Nearly Three in Four Employers Are Affected by a Bad Hire
Nearly Three in Four Employers Are Affected by a Bad Hire
  • The average cost of one bad hire is nearly $15,000; average cost of losing a good hire is nearly $30,000
  • Two in three workers say they have accepted a job and later realized it was a bad fit, half of these workers have quit within six months
  • 75 percent of workers say they're loyal to their current employer, much less (54 percent) say they feel their company is loyal to them

When it comes to costly workplace mistakes, few carry as hefty of a price tag as making a wrong hire. According to a new CareerBuilder survey, companies lost an average of $14,900 on every bad hire in the last year, and it's a common mistake — nearly three in four employers (74 percent) say they've hired the wrong person for a position.

The survey was conducted online by Harris Poll from August 16 to September 15, 2017 and included a representative sample of 2,257 full-time hiring managers and human resource professionals and 3,697 full-time workers across industries and company sizes in the U.S. private sector.

"It's important to note that there's a ripple effect with bad hires. Disengagement is contagious — poor performers lower the bar for other workers on their teams, and their bad habits spread throughout the organization," said Rosemary Haefner, chief human resources officer at CareerBuilder. "The best thing hiring managers can do is put in the time and effort on the front end to make sure they have the best available pool of applicants for every job opening. And, just as importantly, have good procedures in place for evaluating candidates."

When asked how a bad hire affected their business in the last year, employers cited less productivity (37 percent), lost time to recruit and train another worker (32 percent) and compromised quality of work (31 percent).

What Makes a Bad Hire

  • How do you know if you've hired the wrong person? When asked what made them think they had made the wrong decision, employers who have made a bad hire said:
  • While the candidate didn't have all the needed skills, thought they could learn quickly: 35 percent
  • Candidate lied about his/her qualifications: 33 percent
  • Took a chance on a nice person: 32 percent
  • Pressured to fill the role quickly: 30 percent
  • Had a hard time finding qualified candidates: 29 percent Focused on skills and not attitude: 29 percent
  • Ignored some of the warning signs: 25 percent
  • Lacked adequate tools to find the right person: 10 percent
  • Didn't do a complete background check: 10 percent
  • Didn't work close enough with HR: 7 percent

Overall, this is how employers categorize someone as a bad hire:

  • The worker didn't produce the proper quality of work: 54 percent
  • The worker had a negative attitude: 53 percent
  • The worker didn't work well with other workers: 50 percent
  • The worker had immediate attendance problems: 46 percent
  • The worker's skills did not match what they claimed to be able to do when hired: 45 percent

Workers Have Regrets, Too

Employers aren't the only ones making regretful decisions. Two in three workers (66 percent) say they have accepted a job and later realized it was a bad fit, and while half of these workers (50 percent) have quit within six months, more than a third (37 percent) have stuck it out. Workers who said they had taken a job only to realize it's a bad fit said they noticed their mistake based on toxic work culture (46 percent), boss' management style (40 percent), job didn't match what was described in the job listing and interviews (37 percent), and a lack of clear expectations around the role (33 percent).

Don't Let the Good Ones Go

While the cost of hiring the wrong person can be high, the cost of letting a good worker go is even higher. According to employers, the average cost of losing a good hire was $29,600 this year. And while 75 percent of workers say they're loyal to their current employer, much less (54 percent) say they feel their company is loyal to them, and nearly a third (31 percent) say they are likely to change jobs in the next year.


SOURCE CareerBuilder

Are you effected by the skills gap?
Are you effected by the skills gap?

Skills Gap: What is it?

Every day, Americans are placed in positions where they are under qualified in various types of skills. There is an empty void in the relationship between the skills job seekers have and the skills employers need. This is called the skills gap.

A recent survey by ASA Workforce Monitor showed that 50% of U.S. adults are unaware of the term “skills gap.” Once the term was defined, 28% stated that they knew someone who had been affected by the skills gap and 14% had been affected personally.

The skills gap often negatively affects job seekers in the following ways:

  • Few job openings exist for the skills they have
  • They don’t possess the right skills for desired jobs
  • They have to get supplementary training to keep or get a job

A report by the Manufacturing Institute found that nearly 3.5 million U.S. manufacturing jobs will open over the next decade, but the skills gap will leave 2 million of those jobs vacant.

