worksmart_staffing

5 Common Misconceptions About Staffing in Manufacturing

Fri, 10 Apr 2026 20:19:05 GMT

Manufacturing staffing myths can cost you productivity. Learn the truth behind common misconceptions and how to build a stronger workforce.

South Carolina’s Rapid Growth is Reshaping the Workplace

Mon, 23 Mar 2026 18:54:42 GMT

As South Carolina continues to attract both people and businesses, competition for dependable workers is intensifying.

The Future of Blue-Collar Work

Thu, 12 Feb 2026 13:45:00 GMT

The blue-collar workforce is evolving. Learn what labor trends in 2025 mean for employers, workers, and how to stay competitive in a tight market.

How to Reinforce Safe Habits Among Temporary Staff

Wed, 07 Jan 2026 15:36:14 GMT

Temporary workers play a critical role in operations. Discover five practical ways to reinforce safety habits and build a confident, productive workforce.

Good Talent Won’t Wait: Why Speed Matters More Than Ever in Today’s Job Market

Mon, 15 Dec 2025 18:24:56 GMT

Today’s top candidates explore multiple opportunities at the same time, move quickly and gravitate toward employers who respect their time.

The competitive edge: Why manufacturing companies are turning to staffing agencies for entry-level talent

Thu, 13 Nov 2025 15:33:25 GMT

Discover why more manufacturers are turning to staffing agencies for a faster, cost-effective, and flexible workforce solution.

WorkSmart CEO Vanessa Barnes Featured in Authority Magazine

Mon, 29 Sep 2025 17:46:42 GMT

We’re excited to share that our CEO, Vanessa Barnes, was interviewed by Authority Magazine about today’s labor market and how employers can attract and retain great talent.

One insight we love:

“Share clear career paths and progression… investing in development shows you care about long-term success and encourages employees to grow alongside your business,” Vanessa said in the interview with Phil La Duke.

Read the full interview (published September 17, 2025) on Medium: Vanessa Barnes Of WorkSmart Staffing On The Labor Shortage & The 5 Things We Must Do To Attract & Retain Great Talent.
Read the full interview here .

CEO Who Delivers: Two Years of Vanessa Barnes as CEO

Wed, 03 Sep 2025 17:43:48 GMT

From expanding teams to transforming operations, Barnes is building a future-focused staffing firm that puts people first.

WorkSmart, a women-owned staffing firm with over 35 years of experience, is proud to celebrate over two years of leadership under CEO Vanessa Barnes, whose vision and dedication have helped shape the company’s remarkable growth and culture.

Since stepping into the role of CEO in 2023, Barnes has guided WorkSmart through a period of rapid expansion and transformation. Under her leadership, the company has more than quadrupled its revenue, grown from two to four branch locations and tripled the size of its internal team, from 10 to 31. Her strategic focus has enabled WorkSmart to continue its mission of connecting top talent with leading companies across the Southeast, while maintaining its human-first approach to staffing.

Barnes’ journey with WorkSmart began in 2017, when she joined the team to establish baseline operating procedures across branches. From there, she quickly became a key driver in the company’s success, leading the integration of new technologies, overseeing multi-state operations and playing an instrumental role in scouting, hiring and developing four new branch locations.

“Vanessa’s approach to leadership reflects both innovation and compassion,” said John Barnes, president of WorkSmart. “Her commitment to people: our clients, our candidates and our team is at the heart of everything she does.”

With over a decade of experience in communications and staffing, Barnes continues to shape WorkSmart’s future as a forward-thinking, people-first staffing partner.

Author: JDPR, Grace Daughtry

August Workforce Snapshot

aalldred@worksmartstaffing.com (Autumn Alldred) — Fri, 01 Aug 2025 17:03:30 GMT

Our latest labor report takes a closer look at the current job market, showing how different industries are growing or changing. It highlights important trends in employment rates, new job opportunities, and updates on workplace rules. This report is a helpful tool for businesses to understand the latest job market changes and stay prepared for what’s coming next.

6 Best Tips to Ace Your Next Interview

Wed, 06 Dec 2023 15:30:00 GMT

Interview 101

When you hear the word “interview”, what comes to mind? Do your palms start to get sweaty? Does your heart start to race? Does your mouth go dry, and you get that lump in your throat...

If this happens to you, it’s clear that you need a confidence boost…

Today, we’re going to help you out and give you some amazing tips to become your most confident self and kill your next interview!

Come Prepared

Preparation is key. Before your interview, be sure to research the company and its information: what they do/sell, goals, vision, key leaders, and other interesting facts. Showing interest in the company is important if you want to catch the hiring manager’s attention. But don’t let your preparation stop there. Come with answers to common interview questions and try practicing in the mirror or with someone else. The more you do it, the better you’ll get and the more comfortable you’ll feel.

Breathe, Think, Repeat

It’s easy to get anxious and worked up in a setting like an interview. To calm yourself, try breathing slowly and deeply, again and again, and again. This will slow your mind – and your heart rate. Be present in the moment. Listen intently to the interviewer and what they have to say. When you slow things down and take your time, you can focus on the task at hand and not give yourself reasons to get worked up.

Listen Carefully and Have a Conversation

We cannot emphasize how important it is to listen carefully. In everyday conversations, we hardly actually listen to what is being said. Rather, we go through trying to figure out what our response will be. Don’t do this in interviews! Take the time to listen to the interviewer. Understanding what is being said will allow the conversation to flow (because interviews are conversations, not interrogations), and should you be asked a question, will allow you to better articulate an answer.

Power Pose – And More!

It’s often said that our posture dictates how we’re feeling and how other people see us. In an interview, you not only want to be confident, but you want to appear confident as well. Before, and during your interview, make sure to hold a good, strong, upright posture. Put your shoulders back and hold your head up high! Imagine yourself as a superhero posing right before they fly off to save the world. It might seem ridiculous, but trust us, it helps!

And More on Body Language

Body language and nonverbal cues are next on the list! When we’re in settings that may make us nervous, we often ( unknowingly ) do things that pose as a distraction, nervous ticks. For example, it’s not uncommon for someone to shake their leg, tap their fingers, play with their ring, or sway back in forth in their chair. Be contentious of these things. Not only are they distractions, but they also show the interviewer that you’re nervous. Pay close attention to other nonverbal cues, as well. When the interviewer is speaking, be sure to make eye contact and look as if you’re listening intently (which you should be anyway). Smile when you should, laugh when it’s appropriate, and make sure that all your body language shows the interviewer you’re exactly where you want to be, and you’re excited about it.

Trust Yourself

This is last, but not least. If you don’t do anything else on this list, do this… But even if you do everything on this list, it means nothing if you don’t trust yourself. No one knows you better than you do. You know your skills, abilities, qualities, and more. Trust in these! Besides, you wouldn’t be getting interviewed if someone else wasn’t confident in what you could do too. Trust yourself and believe in yourself. You got this! Once you nail this down, everything else will follow!

Come prepared, breathe deeply, listen carefully, power pose, check your body language, and trust yourself.

We hope now you’re feeling confident and excited and ready to crush your next interview! Save these tips, write them down, print them out – whatever it takes, so you’re always on your “A” game.

Don’t worry, these aren’t all the amazing tips we have. Stay tuned, we’ll be back with more. As always, thanks for trusting us to help you along on your career journey!

What Candidates Want to See in Job Ads

Mon, 20 Nov 2023 16:31:19 GMT

How to Present an Offer Candidates Can't Refuse

We’ve all heard it before – it’s a candidate's job market right now.

This means employers have to be especially intentional in how they’re scoring candidates.

Finding candidates is half the battle, but the other lies in what they see when they come across your job ad.

Your job ad needs to convince candidates that they were practically born to work at your company and would be distraught without the opportunity.

Let’s walk through some ways you can create the most attractive job ad ever, sure to reel in candidates dying to work for you!

Salary Info

This is a no-brainer. Always include salary info in your job ad – and make sure it’s easy to spot. If you can’t include an exact salary, include a realistic pay band or salary range (emphasis on realistic ). Also include information about the type of position – whether it’s base pay, commission plus base, commission only, etc.

Benefits

Benefits, benefits, benefits! Use these to your advantage! Benefits are so much more than just vision, dental, and medical. Does your company offer unlimited PTO? Do you cover gym/fitness fees for employees? Do you offer discounts at health and wellness shops? Do you provide access to mental health professionals? Do you offer tuition reimbursement or cover upskilling opportunities? You can spice up this section of your job ad, and it’s all in how you present it. Be creative and use descriptive words to create hype.

Flexible Work

If you have any flexible work options, you definitely want to include them in your job ad. Many job seekers are looking to work in positions that will allow them flexibility, so if you got it, flaunt it! This can be remote/hybrid work arrangements, flex time/work hours, shortened work week, half days, etc. You’d be surprised by the difference just a little flexibility can make. Show candidates you care about their work/life balance, and they’ll flock to you!

Company Culture

This is a big one! Conveying your company culture is important to attract the candidates you want. This will require you to get a little creative with the words you use, but with the right phrasing, you can the candidates you want. Try not to use boring or cliché phrases like “We’re a family, work hard play hard, etc." Don’t paint a false picture, but don’t make it bare bones either. If you work in a super-casual environment where jeans are the norm and four-legged friends frequent the office, say that! Be transparent and let candidates know why they would love to work with you.

Incentives

This is one many people leave out but should always be included if it’s available. If your company is offering a sign-on bonus, relocation assistance, or some other sort of bonus pay, include this! This will help make the job more attractive and bring in other applicants who may have otherwise just passed over.

These next few are less about the content and more about the format.

Easy Application Process

One of the biggest deterrents to applying for jobs is the applications themselves. If you have a long, complicated, drawn-out application, you will lose potential candidates. No one wants to spend 30 minutes retyping every single thing they already included in their resume, so keep application steps to a minimum. Candidates will be much more inclined to go through with their application.

Mobile Optimization

Almost 70% of people apply for jobs on their phones, so optimizing your job page/job application is important to streamline the process and create ease for candidates. Make it easy for them to find your job, go to your application, and submit their resume and any other supporting docs they may need. Again, the easier it is, the more inclined they’ll be to do it.

We just gave you gold! These are surefire ways to create a job description one simply can’t refuse. Include the info potential applicants want to hear and leave out all the mess they don’t. Optimize your site and make your application as simple as possible. This is how you’ll get the candidates to come – and once they do, they won’t stop.

