Talent attraction is no longer merely a case of supply and demand – the “we have a job open and you need one” approach is a thing of the past, period. A quick scroll through LinkedIn will soon have you finding tons of advice and information for job seekers about how to write an amazing resume (click here for our own take on this!), how to impress at interview, how to make that all-important first impression a good one. But it’s 2021 – and recruitment has never been more of a two-way street.

So today, we’re turning the tables. You the employer are obliged – moreover expected – to put care and effort into the first impression you make, too. And first impressions for employers happen to be a 3-step process. Read on to learn what they are.

The “pre-recruitment process” first impression:

First impressions for employers begin begin with your job advert – realistically, that’s where your potential new hire is first going to hear of your business and the role itself. Just as we’re likely to build a first impression based upon an applicant’s resume, the same can be said for them when they come across your job advert for the first time. Your job ad needs to engage and excite them enough for to not just warrant an application, but to leave them waiting on and hoping for a response.

This means taking real care and paying real attention. No cookie-cutter job description, long list of responsibilities and an even longer list of requirements. Try talking about your business, the opportunity working here presents, and what a career within looks like. What’s in it for the jobseeker?

Talk about the role itself, outlining what a day in the life might look like. Make it relatable, realistic; challenging, but not overwhelmingly so. We want to excite, not intimidate.

And, overall, think about the presentation. Write your job adverts with passion, show you’re taking it seriously, and watch as your applicants do the same.

The “before you meet” first impression:

You’ve received an application from a fantastic candidate – now it’s time to get in touch. First off, doing so promptly is key – essentially letting them know that this job is a priority to fill from your side, while it’s still fresh in their mind.

Next, your communication style and presence couldn’t be more important. That first interaction is crucial, whether by email or otherwise. Make sure it’s friendly and professional in nature, informative, and enthusiastic. Be flexible and work around your jobseeker when it comes to scheduling. Demonstrate your commitment to filling this role efficiently, but with the right person. Explain the process, and manage their expectations throughout.

Ultimately, reflect the way you do business in your recruitment process and make sure that the “pre-first impression” is a good one.

The “actual” first impression:

Remember, two-way street: you’re here to sell the opportunity as much as they’re here to sell themselves to you! Be friendly, professional, open in your communication. Leave your ego at the door and put the business first.

Whether you’re meeting over the phone or face to face that crucial first time, be welcoming and grateful for their time. Represent your business with pride, and do so to your very best ability. From this article, it may seem or sound like you get three chances at a first impression – but it’s this one which counts the most.

First impressions are something we at NLG do well. When you’re being represented by our agency, it’s our brand name and standing in the industry which does some of the hard work for us from the off; it’s our incredibly talented team of consultants who take ownership of the process from there, and ensure that the first impression any jobseeker gets of your company is an exceptional one.

To learn more about what working with Next Level Group for your recruitment and payrolling needs looks like, get in touch.

Leadership isn’t to be taken lightly. When hiring an important individual who’s going to look after other important individuals of your workforce, you need to first understand the difference between a manager and supervisor – and then, which one of those two it is that your business needs.

First, let’s understand what each means, and the fundamental differences between them.

Manager or Supervisor: The Big Difference

While managers and supervisors share many of the same, if not similar responsibilities, their actual purpose is very different.

The role of a supervisor is very much internally-focused – its benefits are to your business. Supervisors are by nature more administrative; more used to observing, assigning, directing and then reporting. Their role is critical to making sure the day-to-day running of your business is done at its best. They’re there to guide and support your employees while they do their jobs. And they’re a direct line from senior management into the nitty-gritty of the workplace.

Managers, on the other hand, might not have quite as much involvement on that fully practical level. But, what they’re able to do is build toward the long term vision. By understanding the business-critical factors of what’s going to lead your business to success, they oversee each moving part as it acts as part of the well-oiled machine. Their strategic eye can make all the difference when it comes to scaling, diversifying, or just plain competing.

Manager or Supervisor: Identify Your Challenge

Knowing which of these two professionals you need to join your team is a matter of what the challenge you’re facing comes down to.

Consider your issue and where it stems from. If you require someone with the ability to implement sustainable practices toward long-term growth, it’s a manager you need. If you need a strategic pair of eyes to model the path to success, that’s a manager. If you need someone to wrangle your team’s vision to work towards an aligned goal, a manager could be the key.

