire way to turn employees against you is to be unnecessarily rigid in your management style. Nobody wants to work for an employer who is unwavering in their rules and regulations. Flexibility in the workplace is something to be encouraged and being flexible to employee requests does not make you a pushover. On the contrary, accommodating the odd request here and there lets employees know that you value their time and well-being.

 

Allowing for some wiggle room with your employees (within reason) shouldn’t be seen as a loss of power or the beginning of an unstructured, disorganized workplace. If an employee needs a little bit more time with an assignment or needs to come in later due to an appointment, it could help reduce their stress levels and in turn, improve their quality of work and boost engagement levels.

 

employee engagement

 

Accommodate Everyone Equally

 

There are countless types of employees out there, and the chances of you having a workplace where everyone has the same work ethic are almost zero. A positive and dynamic workplace culture benefits from a diversity of learning and working styles, but they all need to be nurtured equally in order for the team to succeed.

 

For example, introverts that are forced to work in an environment that only accommodates extroverts are going to suffer, and vice versa. Some people stay engaged when they work individually, and some thrive in a group setting. Some prefer talking in person, and some get their best ideas out over email. The list goes on and on.

 

It may take some extra time and energy, but try to understand what each employee needs in order to stay engaged in the tasks at hand and feel comfortable at the office. They will appreciate you for it!

 

Celebrate & Encourage Your Employees

 

Employees like to know that they are appreciated for the work they do. Providing feedback, whether it be positive or negative, in a constructive way helps keep them on track, but also encourages them to produce better work.

 

Giving praise to employees will help them to feel like they are more than just a number, and that they are being noticed and appreciated for their work. From things as small as saying ‘thank you’ to bigger gestures, like company outings and team-building activities, showing your appreciation for your employees is absolutely vital to keeping engagement alive.

 

As the saying goes, a team is only as strong as its weakest link. Take the time to make sure everyone feels like they are a valuable team member so that your end goal doesn’t suffer.

 

Every workplace is different, and there is no guaranteed formula for improving engagement levels. Start by trying a combination of any or all of these tips! What do you do to keep your employees engaged at work? Join the conversation on LinkedIn or in the comments below.

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temp-to-hire

Temp-to-Hire vs Direct Hire: Which is Right for Me?

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If you are looking for a new job, you have probably come across terms such as ‘temp-to-hire’ and ‘direct hire’ in job postings. While there are subtle differences between the two, their true meaning can be somewhat confusing to job seekers.

 

Traditionally, direct hire sounds like the smarter choice, because ‘temporary work’ can often be thought of as open-ended and lacking security. However, the intricacies of each may persuade you to reconsider which direction makes the most sense for your career.

 

Read on for a rundown on the two different (yet similar) employment types, so that you can make an informed decision when looking for your next great job.

 

What is a temp-to-hire?

 

A temporary or contract employee is someone who is brought into a company for a limited period of time. They are usually hired to fill in for employees that are on leave for personal reasons or to help supplement busy work periods, like the holidays.

 

Sometimes, when the temporary worker’s designated duration is over, employers will choose to offer them a full-time position after seeing how well they fit into the role. This is where the term ‘temp-to-hire’ comes in. In these instances, the employee’s stint as a temporary worker can be seen as a test-run for whether or not they will be a good fit with the company. While they are a temporary worker, they are typically still employed by the staffing agency. There are few differences between this, and a standard probation period, beyond semantics.

 

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What is a direct hire?

 

A direct hire is someone who is hired for a permanent position, usually full-time. They are hired for the long-term right off the bat. The process of employing a direct hire is typically a little bit longer than a temporary one, because the employer has to think more thoroughly about who they want to bring on to their team for the foreseeable future. While a probationary period still exists, there is nevertheless a feeling among the team and new hire that they’re in it for the long hall.

 

Permanent, full-time jobs appeal to a lot of people because of the sense of security associated with them. There are also typically benefits and perks that come along with a full-time role, such as health insurance and paid vacation time. However, as mentioned, permanent roles still require a probationary period to be passed before the employee can enjoy any of the benefits that come with the job. A direct hire can also be let go at any point during the probationary period.