Be back soon for another week of awesome tips as we dive deeper into the wonderful world of staffing!

6 Steps to Finding Your Career Path

Wed, 20 Sep 2023 15:46:01 GMT

How to land the career of your dreams

Choosing your career path can be one of the biggest, most daunting decisions you will ever make.

As kids, we all aspired for what we wanted to be when we grew up, but few of us were lucky enough to share those same aspirations into adulthood.

If you’re at a crossroads or want a fresh start, now is the best time to find a new career. You don’t have to settle for a dead-end career or spend the rest of your working life hating your job. Read these steps to help guide you in finding a new path and securing the job you want!

Decide What You Want

Think about what you want. Are you unhappy with your job or just unhappy in general? Do you want a different job in your same career, or want to change careers completely? Are you dreaming of becoming your own boss or would you rather have the security of working for someone else? If you know you want a change but are not sure what, try taking a career test.

Let your thoughts out and write them down. Seeing them on paper will help you to better visualize what you want. End your brainstorming sesh with your ultimate career goal or dream.

Do Your Research

Research the career you want and get familiar with it! Who are some experts in the field, how popular is it, and what is the projected outlook for that industry for the next 5-10 years? Learning and gathering information about your career will help you decide if you want to do it.

Make a List

After you’ve made up your mind about what you want, make two li1sts - things you require and things you want out of your new career. This will help you differentiate deal breakers from things that would be nice to have. Take it a step further and rank each item on the list in importance order.

Map Out a Career Pathway

This is the fun part! Take the end goal you made in step one and use that as a starting point. Do your research and create a path that leads to your goal, each step being a different position. For example, if your ultimate goal is to be VP of Marketing for a company, a career path might look like this: Account Coordinator, Marketing Manager, Director of Marketing, and VP of Marketing.

Remember that every job change won’t be a level change. It may take several jobs and years of experience to move up levels. Having this map will give you an idea of the positions and experience you’ll need to get to where you want to be.

Determine What’s Needed

Having a dream is great, but what will you need to accomplish it? Consider the education and experience it will take. Will you need a certain degree for it? How many years of schooling will it take? Will you need to complete intern/externships, clinics, residencies, etc.? Are there any board tests you will need to pass or certifications you will need to obtain? These are all really to know because they will determine how you proceed.

…Get Started

After you’ve laid out all the groundwork, gathered all of the details and important information, and determined your plan of action, it’s time to get started! The most important thing to remember is that baby steps are still steps. You don’t have to completely change your life overnight. Even the smallest step in the right direction is just that. Whatever that may look like for you, just do it. Time doesn’t wait for anyone, so 10 years from now, do you still want to be in the same place, or do you want to be living out your dream? The choice is yours.

If all this sounds great to you but you still have no idea what career to pursue, contact us today and try temporary work. You just might find your calling…

Thanks for another week of another awesomely life-changing topic! Remember to check back here often so you never miss a beat.

How Staffing Agencies Can Reach New Grads

Fri, 01 Sep 2023 15:30:00 GMT

Appealing to Gen Z

With another graduation season in the books, so many grads are waiting to be scooped up by their dream employer!

Recent graduates bring new ideas, fresh eyes, and exciting energy and passion to the workplace; ideal employees. The problem is that reaching this younger generation has shown to be more of a challenge than ever before.

So how can you position yourself to reach out and appeal to the freshly degreed and diplomaed? We’re going to break it down for you. Here are the best six ways to do just that!

Social Media, DUH

This list isn’t in order, but if it was, being present on social media would still be near the top – it’s THAT important. According to research, 94% of Gen Z uses social media. Not to mention, most of that demographic averages almost 3 hours of social media use a day. You're limiting your reach if you’re not positioning yourself where this demographic is most active. But if you are and aren’t optimizing that presence, you’re still not tapping into your full potential. Be active, post engaging and useful content, use humor, stay on top of hot trends and topics, and have fun with it!

Attend College Job Fairs…And High School Ones Too

Gen Z has so much untapped potential, but most aren’t familiar with staffing agencies, what they do, or how they can benefit them. It might sound like an old-school approach, but attending job fairs is a great way to get exposure and increase brand awareness. Here’s the important part – don’t just go to university job fairs. Of all students attending postsecondary education programs, 25.9% attend 2-year institutions. On the other hand, 37.3% of high school graduates don’t attend any postsecondary education program at all – this means almost 40% of students need to be reached before they even leave high school. Visit local high schools, technical schools, colleges, and universities to get in front of future job-searching students – the earlier the better!

These next tips are how you can best appeal to Gen Z.

Fair Pay

It’s no secret that the economy now is much different than it was 20 years ago – and wages should be too. Fair compensation and a living wage are very important to Gen Z, so make sure your clients are offering a sensible salary. If there’s not much flex room with the salary, then the benefits package should be very attractive to offset it. There are a lot of ways to turn people off from a job position, but the salary is the biggest one.

Realistic Requirements

One of the reasons why new graduates have such a hard time finding work is because they don’t have the experience some jobs require. When working with clients, be sure to discuss requirements, and where there is, if any, wiggle room. If you’re confident in a candidate, do what you can to push and vouch for them- you never know what could come of it!

Important Benefits

Most companies underrate how important this is for Gen Z. Traditionally, when people think of benefits, health, dental, and vision are what come to mind. But a good benefits package should include so much more than that. Flexible work, health and fitness coverage, tuition reimbursement, generous PTO and sick leave, and mental health help are all important things Gen Z seeks out from potential employers. And if there are any other unique or cool perks, make sure you present those as well. For Gen Z, it really is the little things.

For staffing agencies, reaching this group can pose a challenge. Do what you can to create/find appealing opportunities for Gen Z. Their passion, drive, and experiences have the power to do amazing things for the organizations they choose to work for; they are the future of the workplace.

We’re so glad you’ve joined us another week for another great topic! Keep checking back in – we’ve got lots more in store.

In the meantime, if you’re looking to partner with a trusted staffing agency to help you with your hiring needs, reach out to us today. We can’t wait to hear from you.

Reducing Employee Turnover - 7 Ways to Engage Employees

Wed, 21 Jun 2023 14:00:01 GMT

Decreasing employee turnover by increasing engagement

In our previous blog you can read here , we discussed employee turnover and how you can decrease your turnover rate with employee engagement. Because we really wanted to dive deep, we saved all the juicy details for this week.

As a refresher, employee engagement is an employee's emotional commitment to the organization and its goals. Employee engagement is an important part of employee retention because if your employees aren’t engaged or are disengaged, they cost you money and hurt your organization.

So where do you start?

Like anything, this is only successful if it can be measured. And in order to measure improvement, you need to know where you’re starting. Before implementing measures to increase employee engagement, you need to gauge where your company currently is.

The easiest way to do this is to conduct employee surveys. These are a great way to identify employee feelings and sentiments towards the organization and the work they do. You can either choose to conduct your own survey or outsource a company or individual to do it for you. In order to truly decipher your findings, you’ll need to compare your results to other companies to see how you fare and where you really are.

Once you have an idea of your employee engagement, you can begin the real work. Before implementing new ideas, it’s important to sit down with leadership, managers, etc. to describe the problem at hand, how you intend to fix it, and the results that will follow. If you can justify something, executives will be more apt to get on board – especially if you can prove that/how it will increase profits or save money.

Now, for the fun part! Here are 7 things you can do to engage your employees!

1. Know Your Employees

This might seem like a no-brainer, but you’d be surprised how many people have no idea who works with them. A great way to increase employee engagement is to actually know them. Employees want to know they’re more than just a number. Aim to be on a first-name basis with your employees. Get to know more about them, their life, their family, what they like to do in their free time, etc. Create opportunities in and out of the office to spend time with your employees and foster connections between them as well.

Try This: Once a month, plan some type of get-together for employees whether it’s a Friday office party or an optional outing at a local restaurant. Give yourself and your employees ample time and opportunities to create relationships outside of office hours.

2. Encourage Growth

Say it with me – growth is vital! One of the top reasons employees leave their company is the lack of growth opportunities. No one wants to stay somewhere they feel stuck or stagnant. Create a clear path of advancement for employees and support internal movement. If that’s not an option, invest in your employees in other ways and encourage upskilling opportunities. If you can’t provide a place for them to grow, you can at least support them in their career journey elsewhere.

Try This: Create clear, internal career maps for employees. Describe vertical and horizontal career movement and what skills and qualities would be optimal for each position. If internal advancement is not possible, allocate funds for each employee to use specifically for whatever avenue of skill development they choose.

3. Recognize and Praise

Who doesn’t love to be applauded for their hard work? Employees love employers that love them! Take every opportunity to acknowledge all your employees do for you and reward them when possible. If an employee does a remarkable job with a task, hits a milestone, or accomplishes a goal, make it known! There are few greater feelings than being praised for a job well done. Show your employees you cherish them and you’re proud to have them on your team, and they’ll return the favor.

Try This: Send out monthly emails highlighting star performers and key players on your team that month. Choose one employee to receive a small reward as a token of your appreciation for all the work they do. In addition, encourage managers to make it a point to praise or recognize an employee’s achievement(s) every week.

4. Make Feedback Essential

Feedback is an essential part of the employee experience – not just receiving it but giving it as well. How will you know the experience your employee is having if you don’t give them the opportunity to tell you? You should also make every effort to implement changes based on their feedback. Employees want to be where their voice is heard!

Try This: Every quarter, send out a survey to your employees asking for feedback. This could be feedback pertaining to culture, operations, technology, or anything else on their mind. If you want to encourage real transparency, make it anonymous so employees won’t feel pressured to subdue their feelings.

5. Be a Good Manager

Perhaps one of the most important on this list, being a good superior is very important to employee engagement. It’s often said that employees don’t leave places, they leave managers. Managers have the ability to make or break the employee experience, so make sure you’re doing your part to create the best environment possible. Frequently communicate with your employees, give feedback/constructive criticism, and give them adequate responsibility, all the while cheering them on every step of the way.

Try This: No one wants to be micro-managed, but no one wants a ghost as a manager either. Take a look at your responsibilities and delegate several tasks to your employees. Communicate with your employees regularly and give daily/weekly feedback on tasks they’ve accomplished.

6. Welcome Flexibility

The covid-19 pandemic changed a lot, but one thing it showed us was how truly flexible our work can be. Now, three years later, workers are still seeking the arrangements the pandemic made possible. A work-life balance is at the top of the list for many job seekers now, so provide them with options to make this possible. Offer hybrid and remote opportunities to show your care about your employees – in and outside of the workplace.