If you’ve got the vision down pat, and the goal is well within your crosshairs, but you need to make sure every step is deployed as effectively and efficiently as possible: a supervisor may be just the ticket. If you know that your operations could be running that much more smoothly, or need a simple but significant boost in productivity, a strong supervisor might just be your next superpower.

How can I spot this at interview?

The all-important idea now is, of course, to define your own job specification. Once you have this in mind, use various interview questions and techniques to determine where the candidate in question will be best placed, whether as a manager or supervisor.

In their answers, you’ll find that those who lean towards management take a long-term view; they’ll endeavour to implement and improve processes. Their priority will be growth, and the strategic moves it takes to get there. Their answers to your behavioural questions will be structured around the value they can add, while you’ll find that situational interview questions will highlight the benefits they’ve brought to other businesses, largely over extended periods.

When interviewing someone who may prove to be a fantastic supervisor, you’ll hear more quantitative answers. Instead of talking numbers around growth, they’ll be able to demonstrate positive outcomes on short-term deliverables; their numbers will be more focused on the immediate future, and what we can do today to make a difference as soon as tomorrow.

Whether you need a manager or supervisor, or you’re just not sure which, we’re able to help. Our team of consultants is adept in identifying the traits you’re looking for, through our extensive qualification process. And we’ll represent your brand as its best, each and every step of the way.

Get in touch with Next Level Group for staffing, recruiting and payroll services today.

Recruiting at high volume poses its own challenges and, as such, there are a few keys to running a successful campaign. Over the years we’ve proved ourselves as a high volume staffing specialist by implementing some of the following methods to building and delivering successful campaigns:

Eliminate barriers to applying

One of the biggest challenges when it comes to high volume is – you guessed it – receiving enough applicants! When we have multiple jobs to fill, we need to encourage people to apply for them, not offer more reasons not to. This means keeping our job descriptions succinct, the application process itself short and sweet, and not pressing for too much detail in the beginning stages.

As a high volume staffing specialist, we define the absolute must-haves of the role, whether it be experience, qualifications, location even, then make it as simple as possible for individuals to apply. As you can imagine, the longer and more complicated the application itself, the less likely people are to see it through; high-volume hiring means playing the numbers game to an extent, then getting into the details further down the line. The more you ask of them, the fewer applicants you’ll get – so eliminate these barriers.

Harness previous applicants

If you’re hiring en masse now, chances are you have done before – so get stuck into your database and try to harness some of the talent you’ve worked with in the past.

Get in touch with previous applicants, even previous employees, to see if they’re open to new opportunities; if not, they may be a source of information for someone who is. This will help you garner new talent from old data, resulting in new applications from dormant talent, increased referrals and word-of-mouth exposure as to the roles you’re working on.

Go mobile!

Welcome to the year 2021! Traditionally, recruiters and HR departments have relied on email or phone calls to get in touch with applicants but, when it comes to high volume recruitment campaigns, we’re looking for fast results and increased responses – so get in touch via mobile.

Text messages are less likely to be missed, are likely to be seen far sooner, and overall have a much higher open rate than emails. When building your number of potentially suitable candidates for a position which requires multiple heads, shooting someone a message directly to their mobile phone could be the difference between curating an awesome shortlist today versus having them drop in across the space of a week or longer. Going mobile elicits a faster response for faster results – plus shows your proactivity!

Set an efficient workflow

Nail your recruitment process, and high volume recruitment becomes tenfold easier. As your high volume staffing specialist, we take pains to understand (and relay to candidates) exactly what’s going to happen at each stage, from application to first interview, feedback, job offer, start date and onwards. Don’t include any stages which aren’t 100% necessary, but make sure you get everything you need throughout.

Once we’ve defined your workflow (and I can’t reiterate this enough): stick to it! With process comes efficiency so, when it comes to high-volume, make sure you move everyone through at the same pace and manage expectations throughout. This means every candidate knows when to be available, what’s expected of them, what they can expect from you, and keeps everyone committed to the same timeline.

Assemble the troops

Simply put, high volume recruiting is no job for one person. When it comes to sourcing, assessing, interviewing and paperwork for this many positions, there are a lot of man hours involved – it takes a team to do successfully. So, be ready to have some key employees who can dedicate time to this. Better yet, hire the services of a staffing agency who can not only add their own quality candidates to the pot, but will be well set to handle a lot of the graft for you too. Two birds, one stone.