 

Which one should I choose?

 

In a lot of ways, temp-to-hire positions and direct hire positions share a lot of similarities. Both go through some sort of ‘temporary’ phase before being able to reap the benefits of being a full-time employee. Whether it be the ‘temporary’ phase of the temp-to-hire’s path, or the probationary period for the direct hire, there is a certain period of time before an employee truly becomes ‘full-time’.

 

Aside from these technicalities, there are benefits to both types of position. Direct hire work appeals to many because of its inherent permanence. Knowing that you can anticipate having a job for the long-term is very comforting for a lot of people. Alternatively, temporary work is appealing to some because it lacks permanency; many people enjoy not being committed to a contract before they test the waters. These kinds of positions allow individuals to try a variety of work, enjoy flexible schedules and make fast money.

 

Are you looking for a new job in the Houston area? LPC Personnel recruits for many temp-to-hire and direct-hire positions. Reach out today to see if we have something for you!

 

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food-manufacturing

5 Tips to Find and Hire Food Manufacturing Employees

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The food manufacturing industry is thriving. However, finding skilled talent to fill open positions in the industry can sometimes be a challenge. As of August 2018, there were 508,000 open jobs in U.S manufacturing. While this job growth is positive, it also indicates that finding candidates with the right skills to fill these jobs could reach crisis proportions. To accommodate this, companies may have to rethink their current strategies to truly engage and hire brand new talent. Here are a few things you can try!

 

Change the perception of the food manufacturing industry

 

With the baby boomer generation almost ready to retire, manufacturers need to find new, younger talent that is ready to work. The challenge with attracting and hiring these candidates is due in part to their perception about the industry. Manufacturers believe negative perception from students and their parents are one of the reasons causing the current talent shortage, according to Deloitte and The Manufacturing Institute’s study in 2018. The study revealed that parents encouraged their children to avoid pursuing a career in manufacturing due to the impression of poor job security and limited career prospects.

So, what can companies do to change this public perception? For starters, companies could partner with local high schools and colleges to educate students about the industry in attempts to shift their mindset. Students may not have the opportunity to become educated about this field, so it is up to the companies themselves to make sure it happens

By educating students on what the work environment looks like and what employees do, you can broaden their knowledge about the industry, potentially shifting it into a more positive light. They’ll gain a better understanding of what the job looks like and what the career prospects are. While this is a long-term recruitment strategy, it is not a bad idea to consider when aiming to improve the image of the industry and grow the workforce.

 

Strengthen your company culture

 

Millennials and Generation Z don’t want to be “faceless” employees—they look for collaborative work environments where they can interact with their managers and coworkers. Furthermore, they appreciate receiving ongoing feedback from their superiors in order to learn and improve their current skillset.

With this in consideration, management can take initiative by encouraging more open communication and collaboration across the team. This could be in the form of more productive meetings or using better technology so that employees can communicate companywide. To foster continuous learning and improvement, consider having one-on-one sessions with employees to discuss their strengths and any potential areas of improvement. Managers can also consider offering training and learning opportunities to maintain a skilled and up-to-date team.

 

food manufacturing

 

Take a chance on hiring inexperienced workers

 

To meet the demand of finding and hiring employees, manufacturers can benefit from taking a chance on hiring inexperienced workers. It is becoming increasingly common for companies to train these employees on the job. According to this New York Times article, Alexandria Industries hired a young man who didn’t have a college degree or a manufacturing background.

The company provided him with technical and leadership training. That was six years ago—today, he has been promoted and says he plans to stay there until he retires. Hiring candidates without the desired skills can be risky, but that risk can often pay off if you find a person with the right personality fit.

 

Employee engagement activities

 

One great way to attract new employees and retain current ones is to organize employee engagement activities. Employees like to know that their work is contributing to the company’s overall vision and success. In addition to telling them that you value their contributions and efforts, it is important to show them as well.

Take the team out for dinner or organize an activity that allows everyone to interact with one another. It enables your employees to view the company as one that cares about their workforce. Even if these outings aren’t frequent, your employees will appreciate the gesture.

