The Top 10 Hiring Mistakes in Supply Chain!

| May 7, 2019

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Hiring in Supply Chain is, in some ways, tougher than it ever has been. With the baby boomer generation entering retirement, and companies placing more strategic emphasis on the function, the war for Supply Chain talent is on. We put together this infographic based on our experiences in the recruitment marketplace to answer: What are the most common mistakes that causes hiring managers and HR to lose out?

Spotlight

ASK Staffing, Inc

Founded in 1995, ASK Staffing is a certified Women Owned Business (WBE) and a Certified Minority Business Enterprise (MBE) and has established its reputation as a leading workforce solutions provider. ASK provides dedicated Information Technology professionals for direct hire, contract-to-hire, and permanent basis to clients across multiple industries and locations. With over 100 years of combined IT staffing experience, ASK’s management team has timely insight on changing industry trends and received numerous awards for outstanding client service.

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The Single Biggest Factor in Finding Your Dream Job!

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I’ve been given the opportunity to speak to a number of high school and college graduating seniors. The one common question from both groups, I get frequently, is “how can I get my dream job?” It’s a simple question, with about one million possible answers. Which makes it a tough question to answer in front of a group. I think I might have found the perfect answer to this question. From Penn State football coach, James Franklin, when asked at a conference how does a graduate assistant move up in the college football coaching ranks: “It comes down to people and opportunities for growth. I always tell people to stay broke for as long as possible. When you have a car payment and other things like that, it becomes a factor. Keeping money out of it allows you to chase your dreams longer.”

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As an educational leader, you’re working hard to establish at-home learning and anticipate the new normal. But there are some things you don’t need to figure out on your own. Educators who worked through crises such as the Sandy Hook school shooting, Hurricane Katrina, 9/11, and the fires in Slave Lake, Alberta, all spoke of their experiences in the hope that when the next crisis occurs, educators will be better equipped to navigate it. Amid this current crisis, these lessons have particular value.

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HOW SMALL BUSINESSES CAN ATTRACT GREAT PEOPLE AT WORK

Article | June 4, 2020

No matter if it’s small or big, every business needs great talent to make the company rise higher on the success ladder. Searching the right candidate — someone with the right qualities and who fits in the budget is a quite challenging task for employers. Particularly, small businesses face many obstacles in the hiring process due to the limited availability of too many things. According to the facts about small businesses, there are more than 30.2 million growing businesses present in the U.S. that are trying to hire good employees and are competing in their respective fields. In a situation like this surely all employers or business owners will be working hard to attract top talent from the industries in order to grow their businesses. No worries if you are one of them and feeling like a small fish in a big pond. We understand you, and so here are some methods that you can look to find the right candidates and make your workforce a dedicated team of quality people. Learn more: Qualities to look in an employee when hiring for a small business Table of Contents: - Impressive Web Presence - Employee Connections - Speak about the Growth - Constructive Feedback with Communication - Exciting Benefit Packages Impressive Web Presence The first thing what good candidates do before deciding to go for an interview is check the website and social media profiles of the company. Apart from the brick-and-mortar building, it’s the first impression they builds up about you. So it needs to be neat, clean, and impressive. To understand your business in detail, clearly mention your products or services on the website and social media platforms so that candidates can understand what you offer. Also, make sure you display the logo of the company, brand message, short and long term vision of the company that delivers your aims and attract top talent that aligns with the company’s goals. Sometimes candidates directly visit the website instead of going through the job searching platforms so here is an opportunity to make them stay on the website and find about the current openings in your organization. And how can you do this? By creating a separate page for ongoing hiring that tells the visitors about all necessary information including position, eligibility criteria, the number of vacancies, the address of the company, and the contact details. Eventually, all this will create interest and the probability of hiring such interested candidates with the right skillset will increase. Employee Connections Finding a new candidate right from the beginning is a quite lengthy and time-consuming process for every employer. Why not use a smart way to search candidates to fulfill the position that takes away this pain? And what’s that method? Well, it’s the people you work with right now. Yes. Your existing employees can give you high potential and industry-specific candidates through their offline contacts and online platforms like LinkedIn. To reach out to such candidates, you can create an employee referral program that offers attractive rewards in exchange for referring the eligible candidate. This method of tapping on employee connections will help you save your money that you otherwise will be spending on running ads, posting on job portals, or even talent agencies. Speak about the Growth For employees, it is difficult to see the success path at a company where thousands of people are already working whereas they can see a clearer way at a company of 50 employees. So we can say that a small company incorporates a straightforward career path and are less complex as compared to bigger companies and it offers tremendous opportunities to people who want to learn things and grow in their career. Having such an atmosphere will quickly attract candidates who keep the desire of gaining knowledge and management skills. So, highlight these additional points that you can offer to ambitious employees and give them the golden chance to be the best at your organization. And the fact is, they would also like to be the part of your organization that is a perfect playground for faster growth. Learn more: Employee growth in small business Constructive Feedback with Communication Face-to-face communication with employees is more likely to be a possible thing in smaller companies. It creates a feeling of being valued, and that has great importance in an employee’s life. So it is always a wise act to be in constant touch with the employees who are already contributing to your organization and yet there is a lot more to do with their help. Secondly, find ways to communicate with the new and existing employees to know their dreams and career goals. For this, you can take feedback from them and have a healthy discussion on how their dreams are suitable to meet the company’s vision, and together you can fulfill it. As a result of their work, offer them timely rewards on an ongoing basis. Give every individual and team, constructive feedback which will help them to be the better version of themselves. According to stats about employee feedback, 69% of employees like to work harder if they receive feedback and their efforts are getting recognized. It is easy to work on the feedback that encourages your employees to stay in the organization and this cultural positivity that you can demonstrate will spread through word of mouth. Exciting Benefit Packages High skilled employees seek companies who offer exciting benefits packages, flexible work timing, and greater work-life balance along with their career growth. As an employer, fulfilling employees’ expectations from your organization and hiring those who can add value to your business in the upcoming years is important. This benefit package can include health insurance, paid vacations, sick leaves, life insurance, and retirement plan, paid maternity and paternity leaves, on-site daycare, flexible work atmosphere, etc. Many of the companies already give a few or many of these benefits to stay competitive. According to your budget and employee demands, you can create an exciting employee benefits package for the new and existing people who work for you. Facilitating them with such types of packages will help to attract new talent and retain those who are already present in your company. These are the ways that show skilled employees how well you can understand them which results in a win-win situation for both of you. Do you want good employees in your small organization? Then this is how you can embrace the benefits of being a small company and attracting the top talent in the industry.