“The gap between workers’ skills and those needed by employers is a key reason for why millions of individuals are unemployed despite millions of open jobs,” Richard Wahlquist, ASA president and chief executive officer.

Who is responsible for the skills gap?

There is an education issue resulting in a mismatch between the skills taught in the U.S. and labor pressure in the job market. From a continuation of the ASA Workforce Monitor survey, nine out of 10 Americans believe high schools and colleges need to do more to develop employable graduates. Students need to be learning skills that directly meet the needs of 21st century jobs and that can be executed immediately after graduation.

Another factor widening the skills gap is technology. The workplace environment is rapidly changing and technology is constantly outpacing worker’s knowledge. New technologies require a specific set of skills that schools, often times, don’t teach. Companies are struggling to find workers who are equipped with the skills to use the new technologies or that can adapt quick enough to make the most of the new technology.

Businesses who do not offer skills trainings are setting themselves up for failure. Trainings and development programs are necessary to keep employees engaged and up to date on their skills and knowledge within the company and industry.

How to bridge the gap?

  • Keep In Touch With the Educators: Employers and human resources representatives should report to the education system the skills they are looking for in their employees. This communication will provide teachers and professors with specific objectives to teach students in order for them to successfully enter the workforce.
  • Internal Training Programs: All businesses should offer some sort of skills training for their employees. These trainings can improve employee knowledge on the services the company provides and technology the company uses.
  • Self-Reflection and Self-Training: Individuals have a personal responsibility to continually update their skills that way they can keep up with the ever-changing labor force. Take an online course, participate in free trainings, read a book about a relevant industry, get a certification, attend a work-related conference, etc., these are all ways that job seekers and employees can refresh their skills to have a competitive edge in the job environment.

Let us help:

There is a clear correlation between training and skills, so this is an opportunity for staffing and recruiting agencies to step in and help companies effectively and quickly place candidates in the correct positions after a careful analysis of the skills they possess.

Recruiters are trained to look beyond the resume when making a hiring decision. They have learned to analyze candidate’s traits beyond what is written on paper: personality, attitude, punctuality, communication, etc. They know how to properly place a candidate in the right position based on their provided soft and hard skills.

The recruiters of Anderson and Associates Recruitment and Staffing are able to identify the specific needs of a client (employer) and the positions they are looking to fill and carefully compare those to the hundreds of candidates in our robust database. Ultimately, one of our recruiters will strategically narrow down a handful of potential candidates that can meet the needs of the client so there isn’t a skills gap restraint. 

10 Job Related Websites You Should Start Using
10 Job Related Websites You Should Start Using

Whether you are looking for a new job or trying to replace the one you have now, these are 10 sites you should be using to job hunt or expand your knowledge on the career you want!

  1. LinkedIn: If you haven’t created a LinkedIn account, it’s about time you do! LinkedIn is the largest professional social networking site with an estimated 500 million members throughout 200 countries. The best part is that it is free to create your account and complete your profile with your past work history and current resume.  LinkedIn will allow you to expand your network significantly by joining groups and discussions on a variety of interesting career related topics. Check out our LinkedIn company page here!

    Pro tip: Remember to upload a photo! LinkedIn profiles with a photo get 21 times more profile views and 36 times more messages than a user with no photo.
  2. Indeed: Speaking from personal experience, I’ve found many of my past jobs posted through Indeed. This website has a Google-like search engine that can sort job posts by location, industry, experience and salary. Indeed allows you to create a profile and post your resume for companies and headhunters to view. This is a simple and easy to use site that can help you find your next job!

    Pro Tip: Sign up for automated Job Alerts! Indeed will email you daily updating you with information on the newest jobs that are posted! Customize your search for job titles, keywords, companies, and location!
  3. GlassDoor: Do research on a company before applying with them! Glassdoor is a free and easy to use website that allows its users to research job positions, salaries, company reviews written by past or current employees, even example interview questions! New users can sign up through an email address, Facebook or a Google+ account. Glassdoor uses a “give to get” model meaning you must submit a past work place experience to gain full access to other company profiles. But even if you choose not to submit an anonymous report on your past workplace, you still have access to every company's overview report.

