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Should you hire the candidate who is most like you?

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There is no precise test for determining who will make the best hire. It’s difficult to filter through the way individuals portray themselves in interviews and on applications, even after crafting extensive job descriptions and rigorous exams covering everything from personality to hand-eye coordination.

Multiple types of prejudice, as well as personal taste and preferences, might distract employers throughout the screening and interviewing process. It’s also easy to fall into the trap of attempting to employ the same type of individual who previously held the job, whether they were successful or not.

Whether or not they satisfy the job’s criteria, some candidates have the ability to interview, to be attractive, and to make the interviewer feel at ease. In this quick guide, we’ll take a look at why hiring someone based on whether or not you like them right away can be a red flag, as well as some general tips for hiring staff.

Why Hiring Someone Based on Likability Isn’t Always Right

When it comes down to it, a very likeable or people-pleasing candidate might be a bit of a red flag.

For example: It’s natural to want someone to take care of everything for you. That likable applicant may appear to be so competent and educated that it’s easy to imagine they’ll be able to handle your tasks without difficulty. This might range from managing a single department to overseeing all of your money. Smooth operators might persuade you that they are capable and prepared to go above and beyond for you. They provide immense relief by assuring you that they’ll take care of it and that you won’t have to worry about it.

Isn’t that what makes them appear so simple to like? You might want to hold off on hiring them just yet. You should quit seeking for someone to do everything for you, regardless of the scale of your project or the sort of service you require. And, most importantly, never allow anyone to persuade you that such a person exists. Keep a constant eye on what’s going on. Ideally, no one should be made indispensable. If you begin to have issues, always be prepared to walk away from the individual.

Tips for Hiring Staff

To begin, make sure you’re concentrating on the job’s most important talents. Most occupations nowadays demand a wide range of tasks and responsibilities, and it’s rare to find someone who has extensive expertise with all of them. So, after you’ve written down everything you want from the person and the position, pick out the most important duties and obligations, the ones without which you wouldn’t consider the applicant. Bring in no prospects for interviews unless they can demonstrate that they have the necessary skills and experience.

 

Make sure you’re following standardized interview procedures as well. Make the following preparations with your teammates ahead of time: Who will inquire about various areas of the candidate’s background, experience, and goals, and how will you assess the answers? Request that your coworkers seek for the critical talent, experience, and cultural fit matches. Their evaluations will assist in balancing and complementing yours. Before conversations wander off into candidate-specific area, be sure that all candidates will be given the same set of first questions. As soon as feasible after the interviews, compare notes with other interviewers to ensure that the concreteness of the experience does not fade or get confused with other applicants.

 

During the later phases of the interview, it may also be beneficial to provide a test or real-world sample of the job description. Whether you ask for a coding exercise, a sample sales pitch, or a comprehensive presentation, give applicants a genuine task. If the applicant must do research and preparation as part of the tryout, pay him or her for the time or delivery as if you were paying this individual to complete a small project; it’s a tiny price to pay to screen out someone who talks a nice game but can’t deliver.

 

Hold an in-depth discussion of a real work topic or situation with a group of team members or a couple of your advisors if the job requires conceptual, knowledge, or managerial work to see how the last few candidates collaborate together, share their opinions, and express disagreement or engage in conflict in a potentially uncomfortable situation.

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The NEXTAFF Process and Hiring the Best of the Best

At NEXTAFF, you won’t have to worry about the potential of poor hiring practices. With our unique business model and process, we ensure that your franchise is hiring the best of the best.

Ready to launch your own NEXTAFF staffing franchise? When it comes to looking for a staffing business for sale, you’ll only want to invest in the best of the best. Get in touch with the NEXTAFF corporate team today to learn how to get started and whether or not this is the ideal opportunity for you.

How to hire for the future

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In the commercial shipping industry, staffing shortages have been on the rise for years – and the concern is only going to grow. This situation arose partly from an organic shift in the marketplace towards purchases online, accelerated tenfold by the Covid-19 pandemic.

