The best way around this problem usually lies in long term preparation and careful training for newly minted leaders. After the transition occurs, a year or so of close supervision and support can also help. But can some of this need for training and adjustment be mitigated if leaders are properly selected in the first place? What are the most important signs of an employee who will be likely to hit the ground running and thrive, rather than struggle, while transitioning to a management role?

Agile Learners versus High Performers

A wide range of HR studies and empirical evidence suggest that one quality, more than any other, seems to distinguish employees who adjust fluidly and rapidly to new roles in management. These employees are described as “agile learners”, and their signature trait is the ability to gather volumes of new—occasionally conflicting—information from their circumstances, process it quickly, and apply it to a rapidly changing environment. 

Most high performers can also learn rapidly, but the primary difference between agile learners and high performing employees lies in their ability to unlearn, or let go, of information that no longer bears applicability to their circumstances. Ambition and obedience can help an employee grow, but this growth can only take him or her so far. To move quickly into any new role (including the new role of leader rather than follower), adaptability and flexibility are better markers of success than any other trait, including determination, intelligence, empathy, or retention.

Agile Learners and Your Staffing Goals

So what does this mean for your staffing strategy? It means that in order to create a functional succession plan and a pipeline of successful promotion from within, you’ll need to train your future leaders wisely…but you’ll also need to select them wisely. And this selection process starts with the first interviews for your entry level candidates.

As you source, screen, interview and hire your new recruits, turn to the staffing experts at CSS for the guidance you need to make decisions that can support your growth over the long term. Nothing matters more than the future of your company, and the future of your company depends on the future of your most promising employees. Reach out to our office and arrange a consultation today.

But as great as they are, these qualities represent the bare minimum necessary for your candidacy. Just letting employers know that you have a strong work ethic and a nice smile won’t put you ahead of the other competitors lined up the lobby with equally strong work ethics and even brighter smiles. To set yourself apart, you’ll need to answer one question that matters more than any other. What can you bring to this this specific job? In other words, what can you offer that will make you more likely to contribute and thrive in this role than any other candidate?

How to Answer the Central Question

Everything you state on your resume should somehow relate back to this central question. Every word you include in your work history, every accomplishment you list, and every award you describe should help employers understand why it’s smarter to hire you than the next person in line.

Start with your summary. Your summary will consist of short paragraph at the top of your resume, just under your contact information. It’s the first part– and often the only part– of the resume that employers may read. Use these three to five sentences to answer the central question in a succinct, clear, and compelling way. Before you start typing, you’ll have to do some close examination and soul searching to determine what you have that other candidates don’t, and you’ll have to figure out how these offerings align with the employer’s desire to make money.

Once you’ve addressed the question in your summary, you can move on to your education and work history sections. In your work history, you’ll have a second opportunity to present yourself as the one candidate, and the only candidate, who can best help can help this company reach its goals. Think carefully before you begin to write. And as you think, place yourself in the employer’s position.

To do this, you may need to visit the company’s website and learn everything you can about what this organization needs and how it functions. You may also need to reach out for some outside guidance. The Little Rock staffing experts at CSS are standing by to help you make your case. Contact our office today.

1. Send a very clear message about your unique workplace culture.

Don’t pitch your workplace as “fun” or “flexible” if it isn’t. This does a disservice to your candidates and it adds unnecessary obstacles to your hiring process. Instead, be honest and present the clearest possible picture of your office to your applicants. During interviews, be direct. Describe the most unpleasant, challenging, or unappealing aspect of the position that your candidate will face on a daily basis and see how she responds. If she hesitates for a long painful moment, you have your answer. But if she nods gamely or even shows enthusiasm for this aspect of the job, that’s a great sign. 

2. Get the whole story.

There’s no need to rely on a simple-one page resume as you face this complex decision. Hiring is expensive, and this position is vital to your company mission. So start with a resume evaluation, but don’t stop there. Go online, glean what you can from the candidate’s public profiles, and present meaningful questions to every reference she provides. Don’t violate privacy or ethical rules, of course (don’t check credit or medical histories without specific permission, and NEVER ask for social media passwords), but get the big picture. Within limits, you have a right and an obligation to perform necessary due diligence. 