Try This: Reflect on the nature of your employee’s jobs. If possible, allow them once a week to work remotely. Eventually, you can increase this to more days if you choose. Incorporate healthy competitiveness by creating workplace competitions and rewarding winners with extra WFH days that month.

7. Make it Fun

If this list was in priority order, this would definitely be at the top. Unfortunately, this is one a lot of workplaces forget to include. Work doesn’t have to be dull, boring, or excruciatingly uneventful. Nothing increases employee engagement like fostering some good ole’ workplace excitement. Plan small events, get-togethers, and mid-day pick-me-ups to create a workplace your employees want to be in and are excited to come to.

Try This: Once a week or every other week, choose a day to foster some workplace fun! Some fun ideas are a mini office happy hour, bring your dog to work, donuts and coffee, lunch on the boss, a mini-game day, etc. There are so many ideas and ways to really tap into your creativity to make the day fun!

It’s not hard at all to create a work environment that truly engages your employees. Don’t feel as though you have to completely reinvent the wheel – small details sometimes matter more. Be intentional, be mindful, and be genuine. As we said before, it’s not about trying to lock employees in, but rather creating an environment where they truly want to be. Do this, and the results will follow.

Thanks for reading this week's blog and remember to check back soon for more great staffing industry knowledge and advice.

And if your company is in need of a partner staffing agency, call us today!

How to Reduce Employee Turnover

Mon, 12 Jun 2023 13:30:00 GMT

Picture this…

You just spent months trying to fill an open position your company has. You find a candidate you believe will get the job done. You extend an offer, they accept, and they start work.

Much to your dismay, they unexpectedly leave the company a few months later.

And now you’re doomed to repeat the process. Again.

What is Turnover?

This, my friends, is what we call turnover . Employee turnover is the number of employees who leave your company within a specified period. Within turnover, there are two different types – voluntary and involuntary.

Voluntary turnover is when an employee decides to leave their employer at their own will, whatever the reason may be. Involuntary turnover is when the employer decides to terminate the employee.

And for the educational purposes of this blog, turnover is not to get confused with attrition. Though they have similar meanings, attrition is the loss of an employee without intent to refill the position.

What are the Reasons for Turnover?

There are a lot of reasons for turnover, both voluntary and involuntary.

SHRM research surveyed employees and found that these were some of the top reasons for turnover:

Inadequate compensation
Lack of career development and advancement
Lack of workplace flexibility
Unsustainable work expectations
Uncaring or uninspiring leaders

Why is Turnover Important?

Besides the fact that it’s a pain in the behind, turnover hurts your business.

Immediately when a position is left empty, the job responsibilities of that position fall onto other employees. This makes for an increased workload and can greatly reduce productivity. Should the workload become too much to bear before the position is refilled, this could cause other employees to leave your organization.

Not only does it affect productivity, but turnover can also really hurt your pockets. On average, a vacant position can cost a company over $100 a day. SHRM estimates it takes 42 days to fill the average position. This number could greatly increase depending on how hard this position is to fill. And these are just the costs of the position staying open.

Then comes costs associated with recruitment, hiring, and onboarding the new employee. According to Indeed, most employers can expect to spend between $4,000 and $20,000 to hire a new employee – salary and benefits not included .

And all of these numbers are just for one vacancy, in one position – now multiply that by however many open positions you may have. Expensive right?

How Can I Reduce Turnover?

Though some turnover is unpreventable, employee turnover companies encounter can be avoided, usually with two simple words – employee engagement.

Employee engagement is an employee's emotional commitment to the organization and its goals. Like a lot of things, employee engagement falls on a spectrum – engaged, not engaged, and actively disengaged.

Engaged employees are important because they are motivated by and care about the work they do – and aren’t as likely to leave the organization. These employees put their best effort forwards and do what they can to help propel the company toward success and achieving its goals.

When employees are disengaged, they aren’t motivated and do not show much care or concern for the work they do. They can be lazy, unenthusiastic, and display negative attitudes toward their workplace. While they may still be doing their job, it’s oftentimes just the bare minimum. These are the employees that can cost your company money, whether they stay and decrease productivity or decide to leave the organization altogether.

Research conducted by Gallup found that US companies lose between $450 to $550 billion a year due to disengaged employees. On the other hand, businesses that rank in the top quartile of employee engagement are likely to see a 21% increase in profitability.

Your employees are the foundation of your company, and your success depends on them. Not only can they affect the work environment and productivity, but they can also greatly affect your profits too.

While decreasing turnover should be on your to-do list, you shouldn’t aim to just get employees to stay – your goal should be to create an environment where they truly want to be. Your focus should be on creating a work experience that enables and empowers them, proving why your organization is the best place to be.

Because we believe this a very important topic, we want to dive in deep! Check back next week for part two where we discuss more about employee engagement and how to make that happen for your organization!

Finding the Right Staffing Agency Partner

Wed, 31 May 2023 16:00:00 GMT

Answers to your frequently asked questions

At WorkSmart, we understand that hiring can be such a daunting task. And while we recommend outsourcing your hiring needs by finding a trusted staffing partner like us, making that jump can be scary, too.

We know you probably have so many questions for us. To save you the hassle, we’ve compiled a short list of answers to questions you may have about choosing us as your partner staffing agency (or good general questions to ask any staffing agency).

Check out these questions below!

Are you experienced/knowledgeable in my industry?

With over 30 years in the staffing industry, we’ve had the privilege to work with many clients in a variety of industries and sectors. Though we have experience in many different areas, our niche is light industrial work. We place a large majority of our candidates in this sector and work with a multitude of clients who employ workers in this field.

What are examples of some jobs you’ve filled?

As mentioned earlier, the majority of our candidates are placed in the light-industrial sector. Common jobs we hire for are machine operators, forklift operators, warehouse, assembly, and production associates, mig/tig welders, CNC machinists, and more.

Will you be in regular contact with me?

We have two answers to that question – absolutely and of course! We pride ourselves on the communication we keep with those who entrust their staffing needs to us. When you choose to partner with us, we assign you a dedicated account manager and one to two recruiters who will work on your behalf. Throughout our partnership, we will maintain communication with you to keep you informed, updated, and making sure we’re meeting your needs.

What do you do to decrease turnover?

We all struggle with turnover, and it feels like a never-ending battle. We understand how frustrating this can be, so we work diligently to make sure the employees we place with you, stay with you. Research shows that increasing employee engagement is a critical part of decreasing employee turnover. To gauge how your employees are feeling, we keep in contact with those we have placed over the course of their assignment to understand their employee experience. We send out several surveys, and texts, and communicate personally with employees to see how things are going. We then use this information to guide you in decision-making to ensure you are providing your employees with the best experience possible. And in the event an employee we place with you just isn't a good fit, we'll refill that position, no questions asked!

What kind of staffing do you do?

The better question is, what don’t we do? We staff for several kinds of employment: full-time, part-time, hourly, salary, temporary, contract, temp-to-hire, and direct-hire. Whatever your needs may be, we’re able to take care of it for you.

Do you handle background checks and drug screening?

Yes, we do! Before we send employees to work with you, as a part of their onboarding, all employees are drug screened, and a background check is completed. Based on your company’s requirements, the candidate will be sent to work upon passing. You won't have to worry about any of the logistics or time and can focus on getting ready to welcome your new employees!

What types of services do you provide?

Besides handling your traditional hiring needs, our agency offers a variety of other services to assist your company. In addition to placing employees with you, we handle drug and background screens, payroll, benefits, onboarding, and HR solutions.

Hopefully, these answered the questions you had. If you have any more, please reach out to us, we’d love to chat!

As always, thank you so much for tuning in to another great blog. Check back here next week for our next topic!

Answers to Your Important Questions - Staffing Agency FAQs!

Fri, 19 May 2023 14:00:00 GMT

Ever been to a website and had some questions, but nowhere to find answers and no one willing to give them to you?

I know, there are few more frustrating situations than that.

At WorkSmart, we like to think ahead. We know how difficult the job searching process can be, so to simplify things for you, we’ve compiled a list of frequently asked questions about working with a staffing agency – with answers of course – to make your life just a little better and your decision to work with us just a little easier. Check out these great questions below!

What is a staffing agency/what do you do?

A staffing agency is a middleman between employees and employers. When employers need help filing positions, they recruit the help of a staffing agency. The staffing agency, in turn, finds and recruits candidates to work for the client. Staffing agencies exist in basically every industry and work hard every day to fill these positions and send people to work. Check out this blog post for a more in-depth look at the process!

How long does it take to start working?

The answer depends, but at WorkSmart we have a quick turnaround time. For a lot of the positions we hire for, candidates are able to start working within three days, usually less. Of course, everything depends on the client you are going to work with and what they require, which is why some positions take a little longer. With some positions as an exception, you could expect to start work as early as the next day!

What kind of jobs do you hire for?

We primarily work in the light-industrial sector. Some common jobs we hire for are machine operators, forklift operators, warehouse, assembly, and production associates, mig/tig welders, industrial cleaners, and so much more. Some other not-as-common jobs we’ve hired for are customer service reps, account managers, hotel staff, chefs, maintenance technicians, and so much more!

What is your pay like?

Great question! A lot of people like to keep pay information taboo, but we don’t like secrets. There is no set pay rate, as pay differs depending on the client, position, location, experience, etc. Most of our jobs start at around $12.50, with an average pay of $15 hourly. Several of the positions we hire exceed $20 hourly, too. We believe you should be paid what you’re worth and work to secure those jobs for you!

Where are you located/where will I work?

Another great question! At WorkSmart, we currently have 6 branches located across the southeast: Greenville, SC, Greenwood, SC, Spartanburg, SC, Lavonia, GA, Birmingham, AL, and Tuscaloosa, AL. We hire for positions in all of these and their surrounding areas! On occasion, we also have jobs located in other areas besides those. Keep an eye out on our job board for new positions and their locations!

What makes WorkSmart different than other staffing agencies?

