How a Reno Staffing Agency Can Help You Find Top Talent

the applied companies reno nv staffing agencies

Companies looking to find top talent in the current job market environment have their work cut out for them. The unemployment rate is at historic lows the United State has not seen in 50 years. As a result, skilled employees are in higher demand across all parts of the country, and northern Nevada is no different.

It can be more challenging to recruit in an environment in which employment is so robust, as there can be stiff competition for top candidates. Many may be already employed and content with their position.

A staffing agency in Reno can help employers find the best-qualified potential employees, not only in tight employment markets like the current one, but throughout the economic life cycle. Here are three reasons why they can help.

1. Connections with Talent Networks

Staffing agencies, especially those that work in a particular geographic area or employment niche, have deeper networks than many individual companies. They have past relationships with candidates, so they know the qualified candidate pool in the region. As a result, they can reach passive candidates (those who aren’t actively looking for new jobs) that companies may not know about.

They are also in a position to hear word-of-mouth about people who are potential candidates, such as friends or relatives of past candidates.

2. Deep Industry Insight

Staffing agencies know the industries they work in. They know where qualified candidates are, and where they come from. They understand if your business niche has seasonal needs. They understand if climate and geography play a role in whether candidates are likely to be top employees or not.

They understand the skills and qualifications needed in your industry. As a result, they can develop a customized staffing solution that benefits your business.

3. Save Your Business Time and Money

Recruiting issues can cost businesses both time and money. First, of course, the recruiting process can take months if a company does it on its own. Drafting a job description, sorting through applications, interviewing, and checking references all can take a considerable amount of time. Plus, it’s time that hiring managers often need to take from schedules packed with other crucial tasks.

Staffing agencies can remove the time burden. They can help with job description development, screening resumes and applications, pre-interviewing, and checking references. They can also move full speed ahead, in a way companies may not be able to because of the needs of their main business.

Ready to Start Working with a Staffing Agency in Reno?

Hiring always has costs, but delays in hiring can cost even more money. While a position remains unfilled, a company’s productivity can suffer. In addition, if a hire doesn’t work out, the company has to go back to the drawing board to hire someone, which can be an additional drain on productivity. A staffing agency in Reno can help you find the right candidates quicker!

The Applied Companies is ready to help your growing business tackle all of your staffing needs, giving you more time to focus on your core business goals in 2019. Learn more about our staffing services for Nevada businesses and how our expertise can benefit you.

How Can You Effectively Fill Positions Through Employee Referrals?

the applied companies employee referrals

If you’re looking for people to hire, an employee referral program can have many benefits. That’s especially true in today’s environment, in which employment is at record levels. It can be difficult to find qualified people, and the search can be extensive.

If you have employees who go above and beyond in their work, and they know more people who could help your organization grow, having an established referral system makes those connections possible. What benefits could your organization gain from setting up a referral system?

1. They can find more qualified people

Friends and family members who your top employees already know are likely to be somewhat similar to those employees. They are likely to share a similar work ethic and set of values. Referrals from these employees are likely to fit into the company culture, which can be an important determinant of performance. A referral system provides a process and rewards for having your existing workforce specifically refer people who they know are qualified and are put to work.

An employee referral program can increase your reach throughout your geographic area. It can also reach into connections of your employees who are passive job seekers, who are content in their current jobs but might take the opportunity to work alongside someone they know closely.

2. They make the job search more efficient

A referral program can make your job search more efficient by finding candidates faster. In the weeks and months it takes to conduct a traditional search for active job seekers, company productivity may take a hit. Gaining referrals through employee word-of-mouth is likely to be quicker than sharing job postings online when it comes to finding candidates quickly.

In addition, the new employee’s existing connections will likely make their onboarding and introductions more efficient.

3. They reduce costs

The hiring process can cost a great deal in the long run. Some of the cost is the lost productivity of vacant positions. Some of it is the drain on productivity lost to interviewing multiple candidates and so forth. Referral candidates tend to be more streamlined. The more streamlined the hiring process and the onboarding, the less it costs your company.

Find a Referral System that Works for Your Business

It’s prudent to have a plan to determine the effectiveness of an employee referral program.

The most crucial part of the plan is determining the most important goal for the program. Is it to get more qualified employees? Are you looking to improve the cultural fit of the team? Do you need to reduce time-to-hire and decrease costs?

Then, you’ll need to compare referred hires versus hires who weren’t referred. You won’t have valid metrics unless there’s a comparator group. If your central goal was to reduce time to hire, for example, you’ll need to gather data on time to hire for referred candidates versus non-referred. If you wanted to reduce costs, you’ll need data on costs for referred candidates versus non-referred candidates.

Effectiveness in an employee referral program relies on both goal definition and comparisons, in short. Looking for more expert advice on the process of finding qualified candidates? The Applied Companies is here to help businesses across Reno and northern Nevada. Contact us today to connect with our team and learn how we can help your business grow.

Five Steps for Setting Up an Interview Process

the applied companies setting up interview process

Most employers do not spend time thinking about the interviewing process, which can be a strategic error in the long run. Far too often, the process is overly reactive. Interviewers and hiring managers jump to a quick decision and hire one of the first candidates available as opposed to hiring the right candidate. They end up with an unstructured interview process that may or may not net the best candidates.

There’s a real need to use the interview process to identify the best candidates. The cost of employee turnover ranges anywhere from 40 to 70 percent of the position’s annual salary for service sector jobs. For supervisory positions, the cost may be over 100 percent of the annual salary.

Setting up a proactive interview process should be a priority. Establishing a process will increase your success rate in hiring employees with the right fit. Here’s how.

1. Set a firm budget, in both time and money

Setting a firm budget of time and money sends your staff a message that hiring is important and they are expected to spend time on it. It triggers a perception shift.