Gaps in the labor market have arisen for more factors than just one, however. Data from the US Bureau of Labor Statistics show that more than 4.3 million people “voluntarily quit,” jobs in December 2021, just missing the record high from the previous month. 

On top of the consumer market, Millenials and Gen Z have previously been reluctant to join the warehouse workforce. Although in contrast to their slightly elder generation, the latter has shown more readiness to pick up warehouse work.

Statistics tell that Gen Z is upwards of 10% more likely to seek out transport work than their former. That being said, the market is also expecting a further decline in the workforce in the coming years. As of April 2022, transportation, warehousing, and utilities have seen the largest increases in job openings.

With so many moving parts, how can businesses stay on top of hiring in the current market? The aid of a liaison that can provide easy access to an available workforce becomes necessary. 

 

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Benefits of Working Alongside Franchise Agencies

In the summer of 2022, many industries, in general, are struggling to find the workers necessary to keep up with demand. Employment rates are still lower than they were pre-pandemic.

“As the U.S. economy continues adding back jobs after the pandemic recession, the staffing industry is playing a key role in getting people back to work,” said Richard Wahlquist, the president and CEO of ASA.

The global staffing industry revenue is $445bn, and in the US alone it amounts to over $130bn. There are a lot of reasons why staffing is one of the fastest-growing industries in B2B services. Candidates hired out of staffing agencies are typically more skilled, and ready to fill in for positions requiring years of experience.

When corporations and businesses face a prominent staffing gap, a common gut reaction can be cross-training existing employees to take on work for the missing labor. This is usually a costly mistake, however, leading to problems down the line – sometimes even resulting in more employees quitting!

The logical approach, when faced with seasonal staffing shortages, isn’t to stretch what you’re already working with, but to breathe new life into your workforce. This process is made immensely easier when partnering alongside a trusted and highly useful staffing agency.

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Consider the Temporary and Contracted Workforce

When dealing with summer staffing shortages, it’s key to look for candidates with more flexibility in their schedules. Having the right intention and motivation when hiring during these times will truly help in the long run.

Staffing agencies can help businesses connect with workers who are:

Recently graduated students beginning or working on their career paths

      • New graduates are always on the lookout for part-time work, and while they may move on to different work opportunities in the future, they make excellent employees due to a readiness to learn and improve.

Parents and caregivers seeking part-time work

      • During the pandemic, many parents found themselves opting for working from home to help their children with remote schooling. However, now more parents and caregivers are opting for new temp jobs to better align with changing family schedules.

Recently graduated students beginning or working on their career paths

      • Skilled individuals swapping careers paths needing work in-between

Employees brought on during such turbulent times can sometimes even outperform their colleagues. The desire to do one's best seems to shine during the temporary employment period, which in some cases leads to permanent and much-needed hires.

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NEXTAFF Can Help Manage Your Needs in the Changing Climate

In the summer of 2022, many industries, in general, are struggling to find the workers necessary to keep up with demand. Employment rates are still lower than they were pre-pandemic.

“As the U.S. economy continues adding back jobs after the pandemic recession, the staffing industry is playing a key role in getting people back to work,” said Richard Wahlquist, the president and CEO of ASA.

The global staffing industry revenue is $445bn, and in the US alone it amounts to over $130bn. There are a lot of reasons why staffing is one of the fastest-growing industries in B2B services. Candidates hired out of staffing agencies are typically more skilled, and ready to fill in for positions requiring years of experience.

When corporations and businesses face a prominent staffing gap, a common gut reaction can be cross-training existing employees to take on work for the missing labor. This is usually a costly mistake, however, leading to problems down the line – sometimes even resulting in more employees quitting!

The logical approach, when faced with seasonal staffing shortages, isn’t to stretch what you’re already working with, but to breathe new life into your workforce. This process is made immensely easier when partnering alongside a trusted and highly useful staffing agency.

 

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