 

Work with LPC to help find manufacturing employees

 

At LPC Personnel, we’ve helped companies find and hire manufacturing employees for over 30 years. We take the time to understand what you’re looking for in candidates and provide you with the best of the best.

Do you need help finding quality manufacturing candidates? You’ve come to the right place. Contact us today to get started.

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logistics

How a Strong Logistics Team Improves Your Bottom Line

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With online shopping and an expectation of quick delivery becoming the new norm, businesses need to step up in order to meet customer demands. Business owners know that in order to keep their customers happy, they must deliver exceptional customer service and an unbeatable experience.

 

So, how do you make sure this happens? You can start by looking at the logistics process of your supply chain. Your logistics team is absolutely vital to your business’s success. A combination of a fool-proof logistics process and an experienced team will help your business reach new heights and improve your customers’ overall experience.

 

What is logistics?

 

The Council of Supply Chain Management Professionals defines logistics as part of the supply chain process that plans, implements and controls the efficient flow and storage of goods, services and related information. A logistics team manages these materials and information between the point of origin and point of consumption in order to meet the customer’s requirements. One of the key objectives behind logistics is that the customer receives the right product at the right time and place—all at the right quality and price.

 

Logistics and freight transport companies went on a hiring frenzy last year in May. To keep up with the skyrocketing demand in the U.S. shipping markets, they added 18,700 jobs. Now that consumers’ shopping habits have shifted towards e-commerce, companies need more workers and a logistics infrastructure that can support this demand.

 

Why should I care about logistics?

 

Your logistical process plays an important factor in your company’s profitability. While logisticians manage the movement of materials and goods, they’re also responsible for identifying any potential areas of improvement. They understand how to move products better, at a lower cost, as well as solve problems quickly and creatively as they arise.

 

With so much choice available on the market, when you fail to meet your customer’s demands, they will quickly turn to your competitors. Customers want high quality products at the right price, but they also expect quality customer service from start to finish. Regardless of whether your customers are purchasing your products online or offline, your products and delivered experience need to meet your customer’s expectations. When you have a professional and experienced logistics team on hand, you can feel assured that they will help you achieve these critical business objectives.

 

logistics

 

How a great logistics team improves your business

 

It’s five times more expensive to acquire a new customer than it is to retain an existing customer. By increasing your customer retention rates by just 5%, you can increase your profits by 25 to 95%. Considering this, customer retention should be at the top of your priority list. If you consistently deliver the quality products and service that your customers know and love, they are more likely to stay loyal to you.

Let’s take online orders as an example. Customers like the convenience of being able to track their orders and receiving up-to-date alerts about them. If there are any delays due to weather or unforeseen events, customers appreciate being kept in the know. Your logistics team should have access to this type of information, which can make all the difference in the customer’s experience. When you keep your customers in the loop by offering special services and promotions, it is an easy way to strengthen your customer’s loyalty to you.

Lastly, logistics professionals develop partnerships with suppliers and secure competitive rates for materials and services. They identify and implement processes that are more efficient and strive to reduce business costs. They do all of this while still delivering quality products and services to customers – we can’t think of a reason to not want an amazing logistics team by your side.


What qualities should I look for in candidates for logistics jobs?

 

With so many changing and moving parts in this line of work, you need people with the right qualities and skills on your logistics team. When interviewing candidates for this role, take note of the qualities and skills listed below:

 

  • Managerial skills
  • Teamwork and collaboration skills
  • Strong time management skills
  • Strong problem solving and decision-making skills
  • Negotiation skills
  • IT skills to manage electronic data
  • Logical and organized approach to work (especially)

 

When operating a business, we know that finding the best people to hire can be challenging and time-consuming. Get in touch with us today if you need help! As well as knowing the right qualities required to build a powerhouse team, we also understand what candidates want from their employers, and can help find the perfect match.

 

Contact us today to find and hire quality candidates

 

At LPC Personnel, we specialize in finding top talent within the logistics industry. We’ve been doing this for over 30 years, so it is safe to say we understand your business needs and the type of talent you’re looking for. Contact us today so we can help you find your ideal candidate.

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