Considering that all staffing agencies do the same thing, it can be hard to differentiate between them. At WorkSmart, we believe there are several things that make us different. Other staffing agencies think of you just as a number to be placed. We see you as a person – one that we want to create a lasting relationship with. To help us do that, every candidate that comes through our door completes a Job Counseling Session. The name might sound scary, but we promise it’s not! At your JCS, you’ll be paired with a recruiter who will work with you. We’ll find out about you, your interests, what you like to do, and what you’re good at. We’ll ask about your previous work experience, what kind of job you’d prefer, your ideal pay, and where you’d like to work. Based on that, we’ll present you with options to make sure you like where you work! Should your assignment end or you’d simply like another one, we always welcome you back with open arms!

How can I get started?

There are several ways you can get started with WorkSmart! If you want to start online, you can visit our job board here , find a job you like, and apply! You can also come into any of our offices and get started today!

Why should I work with a staffing agency?

There are so many good answers to this question. Times are tough and it’s hard to find work. The beautiful thing about staffing agencies is that they work hard for you. Another great thing about staffing agencies is the variety that comes with them. You can work full-time or part-time. You can work on a contract or temporarily until they bring you on as a permanent employee. Working with a staffing agency offers you so much flexibility, variety, and experience.

Though these were just a few, we wanted to answer some of the most important questions. If you have any more, don’t be afraid to reach out. And when you’re ready to come work for the best company in the world, apply online or stop by today. We can’t wait to meet you!

4 Ways to Achieve a Growth Mindset

Wed, 10 May 2023 14:00:03 GMT

We come across so many blogs, articles, social media posts, and videos every day trying to sell us on something or some things we need to be successful. The truth of the matter is that’s all fluff .

Success looks different for everyone, but if you took everyone that ever accomplished anything great and put them in a room together, they would all have one thing in common. It wouldn’t be how much money they had or how many TED talks and motivational videos they watched. It wouldn’t be how they looked or even whom they knew.

The one thing that all those people would have in common is their mindset – and that is a growth mindset . Keep reading to find out what a growth mindset is and how you can develop one!

Growth vs Fixed Mindset

Dr. Carol Dweck popularized the idea of growth and fixed mindsets over 30 years ago. People with a growth mindset view their skills and abilities, not as an end-all, but rather, as the beginning. They don’t see shortcomings as failures, but instead, as valuable lessons to be learned.

On the other hand, a fixed mindset is believing that the skills and abilities you have, and the levels at which they are, are stable and unchangeable. A fixed mindset is believing, “this is all I’ve ever been, so this is all I’ll ever be.” It doesn’t leave any room or possibility for growing and evolving.

While these two concepts are starkly different, the truth is, most of us have some combination of the two.

Self-reflect and think about who you are and how you handle difficult challenges that present themselves. Do you tackle them headfirst? Do you use the challenge as a test to better yourself? Or do you get frustrated and discouraged? Do you quit tasks that seem too hard or are out of your abilities and stick to things you know you’re good at?

If you answered yes to the first two questions, you’re doing great sweetie! If you answered yes to the next three questions, keep reading.

How to Develop a Growth Mindset

Now that you know where you stand, let’s talk about things you can do to develop a growth mindset and ways to improve the one you already have!

1. Learn to be Patient with Yourself

While it can be discouraging to not be good at something, you have to train your mind to see that the reward isn’t the end result, but rather the process. And what do we know about processes? They take time. Don’t be upset because you didn’t get the result you wanted or didn’t do as well as you planned. Rather, take pride and joy in working hard – not for the destination, but for the journey. Remember, good things take time.

2. Seek Out Role Models

Find people you’re familiar with who have achieved some pretty amazing things and ask them how they did it. Very few people get lucky on their first shot, so many of their stories will have something to do with learning, trying, failing, perseverance, etc. When you learn what they had to put into their journey and the mindset they had to adopt, you’ll understand how important it is to be open to growth.

3. Look Both Ways

Like driving, it’s important to look in both directions – backward and forwards. Look back at your past and how far you’ve come. Think about things you once thought were too hard for you but can now do with ease. Consider what it took to get to where you are now but remember the satisfaction of your hard work paying off. Now, look to the future. Think about where you want to go and what you want to accomplish. As you work through challenges and seek to improve, always remember those things, and the journey will become so much more pleasurable to you.

4. Ask for Feedback

Constructive criticism, and the correct application of it, are so important to developing and maintaining a growth mindset. It can be hard to hear criticism but trust the person giving it is knowledgeable and has your best interest at heart. When you adopt this way of thinking, you’ll be able to view feedback as a good and necessary thing. When that happens, you’ll never stop growing!

Simply put, if you ever want to grow, you need a growth mindset. The world around us is ever-changing and ever-growing, so why would you stay stagnant? Why would you stay good if you knew you could be great?

A growth mindset isn’t something we recommend or think you should try out – it’s a necessity !

Thanks, as always, for reading! We appreciate you oh so much! Check back next week for another great topic!

Shhh - We're Quiet Quitting?

Fri, 28 Apr 2023 14:00:03 GMT

The newest workplace phenomenon and how to navigate these tricky waters

You’ve probably seen the phrase, “quiet quitting” recently. Made popular on Tik Tok, quiet quitting is described as doing the bare minimum to get by at work.

Since it gained popularity, it has proven to be quite a controversial statement. But why?

Let’s take a look at what quiet quitting actually is, how it’s backfired, and how we can move forward from here.

Quiet Quitting?

The Covid-19 pandemic changed the world and our lives in many ways, one of those being the way we work. Before covid, the majority of our workforce was all gas no breaks. When Covid completely upended our way our life, it forced everyone to stop. A lot of people began to question what it all was for. Why work so hard and sacrifice so much, only to never be able to enjoy it or be left with nothing in the end?

So, people began to slow down – some would say maybe even too much…

People were only working within their work hours, saying no to things that should not have been expected of them in the first place, and being firmer about what they would/would not do or tolerate. Sound familiar?

Quiet quitting is essentially boundary-setting (for most).

Since covid and the entrance of more gen z’ers into the workforce, more employees have begun to be clear and adamant about their boundaries. While quiet quitting may seem like an easy cop-out, it’s actually an attempt to set perimeters, establish balance, and create a happy and healthy work environment.

Backfired?

Without much research into what it actually is, quiet quitting got a lot of backlash.

In addition to the backlash, it also seemed to exclude the reality of a lot of workers. Those in blue-collar professions don’t have the luxury of just doing what their job description tells them to do. Quiet quitting also excludes a majority of minorities who can’t do the bare minimum to get by. They have always had to go above and beyond to have an equal playing field with their white counterparts.

As a result of quiet quitting, companies responded back with “quiet firing”, or slowly reducing an employee’s responsibilities and/or hours until they felt compelled to address it or quit. Though it may seem like a fair response, it actually teeters the line of illegality and can cause serious ramifications for employers’ pockets.

The Solution?

According to research done by Gallup, only 36% of employees in the workplace are engaged. Out of the rest, 51% are disengaged, while the remaining 13% are actively disengaged. Looking at these numbers, first instincts may tell you this is an employee problem. The truth is this starts with management. Managers must do a better job of connecting with their reports. Often check-ins (even if it’s not work-related), feedback, goal setting, and constant communication are simple ways to establish connections with your employees. They look to you for feedback and guidance. If you’re not giving them that, what is their purpose? What is your purpose?

When employees feel they have purpose and direction, they’ll be more inclined to want to work. Many will even go above and beyond if they know they will reap the benefits of doing so. Managers, you have to give them something to work with.

On the other hand, employees must make clear their boundaries and stick to them. In return, coworkers and managers should respect those and understand everyone works differently. So just because they aren’t working like you, doesn’t mean they’re doing any less or any wrong.

Employees must also learn to speak out when they are experiencing displeasure with their work experience. Managers are there for a reason, so if you’re not happy, talk to them and resolve the situation.

If we all learn to communicate and work together, we can create workplaces where employees feel confident, happy, productive, and at ease.

Consider your workplace, your role, and how you can positively contribute to an environment of balance for everyone. Your future self will thank you.

As always, check back next week for more.

And in the meantime, if you're looking for a partner agency to take your hiring to the next level, contact us today!

Why You Need To Stop Hiring "Culture Fits"

Wed, 19 Apr 2023 16:00:06 GMT

Do The Addition - Hiring to Add, Not Fit!

Culture fit has become quite the buzzword around the professional world. You read it in job descriptions, hear it in job interviews, and even talk about it at work with your coworkers.

Originally, we needed a way to describe our places of work and the people in them, which is how company culture came to be. Then, we needed a way to ensure that the hires we were making, were the right hires - that new employees fit right in like a puzzle piece. This is how culture fit came to be.

People began to look for similarities between candidates and current employees. At first, it seemed like a great idea. As time went on, some began to realize that in fact, it wasn’t so good after all.

What’s Wrong with Culture Fit?

Hiring for culture fit stifles diversity. If you hire for similarity, the people around you are going to reflect you. This means you could end up with an office full of middle-aged, type-A, workaholics, with ivy league degrees. It doesn’t leave much or any room for differences, which significantly decreases the amount of diversity. And thanks to extensive research, we now know that not being diverse will hurt your bottom line. Who wants to work for or support a company that doesn’t represent or include them?

Hiring for a culture fit also limits creativity. When you only have people on your team who think alike, it promotes “groupthink.” You don't get different perspectives when you don’t have people from different backgrounds with varying life experiences on your team. Think about all the amazing ideas and solutions you could be missing out on.

The idea of a culture fit promotes bias. There shouldn’t be much bias in the workplace, but especially not in the hiring department. Everyone deserves a fair chance, not to be disqualified based on trivial things before they can prove their competence.

What’s the Solution?

Though culture should still be a guiding cornerstone for your company, it’s time to shift focus from hiring for a fit to hiring to add.

Hiring for culture-add changes the question from “how can they fit in” to “what can they bring to the table.” It is the idea of hiring to add to your culture as opposed to hiring to stick to the status quo. You shouldn’t focus on sizing people down to fit into your mold, but rather encouraging them to be their fullest selves and openly embrace all they have to offer.

While potential candidates should share foundational beliefs and morals that align with the company and its goals, they shouldn’t be scrutinized for much besides that. Sure, it’s nice to share similar educational backgrounds and weekend hobbies but it’s not a good indicator of ability nor should things of that nature be used as a deciding factor.

How to Shift Focus?

Before you work on finding someone to add to your organization, make sure you have or create an environment where everyone feels like they belong. Impress upon employees the power and beauty of working together, even with those they see as different. Explain what terms like “culture-fit” and “culture-add” mean and why they’re important. Emphasize your stance and how it will benefit the company. Encourage them to help foster a welcoming environment to make new additions feel right at home and ensure inclusion doesn’t stop even when onboarding is over.