We’re proud to call ourselves a high volume staffing specialist for manufacturing, industrial and pharmaceutical businesses across north America, from labour and operators to pickers and more – payroll included. Connect with NLG CEO Andrew Lavoie on LinkedIn or get in touch with the team to learn about how we execute successful campaigns on our clients’ behalf.

Any views or opinions expressed within this blog do not necessarily reflect the official policy of  NLG. Any points made are for general information only, and none should be relied upon as a basis for making any business, legal or other decisions. Neither NLG nor the author can be held responsible for any reliance placed by you on any information or material within this article.

Curating a great one should be a key part of your recruitment strategy and process. Candidate experience encompasses every interaction an individual has with your recruitment process, from the way they apply to the job through to every communication from there on in; it’s the journey a candidate goes on, the thoughts and feelings you build from them throughout, and the overall perception they have of your brand before, during and after.

It goes without saying that it’s important to make sure it’s a great one.

Candidate experience can sometimes be overcomplicated – automating certain processes, implementing technology to try and streamline, and so on. But we’re firm believers in these three fundamentals of candidate experience which, when done exceptionally well, can make all the difference.

Fundamentals of Candidate Experience: Preparation

Everyone should be prepared for interviews, but when we talk here about preparation we go deeper than that. Effectively, you should be ready to meet the candidate of your dreams, to impress them with a smooth, efficient process, and ultimately secure their commitment for the ongoing future.

So, what does that look like?

Well, for starters, spend more than a couple of minutes glancing over their resumé before the interview. Understanding their work history on paper means you’ll have already answered many of the basic questions you were going to ask, and leaves more time getting to know the person properly, who they are and how they go about things. You’ll be able to delve deeper into identifying their key competencies, the challenges they’ve overcome, their aspirations. And, fundamentally, it lets them know that you’re taking this seriously.

But, we also mean be prepared as a business. Make sure your budget has been signed off by HR and any other powers that be. Make sure you’re prepared for onboarding – that you have the right people, training, workspace and equipment ready and waiting. Being prepared for every aspect of the recruitment process will ensure it flows beautifully, creating that easy-going, professional candidate experience we’re all aiming for.

Fundamentals of Candidate Experience: Transparency

If there’s one thing that’s valued throughout any recruitment process it’s transparency, period.

Be up front with your candidates about any challenges the business is facing and the reasons behind hiring; why the role has become available. If you have a concern about their experience, skills or otherwise, be open about it; you’ll give them the opportunity to handle that objection and clear up any misunderstanding, if there is one. If you’re absolutely snowed under and have to move their interview or can’t make a call, let them know in advance and just be honest about it – don’t make excuses. And, if in the end it turns out this opportunity isn’t quite the right one, give them some real, transparent, constructive feedback which could benefit them moving forwards.

Transparency is expected from the jobseeker’s side, so return it in kind. It’ll not only improve the relationship and bond you have if this person does come on board, but will give every candidate who enters your recruitment process a sound understanding of the integrity you operate with.

Fundamentals of Candidate Experience: Reliability

This one is simple.

Call when you say you’re going to. Respond in the timeline you’ve promised. Show up to the interview on time. Make a decision within a reasonable period. Ultimately, do what you say you’re going to.

Being reliable in your actions and accountable for doing the things you’ve promised demonstrates that this is how you do business in general and will ensure your candidate experience as a business is a positive one. Remember, it extends beyond people who are currently in the process – those who have interviewed with you, whether successful or not, past and present, will remember what a positive experience it was and become advocates of your brand.

There are many moving parts, but taking a step back to think about how well you’re doing the basics is important to do every now and then is crucial. Get these right and the rest will fall into place.

We’re proud to represent a part of our clients’ candidate experience, with excellence every step of the way. Let’s talk about how to improve yours – get in touch today.

Any views or opinions expressed within this blog do not necessarily reflect the official policy of  NLG. Any points made are for general information only, and none should be relied upon as a basis for making any business, legal or other decisions. Neither NLG nor the author can be held responsible for any reliance placed by you on any information or material within this article.

