The Benefits of Internal Promotion

1. Cost-effectiveness: Promoting from within can save on recruitment and onboarding costs, as existing employees are already familiar with company processes and culture. They require less training and are more likely to hit the ground running.
2. Increased morale: Internal promotions signal that the company values employee growth and development. This can boost morale, motivation, and loyalty, leading to increased engagement and reduced turnover.
3. Continuity and institutional knowledge: Internal candidates possess a deep understanding of the company’s history, culture, and values. This institutional knowledge can lead to better decision-making and smoother transitions, ultimately benefiting the organization’s long-term success.
4. Shorter learning curve: Familiarity with the company’s processes, systems, and stakeholders allows internally promoted executives to adapt quickly to their new roles, leading to faster productivity and reduced downtime.
5. Retention of top talent: Providing opportunities for internal promotion helps retain high-performing employees who may seek advancement elsewhere if not given the chance to grow within the organization.

Why Consider External Hiring?

1. Fresh perspectives and innovation: External candidates can bring new ideas, strategies, and perspectives to the table, fostering innovation and driving the company forward. This infusion of fresh ideas can help the organization stay competitive in a rapidly evolving business landscape.
2. Expanded skill sets: Hiring externally allows companies to target candidates with specific skills and experience that may not be available in-house. This can help fill gaps in the organization’s existing talent pool and enable the company to tackle new challenges.
3. Objective decision-making: External hires are less likely to have personal attachments to existing projects, teams, or strategies, which can lead to more objective decision-making and a willingness to make necessary changes.
4. Enhanced diversity: External hiring can contribute to a more diverse workforce, providing different perspectives, experiences, and backgrounds. This diversity can lead to increased creativity, better decision-making, and improved problem-solving.
5. Access to wider networks: External executives often bring valuable contacts and networks with them, which can open up new business opportunities, partnerships, and collaborations.

Both internal promotion and external hiring have unique advantages when it comes to filling executive positions. The best approach will depend on the specific needs of the organization and the position in question. Companies should carefully consider factors such as existing talent, company culture, and the required skill set before making a decision.

In many cases, a combination of both strategies may be the most effective approach. This could involve developing a robust internal talent pipeline while also remaining open to external candidates who can bring fresh perspectives and new skills. By striking the right balance, organizations can ensure they have the best possible leadership team to drive success and achieve their long-term goals.

Want to find out which approach is the best for your company? Contact us here.

The good news is that staffing options are available to assist you in your search for qualified employees. Here are some of the most effective staffing options and how they can fill your skilled trades vacancies.

The Skilled Trades Talent Shortage

As the economy stands at a junction, more businesses are trying to hire skilled tradespeople. This high demand has created a talent shortage in many skilled trade areas, including construction, engineering, and manufacturing.

With over 650,000 unfilled positions in the construction sector alone, the shortage of skilled workers is a major threat to the U.S. economy.

Today, baby boomers make up the majority of the skilled trade workforce, and they are retiring. Unfortunately, not many younger millennials or Gen Z are ready to fill that huge gap.

The sentiments of the young generation may be shifting slightly, hoping for an optimistic incline. Stanley Black & Decker’s Marker Index found that 85% of young people see value in a skilled trade career. However, only 16% are highly likely to consider pursuing a skilled trade.

Combatting Skilled Labor Shortage

Generally, skilled workers are happy in their professions, but they are also experiencing less manpower in their respective segments, which can further the pressure on skilled workers.

According to Angi’s Second Annual Skilled Trades in America Report, 83% of personnel working in skilled professions are contented with their careers. More than three-quarters of those who work in skilled trades consider that the labor shortage has worsened over the years.

With the excessive labor shortage and high competition, businesses need to make a concerted effort to recruit and retain talented workers in these fields.

Find out how Next Level Group (NLG) can help make this happen for your company.

Here are a few things you can do to combat the skilled trades talent shortage:

Recruit Internally

One of the quickest and budget-friendly ways to bring a skilled worker on board is to hire internally. If you have existing employees who are experienced welders, carpenters, or electricians, consider offering them training in that area so they can qualify for future roles in that sector.

Pursue the jacks of all trades

Many professionals often enjoy skilled work on the side as a part-time gig. For example, a software engineer may spend 10 hours a week fabricating metal for various clients.