When you’ve done that, take the necessary steps to ensure your hiring managers are all in too, as they play a very important role in this transition. Brush your team up on what the culture is, the standard you wish to maintain, and where you want to explore more options.

Lastly, as you move forward with this newfound insight, learn to hire objectively. Don’t let hiring decisions come down to simply how you feel about a candidate. Create a rubric or scoring system to compare candidates. This will not only simplify your decision but help reduce the amount of bias that may be present when deciding. This makes it easier to objectively prove why the candidate will or won’t be a good choice.

It may be hard to break out of hiring for culture fit at first, but when you make the decision to hire people for what they can add, the results will speak for themselves. Any transition will take time and lots of cooperation from individuals at all levels but give it some time. We promise, your profits will thank you!

We loved having you another week to read along! Check back here again next week for another great topic as we dive deeper into the wonderful world of staffing.

Combating Stress and Burnout in The Workplace

Mon, 10 Apr 2023 14:00:08 GMT

How You and Your Employer Can Fight Against Workplace Stress!

Are you exhausted and having trouble sleeping? Do you dread work because you feel like you’re drowning in stress? Do have severe feelings of depression or anxiety?

If you answered “yes” to any of these, we might know why.

One word – burnout. Burnout is a state of physical, mental, and emotional exhaustion caused by excessive and prolonged stress.

According to research by the American Institute of Stress, 83% of US workers suffer from work-related stress, and 25% of those say their job is #1 on the list of stressors in their life. Stress isn’t just an employee problem but affects employers as well. Absenteeism caused by depression costs businesses $77 billion annually.

Stress and burnout are a problem for everyone. Keep reading to find out how you can take charge of workplace stress.

What steps can employers take?

Managers should strive to be more realistic and understanding. Extreme workloads and unreasonable deadlines don’t make for favorable work conditions. Expecting to get good results when constantly placing employees in stressful situations is not only unfair but unrealistic. Your employees are human beings too and should be treated as such, so be reasonable with them.

On the other hand, managers who are too hands-off can do just as much harm. Though you shouldn’t micromanage, employees should still have a clear sense of direction and an open avenue of communication with you. Employees that aren’t engaged or are actively disengaged are liable to be burnt out too.

Perhaps most important, companies should provide employees with the resources necessary to properly care for their well-being. If you don’t take care of your employees, they won’t take care of you. Not only is it necessary to provide these resources, but you should also encourage the use of them!

Company-provided/funded options like therapy, counseling, wellness programs, and gyms/fitness-related activities should be a standard part of your employee benefits package. As more job seekers come to understand how important these are, employers that don’t offer any of these options won’t remain competitive.

Give your employees what they need to be well, or they won’t be the only ones to suffer.

"If you don't take care of your employees, they wont take care of you"

What can you do if you’re feeling stressed?

Fighting stress early on is key. Stress can wreak havoc on your body, causing conditions like high blood pressure, heart disease, heart attack, and even death. If you’re beginning to feel stressed at work, there are several things you can do to relieve it.

If your stress is directly related to your current work situation, try talking it out first. Communication is key! Sometimes, managers don’t realize the position you’re in and will be more than willing to work with you if they’re aware of the problem. If that doesn’t work, consider the scope of the situation and whether it’s something worth going up the ladder about or finding a new place of employment. Jobs are replaceable, but your health is not.

So, if you’re in need of some simple stress relievers, here are five things to consider doing when you need to level out.

Engage in physical activity , even if it’s a short, brisk walk.
Listen to a song or two ; music is a great way to decrease stress hormones.
Write – writing is the perfect way to free your mind from stressful thoughts.
Breathe – mindful breathing techniques are a great way to ground yourself.
Talk about the situation with a trusted friend, family member, or professional.

Eating a healthy diet and getting enough sleep are great practices you can observe to help manage stress too.

More than anything, don’t be afraid to ask for help. Stress can take a huge toll on the body, but you don’t have to fight alone. Take full advantage of treatment options like therapy, counseling, or any wellness incentives your employer may offer. These are all great ways to not only relieve stress but take care of your health and well-being in general.

Burnout is the end of the tunnel for many people, but it doesn’t have to be that way. Educating employees on stress and equipping them with all the resources necessary to combat it is essential. It can help to prevent burnout and establish productive workplaces where everyone thrives, in every way.

We’ll be back next week with another great read. See you soon!

The 1 Thing You Need to Score - Creating Job Ads That Attract

Fri, 31 Mar 2023 14:00:04 GMT

There are a lot of things that seem pretty easy at first glance but are way harder than they appear – bike riding, baking a cake, creating a job ad, etc.

You read that right – creating a job ad.

To many, it may seem like a no-brainer, but the truth is, a lot goes into creating an effective job ad. Fortunately for you, we’ve got your back! Read along to find out how to craft the perfect job ad!

Think, Think, Think!

Before you start writing, think carefully about this ad. What is the purpose? Who is the audience? How fast do I need to hire? What are the duties and requirements?

Here at WorkSmart, we place the majority of candidates in the light industrial sector. Keeping this in mind, whenever we create job ads, we consider the positions we are hiring for and the individuals that might fill those positions. There is a lot to consider when creating a job ad. Knowing what you’re doing, why you’re doing it, and whom you’re doing it for takes a lot of stress off the backend of things.

Titles are Everything!

The job title is so important, and that cannot be stressed enough! The title alone can attract or deter someone from simply clicking on your ad. Not to mention the analytics behind job boards like Indeed where your title could be the difference between your ad showing up on screens or being buried in hundreds of pages.

Before you decide on a title, consider a few things. Think about what the job actually is. Then, cut to the chase – no fluff or crazy descriptive words. Always put yourself in the shoes of the job seeker. If you were looking for this position, what would you type in?

Don’t over-complicate it, but your job title can make or break your applicant turnout, so do your research to ensure you’ve got a title that works.

Focus on The Good Stuff!

Now that you’ve thought things out and come up with a killer title, you can move on to the fun part – the description.

The description is the meat of your ad. This is your chance to communicate who you are, what you offer, and what you’re looking for. Here, you can take creative freedom, but be mindful of some important things:

Studies show job descriptions that include pay/salary information outperform those that don’t. If you can’t pinpoint an exact salary, a range will suffice. Remember, low pay or no pay (info) equals low applicants .
Make sure potential applicants know what will be expected of them, but don’t bog them down with useless information. 6-8 bullet points of job duties are the sweet spot!

Emphasize the awesome perks and benefits you have to offer. For many job seekers, a good benefits package is the determining factor when deciding where to apply. What good is your job description if you’re not telling potential applicants about the best parts?

Finish it off with a call to action and you’ve got the perfect job ad.

Consider the 5 W’s, create a title worth talking about, and make an unbeatable proposition to potential applicants. This process is trusted, tried, and true!

Next time you have a vacancy and need some top-notch applicants, give this a try and watch the applications roll in.

We'll be back next week to discuss stress and burnout in the workplace - you don't want to miss it!

Top 6 Things Employers Want You To Have

Wed, 22 Mar 2023 14:00:07 GMT

As a job seeker, it may seem impossible to guess what potential employers expect out of you. Between hard and soft skills, it can be overwhelming and almost impractical to possess all the qualities employers are looking for.

Fortunately for you, you don’t have to do the guesswork anymore. Today, we’re breaking down six of the top qualities employees are looking for in potential candidates.

1. Communication Skills

No matter the industry or the job, good communication skills are vital. In life, you’ll always need to communicate with other people. Learning to do this, and doing it well, is imperative. Improving your communication skills is easier than you think and there are plenty of online resources to help.

2. Work Ethic

This is a no-brainer. Every employer wants someone that is going to work hard and be proud about doing so. It’s easy to get caught up in the monotony of work. Having a strong work ethic will carry you far even when you can’t seem to find the motivation. Your boss and your bank account will thank you!

3. Flexibility/Adaptability

Flexibility and adaptability are two very important qualities to have as a job candidate. Flexibility is the capacity to adjust to short-term change, quickly and calmly, so that you can deal with unexpected problems or tasks effectively. For example, let’s say you’re hired as a social media manager, but your boss needs you to help out with some event planning. Though it may not be a part of your job duties, being flexible enough to take on a task like that shows you’re not rigid in your abilities. Employers love those they can count on to do different things when needed. This is especially important if you’re interested in taking on new roles or moving to other positions within the company.

On the other hand, being adaptable is having the ability to adjust to changes in your environment. Like life, work can be pretty unpredictable. Having to deal with unexpected things can be stressful and sometimes discouraging, so it’s important to be able to adapt. Knowing how to roll with the punches and make the best of any situation will prove to be very handy when job searching and even beyond.

4. Team Oriented

Being team-oriented is another must on our list! At one point or another, you’ll have to work with other people. Being a part of a team is completely different from working as an individual. Knowing your place on a team and effectively being a part of said team is a skill worth having. Employers want people they know can work great alongside others, all working towards one or several common goals.

5. Willingness to Learn

Being willing to learn is a game changer. Many hiring managers have admitted that the candidates that land the position aren’t always the ones that check all the requirements. With every role comes new duties and responsibilities, so just having skills isn’t enough. If you’re not willing to learn new things, you can only go so far. Employers want employees that are open to learning, and growing, and are excited about the opportunity to do so.

6. Problem-Solving Skills

Finishing off this list, problem-solving skills are essential. With any job or career you will have, you will be faced with situations that require unique responses. Having the ability to think critically and come up with possible solutions is an important key to gaining favor from potential employers.

While this list isn’t everything every employer is looking for, it does cover a very important few. No matter what position you’re looking for, these skills will become very handy for you.

Mastering these qualities will give you the edge you need to get the job you want! Think about how you measure up in each of the categories, but remember, there’s always room for improvement. If you work hard to make these qualities a part of who you are, you’ll have no problem convincing potential employers why you’re perfect for the job!

Thanks for reading and learning this week. We hope this helped! Check back next week for more as we dive deeper into the wonderful world of staffing!

Don't Get Left Behind - The ONE Thing You Need to Beat the Competition

Mon, 13 Mar 2023 13:00:03 GMT

In a world with so many options, how do you stand out? With so many different places of work to choose from, how do you establish your dominance as the best?

The answer is four simple letters – DEIB. Diversity, equity, inclusion, belonging.