So, when your business faces a challenge or stepping-stone which you’ve deigned to solve by bringing aboard a new recruit, you have a couple of options. Namely, whether to hire someone on a temporary basis – to work for a little while until said challenge has been overcome – or, to hire a permanent staff member, with a view to a long-term career within.

First, let’s break down what each actually looks like:

A temporary member of staff will:

• Be hired for a fixed amount of time, which might range from 4 weeks to 12 months (as an example);
• Work on either a contract (whether one-time or rolling) or freelance basis;
• Fix a short-term need within your business;

A permanent employee will:

• Be hired on a full or part-time basis, but on a permanent contract;
• Require all associated company benefits and perks;
• Be brought on board with a view to a long-term path of development within your business.

Instead of the usual ‘pros and cons’, we’re going to talk about the amazing benefits either of these options provide, and guide you to answer the question: which is the best option for my business right now?

If you have a problem to be solved:

Temp vs Perm: A temp solves the problem here and now, with no requirement for future commitment

When your business faces an issue, challenge or period of development which requires certain skills – skills which won’t always be needed – hiring a temp or contractor can work beautifully. This might apply to managing seasonal uplifts in business, or economic challenges being faced; by hiring a temporary employee you’re able to solve the immediate problem, whilst both parties understand that when the term comes to an end, you’ll simply part ways as friends.

Temp vs Perm: A perm solves the ‘now’ problem – then looks for another

Hiring someone on a permanent basis now will ensure that your current needs are met, but also means that you’ve found someone who has the ability to look toward solving other problems, making other improvements, and committing to driving the business forward, period. You hired this person for a reason – there’s no reason that their skills won’t be useful across the business, whether in other roles or in developing their own.

If budget is a factor:

Temp vs Perm: Temps are cost effective with regards to sick pay, vacation and other benefits

However, potentially more costly on the daily. The hourly rate for a temporary or contract employee is often higher than that of a permanent, to offset the fact that you don’t have to provide them with the usual benefits like paid vacation; but, with that being said, if you have a strong handle on the amount and scope of work you’re going to give them over a set period of time, hiring a temp can save you a lot of money in the long run.

Temp vs Perm: With a perm employee, investments are made into the long-term future of the company

If, as we say, your people are your biggest asset, then that means that every penny invested into them is worth it. The training, benefits and ongoing support which surround hiring a permanent employee may on the face of it seem more costly, but that person is now a part of your business – it’s an internal investment. Work hard on your employee engagement strategy, provide them with a healthy, enjoyable and developmental place to work, and watch as they provide ongoing value to your business, hopefully over a number of years!

If company growth plays a part:

Temp vs Perm: Temps always have the option to go perm

You’ve hired someone on a temporary basis; turns out, they fit your business to a tee, get on well with the team and perform their job to an amazing level.

What’s stopping you from offering them a permanent job?

The beauty of hiring a temporary member of staff is that the door is always open to them becoming an asset and joining your business on a permanent basis. If you’re trying to grow and you happen across the right person, create that opportunity for them to have a legitimate career path within.

Temp vs Perm: You’ve found your newest perm employee – now work hard to keep them!

When you hire a permanent employee, it’s because you’ve found a match – not just in terms of the skills you need, but from a cultural and personality perspective, too. It follows then that, when hoping to grow your team long-term, hiring perm really solidifies that notion; employers should make what can sometimes be a lengthy recruitment process worth it and look forward to building a long lasting relationship with this individual.

The truth is, the benefits of each option are innumerable and far-reaching – it really comes down to what your business needs right now. For an impartial conversation about what that might be, and to take advantage of our many years of consulting experience within HR and staffing, get in touch with the Next Level Group team today.

Any views or opinions expressed within this blog do not necessarily reflect the official policy of  NLG. Any points made are for general information only, and none should be relied upon as a basis for making any business, legal or other decisions. Neither NLG nor the author can be held responsible for any reliance placed by you on any information or material within this article.

Which makes your interview process and technique all the more important to get right.

When hiring individuals for your manufacturing business, it’s crucial to identify the behaviours an individual will exhibit as well as finding those key skills and a great cultural fit.

We can do this by utilizing behavioural vs situational interview questions.