    Pro Tip: Check out this awesome article Glassdoor posted back in February on 27 Tough Job Interview Questions. Would you be prepared to answer these questions?
  4. Brazen Careerist: This website is a chat-based event platform that connects recruits to job candidates, current students to successful alumni, and organizational members from one continent to another. Brazen Careerist allows you to showcase your resume and follow real-time updates from your favorite members and chat directly to them! If you are an employer or a recruiter looking to hire or seeking work or collaboration, Brazen Careerist might be for you!

    Pro Tip: Check out Brazen Careerist: The New Rules for Success, the ebook! Written by business advice expert, Penelope Trunk, this book was written to help the X and Y generations succeed on their own terms in any industry. Click here to check it out on Amazon.
  5. Upwork: Calling all freelance workers, especially any web or app developers, designers, writers, sales or marketing experts, this site is for you! Complete your profile, search for projects and respond to client invitations! Anything you can do on a computer can be done through Upwork! Note that Upwork does charge freelancers a service fee depending on the total amount they’ve billed with a client.

    Pro Tip: Check out more on how Upwork really works by watching these beautiful created Customer Stories short videos.
  6. TheMuse: Find everything you need to succeed from dream jobs to career advice! The Muse offers job searches, career coaching,courses and advice forms! This website claims to be the only online career resource that offers a behind-the-scenes look at job opportunities with hundreds of companies, original career advice from experts and access to career coaches that offer private and personalized career support.

    Pro Tip: The Muse will connect you with a mentor, coach or master coach within 24 hours of signing up! Find out the differences between the three here.
  7. Dailyworth: This website was created to empower women and guide them through everything from money, careers and business. Founder of Daily Worth, Amanda Steinberg, created the website to bring a fresh voice and an outsider’s perspective to personal finance. DailyWorth’s newsletter currently reaches more than 1 million subscribers to date, and growing!

    Pro Tip: Sign up for Daily Worth’s Newsletter to receive updates on articles posted and new website content. Click here to learn more.
  8. JobisJob: This website was established in 2007 and has since expanded throughout Europe, Africa, Asia/Pacific and the Americas. It included a standard job search of over 4 million plus jobs posts. All offers featured on this site are hosted on their original webpages, meaning JobisJob drives high-quality potential applicants to your site and deliver clicks that convert.

    Pro Tip: JobisJob offers a geographic hot spot tool that shows where the most thriving job markets are located. Check out their top locations here.
  9. Snagajob: Looking for part time gigs or specific hours to work? Snagajob is perfect for finding that side-hustle or short-term contract. Snagajob claims to be America’s #1 hourly marketplace, with over 75 million registered hourly works and 300,000 employer locations. Get connected with your next part time position in minutes!

    Pro Tip: Still not convinced on using Snagajob? Check out their website statistics and see if that will change your mind!
  10. Gigwalk: You can make some extra cash while also building a professional profile? What a time to be alive! Gigwalk is a mobile app, available for both iOS and Android, that helps you find small “gigs” in your area. Once you create an account and link your PayPal account your ready to find gigs. This app allows you to find gigs on your own time and create your own work schedule. Once you’ve completed a gig your performance score will rise, increasing your chance of being selected for high-paying gigs!

    Pro Tip: Still have questions on how Gigwalk works? Click here to watch a video on how to successfully use Gigwork for you!
How Staffing and Recruiting Firms Can Help Recent Grads Find Employment
How Staffing and Recruiting Firms Can Help Recent Grads Find Employment

You’ve graduated from college and probably received your diploma in the mail by now. The “struggle was real” with school, but now you face an even bigger challenge... Applying that shiny new degree towards getting a real job in the “real world”.

It isn’t uncommon that college graduates struggle to find their dream jobs right out of school. According to Time magazine, three to nine months is the average amount of time it takes for new college grads to land a job. However, by working with a staffing and recruiting company  that offers temporary, temporary to hire, and direct hire opportunities can significantly change that average.

Here is a list of reasons why staffing and recruiting firms can benefit your long term job search.

Is your resume looking a little sparse? Never experienced having a real job before?

Landing a temporary job in your industry is a wonderful way to gain experience while also filling in those gaps on your resume. Even if the job isn’t in your specific field, you will still gain experience relevant to the job you eventually see yourself having!

No matter what position you end up with, the position will still challenge you to work harder towards finding the job you want. You will still be held responsible with  juggling multiple tasks and working with others while on the clock. These skills are highly valuable and will transfer throughout your career.