Today, the world is more diverse than ever. So why don’t the places we spend the majority of our lives resemble that? For many, DEIB is just another quota that must be met. If you wish to stay competitive or even relevant, DEIB has to be more than just that for you.

Keep reading as we discuss what DEIB is, why it’s important, and how you can change your entire workplace with those four letters.

What is DEIB?

Diversity is the practice of including or involving people from many different backgrounds with many different characteristics. Equity is the quality of being fair and impartial. Inclusion is the act of being included within a group or larger structure. Belonging is the act of fitting in a specified place or environment. On their own, each one of these is important, but if they don’t harmoniously work together, they cannot reach their full potential.

For many years, DEIB was just DEI, but something was missing. Diversity, equity, and inclusion were only telling half of the story. Even with those three, diverse groups still felt as though they didn’t really fit in.

Then, came belonging.

When families adopt a child, it’s more than just bringing a child home. It’s more than treating them like the rest of the family and including them in everything you do. The goal is to love and treat the child not as someone who was brought in along the way, but rather, as someone who truly belongs in the family – an essential part.

The same goes for employees.

Why is DEIB Important?

It should go without mentioning that DEIB is important, not for quota or looks, but because it is important. No matter who we are, what we look like, or what we believe in, we matter, and we belong. But like a lot of things in life, doing the right thing with pure intention can come with some wonderful benefits.

DEIB is essential to your bottom line. McKinsey studies concluded that ethnically diverse companies are up to 36% more profitable.

In addition to improving profits, DEIB allows for more bias awareness. When you have people from many different backgrounds, you also gain many different perspectives. Diversifying your company can help prevent you from making tone-deaf decisions and unconscious biases.

DEIB also creates a wider talent pool. When you’re committed to truly upholding these values, not only are you able to choose from a wider variety of people but more potential job seekers will be attracted to you. Who wouldn’t want to work for a company that values them?

If engagement is what you’re after, then DEIB is what you need. When employees feel important and valued, they’re motivated to be their best selves and do their best work. Let me break it down for you – motivation equals success. Of course, there are a few other steps in there, but motivation is the start.

Don’t get left behind. The world is becoming more and more diverse every single day. Allow your workplace to do the same, and the results will be monumental. Don’t let diversity, equity, inclusion, and belonging become meaningless words on your website.

Let it be who you are and what you do, and it will change everything.

Good deal! Be back next week for another great topic, alright?

The Power of Second Chances

Mon, 03 Oct 2022 13:00:01 GMT

The Benefits of Redeployment

In today’s tricky job market, it’s important for businesses to employ strategies to minimize cost and maximize efficiency.

A strategy that’s becoming increasingly common among top-performing organizations is redeployment.

Redeployment is known as the internal movement of the workforce. Talent is moved from an area of the organization that no longer needs it to one that is currently expanding.

If redeployment is not a part of your game plan, you should strongly reconsider, as there are many benefits to doing so. Let’s take a look at three ways redeployment can help transform your organization.

1. Saves Money

When an employee is no longer needed and let go, many companies must pay out redundancy packages. The total of this package depends on several factors, but it is by no means a cheap expenditure. On the other hand, if an area of your business is expanding and there is a need for more talent, recruitment and hiring costs can quickly eat away at your budget. In both scenarios, redeployment is the optimal solution. Instead of letting employees go and hiring new ones, redeployment will allow you to move employees whose work has become redundant to areas that are in need. This eliminates the need for redundancy packages and recruitment efforts. Not only that, but it is also a much shorter process than if you were to hire externally.

2. Reduces Turnover

Employees stay where they are engaged. Offering employees opportunities to learn new skills, enhance their knowledge, and climb up the ladder leads to productivity. Who doesn’t want to work for a company that cares about you and invests in you? When they can see the potential for other possibilities, they are much more likely to not only stay with that company but work hard to make sure they always have a place there. Allowing this flow of your workforce ensures you retain the talent you desire.

3. Improves Brand Image

Job seekers today require more than just an attractive salary to consider a place of work. How a company views and treats its employees is at the top of many lists. Employees want to feel important; they want to be valued. Companies that make this clear are much more likely to have a better reputation than ones that don’t. So how does redeployment tie into this?

Redeployment shows that you value your talent, by giving them opportunities to fill different roles. Redeployment also goes beyond that. Not only does it mean you’re willing to provide resources for your employees to move ahead in their careers, but redeployment also shows you have their best interests at heart. When companies have to let people go, it’s normal for employees to feel hurt or upset. Some companies simply leave it at that. Other companies may offer a severance package to help out. The best companies go a step beyond and actively help employees find a new route, whether that be with them in a different position or with another company altogether. These are the companies that get raving reviews and establish the best image for themselves. With redeployment, this could be your company too.

So, you’ve taken the bait and now want to establish redeployment within your company. How do you do it?

It begins with your culture. Oftentimes, redeployment has a negative connotation. In order to be successful, you must get your employees to understand that redeployment is a positive thing! If you don’t combat negative thoughts, redeployment can seem like the kid that becomes the water boy because they weren’t good enough to make the team – a pity position. Educate your employees on what redeployment actually is and how beneficial it can be for everyone.

If you can effectively communicate all the benefits, i.e., training and development, coaching, educational opportunities, relocation opportunities, career growth, moving up the career ladder, etc., they will be so much more willing to buy into the process. This can be great for employees that want to stay in the company but occupy a new position, and employees that are happy in their positions, but still want to expand their knowledge.

Once your employees are on board, you can begin to really work out the logistics of it. Here are some things you may want to consider doing:

Implement internal communications to notify about open/possible positions
Invest in or create a list of skill-building opportunities
Develop tests to see how job functions/responsibilities correlate with others
Implement tests to see how your employees work/the type of worker they are
Create internal network opportunities

Think about your organization, gauge the situation, and decide what will or can work best for you. By no means will it be an easy process, but it will most definitely be a worthwhile investment.

Check back here next week as we dive deeper into the wonderful world of staffing!

Why Soft Skills are Important

Mon, 26 Sep 2022 13:00:03 GMT

You’ve just finished conducting an interview. It went really well, and this candidate showed much potential. You decided you really liked this individual and feel they would be a great match with your company. The only problem is that you feel the same way about the candidate you interviewed yesterday.

You think really hard about the two candidates. Similar education levels, experience, and technical skills. Then it hits you. The candidate from yesterday had really great communication skills. They also proved to be a problem-solver. You remember some of the work samples they submitted and how creative they were, not to mention their keen sense of detail. You think just a little harder, but it seems as if you’ve made your decision.

This is the importance of soft skills.

Though both candidates were suitable contenders and brought equal education and experience to the table, what gave one candidate leverage and ultimately got them the position, were skills – soft skills.

What are Soft Skills?

Soft skills are personal attributes that enable someone to interact harmoniously and effectively with other people. In short, soft skills are people or life skills. These skills go far beyond the workplace. It is how you connect and interact with other people, whether that be at work, at the gym, at the nail salon, or anywhere for that matter. Hard skills are about what you know, but soft skills are about who you are.

Soft vs. Hard Skills?

Speaking of hard skills, let’s talk about the difference. Hard, or technical skills, are knowledge/occupation-based. These skills are measurable and are obtained through training and formal education. Depending on the field or occupation, you may need a plethora of hard skills to be successful.

Soft skills are how well you’re able to interact with others. Soft skills hardly change with the occupation because no matter what you do in life, you will have some sort of human interaction. Like hard skills, soft skills too can be developed and improved upon.

Check out some examples below!

Why Are Soft Skills Important?

Soft skills are in high demand. Research shows that 92% of hiring managers reported that soft skills are equally or more important to hire for than hard skills. From that same study, 89% said when a new hire doesn’t work out, it’s because they lack critical soft skills.

With just about every interaction you will have, soft skills will be needed. Whether it's giving a presentation, negotiating a contract, working with a team on a project, or simply emailing a coworker, you need soft skills to be effective in what you're doing. Unfortunately, many people underestimate the importance of these while overestimating how proficient they are.

Take time to assess how well your soft skills are. If you feel you may be lacking, it might be time to brush up on your soft skills.

How to Develop Soft Skills?

Just like any other, these skills can be developed. Many schools, universities, and even online programs offer classes or courses that help develop these skills. If that’s not the route for you, you can choose a manager or coworker to evaluate your skills and give you honest feedback. From there, you’ll know what to work on and can decide how to go about doing so. These are just two, but there are many ways to improve your soft skills.

If you’re willing and open to change, with a little hard work and a lot of intentionality, you can improve your soft skills and truly stand out from the rest.

Join us next week for more!

The 5 Common Types of Employment

Mon, 19 Sep 2022 13:00:07 GMT

One of the great things about working for a staffing agency is the freedom to choose the type of employment you’d like.

You might be asking, what do you mean by that ?

There are different types of employment – these types decide what kind of employee you are and how long you work – not in hours, but in actual length of time. There are several types of employment that we’ll talk about: project-based/temporary, seasonal, temp-to-hire, contract, and permanent employment.

Each one of these types is a little different from the rest and has its own sweet benefits!

Keep reading below to find out more about these types and which one would be the best fit for you!

1. Project-Based/Temporary

This is the most common form of employment when working with a staffing agency. Temporary work is only for a limited duration of time. Depending on the job, there may not be a date, but rather an “event” or “thing” that must occur to determine the end of the contract. For example, if a client has a certain project that must be completed, the completion of that project will signal the end of employment.

This type of work is different because there is no defined amount of time the employee will work; they just work until the assignment is finished or completed. This type of employment may be optimal for people who want to experience many different work environments. On the other hand, this may not be suitable for people who prefer a little more structure or stability.

2. Seasonal

Seasonal employment is also very common. Just like the title states, this type of work is seasonal. Depending on the time of year, companies often have a surge of demands that must be met. To handle the increased workload, they bring on seasonal employees that work for a specified amount of time and are then released from the company. For example, this type of employment can be seen a lot with retail stores that often hire additional employees around the Holidays. These extra employees help to decrease the overall workload with the surge of traffic and business.

3. Temp-to-Hire

Though not as common as the first, temp-to-hire is still another popular type of employment. Temp-to-hire, short for temporary, is work that begins as temporary work but at the end of the specified period, the employer has the option to offer the employee a permanent position. Most clients use this time, usually three to six months, as a trial period to gauge how the employee performs and acts. This allows the employee an opportunity to work while allowing the employer a chance to make an informed decision.