The idea behind behavioural interview questioning isn’t to find out what they can and can’t do, but to understand how they go about doing so. It applies to both their actual job responsibilities and how they interact with the team, their day to day communications and approach to problem solving. Behavioural questions are particularly helpful to understand how an individual faces and overcomes challenges in the workplace – which, as we all know, manufacturing can present a multitude of at any given moment.

Behavioural vs situational interview questions: what does a behavioural question sound like?

Examples could include the following:

• How do you handle conflict in the workplace?
• How do you work when faced with time pressure or a strict but very tight deadline?
• How do you adapt and respond when your workload is increased significantly for a short period of time?

You’ll see that these questions are likely going to begin with the word ‘how’ and are often left extremely open-ended. This allows the candidate to interpret them as they like, which can be very telling in itself. Do their answers demonstrate accountability for their own behaviours and actions? Do their answers speak of a positive, logical approach, or an emotional upending? Consider writing a list of the ‘behaviours’ or general ‘feel’ for your business and the working environment as it is, so you can match these attributes to your interviewee’s answers.

As for situational questions – well, these are ultimately going to allow us to visualize a scenario and get a feel for how they’ll respond in kind on a more technical and practical level. Instead of the more abstract behavioural side of things, a situational question throws the candidate a curve ball in that they need to draw upon real-life experience to answer.

Behavioural vs situational interview questions: what does a situational question sound like?

Examples of situational questions could include:

• Describe a situation in which you had to use initiative to solve an urgent problem on the job.
• Tell me about a time you worked on a team project where your colleagues had differing ideas on how to complete the task. How did you resolve the situation?
• What has been the most challenging situation you’ve found yourself in throughout your career so far, and what did you learn from it?

All of the above questions can be tweaked to relate directly to your environment and industry – the automotive sector for instance, and common challenges which arise, or food production and the strict safety protocols which are to be adhered to. Situational questions help us envision this individual in our own facility, reacting and responding to the daily issues and happenings which arise – and ultimately whether or not we feel they’ll be able to be successful within.

As a recruitment partner, this is all part of our job. We interview the industry’s top talent on behalf of the clients we work with, so that when you do receive a resume for the position, we’ll have many of the answers ready. Here at NLG, our team is both educated and experienced in probing for the right information – the information that’s going to help you make an informed decision, and save you time doing the qualifying yourself.

To learn more about our in-depth outsourced recruitment process services, or for more interview tips like those outlined in this article, don’t hesitate to get in touch.

Any views or opinions expressed within this blog do not necessarily reflect the official policy of  NLG. Any points made are for general information only, and none should be relied upon as a basis for making any business, legal or other decisions. Neither NLG nor the author can be held responsible for any reliance placed by you on any information or material within this article.

There is no denying that the last few months have presented a noticeable shift in the working landscape. Regardless of industry, these are unparalleled times, and the Canadian government has quickly stepped in to make a number of changes in attempts to help those affected. From various wage subsidies that have kept small businesses afloat to mandatory quarantining and work-from-home orders, we really have been pulling out all the stops in order to try and navigate this virus as it happens. 

Perhaps most important for business owners to be aware of are the various employment laws that have been put into place to ensure safety and security in the workplace. Hiring during COVID-19 presents a whole new set of considerations when it comes to the rights and requirements of both employees and employers alike. 

This is a new situation for all of us and navigating the ups and downs won’t always be easy. However, there are a few steps you can take to protect yourself and your employees, and to ensure a smooth transition into our ‘new normal’. 

Here are some Canadian employment standards and laws to keep in mind when hiring during 2020! 

Federal Health and Safety Laws

Of course, health and safety has been top-of-mind for the past several months, and this sentiment isn’t likely to disappear once the world reopens. Under the Occupational Health and Safety Act (OHSA), employers are required to take any reasonable measure to ensure the health, safety and well-being of their employees. During this time of heightened awareness for physical health, this means taking steps like having personal protective equipment available at all times, putting social distancing measures in place and increasing cleaning and sanitizing efforts. 

Many government sources recommend having health and safety plans in place that reflect your unique workplace needs and capabilities. This includes providing materials that are accessible by all employees so that they are aware of their rights, as well as the requirements of their employer. Employees reserve the right to refuse work if appropriate health and safety measures are not taken, so making sure these standards are met can become crucial to your overall productivity. 