While hiring such workers full-time may be tricky, bringing them onboard as part-time contractors can be a great way to fill urgent vacancies.

Partner with an expert staffing agency

A third-party staffing agency specializing in filling skill positions in specific industries or sectors can be an excellent way to hire talent.

Manufacturing is one of the most in-demand industries for skilled trades workers. Staffing agencies in a specific niche such as manufacturing have years of experience working with a large number of manufacturing clients.

These agencies fulfill your company’s need for hiring skilled personnel, such as welders, mechanics, automotive industry workers, electricians, machinists, and even programmers.

The Next Level Group (NLG) hires “rockstars and diamonds in the rough.” The NLG group understands the challenges manufacturing companies face and strive to hire high-quality, motivated, and productive employees across various manufacturing fields.

For more information on how staffing solutions can help, please contact us here.

Financial stability and a sense of pride in your work are just a couple of benefits to excelling at work. However, in today’s rapidly changing job market, job security is becoming increasingly fragile, and many individuals are looking for ways to be the best employee they can be.

Here’s how.

A Source of Positivity

A must-have employee is someone who maintains a positive attitude and brings a sense of energy and enthusiasm to the workplace. By approaching your work with a positive outlook, you can help create a positive work environment and demonstrate your commitment to your role and the success of the company. You’ll probably also get more done and make a bigger impact.

In fact, research by Oxford University’s Business School found a conclusive link between happiness and productivity.

Always be Growing

One of the most important things individuals can do to improve their job security is to continually improve their skills and knowledge.

In a constantly changing job market, having a skill set that is in demand can go a long way in ensuring job security. This can be done through formal education, training programs, and even on-the-job learning. For example, individuals in the technology field can keep up with the latest advancements in the industry by attending conferences, workshops, and training programs.

Stay Connected

Having a strong network of contacts within your industry can be incredibly beneficial when it comes to finding new opportunities or staying informed about changes in the job market.

According to HubSpot, 85% of jobs are filled through networking and according to CNBC, 70% of jobs are never published publicly.

Building relationships with your coworkers, colleagues, and even competitors can help you stay on top of industry trends and potentially lead to new job opportunities in the future.

Setting the Bar High

Another important factor in improving job security is to maintain a strong work ethic. This means being a reliable and dedicated employee who takes pride in their work.

Being proactive and showing initiative can also be helpful in making a good impression on superiors, which can lead to job security. In addition, taking on additional responsibilities and tasks, and demonstrating a willingness to learn and grow, can also help demonstrate the value an individual brings to the company.

Be a Team Player

Working well with others is an important aspect of being a must-have employee. By building strong relationships with your coworkers and collaborating effectively, you can help create a positive work environment and ensure that everyone is working together towards a common goal. Furthermore, having support from other colleagues makes leaders more likely to appreciate you.

Final Thoughts

In conclusion, improving job security is a crucial aspect of an individual’s career and life. By continually improving skills and knowledge, maintaining a strong work ethic, networking, and being aware of the job market, individuals can work towards improving their job security and ensuring financial stability.

For more information on how to be a MVP Employee, please contact us here.

One of the biggest reasons you may be struggling to close candidates is that you’re not effectively communicating the value of your company and the role to them.

It’s important to not only highlight the specific responsibilities and requirements of the job, but also the opportunities for growth, the company culture, and the overall benefits of working with your organization.

Candidate Experiences Matters

Another factor to consider is the overall candidate experience. If your hiring process is slow, disorganized, or lacking in transparency, top candidates may lose interest and move on to other opportunities. In fact, “70% of job seekers lose interest in a job if they don’t hear back just one week after the interview”.

Streamlining your process and being upfront about the timeline and next steps can help ensure that you’re able to keep top candidates engaged and informed at each stage.  A lengthy or complicated hiring process can be a major turn-off for candidates.

Are You Compensating?

Additionally, it’s important to be competitive with your salary and benefits offerings. If you’re not offering a package that is in line with industry standards or what the candidate is seeking, they may choose to go with a different company that can meet their needs.

While there may be little you can do to compete with a higher salary or more attractive benefits package, you can still make your company an appealing place to work. Consider offering flexible work arrangements, ongoing training and development opportunities, and a positive company culture. Offering additional perks, such as retirement savings plans or wellness benefits, can also make your company more attractive to potential hires.