Some of the best positions available are never publicly listed. You can search far and wide on job sites and never come across your perfect job post. Many of these “perfect” jobs you are desperately trying to find are only filled through word-of-mouth. This can make it difficult for someone right out of school to find those hidden gem positions.

However using a staffing and recruiting firm will introduce you to a whole new world of people- people who have definitely been working in the “the real world” a lot longer than you! By introducing yourself to a new crowd, you are given the chance to make a good first impression. This is the time to show off your work ethic, problem solving skills, and people skills to potential employers. Working with a firm  like Anderson and Associates Recruitment and Staffing is the first step to building trust, trust that can get you a job!

Even if a staffing and recruiting firm doesn’t offer a position in your field, the odds of you coming into contact with people within that industry are high. If you accept temporary work , it’s crucial to make that extra effort to get to know who you are working with and form relationships. These relationships may end up helping you find out about that unadvertised position that may just be perfect for you!


Waiting for that Dream Job
Wait, you have to start your student loans payments 5 months from now? Maybe your parents have been dropping hints a little extra lately saying things like “how’s that job search going?” and “the bills aren’t going to pay themselves!”. After having the freedom of living on your own while at school, becoming dependent on your parents to help you during your “post-grad” period can get old really fast.

That need for a steady paycheck may lead some people to jump on any job they can get their hands on. Once they’ve taken that position, they can get stuck. Leaving too soon may leave a bad impression and finding the time to search for a job is a lot harder.

However going to a staffing and recruiting firm and applying for a temporary job will allow you the time and ability to search for your dream job. The paychecks will keep your water running and your student loans in check until you find the right position. Plus, the flexibility of a temporary job means that you have a better chance of planning out a day of interviews when you need to.


Temporary to Hire
Companies will turn to staffing firms for many reasons. Some are only looking to hire seasonally and just need extra help during that time. Others are looking to fill a position because the current employee is on temporary leave. The third reason for most temp to hire positions is due to an employee leaving and the company wanting to see how the candidate will work in the position before committing to hiring them.Doing well in this role highly increases your chance of being hired and becoming a valued part of the client company team.

In some cases, if the employer is impressed with a temp’s performance they can go so far as creating a new position at the company. Hard work pays off and if you are offered a brand new role, you are already on your way to starting your career in the direction you want to go.

Working with a staffing and recruiting firm has a million upsides for recent grads who are just beginning to feel out the working world. At a temp job, you’ll learn about life in the office and get the information that will help you decide where you want to be later on in your career. If you are graduating soon or just got out of school, look up staffing and recruiting firms near you. It’s a chance to get your bearings in the workplace and jump start a successful career.


Your Chances are Higher when Getting Hired if you already have a Job
Yes, you read that correctly! According to a report on NPR, employers reported feeling more comfortable hiring someone who is already working. They claim that these candidates look more responsible and some even go as far as believing there might be “something wrong with you” if you apply without a current job.

Lucky for you, you have just graduated! If your main focus was getting through school, many employers will understand that. But until you find that dream job, checking out your local staffing and recruiting firm can broaden your horizons.

When you list your current staffing and recruiting firm as your employer and share the skills you have acquired, you will find that you look a lot better than an applicant who has an employment gap after graduation.

How do Staffing Services Work?
How do Staffing Services Work?

Staffing and recruiting firms, like Anderson and Associates Recruitment and Staffing (AARS) offer companies (client) and candidates (employee) an array of options. Direct Hire-if a company wants to hire a candidate directly, temporary if the company needs to fill a role for a project or specific time frame, and temporary to hire if the client company has long term needs.

Staffing firms vary from company to company and  will service an array of industries. For example, AARS provides staffing for a variety of industries including but not limited to: Administrative/Clerical, Finance & Accounting, Professional, Industrial, Manufacturing, Healthcare, and Executive.

Our process is outlined below:

  1. Clients contact AARS with positions-Temporary, Temporary-to-Hire and Direct Hire that need to be filled.
    Our recruiting strategy is to identify and source the best candidates for our clients. For this to happen, it is important that we take the time to get to know our clients by conducting a business analysis. Once we have a good grasp on what the client needs, we launch a search for highly qualified candidates.
  2. AARS collects and narrows down applicants then reaches out to qualified candidates.
    Utilizing a number of recruiting strategies including our robust database,online resources, and referral network,we begin searching for candidates. Candidates are screened thoroughly for the following: required skills, level of experience, and cultural fit for the client work environment.
  3. Building a 360 degree view of candidates for the position.
    Once we have narrowed down our search AARS conducts comprehensive behavioral based interviews, evaluation testing (if applicable) and any pre-employment requirements such as drug or background checks. Thorough reference checking is complete before we place any candidate on assignment or on a direct hire position.
  4. Placing and compensation of new employees.
    Once our employee’s hiring process is complete, they can start working for our client. Here at AARS we are the employer of record for all temporary and temporary to hire employees and are responsible for all payroll and payroll related costs, including unemployment, and workers compensation insurance.