Worker’s Compensation Laws

COVID-19 also presents a new challenge for Workers Compensation claims. Contracting the virus on the job has been one of the most frequent claims made to Workers Compensation Boards across the country over the last few months. 

Ensuring that your workplace is up to code and that you are protecting your employees from the possibility of getting sick by any means possible – remote working options, staggering start times, social distancing measures – can end up saving you from an influx of Workers Comp claims. Not only do these claims mean being short staffed for a few weeks and filling out a mountain of paperwork, having numerous claims on your record might paint your company in a bad light, in the same way having someone injured on the job would. 

Disability and Human Rights Laws

Another good area to stay abreast of is matters surrounding disability and discrimination. Of course, any credible employer would never dream of discriminating against someone with a disability or a condition out of their control. But did you know that currently, being infected with COVID-19 is considered a disability? This means that if an employee of yours falls ill to the virus, they cannot be discriminated against or terminated for this reason under standard human rights legislation. 

Furthermore, employers are precluded from discriminating against employees based on the health of their families or other complications that result from COVID-19: “[for example], when employees are required to stay home as a result of school or daycare closures, the employer will have a similar duty to accommodate the employee’s family obligations, up to the point of undue hardship.”

It’s important to stay compassionate during these times and understand that everyone is experiencing these changes in different ways and quite simply doing the best they can. The way you act now as an employer will dictate your relationship with your staff moving forward, so it’s in everyone’s best interest to help each other out wherever possible.

Do you have any questions about hiring during COVID-19? Next Level Group would be more than happy to field any inquiries you may have, or to even help you find your next team member. Contact us today! 

The hiring landscape has changed dramatically over the past few months, in response to the constantly shifting parameters related to COVID-19. As the workforce begins to make movements towards reopening, it may be beneficial to give your hiring processes a once-over so that you can continue reaching the right candidates.

There will be significant changes to take into consideration when hiring post-COVID-19 – here they are!

Candidates Are Looking For Flexibility

If the last few months have taught us anything, it is that many jobs across a variety of industries can be done remotely or with a certain degree of flexibility, with no resulting loss in productivity. This fact likely won’t change once COVID-19 parameters are lifted, nor should it have to. According to a recent survey by Gallup, 59% of employees said they would prefer to continue working remotely as much as possible after COVID-19 restrictions are lifted. 

Adjusting your roles to reflect a heightened preference for working from home and flexible hours can potentially relieve a number of stressors for candidates and can open up your talent pool to include a wider range of job seekers. Companies that don’t offer these options (of course, where they are possible) could potentially fall behind in the race for talent. 

Health a Top Priority

Personal health and safety have been top of mind for the past few months, as we have watched COVID-19 tear apart the world around us. For many people, one of the top hesitations for returning to work are concerns about ensuring personal health and safety in a place that isn’t their home, including social distancing, accessibility to PPE and frequency of cleaning.

Communicating clearly that you value the health of your employees and demonstrating that you have stringent measures in place to enforce those values, could mean the difference between landing some great candidates or losing them to the competition. There are also many government recommendations in place regarding health and safety, that must be reviewed before reopening your doors. 

Make Room for Tech

Using technology in the professional world was already on the rise but has been accelerated significantly by COVID-19. One in five workers have used at least one new piece of technology since the quarantine began, with that figure even higher in certain tech-heavy industries. Harnessing different types of technology has allowed people to stay in contact with one another, expanded their skill set and made them more confident using technology in general. 

Looking for candidates that are familiar with technology that supports collaboration and communication is in your best interest, regardless of the industry. In addition, ensuring your management staff is comfortable with hiring technology, such as an applicant tracking system or video conferencing, will also be a necessary change, if it hasn’t already been implemented. 

Candidates are Becoming More Competitive

Over the last few months, many people have found themselves with a little extra time on their hands. In response to this, a major increase in online learning has occurred, with many people turning to the internet for the chance to improve their technical and soft skills and work on professional development, so they can return to the job market stronger than ever.

The more skills a candidate has, the more competitive they become – meaning your approach to sourcing and hiring candidates may need some adjusting to make your positions the most attractive. At the very least, your job applications could go through a revamp, in order to pinpoint exactly what you are looking for in a candidate. 

Need a hand looking for some fresh talent after the dust settles from COVID-19? Next Level Group would be more than happy to help – contact us today to get started.