Budgeting 10 hours per candidate (don’t worry, you’ll get more efficient) is about right for an entry level hire.

In your fiscal budget, be sure to include assessment for personality profiles. These can cost roughly $500 for front-line employees all the way up to $4,000 for some management positions. Simmons includes an interpretation and we have found the cost is well worth the results.

2. Pre-qualify candidates

You need to pre-qualify candidates – and set a plan for where you will look for them. Where will you find candidates consistently? There are companies that can help you with recruiting and staffing. Lead and referrals groups are also a great source.

Qualifying candidates online takes less time than an on-site interview. Initially, a good strategy is to ask candidates open-ended questions with job related scenarios via e-mail. Review how they write, including grammar, spelling, etiquette and tone. Did they think about the responses or cut and paste?

Next, use their resumes to increase the efficiency of the interview. Build interview questions around significant resume accomplishments. For example, a resume says “Increased revenue by 20 percent,” highlight those words and prepare interview questions to dig deep for detail to find how the interviewee took action to increase revenue.

3. Ask behavioral questions

Behavioral questions can help you size up candidates efficiently. Customize questions to your organization and how employees need to fit into your culture. Ensure the list of questions is consistent for every candidate.

4. Use case studies

Test candidates through case studies and scenarios specific to your company. Weave in relevant internal issues (edited for any revealing personal detail). We give candidates real live scenarios from our company and ask candidates to problem solve and present recommendations back to the interview group. Everyone has the same time to put their presentation together. Two days is a doable time frame.

5. Take control of the interview

The worst thing a company can do in an interview is have a candidate sit down and then have your management team ask each other, “Who is starting?” Take control. Show the candidate a unified front. Determine ahead of time which interviewer will start and then who will take charge of each interview step. Delegate who will be taking on the follow up after each interview step so nothing falls through the cracks.

If you are interviewing candidates who live in a different geographic area, you might think of bringing in an interviewer in the candidate’s area of expertise and utilizing video (or other technology) to do a remote interview.

The Importance of a Structured Process

Setting up a process with multiple steps, such as a prequalification interview, behavioral questions, case studies, personality assessment, and then a final interview with a team, provides multiple opportunities for the candidate (and your company) to shine. Your hiring team will also rich data to have a truly meaningful conversation about a candidate.

Note that the process needs to be fluid. Many factors can change the importance of steps in an interview, such as the local, regional and national economy, markets and industries, generational characteristics of candidates and rules and regulations about permissible questions during the interview itself.

Companies strategically plan for everything, and the interview process should not be any different. Planning around the most important action items like the interview process will yield better business results by reducing turnover costs, creating a consistent communications method, setting a good brand image and demonstrating a commitment to the company culture by hiring employees with the best fit.

Is your business looking for a trusted partner in the staffing and recruiting space? The Applied Companies can help your business grow across northern Nevada with our team of staffing, HR and executive search experts. Contact us today to learn more about how we can help your team find the right candidates quicker with a structured approach to interviewing.

What Can You Be Doing to Attract Higher Quality Candidates?

the applied companies attract higher quality candidates

What can you do if you’re not getting candidates who are highly qualified for the positions you need? With unemployment continuing to reach historic lows, it can be tough to find the right people for the right jobs, so you face stiff competitive for high-level candidates.

If you’re struggling to find qualified applicants in Reno and across northern Nevada, The Applied Companies’ staffing team can help you build a comprehensive solution. What strategic steps can you take to attract quality candidates to your job openings?

1. Write Targeted Job Descriptions

Hiring high-quality employees starts with giving them the right information. First, the job descriptions need to attract the right candidates. To do that, they must have a clear sense of the job requirements and the capabilities and skills needed to excel. If your job descriptions are vague and unexciting, you may be inadvertently pushing away top candidates or attracting candidates who can’t do the job you need.

An excellent job description will give a vivid sense of day-to-day work within the company, helping to get the attention of the people who will make a great fit in that culture. Give candidates a great sense of the job and the organization they will be joining, and you’ll be on your way to having the right candidates applying.

2. Provide Competitive Pay and Benefits

Among the very first thing candidates will be looking for from a new position: competitive pay and benefits. If you don’t offer salaries that at least match what similar companies in the area pay, you’re highly unlikely to attract top performers, especially with the current hot job market. If you aren’t aware of what competitors’ pay scales are, a staffing firm can help provide that information.

Benefits such as paid time off, health insurance and family leave are incredibly important to employees. You need to at least match what competing firms pay.

3. Increase the Distribution of Your Job Postings

What do you do if your job descriptions are clear and your salary and benefits are competitive, but high-quality candidates still aren’t appearing? Perhaps your jobs aren’t listed where your ideal candidates are looking. You need to increase the reach and distribution of your job postings.

Whether it’s social media, a job board or somewhere in your local community, the more places you have your jobs advertised, the more likely it is your top candidates will find them.

4. Target Passive Candidates

Top-notch performers are often happily employed. If you’re looking to attract them, they simply may not be looking. As a result, you need to recruit passive candidates – those who aren’t job-seeking, but content where they are.

Actively monitoring social media sites like LinkedIn for people with the skills and experience you’re looking for is one way to drive direct conversations with passive candidates. If you can offer a better position than the one they’re currently in, you may be able to land a best-fit candidate for your open position.

5. Work with a Staffing Company to Connect With Diverse Talent Pools

Staffing companies use a variety of strategies to attract high quality job candidates. They are great networks of talent pools in diverse niches and industries. They can search for passive candidates and tap into their networks to upgrade the candidates you’re seeing.

Working with a staffing team like The Applied Companies is a great way to find great candidates in northern Nevada! Contact us today to get started.