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EMPLOYEE EXPERIENCE

'Many Thanks': How to Deal With Rejection During Your Job Search

Article | June 4, 2020

Someone in your network tells you about a job that would be a perfect fit for you. You meet all qualifications for the job, so you apply. You put in the time to research the company and prepare for the interview. You show up 15 minutes early, dressed for success. You shine in the first round interview and are asked to come back for a second one. You meet the President and the hiring manager, the person you would report to at the job. You pass the second round and are told you are a top candidate. You get references from highly-respected and accomplished people who support your fit for the job. And now you wait. A week goes by yet you hear nothing. Then it is Friday afternoon at 4:01pm you get an email (edited for confidentiality): Subject: Many thanks To: John R. Fugazzie Sent: Fri, Mar 14, 2014 4:01 pm "I want to thank you for being such a terrific candidate for the Director position. You have a diverse set of skills and I think your deep commitment and enthusiasm is infectious and inspiring on several fronts. Unfortunately, we are not able to offer you the position. It was a very difficult decision, but I am hopeful that there might be a way that we can work together in another capacity in the future. I'll circle back to you in a few months to see what's going on in the hopes that we can make something happen. Keep up the impressive work and I look forward to checking in soon. Warm regards, Hiring Manager I founded one of the largest job search networking and support groups in America back in January 2011 during our last recession, Neighbors-helping-Neighbors USA (www.nhnusa.org) with over 1200+ success stories in ten years since our founding, we held weekly meetings up until COVID19 hit us and we them transitioned to virtual based video conferenced meetings. We have a network well in excess of 4,500 members in our LinkedIn group, and an award winning job search portal. I found myself in the same state of rejection that I often advise our members and coach them on how to handle it. After I spent a short time in disbelief that I was not going back to work soon, I had to apply the advice I gave on an almost daily basis. I had to have the same conversation with myself regarding how to deal with being rejected, again, for a job that I strongly believe I should've landed. Here's my advice for the rejected job applicant, which I practiced myself: Accept it and move on. Put full steam into the next best opportunity you are working on. Hopefully you are working on multiple job possibilities, since today you just can't sit back and wait for one job to process at a time. This is a market where you have to be juggling multiple opportunities at once because of how challenging it is to secure any one of them. Don't get angry. You are likely to feel angry, since you're human and it's hard to not take rejection personally. However, the reason you didn't get the job was probably the result of a variety of factors and not just a fault of yours. Thank your interviewer for their time. Saying thank you might be the last thing you feel like doing, but if you see in my rejection email the door may still remain open for future work, so you never want to slam that door shut. You may even impress people by handling the rejection with class and maturity. Network the interviewer. If you did impress your interviewer he/she could possibly recommend you to someone else in their network. Connect on LinkedIn with the hiring manager and anyone else you met in the interview process to make them part of your LinkedIn network. Ask the hiring manager to give you feedback. Find out what you could have done to be a stronger candidate. In my years leading NhN, I have rarely heard of an interviewer receiving feedback, but it's still worth the try. Another NhN member, in his own words, "blew an interview," but still got a pretty nice and detailed email on how he could do better next time. If you don't ask you will never get this feedback and when you do get it, you can learn valuable information about how you can do better next time. Reach out to the references you used for the job. The five references I was able to get from key people in a short time will be very helpful even for future jobs. Stay motivated and focused. Pick up the pieces and dust yourself off, follow these tips, and keep building toward your eventual success. Abby Kohut "Absolutely Abby" a nationally known recruiter and job coach shared this advice with me when I shared my rejection with her. "If you get rejected from a job, it wasn't your job to have. I can think of countless things that I was disappointed about in my career that turned out to just be blips. Right after the rejections something even better lurked around the corner. Keep your head high and get back on the horse as fast as possible. "Also, even if you love a job and are sure you are the perfect candidate, you need to have other opportunities in the hopper. It won't sting as much if you have possibilities waiting in the wings."

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Spotlight

ASK Staffing, Inc

Founded in 1995, ASK Staffing is a certified Women Owned Business (WBE) and a Certified Minority Business Enterprise (MBE) and has established its reputation as a leading workforce solutions provider. ASK provides dedicated Information Technology professionals for direct hire, contract-to-hire, and permanent basis to clients across multiple industries and locations. With over 100 years of combined IT staffing experience, ASK’s management team has timely insight on changing industry trends and received numerous awards for outstanding client service.

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