Staffing Firm Fast Facts

  • According to the American Staffing Association, more than 90% of companies within the US use staffing firms.
  • More than three million temporary and contract employees work for America’s staffing companies during an average week.
  • During the course of a year, America’s staffing companies hire nearly 15 million temporary and contract employees.
  • 49% of staffing employees say it’s a way to get a permanent job.


The Most Common 50 Interview Questions
The Most Common 50 Interview Questions

When it comes to the interview process, research and preparation for the interview can often times determine your chances of making it to the next step. One of the best ways to get ready for a job interview is to practice your responses to the following common interview questions. Remember that the best investment is you –take the time to be prepared.

1. What are your strengths?
2. What are your weaknesses?
3. Why are you interested in working for [insert company name here]?
4. Where do you see yourself in five years? Ten years?
5. Why do you want to leave your current company?
6. Why was there a gap in your employment between [insert date] and [insert date]?
7. What can you offer us that someone else can not?
8. What are three things your former manager would like you to improve on?
9. Are you willing to relocate?
10. Are you willing to travel?
11. Tell me about an accomplishment you are most proud of.
12. Tell me about a time you made a mistake.
13. What is your dream job?
14. How did you hear about this position?
15. What would you look to accomplish in the first 30 days/60 days/90 days on the job?
16. Discuss your resume.
17. Discuss your educational background.
18. Describe yourself.
19. Tell me how you handled a difficult situation.
20. Why should we hire you?
21. Why are you looking for a new job?
22. Would you work holidays/weekends?
23. How would you deal with an angry or irate customer?
24. What are your salary requirements?
25. Give a time when you went above and beyond the requirements for a project?
26. Who are our competitors?
27. What was your biggest failure?
28. What motivates you?
29. What’s your availability?
30. Who’s your mentor?
31. Tell me about a time when you disagreed with your boss.
32. How do you handle pressure?
33. What is the name of our CEO?
34. What are your career goals?
35. What gets you up in the morning?
36. What would your direct reports say about you?
37. What were your bosses’ strengths/weaknesses?
38. If I called your boss right now and asked him what is an area that you could improve on, what would he say?
39. Are you a leader or a follower?
40. What was the last book you’ve read for fun?
41. What are your co-worker pet peeves?
42. What are your hobbies?
43. What is your favorite website?
44. What makes you uncomfortable?
45. What are some of your leadership experiences?
46. How would you fire someone?
47. What do you like the most and least about working in this industry?
48. Would you work 40+ hours a week?
49. What questions haven’t I asked you?
50. What questions do you have for me?

Hiring tips to find the right employee for your company
Hiring tips to find the right employee for your company

To hire the right person for the job, you need to look past candidates’ resumes and cover letters and learn more about them as people. Employees need to have the skills and experience required to do the job, but they also need to fit in with the company culture and be willing to take direction and handle challenges as they come.

Focus on the candidate’s potential.

Nothing is more important in a new hire than personality. While having the right skill set may seem essential, the fact is, skills can be acquired, but personalities cannot. Consider soft skills — like interpersonal skills, communication skills, thought processes and emotional intelligence — because they matter.

Check social media profiles.

Like most employers, you probably already make it a point to do a background check (including at least a quick Google search on the candidate’s name) to see what comes up about that person online. But if you’re not looking through the candidate’s social media profiles, you could be missing a key way to find out more about the individual as a person and an employee. How that person behaves on social media is a good indication of what kind of person the individual is and how your prospect might fit into your company’s culture.

Fit the personality to the job.

A candidate’s personality is another really important factor to consider. The kind of person you hire depends on the culture of organization and the type of job. A great person with all kinds of skills may be a good fit for one and a poor fit for another, simply based on their personality type. And just because a person seems like the right fit for your company, doesn’t mean that person is the right candidate for the job you have open. You have to make sure that the employee you hire is up to the task.