3. Have more than one manager in the room during interviews.
 
This way you’ll save money, time, and your company’s reputation by calling the candidate in for only one or two interviews instead of an exhaustive string of them (stop at a maximum of three). You’ll also avoid the need to make a decision based only on gut feelings. There’s a time and a place to act on instinct alone, and running a successful business isn’t one of them. The more perspectives and input, the better.

For more ways to make sure your top candidates can handle your culture, not just the responsibilities of the job, reach out to the Little Rock staffing experts at CSS.

Basic Resume Structure

1. Begin your resume with a heading that includes your name and all of your contact information. You can balance this information to the left side of the page, the right side or the center, but make sure it’s clear, accurate and accessible.

2. Follow your heading with a three-sentence summary of your most important qualifications. Answer a simple question: Why are you the best candidate for this job? Do this by summarizing the most important points drawn from the detailed information below.

3. Follow your summary with a subheading titled “education”. List your schools, degrees, training programs, and certifications.

4. Follow your education sections with a subheading titled “Work history.” Under this heading, list each of your previous employers followed by the most important responsibilities held and accomplishments you completed while working for this company or organization.

5. Finally, end your resume with a brief section titled “skills”. Include any skills that may be of interest to this employer and that may set you apart from other candidates. These may include languages you can speak, software programs you’re familiar with, first aid or safety training you’ve gained, or special accomplishments related to your sports or hobbies.  

Specific Tips for Tradespeople

Most employers hiring tradespeople will be interested in two key factors above all else: 1.) Are you certified and/or licensed for the position you’re seeking? And 2.) do you have enough experience and training to be trustworthy?  If you can answer yes to these questions, you’ll need to make this very clear. State this information briefly in your summary even if you’ll be discussing it in more detail further down the page. And make sure your most important accomplishments are described clearly, are easy for employers to find, and are stated in a way that makes them memorable.

Reach out to the Little Rock staffing experts at CSS for personal help with your resume, editing guidance, and tips and tools that can help step ahead of your competitors and land the position you need.

Specifically, line employees in manufacturing and processing plants tend to respond well to managerial tactics like the ones described below. If you’re trying to motive and retain teams on a line, talent tracking software and analytics can only take you so far. Try adding these moves to your management tool kit.

1. Watch them work. Actually circulate around the floor for at least an hour or two every day. Pay attention to employees and take note of how their hands move, how their eyes move, how fast they complete the tasks in front of them, and what specific moves tend to slow the process down. Who finds ways to excel? Who scrambles to keep up with the minimum? As a manager, you should be able to answer these questions, and you should certainly know the names and personalities at each station.

2. Recognize the signs of a thriving employee. Great line workers are the ones who maintain focus and energy after long shifts. They’re also the ones who attract newer and younger workers in need of help.

3. Solicit input. Host regular meetings (serve food if possible), and use these meetings to ask employees to open up about their interests, their concerns and their experiences on the floor. This will not only help keep lines of communication open, it will also help you better match interests, goals and personalities with specific jobs. Every business functions more effectively when skills and talents are aligned.

4. Experiment. Give employees a chance to engage in other aspects of the business. For example, schedule six week periods in which each line employee can spend time working on a project with the logistics, quality control, or product development team.

5. Reward top performers generously. And encourage employees to praise each other and nominate each other for these rewards. The best way to uncover an employee’s unique talents and passions is by tuning into the opinions of her peers.

In manufacturing and processing industries, line employees tend to be hard-working, focused, and often under-appreciated. As a result, talent and skill sets can go unrecognized, and companies can miss simple opportunities to maximize productivity. Get the most out of your talented line workers by re-evaluating your management strategy. The staffing experts at CSS can help.

Most companies give applicants a little more time to prepare than a single day, and even with the rise of video software and universal connectivity, most employers still prefer to bring candidates into the office for a face-to-face meeting whenever possible. But sometimes a position needs to be filled quickly, and sometimes distance, executive travel schedules, and remote hiring arrangements make the video interview a more practical and inexpensive option for both parties. When this happens, you’ll need to be prepared. Here’s a quick step by step guide that can get you up and running in only a few hours.