Have a Supreme Brand

Finally, don’t underestimate the power of company branding. If your company has a strong, positive reputation in the industry, it can be a major selling point for top candidates.

Make sure you’re actively promoting your company’s values and culture and consider how you can showcase your brand to potential hires. Your online presence speaks great lengths on the type of company you are you’re your overall credibility. Candidates want to know that they will have opportunities for advancement within the company. Be sure to clearly communicate your company’s career development programs and how employees can progress within the organization.

Conclusion

Overall, there are many factors that can contribute to a candidate’s decision to choose one opportunity over another. By focusing on effectively communicating the value of your company and role, improving the candidate experience, offering competitive salary and benefits, and promoting your brand, you can increase your chances of successfully closing top candidates.

The hiring process can be a tricky journey to travel, that is why you need the best guides by your side. For more information on closing candidates, click here.

Want to learn more? Connect with us here.

The right hire can be an incredible asset to your company, while the wrong hire could cause serious damage. So how do you tell if a prospective employee will be an asset or liability? Here are some signs to look for.

An Ability to Learn Quickly

The best hires are those who have an innate ability to learn quickly and easily adapt to the working environment. This sign of intelligence and capability is highly valued in any workplace, as it means the new hire will require less training and can get up and running faster than someone who needs more guidance.

When interviewing potential candidates, pay attention to how they respond to questions and challenges; if they seem particularly adept at problem-solving then you may have found a great hire!

Good Interpersonal Skills

Interpersonal skills are important in any job role; after all, no one likes being around someone who is rude or uncooperative.

Good interpersonal skills don’t just include being pleasant and friendly—they also include possessing strong communication abilities, active listening skills, empathy for others, and a positive attitude. All of these traits can help foster collaboration between team members and create a more productive work environment.

Adaptability

Nobody likes feeling like their job has become stale or stagnant, so look for applicants who demonstrate adaptability and flexibility in their roles.

An ideal candidate should have the ability to take initiative when needed, think outside the box, ask questions when something isn’t clear, and suggest solutions when problems arise. This kind of adaptability means they can quickly adjust as needed in order to meet changing demands or priorities within the company—and it shows they care about helping the business succeed in any way they can!

A Passion for Your Business/Industry

If your candidate has a passion for your business or industry, then they are likely going to be an asset rather than a liability.

A passionate employee is likely going to go above and beyond what is required of them because they genuinely care about their work. This type of enthusiasm is contagious and can help motivate other employees as well as provide valuable insight into the industry itself.

Conclusion

Hiring new employees can often feel like taking a gamble but by looking out for certain signs—such as an ability to learn quickly, good interpersonal skills, and a passion for your business/industry—you can tilt the odds in favor of getting it right every time.

Remember that a great hire isn’t only beneficial for your company but also for them; when both parties benefit from the arrangement it’s always going to be win-win!

Trends in a candidate-driven market indicate that hiring is a two-step process.

Just as you have the perfect consumer or client in mind for your company, you must also have an idea of your ideal candidate. You also must simplify the application process and establish an agile and enjoyable interview process.

Identification Trends in a Candidate-Driven Market  

Are you trying to figure out who exactly is your target candidate? You could interview several dozen candidates in the hopes that you’ll begin to see similar characteristics among your favorites.

However, there’s a quicker way to discover your ideal candidate for any role and attract and hire them:

• Get to know the people you work with. Hold discussions with other employees performing similar work. Ask them why they chose to work with your organization and what motivates them to stay. Offer bonuses for employee referrals.
• Stay ahead of the competition. Use your network to discover how other companies attract and retain new hires.
• Know what the market trends are. If you cannot offer competitive pay, unique benefits, flexible working conditions, and a compelling reason to work for your organization, the top talent you’re hoping to hire will turn to someone else.

One Step Closer to Hiring 

Once you know your ideal candidate, it’s time to begin the interview process. You may need to update your application procedures because today’s savvy candidates expect a streamlined and positive approach.