Ask the right kinds of questions.

If you ask someone why they left their last job and they blame someone else, it’s important to follow up with another question. If they continue to blame external forces for their problems, you may want to look for another employee.Make sure you have a few “behavioral” based questions prepared. These questions can tell you a lot about “predictive” behavior patterns and a candidate’s drive and ambition. This is important in helping you understand how the person works, and whether or not your prospective employee will grow with your business.

Let candidates interview you, too.

Don’t be the only one to ask questions. To help determine if your prospective candidate has the right personality for your particular job, it’s important to help that person understand the company’s work environment.It’s important to be open and honest about what it’s going to be like to work for your company. You want to give a realistic preview of the work environment.

Allowing prospective employees to interview you for a change will give you a chance to see what’s important to them. Plus, it will give candidates a chance to determine that they want to keep pursuing a job at your company, or to decide that it’s not the right fit for them — and that’s just as important.

Another tip is to get your employees involved in the hiring process.

To ensure the candidate is the right fit for the company and the company is the right fit for them, each candidate should meet with at least two other staff members individually. If a few employees have concerns, it’s likely they aren’t the right fit for the organization.

Know that not all hires work out.

You’re only human, so even after following all these tips, it’s entirely possible that you might still make a bad hire. If you have tried to solve whatever issues have arisen as a result of a new hire, and your attempts have failed, it’s okay to let the person go. After all, you want an employee who is going to add to your company culture, not make it worse.

Say “Yes” to the Cover Letter!
Say “Yes” to the Cover Letter!

A unique cover letter differentiates you from other candidates. It is a statement that says, “I’m interested in working at your company and here are the reasons why you need to contact me.”  You don’t want to miss an opportunity to market yourself. Effective cover letters explain the reasons for your interest in the specific organization and identify your most relevant skills or experiences.

Below are tips to follow when preparing your cover letter:

  • Personalize it with a name-if you don’t have one, try researching the company website, LinkedIn or Google for the information.
  • Never address it “to whom it may concern.” Use “Dear Hiring Manager “or “Human Resources.”
  • Don’t write a “letter” use bullets and strong sentences stating your unique abilities-keep the length to a few paragraphs with an opening and     closing statement.
  • Consider using a success statement that illustrates how you accomplished a project or earned a promotion and how that translates to the job you’re applying for.
  • Be professional, with correct spelling and grammar.

Even if your cover letter isn’t read, it shows you went the “extra mile.” As the saying goes, you don’t get a second chance to make a first impression.

Are Job Descriptions Necessary?
Are Job Descriptions Necessary?

Many hiring managers will tell you they don’t have time to write job descriptions. With so many HR responsibilities on their plate and so little time, job descriptions often end up being a back burner issue.

Job descriptions are necessary for a number of reasons –

• They are critical to the success of your business
The performance of your employees has a tremendous impact on the success of your organization. If you don’t have a well-defined understanding and description of each employee’s role within your organization, how can they? Okay, so they didn’t perform to your expectations, you can always replace them, right? Right – after you patch up the issues caused by your unsuccessful employee (dissatisfied customers, poor company morale, and much more).

• Consider the prospective employee’s viewpoint
Employees need to know what the job entails and what is expected of them. When a job description isn’t available, what message are you sending to prospective talent? Most likely the message is: “I can’t invest the time to determine the role and requirements of your position (and chances are, I won’t be have the time to invest in you once you’re hired)”.

• Risk-Management
Smart hiring managers review the job description and take time to answer an employee’s questions on their first day. Finish with having the employee and the hiring manager sign it to acknowledge the description and an understanding of their roles. This demonstrates the company’s desire to provide the employee with the information they need for a successful relationship with the firm. It also serves to acknowledge the employee’s understanding of performance expectations and can thereby alleviate claims of wrongful termination if an employee does not meet the standards of the job.

Granted, job descriptions do take time to write. Once developed, however, revising and updating them can be painless. The other option is costly.

Workplace Conflict…tip for managers
Workplace Conflict…tip for managers

Conflict is never an easy thing to deal so it’s no surprise that most people either try to ignore it and hope it goes away, or attempt a direct confrontation, which often makes it worse. Here are a few do’s and don’ts for managers:

DON’T: When you know about a conflict, don’t look the other way.