1. Assemble your equipment. Your most important step will be gathering what you need to make the conference happen. Be realistic; if you don’t own a webcam, you’ll need to buy or borrow one immediately or ask your potential employers for more time. Both options are acceptable, but make your decision and act on it quickly. You’ll also need to download Skype, open a Gmail account, or otherwise procure the software your employers would like you to use.

2. Assemble your attire. You’ll need to dress fully for the interview. Don’t assume the video format allows you to leave your pants off or the back of your hair unstyled. What happens if you need to move around while the camera is running? (Besides, it’s a good idea to remember the first rule of business attire: Shortcuts don’t fool anyone.) Choose an outfit or suit that contrasts well with your background.

3. Assemble your background. Try to remove all clutter and distracting objects from the scene.

4. Anticipate potential problems. If there’s a chance you may be drawn away by noisy pets or needy children, make arrangements for their care. Try to head off knocks at the door by making sure your friends and family members know that you’ll be busy during the hour of your interview.

5. Complete a dry run, or two, or five. Have a friend go through the process with you to make sure your equipment works flawlessly and your interview statement is polished and ready.

6. Finally, spend at least an hour or so researching the company and learning anything that might help you understand the business model and workplace culture you’ll be stepping into. When the moment arrives, make sure you have all the documents you’ll need on hand, including your resume.

Contact the Texas job search experts at CSS for more interview preparation tips and be ready for anything, whether your interview will happen online, in person, or by phone.

Does this sound like your workplace? If not, you may be facing a few common obstacles that may be easier to overcome than you realize. Consider the following moves.

Problem: A lack of qualified applicants

Solution:  If your applicant pool looks weak, rethink your sourcing strategy. Make sure you have a clear understanding of what an ideal candidate looks like, then target your posting to this ideal candidate. Draft the text to appeal to this person, and post the ad in a place where he or she will see it. Provide clearer instructions to your recruiters, widen the online reach of your post, lean heavily on your social and professional networks to spread the word, and put more effort into building an in-house pipeline of qualified candidates who are ready for the next level. 

Problem: Great candidates who get away at the last minute

Solution: Top candidates are often lured away by better offers before they’re brought on board. This can be disappointing and expensive, but the problem can be reduced if employers are willing to streamline the screening and hiring process. Start by conducting fewer and more meaningful interviews. Treat candidates with respect at every stage of the process, which means staying in touch and keeping them updated when timelines change. Most important, research the market value of the skills you need and don’t be stingy with salary offers. 

Problem: Disengagement and high turnover

Solution: There are many possible causes of low morale and low productivity, and the first step to a solution will involve tracking the problem to the source in your specific workplace. The next step will involve tackling the problem in substantive ways, and changing course if these methods don’t bring the results you need.

If you aren’t sure where to start, reach out to the Little Rock staffing and business management experts at CSS and arrange a consultation. We can help you identify the issues that are holding your company back, and once these issues are clear, we’ll work with you to adjust your hiring and staffing strategies and bring out the best in your valuable human capital.

Build Your Person Brand One Step at a Time

1. Find your value proposition

As marketing experts know, a “value position” is the shortest possible summary of what a certain product or service has to offer. If a car is being targeted to an audience of new parents, for example, the value proposition for that product might be: “This car will keep you safe.” As a potential employee, you have your own value proposition. You just need to figure out what it is. What does your unique target audience need? And what can you offer to this audience that no one else can?

2. How would others describe you?

Be honest about this. What others may say about you may perfectly reflect your value proposition…but it also may not. You may pitch yourself as an excellent programmer, but those who work with you may have more to say about your enthusiasm, your supportive attitude, or your leadership skills. Don’t just think about what you bring to the table; think about how others would measure your offerings.

3. What are your goals, and what are your timelines for these goals?

Before you present yourself to others with a clear message about what you have to offer, ask yourself: what do you want? Where are you going, and where would you like to be in three, five and ten years? Knowing exactly what you want can help you shape your pitch and keep your negotiations and communications on track.