4. Contract

Contract work competes with temporary work as the most common form of employment. Contract work is like temporary work in that you only work for a period of time, but contract work specifies that amount of time. With temporary or project-based work, you could work one week or one month, but you might not exactly know. The great thing about contract work is that you have the flexibility of a temporary or project-based job while having the security of knowing how much you’re going to make and how long you’re going to work.

5. Permanent

Depending on the staffing agency, permanent work may not be as common. Permanent (direct hire) work is when you work for the employer (not the staffing agency) and receive compensation directly from them. Permanent work means there is no clear end in sight to how long you’ll work for the company. This means you have the option to leave whenever you choose, as the employer also has the option to let you go whenever they choose.

Permanent work includes full-time and part-time positions, which can be paid as a salary or hourly wage. Permanent positions tend to offer more benefits such as sick time, vacation time, insurance, and other perks the company may choose to offer. For those that need structure and stability, permanent work is the best option for you.

The availability of these types of employment depends on the staffing agency and the industries they hire for, so make sure to do your research beforehand or ask a recruiter in person.

Now that you’re a genius on the different types of employment, does any of this pique your interest? If so, stop beating around the bush and find your dream job today!

OK, same time, same place next week? Can't wait to see you!

Four Reasons You Should Work for a Staffing Agency

Mon, 12 Sep 2022 14:13:32 GMT

Now that you know what a staffing agency is and how it works, here are some amazing reasons why you should work for one.

As mentioned in our previous post, The Staffing Agency Breakdown , when you are placed through an agency, unless the placement company hires you on, you are an employee of the staffing agency. So, when we share these few reasons to work for a staffing agency, we don’t mean exclusively for the agency, just when you use their services and are placed with a client/job.

There are plenty of reasons why you should work for a staffing agency. We didn’t want to take up all your time, so we compiled our list to just four, very convincing ones.

The Beauty of Temporary Work

Though it may seem like the opposite, working temporarily can be used to your advantage! With temporary work, you only work for an allotted amount of time. That time depends on the client and the assignment/project you may be working on. Temporary work could range anywhere from a couple of days to a year, but usually not beyond that.

Working temporarily means you’re not tied to one company or job, allowing you time and opportunities to build skills and discover what you really want to do. Temporary work is also great if you’re in-between jobs but not looking to lose out on a paycheck.

If living a flexible lifestyle is what you want, then temporary work is what you need. Many people choose to work temporarily so they can have time to do the things they love such as traveling, picking up new hobbies, spending time with family, etc. When they want to take some time off from working, they can. When they want to work for the next few months or so, they can do that too.

The great part for many about temporary work is that a lot of times (but not all the time), these temporary jobs can lead to permanent roles. With all that in mind, considering a temporary role should be high on your list.

Recruiter Expertise – Your Upper Hand

Great recruiters are very knowledgeable about what they do. They work with many different clients and have an extensive network of connections. When you work with a recruiter, they can find positions and get you connected with people you otherwise may not have discovered. In fact, some positions are only accessible through a recruiter. With their expertise and connections, they’ll have a much faster and easier time placing you with the right job than you would on your own.

For those looking for permanent positions, recruiters will be your best friend! Recruiters can negotiate your salary for you if you’re uncomfortable doing it yourself. And in the event you’re offered a position but don’t want to accept, they can decline it for you as well.

Recruiters are truly there for you every step of the way. When you apply for a job directly with a company, if your resume doesn’t catch the hiring manager’s attention, it’s either ignored or discarded. Recruiters, on the other hand, will keep you in mind. If you’re just working on a temporary assignment and a project is over, you can reach out to the agency to be placed again. If you’re looking for a more permanent role and a great opportunity comes along, they’ll reach out to you.

Recruiters work hard to not only fill positions for clients but fill them with highly qualified candidates. If they know you’re a good match, they do everything in their power to make sure that you and the client are both satisfied.

Easy Process

One of, if not the best, things about working for a staffing agency is how incredibly easy it is. From deciding what you want to do to getting your first paycheck, the process is incredibly and unbelievably simple. Searching for a job on your own can be one of the most stressful things you’ll ever do. According to Tony Beshara, owner, and president of Babich & Assoc,

"Psychologists tell us that next to the death of a spouse, death of a child, and death of a parent, the fourth most emotional experience we have, coupled with divorce, is searching for a job. It is emotionally stressful."

Job hunting, especially if you’re currently employed, can take away time, money, and other valuable resources. From countless hours of searching and applying to more rejection emails and silence than you know what to do with, it can be brutal.

When you work for or with a staffing agency, your recruiter does all the heavy lifting. They get to know you and your background and find you an opportunity based upon that. They set you up with interviews, give you feedback, and communicate with the client on your behalf. All you need to do is be honest, communicate, and show up – whether that be in person or virtually.

Working with a staffing agency takes away the stress and worry of finding a new job and allows you to focus on the one thing that matters – being the best you can be.

Judgment Free

One of the amazing benefits of working with a staffing agency is that it is a judgment-free zone – the Planet Fitness of corporate America if you will. Recruiters don’t care about where you come from, what you look like, what car you drive, etc., - unfortunately, things that some unethical hiring managers do. Recruiters are there to make their clients and candidates happy – that means filling their positions and making sure you’re in one of them.

These were only four, but trust and believe there are so many more benefits to working for a staffing agency. If you don’t believe us, try it out for yourself.

Get in touch with a staffing agency near you and discover all these wonderful things and more today!

Check back here next week to learn about the different types of employment and which one might be the best fit for you!

Who We Are

Mon, 05 Sep 2022 13:00:07 GMT

Company, Culture, and Relationships

Finding a good company is like looking for a needle in a haystack.

They are hard to spot, but when you come across that one special one, it can truly make all the difference.

We’d like to believe we’re one of the good ones.

We value a lot of things, but our culture and the relationships we cultivate are among the most important.

Just like a house, there are a lot of steps that go into building a name worth talking about. But before you can get to the exciting parts, you must first start with a strong foundation. At WorkSmart, our company is built on the foundation of a service mentality – internally and externally. At its core, the staffing industry is a service industry, serving both clients and candidates. We not only serve our clients and candidates but the people we come into contact with every day – our employees. We support our frontline employees in whatever capacity they need to help them get the work done because we strive to improve and impact the community around us, and that includes each other.

We seek to give meaning and purpose to work that could otherwise seem empty and insignificant. In turn, it gives essence to the work of our candidates and our employees – it is an intrinsic circle of providing meaning and purpose to every individual we come into contact with. In keeping that service mentality and the desire to impact our community, we meet people exactly where they are and assist them on their journey to where they want to go.

Our culture is the bread and butter of who we are. Though the dictionary will give you many options, for us, culture is comprised of the daily interactions we have with each other. It’s how we go about doing the work that we do. Having a defined culture allows us to set standards by which we conduct business and ourselves. It’s a way to ensure that our values, goals, and purpose are being met, and in the manner, they should be.

Our culture here at WorkSmart circles back to servanthood. It is one where we want to encourage and help others to be innovative, creative, out-of-the-box thinkers to accomplish goals. All the while, doing it with a servanthood mindset. We work hard to break down the barriers that not only keep us from where we want to be but also separate us from each other. When we fully adopt this mindset, we can help each other in ways unimaginable, while simultaneously working toward the same common goal.

Empathy is the other strong guiding principle in our culture. We work hard to establish the difference between empathy and sympathy. Sympathy is feeling, while empathy is relating. Even though we may not encounter the same circumstances, we can look back on our experiences and find something similar. That allows us to truly grasp how someone else may feel, and it guides us in our response to helping them overcome it. We let each other feel, grieve, and hurt, but we don’t let each other live there; we help each other out of it. We allow and encourage vulnerability because when we can be open and be our truest selves, we flourish.

Relationships are the next part of the equation. Relations are an essential part of this industry, and we take them very seriously. We believe every relationship starts with trust – that’s what they’re built on. These relationships help us to meet the goals of the company because they drive performance and engagement. They are important to our candidates because that’s what keeps them coming back to us. They’re equally as important to our clients because that’s how we maintain business and become trusted advisors to our clients. Trust is the pattern in all of these relationships.

More importantly, relationships drive employees’ emotional well-being. When you establish good relationships, you create safe places for people to be in. When an employee feels safe, they’re going to do their best work, be the most creative, and be the most engaged. Those are dream employees.

The beauty of it is that it’s not hard. We offer opportunities for people to build relationships and encourage groups to do things outside the office. It allows people to let loose and really be themselves while strengthening those relationship bonds. We also have open-door communication and invite conversation and input at all times. We develop these relationships within our culture by fostering the value that people bring and offer.

Our success in this industry has relied on these two things – our culture and our relationships. Through these things, we have cultivated an environment for people to thrive. Because of this, we have been able to accomplish things we, at one point, did not deem possible.

Looking forward, we hope to continuously improve in both these areas. While some believe you shouldn’t fix what’s not broken, we believe that any and everything can always be improved; be better. We will continue to do the things we’re doing, but also provide leadership training and coaching opportunities. We want to bring in new concepts.

An important area we want to hone in on is diversity, equity, inclusion, and belonging. We understand it’s not just ethnicity and race, but involves different backgrounds, life experiences, educational levels, etc. We want to continue to teach people to be accepting of others who come from all walks and areas of life, and how to value everything they have to offer. In doing this, we want to instill in our employees that while diversity, equity, and inclusion are important, belonging is the most crucial part. You can have all those things, but if you don’t create an environment that teaches people how to help others belong, then none of the other ideas can truly be effective. By continuing to bring in new concepts and teach others, we will always be one step ahead of the competition.

Five years from now, we have high hopes for where we’ll be and are confident that we can achieve those goals. When people think of WorkSmart, we want them to believe we are the most amazing company in the world to work for. Continuing to value and put time, energy, effort, and other resources into these areas will allow us to diversify and grow as a company. It will allow us to not be but exceed the place we envisioned being in five years.

We look forward to all the new things we’ll learn, all the amazing people we’ll meet, and all the wonderful things we’ll do. Most importantly, we hope that you will join us on our journey. Follow along with us, work with us, support us – whatever that may look like for you. Even though we’re 30+ years in the game, this is just the beginning and we’re excited for all that is to come.

R.E.S.P.E.C.T.