DO: A conflict is a red flag. It tells you to stay alert and pay attention to what is really going on. If you have first-hand information you’ll be in a better position to coach the people involved. Using third-party information is risky and can make a bad situation worse (“So and so said that you were…”).

DON’T get into the role of parenting. It’s tempting to step into a conflict between two parties who are complaining about each other. Too often managers think that they should quickly respond to a complaint about a fellow employee by rushing off to correct the wayward employee’s behavior. Of course the confronted employee feels betrayed and becomes defensive because another employee has “tattled” on him or her instead of trying to work it out first.

DO: It’s important to encourage employees to take responsibility for working out their own conflicts. But often, you’ll need to help them figure out how:

  1. Listen carefully to the person’s complaint.
  2. Ask them what they have done so far to remedy the situation.
  3. Redirect the complainer back to the person and coach him or her on what to say and how to say it.
  4. Ask the person to report back to you on how it went, so you can offer more supportive coaching, if needed.

DON’T assume it’s just a personality conflict.

DO: Look for the core causes. One way to get at the real issue is to ask the person to explain the problem and then ask, “How does this affect your work?” Another way to peel away the layers of emotion is to ask “why” five times. By the fifth question, you’re usually at the heart of the matter.

DON’T try to solve an interpersonal conflict between a few people in front of the whole group. If you attempt to force a group to confront someone or hope to use group pressure to get someone to change, you are playing with fire. It is likely to blow up and become worse, adding insult to the original injury.

DO: Deal with the individuals privately and coach each of them to work with each other before stepping in. Don’t talk about the conflict with other employees.

DON’T think that telling a group of complaining employees to “stop” or “get along” is going to actually make the problem go away. They may stop telling you, but you can be sure that it will go underground and probably blow up later.

DO: Confront a chronic complainer who is constantly stirring up rumors, gossip and generally bad mouthing others. Managers tend to shy away from dealing with this type of problem employee because they do so much damage when they’re cornered. They’re also fearful that their behavior may not be directly performance related and therefore off limits to be discussed legally. On the contrary, if their behavior is ruining team morale, affecting the level of cooperation or doing anything that is affecting the customer, you have good reason to deal with it.

Safety First
Safety First

You’ve probably heard the statement “Accident prevention is everyone’s responsibility.”  We at Anderson & Associates BELIEVE this statement & know not one person can consistently watch, guide, & instruct every operation every day.

Our organization’s management team is very concerned with your workplace well-being & safety.  However, no one person is more important than you when it comes to doing your job in a safe manner.

  1. As an employee of Anderson & Associates you are responsible for:
  2.  Asking questions related to the job and the safety controls designed to reduce accidents.
  3. Ensuring you have the proper safety equipment and that it is in proper working order.
  4. Abiding  by all company safety policies and asking questions when something isn’t clear.
  5. Discouraging co-workers from engaging in at-risk behaviors while at work through active awareness.
  6. Making Anderson & Associates aware of any workplace safety concerns.

You should know how to do your job safely which requires a level of risk awareness beyond your immediate tasks.  The training you receive, the established work procedures, the general safety rules, and the use of common sense all provide the basis for you and your co-workers to go home safely and free of injuries.

Does your resume work for you or against you?
Does your resume work for you or against you?

The job market is vastly different now. Most job announcements require you to apply on line or forward your resume without the chance to discuss your qualifications in person. Hiring managers and recruiters are faced with a full “inbox” of resumes for every job opening. Because the process of identifying qualified candidates takes time, effective hiring managers use the process of elimination to “filter” the candidate pool. Here are common examples of what can send your resume to the “NO” file and how to avoid them.

• Don’t tell the employer which job you are applying for. Most employers have more than one job opening, but not the time to determine which one you are responding to.

• No dates of employment… or, conflicting dates… or, maybe just one date. These are red flags and hiring managers won’t contact you for clarification.

• Your resume shows you live in another city or state and you don’t explain why you are applying for a job over 500 miles away. It may be as simple wanting to move back to the area where you attended college, but unless you explain it in a cover letter, an employer isn’t going to call you.

• You don’t have the required experience or qualifications. Unfortunately some job applicants do this often enough that their name becomes very familiar to hiring managers – and not in a good way.