4. How can you merge these three items with one simple message?

Now the real work begins. How can you blend these elements of your product (you) together into a message that’s simple, focused, and directed straight to your target audience? If you were selling cars to new parents, you might begin your message by emphasizing the safety of your product. Then you can describe the sense of security your customers feel while driving it. And finally, you can deliver a call to action encouraging your audience to actually open their wallets and buy. 

If you can deliver these three points in three simple sentences, you’ll leave an indelible and positive impression in the mind of your reader. And then, of course, you’ll need to follow up on that impression when you meet for an in person interview. For specific guidance, reach out to the Little Rock Staffing experts at CSS.

Here are some of the signs that it’s time to intervene and address a burnout problem among both teams and individuals.

Signs of Individual Burnout: A Burned Out Employee Tends to….

1. Take a high number of sick and PTO days.
2. Experience physical symptoms like headaches, muscle and joint pain, and fatigue
3. Become hypercritical, irritable, and tense
4. Respond angrily to criticism
5. Express no enjoyment or interest in activities that were once pleasurable and rewarding
6. Express resentment toward managers and coworkers
7. Start subtly or openly looking for employment and opportunity elsewhere.

If you notice an employee showing any or all of the indicators above, talk to the employee personally before determining a course of action. Ask her privately about possible health or family issues, and find out what might be done to accommodate her need for change, variety, engagement, or motivation.

Signs of Team/General Workplace Burnout

If your workplace has become a high-burnout zone, you’ll need to act quickly and decisively to change the culture. If you don’t, a downward spiral may begin that can cause immeasurable harm to company growth.  Watch out for signs like these:

1. A workplace that’s unusually quiet. A healthy working environment should include natural light, low grade chatter, and activity that’s busy but not rushed or frantic.
2. A general spirit of mistrust. Don’t allow or encourage your employees to become too competitive or to take competition against their own teammates too seriously. An atmosphere of fairness and collaboration can go a long way toward preventing burnout.
3. An unusual rise in interpersonal conflict.
4. An unusual rise in lateness.
5. A spike in colds, flu, fatigue related illness, and illness related to muscle and joint pain.

There are several steps you can take to fight back against burnout, and the method you choose will depend on your industry, your culture, and the demands and desires of your employees. To find out more about what your tired employees want and need in order to complete their jobs properly, arrange a consultation with the Little Rock Staffing and performance management experts at CSS.

Plumbing

A career as a plumber or plumbing technician usually begins with a one to three year program offered by a technical school or community college. This program is usually supplemented or followed by an apprenticeship in which the student gains on-the-job skills by working with a master plumber or a crew of experienced professionals. Most plumbers value the apprenticeship portion of their training even more than the classroom component, even though the apprenticeship period usually only pays about half the salary of a fully trained and licensed pro.

To learn more about the path into this career, contact your local plumbers union or the United Association of Journeymen and Apprentices of the Plumbing and Pipefitting Industry of the United States and Canada.

Electrical Repair

The career of a licensed electrician begins with at least 144 hours of classroom instruction followed by 2,000 hours of on-the-job training as an apprentice. During this time, students learn how to read blueprints and understand electrical theory and code requirements. For more information, reach out to the International Brotherhood of Electrical Workers or your local chapter of the National Electrical Contractors Association.

Auto Mechanics

As automotive technology becomes more complex, formal training becomes more of a necessity for skilled auto mechanics. Training for this role usually begins in high school or technical school and then continues into a post-secondary education program or community college associates degree program that may take two years to complete. At this point, most employees land their first jobs in the service department of an auto dealership or private business. Eventually, many auto mechanics decide to pursue ASE, or Automotive Service Excellence Certification, which requires two years of professional experience and a passing grade on each of eight separate exams.

Technical trades like these and others, including HVAC repair and aviation maintenance, offer promising opportunities to workers who aren’t interested in four year degree program. For more information about any of these career paths, contact the Little Rock staffing and employment experts at CSS.