• Review the job description and make sure the tasks are well-explained — and current. Hires don’t like learning that “and other duties as assigned” means “and everything else we say because we forgot to update the job description.”
• Present your employer brand. Candidates look for brand philosophies they respect and can align with.
• Streamline the application process. Candidates fill out dozens of applications, so if yours is overly complex — or redundant — they’ll skip it and move on to the next one.
• Make the interview enjoyable. When you go into an interview, you already have the candidate’s background information and work history. While you may need clarification regarding a few points, the gola of the interview is to develop rapport and get to know the candidate as a person. Can you see this person working for your organization? Can they see themselves becoming part of the team?
• Follow up quickly. Let weeks go by without an update on the hiring process, and you risk losing your candidate to a competitor.

Hiring talent requires having a strategy. With the trends in a candidate-driven market, recruiter collaboration is more essential than ever.

If you’d like to explore opportunities within the manufacturing workplace, partnering with NLG brings you not only access to incredible opportunities, but the inside track on the ones you’re a great match for. Learn more about our services for jobseekers here, and don’t hesitate to reach out if you’re on the market for new career opportunities within manufacturing.

Ultimately, your employees’ mindset directly impacts your bottom line.

And having a team built around those with a growth mindset could be just the ticket to success. Those with a growth mindset are individuals who will be constantly working to push the business forward. They’re always willing to learn, and always looking for ways to progress – not just their careers, but the way things are done; improving efficiency; increasing output. In a manufacturing environment, it’s attributes like these you should seek out when hiring.

Fixed vs growth mindset

The fundamental difference between these two types of mindset could make a big difference to your business.

Those with a fixed mindset believe that we’re born with a certain threshold for talent. You may be gifted in one area, which is a result of your genes; those things you aren’t quite so gifted at can be worked on, but ultimately there’s a ceiling you’ll hit at some point. A fixed mindset sees limitations to how far they can take a skill.

Those with a growth mindset, on the other hand, look at the world a little differently. They’re the ones who see a hurdle, then work out what they have to do to get to the other side. They see the skills they don’t have simply as something yet to be learnt. They’re constantly looking for ways to progress, develop, improve on an existing skill.

Those with a growth mindset are typically more proactive, and oftentimes their performance at work will reflect this.

3 ways to identify growth mindset at interview

So, how can you spot all of those exciting traits in an interview setting? Well, start by:

Asking questions about their goals and aspirations

While this seems like a pretty standard topic to come up at interview, dig a little deeper. The goals they talk about – are they tangible, or textbook? The aspirations they mention – do their eyes light up as they talk about how they’ll get there, or do they sound defeated and unrealistic?

The way a candidate talks about their future says a lot about the mindset behind those thoughts.

Asking questions about their successes to date

Again, an obvious one. But more important than the successes themselves is the way they talk about what they’ve achieved, namely who and what they attribute their successes to.

Someone with a growth mindset understands where their strengths lie, but may take pride in the wins that didn’t use these skills. They may favour the achievements that required them to step out of their comfort zone and to learn or try something new or different. This makes them progressive thinkers, who are more likely to step up to the plate in times of change.

Asking questions about the challenges they’ve faced thus far

How do they talk about any bumps in the road or things they’ve found difficult throughout their career? Do they take accountability or shirk responsibility? Is there anything they would, could, or should have done differently in these situations, or was it a lost cause?

The way an individual takes on challenging situations says a lot about their mindset. Those with a growth mindset will problem solve, learn, adapt, in order to head things off. Those with a fixed mindset may make excuses or blame others for their failures.

We qualify the talented jobseekers we work alongside with all of the above in mind. Our process is tried and true, whether it’s a specific set of skills, a certain type of experience, or simply a growth mindset that your business needs in its next hire.

Get in touch to learn more about how we can help you.

What is sourcing?

Sourcing is ultimately the actions you take to both seek and attract applicants. It’s the way you engage with the talent marketplace; your methods of outreach. It’s just one part of the extensive recruitment process, but it’s not a small one – it encompasses not just how you find them, but how you then capture their attention and create a channel of communication.

Needless to say, it’s an important piece of the puzzle. Which makes the metrics which surround it both fascinating and extremely useful for executing an effective campaign.

Key candidate sourcing metrics you should be tracking

The sourcing metrics you should be tracking will help you streamline your recruitment process and ultimately hire better, faster. Here are some items to think about:

Your most effective sourcing channels

Sourcing channels are – well, exactly that: the places you find your candidates. This might include online job boards, social media, word of mouth, employee referrals and more. You should be monitoring and collating data around where applicants come from in general, moreover where your most relevant, experienced and successful hires are found.