• Don’t read or follow instructions when applying. If the job announcement asks you to “submit resume via email”, do that. A telephone call or personal appearance asking for an interview gives the appearance that you can’t follow instructions and even worse, are trying to circumvent their hiring process.

• Mistakes on your resume: spelling errors, grammatical errors, conflicting dates, or an “objective” that was meant for another job.

Looking at your resume from the perspective of a hiring manager will improve your chances of hearing from employers and landing the job that is right for you for you.

Are you spending as much to retain employees as you are to recruit them?
Are you spending as much to retain employees as you are to recruit them?

From hiring recruiters, to advertising, to creating top-notch onboarding programs, it’s no secret that companies spend top $$$$ a year to attract top talent. The problem for many organizations is the investment stops there – meaning far fewer funds are allocated to retention efforts after employees are hired.

It is quite amazing that companies often invest so much in recruiting top talent and then once they have the talent, fail to budget, develop, and execute programs to grow and retain them. Also, it is very interesting that financial executives especially spend so much time focusing on protecting cash, inventory turns, investments in buildings, etc., when people costs are often the highest expenditure in their companies! And they do very little to leverage or protect this large investment.b

No one argues it’s important to invest in attracting talent, but it should be equally as important to retain the quality employees you do have. There are numerous strategies to boost loyalty, increase job satisfaction and retain your employees.

Career development initiatives
Great employees always want to grow professionally and good companies should support this desire. Not only do employees gain and improve skills, but the company sends a very powerful message – we value you and what you bring to the workplace – so much so that we’re willing to invest in you to our mutual benefit.

Leadership training
Looking at long-term employee retention and development, leadership training should be made a priority. Keep in mind employees often lack engagement due to poor management within an organization. Help build strong leaders to strengthen your company overall by adopting a leadership training program.

Effective communication
Open communication can be a winning strategy for engaging employees and making them feel valued. Solicit feedback from employees, encourage an open door policy, conduct an annual company survey and use the results to create an action plan afterward.

Work areas
Comfortable work areas, including leading technology, encourage productivity and help employees stay productive and happy. Employees view their work environment as an extension of the level of care by their leaders so poor temperature-controlled spaces or work areas that appear to be in bad condition create negative attitudes in the minds of employees.

Rewards and recognition
Employees who go above and beyond should be recognized for their extra efforts. Managers should make it a point to personally thank hard-working employees and make sure they are recognized. Incentives beyond salary – whether a bonus or extra perk – are always appreciated and keep employees satisfied and hungry to work hard again in the future.

Flexibility and value-adding initiatives
Going the extra mile to give employees opportunities to live healthier and improve their work/life balance can be great for retaining top talent. Extras like wellness programs and the opportunity to have a flexible work arrangement can really make your organization an attractive place to work long term.

The Next Hiring Trend – Millennials
The Next Hiring Trend – Millennials

According to the latest U.S. Census Bureau report, 3.4 million people will turn 65 in 2015 and out of the 3.4 million; approximately 9 out of 10 may choose to retire. Combine this with CNN Money report that 60% of employers expect to increase hiring in 2015, and it is easy to see that recruiting & retaining good talent is going to get difficult very quickly. Where do companies turn to fill this gap? All accounts point to the Millennial or Gen Y generation.

But who exactly are the Millennials? According to Wikipedia this generation was born between 1982 – 2000 and is sometimes referred to as the New Boomers, referring to the generation’s size relative to the Baby Boom generation. They are the most educated generation to date & have been plugged into technology since they were babies. Some 81 million have already entered college or the workforce.

To recruit & retain this group one has to understand them. Job satisfaction is very important. They want work-life balance or work flexibility – they are going to work hard, but they want to have the flexibility and time to spend with family & friends. They are curious & confident. If they think a process should be changed or improved, they want the opportunity to share their idea. They also want mentoring programs to build & measure their effectiveness. They value results over tenure & can get discouraged with the amount of time it takes to work up the career ladder. They also value an employer’s social responsibility more than any other prior generation.

Currently companies of all sizes are spending record-breaking amounts of money on recruiting this group. This generation has grown up on Social Media and building a company brand is more important than ever. Those employers whose companies’ website is not mobile friendly are losing out on recruiting this much needed pool of candidates.

Companies large and small that strive for substantial growth over the next few years will need to take this population seriously. They are the future workforce & will soon replace the Baby Boomers as they retire. Are you ready for the Millennials?