By analyzing and picking out the ways which work best, you’ll be able to improve conversion rates – and ultimately, put your recruitment budget in the right places.

Sourcing productivity

A great sourcing strategy on paper doesn’t mean an effective one in practice. You’ll need to measure how much effort is undertaken on your team’s part to actually get hold of the applicant once they’ve put their name in the hat – how many times they try to reach out before communication is initiated, how many emails are sent, how much time spent chasing down candidates, etc etc. The activities which go into the process itself will point out areas which need revising and/or improving.

The speed of the candidate journey

Leading on from the previous metric, which covers the activities which denote how long the process actually takes. When did this candidate apply for the job, and how much time has passed between then and their job offer being made? Our next of the key sourcing metrics is knowing how long it takes you to hire.

Track the speed at which you’re able to bring talent through the process, taking particular note of any blockers and barriers which are slowing things down. The faster you can process talent, the more likely you are to secure them.

Finally, those all-important conversion rates

Of course, the final but arguably most important sourcing metric you should be tracking: conversion rates! How many of the applications received for your job are actually relevant? Of those, how many do you manage to move to interview stage? From there, how many make it to the second round? How many offers are made (if filling multiple positions, as so many of our clients in the manufacturing space are) and, of the offers made, what percentage are accepted?

It’s important to know if your recruitment campaign is efficient and works well, but it’s also crucial to understand whether you’re making competitive job offers and finding the right level of talent.

Understanding your key candidate sourcing metrics

It’s part and parcel of what we do here at NLG. As a dedicated staffing solutions partner, whether you’re looking to fill one role or a hundred, we’re well versed in understanding what makes a campaign work.

To learn more about how, get in touch today.

Why is that?

While it’s impossible to say entirely, one thing’s for sure: the way you job hunt will need to shift in order to stand out from the crowd. If everything around you is changing, it’s time to adapt. In an ever-evolving job market, that may just mean trying something new, taking a different approach.

Here are our top three new approaches to take to your job search during the pandemic (and after, for that matter!)

Reverse engineer your job search

Stop looking for job opportunities – start looking for amazing organizations you’d like to join. Instead of trawling the job boards and throwing your name into the hat, begin compiling a list of companies you’d be proud to work for; businesses whose values align with your own, and where you know your skills could add value in one way or another.

Next, do your research. Do you share any connections with their decision makers on LinkedIn? If yes, someone who formerly worked there, chat to them to learn about their culture and what it was like. If you know someone who currently works there, all the better – how are things, what are the future plans and goals, and how might you fit within them?

There may not be an open position that’s going to be a perfect fit right now, but your aim should be to develop an understanding of – and ideally, a relationship in some way with – a company you could work for at some point. When you feel it’s a fit, make a professional approach with your value proposition at the forefront, and see what happens.

Highlight relevant skills AND complementary ones

At this point, standing out from your jobseeking peers is crucial. Invest in your application package and take the time to understand what it is that a potential employer is looking for. Read each job advert you apply to carefully; comb their website for some buzz words and key attributes to mention.

Next comes all recruiter’s favourite piece of advice: tailor your resume.

And when doing so, instead of just inserting the odd key phrase here and reordering your skills, add some new ones. Think about the skills you know they want, and logically work out which skills you have that are going to really complement these. Try to touch upon both what the hiring organization wants and what they may need. It’s these additions that will stick in the minds of the individual reviewing the applications. Yes, it’s more effort per application – but your conversion from application to interview will thank you.

Solve problems and offer ideas

Now that you have their attention, instead of talking about how your skills fit the job advert so perfectly – talk about why. What problems are you going to solve for the business? What improvements can you make? What challenges can you help them overcome? Further to this, what ideas can you bring to the table? Where do you see room for innovation?

Jobseeking now should be more than a focus on whether or not you tick the boxes. It’s about the value you can add. The what, why and how of yourself as a key new hire.

Jobseeking during the pandemic with NLG

The great thing about all of the above? When you partner with a staffing agency like NLG, we do exactly this for you. We work closely with every candidate on our books to identify the most suitable opportunities – live vacancies or not – and work together to proactively approach your job search.

The pandemic has changed a lot, but the value of a solid recruitment partner has never been more evident.

We’re excited to help – don’t hesitate to get in touch with our team of fantastic consultants today.