Fri, 26 Aug 2022 21:31:21 GMT

I was asked by a prospective client recently, “What does it take to retain employees?”. With unemployment as low as it is and people exiting the workforce at record levels, it’s a question everyone is asking in today’s challenging times.

There are a few possible answers to this, and the first one that might come to mind is money. While a competitive wage is essential, it’s not everything, and job seekers are requiring more than just attractive pay.

They want respect .

Without people, businesses would not exist, as the workforce is currently coming to that realization. Employees are evolving into their own consumers. Just like today’s consumers have hundreds of choices when it comes to ice cream flavors, they have even more when it comes to employers.

Showing respect may sound simple, but it’s easier said than done and requires effort from the highest position within a company to the lowest. Not only does it take intentionality, but it also takes practice. For some, respect comes easy, while for others it is more of a challenge. Respect should be engrained in the company culture and continuously improved upon.

Here are four great ways to begin improving mutual respect levels amongst employees with a focus on acclimating new hires:

1. Names are important This may sound like a no-brainer but learning a person’s name is very difficult for a lot of people. Calling a person by their name, especially when they are new, is an immense sign of respect. There are several ways to get a new employee acclimated and create a great welcoming atmosphere. For example, develop an employee buddy system where a company veteran is paired with a new employee for their first few weeks. They can take breaks together, eat lunch with one another, and have regular check-ins to make sure the new employee is adjusting well and feeling at ease. Veteran employees who are committed to the long-term success of the company can do wonders in establishing a respect-giving connection and environment for newcomers.

2. Communication Disrespectful and combative communication is one of the easiest ways to run someone off. Disgruntled employees, rumors, and more can wreak havoc on the likelihood of success when it comes to new employees. No one wants to stay at a workplace where they are talked down to, yelled at, or simply not treated with value. Patience with new employees is key when it comes to retention.

We’ve all been new at some point or another. Think about the grace that was extended to you. Or maybe even the lack of. To be better, you must do better. We should seek to understand before being understood. Most of the time, new employees simply don’t understand their new environment. The nuance of their new employers’ processes and the unique personalities of their new coworkers is a vast undertaking – something that can’t be figured out in a day or two. Before correcting them, extend some grace and try to understand why or what they did before communicating the proper expectations. Be very sure to explain the “why”. New employees are exactly that - new. They don’t show up with the intention of doing things wrong, or in a different way. Explaining the “why” behind things helps individuals better understand their new surroundings. Better understanding leads to higher levels of comfort. Higher levels of comfort lead to higher employee retention.

3. Live by the Platinum Rule The golden rule says to treat people the way you would like to be treated. The Platinum Rule says to treat people the way they want to be treated. It is a small, but crucial difference. Everyone is different, so you can’t assume that people want to be treated the same way you would. Each person is unique, with their own personality and unique circumstances. Take time to truly get to know your new employees. Learn a little bit about who they are, their strengths/weaknesses, and how they work best. Take it a step further and get to know simple things like where they grew up or their favorite color. When you take the time to truly get to know someone, it makes a world of difference for them. That simple act could be the difference between your employee feeling valued and feeling unimportant, ultimately leaving you vulnerable to an empty position. Ensuring that your managers practice the Platinum Rule will help to build mutual respect and create a work environment that is the most conducive to happiness, success, and productivity.

4. Inclusivity Including new employees across all aspects of the business shows trust and respect. Include them in meetings and ask their opinions. Take it a step further and encourage participation. Just because they are new, doesn’t mean they don’t have ideas, and great ones at that. Including new employees and listening to them is an instant sign of respect, one that often doesn’t go unnoticed.

People stay where they are respected and treated well. Mutual respect ensures your employees are comfortable. What’s the likelihood you would leave a job where you are comfortable? Do people in general like stepping outside their comfort zone?

Without question, engraining mutual respect throughout all levels of your company will lead to higher employee retention.

What Is Staffing - The Staffing Agency Breakdown

Tue, 19 Jul 2022 16:05:39 GMT

Welcome to the wonderful, wonderful world of staffing!

Whether you’re not exactly sure what staffing or a staffing agency is, or you’ve never even heard of it before, that all changes today.

By the time you’ve finished reading this blog, we hope you’ll have a crystal-clear picture of staffing and how it works.

So, what is a staffing agency?

A staffing agency is a company that works to fill positions for companies (clients) while also working to find candidates (jobseekers) jobs. There are roughly 20,000 different staffing agencies in the United States, with most of those having multiple branches. WorkSmart Staffing has six of our own, located throughout the southeast!

These staffing agencies may go by different names including staffing agency, recruitment agency, temporary agency, executive search agency, employment agency, temp firm, and so many more.

They can range from small to mid-size to huge global entities located around the world. In addition to their difference in size, staffing agencies also differ in the industries they hire for. The major industries these agencies hire for are industrial; office, clerical, and administration; professional-managerial; engineering, information technology, scientific; healthcare. Despite these differences, they all serve the same purpose.

Staffing agencies have been around since the 1940s but are important more now than ever! According to the Bureau of Labor Statistics, there are around 11.5 million job vacancies – the most in history. And with such a competitive job market, times are proving to be

trying – for everyone.

The beauty of staffing agencies is that in times like these, they’re here for both clients and candidates.

What does a staffing agency do?

When a company has positions that need to be filled, they seek out staffing agencies that then search for candidates they believe would be a good fit. This specific process is called recruiting.

Let’s break it down to give you a better idea! Since we are a staffing company, we will just focus on traditional staffing.

Check out these graphics below to see just how the process works!

Of course, every agency does things a little differently, but these graphics help to paint a rough overview of the process.

As long as jobs exist and positions need to be filled, staffing agencies will always be important. They are the mediator between employees and employers. They bridge the gap between the two, helping to sustain a productive workforce for clients and a rewarding experience for candidates.

Now that you know the basics, check back here soon to learn about more about us here at WorkSmart and all things staffing!

Engaging with Candidates

grow@rootedbrands.com (Hayes Wynn) — Thu, 26 Dec 2019 14:56:38 GMT

The new season is a great reason to make and keep resolutions. Whether it’s eating right or cleaning out the garage, here are some tips for making and keeping resolutions.

Make a list

Lists are great ways to stay on track. Write down some big things you want to accomplish and some smaller things, too.

Check the list regularly

Don’t forget to check in and see how you’re doing. Just because you don’t achieve the big goals right away doesn’t mean you’re not making progress.

Reward yourself

When you succeed in achieving a goal, be it a big one or a small one, make sure to pat yourself on the back.

Think positively

Positive thinking is a major factor in success. So instead of mulling over things that didn’t go quite right, remind yourself of things that did.

I started using Recruit for my recruitment needs about three years ago. In that time, we've recruited dozens of tech professionals, more quickly than ever. The staff at Recruit is friendly, efficient and professional.

Chris Avond
CEO Affordable Ltd.

Technology & Hiring

grow@rootedbrands.com (Hayes Wynn) — Thu, 26 Dec 2019 14:56:38 GMT

There are so many good reasons to communicate with site visitors.

Tell them about sales and new products or update them with tips and information.

Here are some reasons to make blogging part of your regular routine.

Blogging is an easy way to engage with site visitors.

Writing a blog post is easy once you get the hang of it.

Posts don’t need to be long or complicated.

Just write about what you know, and do your best to write well.

Show customers your personality When you write a blog post, you can really let your personality shine through.

This can be a great tool for showing your distinct personality.

Blogging is a terrific form of communication.

Blogs are a great communication tool.

They tend to be longer than social media posts, which gives you plenty of space for sharing insights, handy tips and more.

It’s a great way to support and boost SEO Search engines like sites that regularly post fresh content, and a blog is a great way of doing this. With relevant metadata for every post so search engines can find your content.

Drive traffic to your site Every time you add a new post, people who have subscribed to it will have a reason to come back to your site.

If the post is a good read, they’ll share it with others, bringing even more traffic!

Blogging is free Maintaining a blog on your site is absolutely free.

You can hire bloggers if you like or assign regularly blogging tasks to everyone in your company.

A natural way to build your brand A blog is a wonderful way to build your brand’s distinct voice.

Write about issues that are related to your industry and your customers.

Promoting Your Brand

grow@rootedbrands.com (Hayes Wynn) — Thu, 26 Dec 2019 14:56:38 GMT

Write about something you know. If you don’t know much about a specific topic that will interest your readers, invite an expert to write about it.

Speak to your audience
Take a few moments to plan your post
Don’t forget to add images
Edit carefully before posting

You know your audience better than anyone else, so keep them in mind as you write your blog posts. Write about things they care about. If you have a company Facebook page, look here to find topics to write about

Once you have a great idea for a post, write the first draft. Some people like to start with the title and then work on the paragraphs. Other people like to start with subtitles and go from there. Choose the method that works for you.

Be sure to include a few high-quality images in your blog. Images break up the text and make it more readable. They can also convey emotions or ideas that are hard to put into words.

Once you’re happy with the text, put it aside for a day or two, and then re-read it. You’ll probably find a few things you want to add, and a couple more that you want to remove. Have a friend or colleague look it over to make sure there are no mistakes. When your post is error-free, set it up in your blog and publish.

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The Future of Blue-Collar Work

How to Reinforce Safe Habits Among Temporary Staff

Good Talent Won’t Wait: Why Speed Matters More Than Ever in Today’s Job Market

The competitive edge: Why manufacturing companies are turning to staffing agencies for entry-level talent

WorkSmart CEO Vanessa Barnes Featured in Authority Magazine

CEO Who Delivers: Two Years of Vanessa Barnes as CEO

From expanding teams to transforming operations, Barnes is building a future-focused staffing firm that puts people first.

August Workforce Snapshot

6 Best Tips to Ace Your Next Interview

Interview 101

What Candidates Want to See in Job Ads

How to Present an Offer Candidates Can't Refuse

6 Steps to Finding Your Career Path

How to land the career of your dreams

How Staffing Agencies Can Reach New Grads

Appealing to Gen Z

Reducing Employee Turnover - 7 Ways to Engage Employees

Decreasing employee turnover by increasing engagement

How to Reduce Employee Turnover

Finding the Right Staffing Agency Partner

Answers to your frequently asked questions

Answers to Your Important Questions - Staffing Agency FAQs!

4 Ways to Achieve a Growth Mindset

Shhh - We're Quiet Quitting?

The newest workplace phenomenon and how to navigate these tricky waters

Why You Need To Stop Hiring "Culture Fits"

Do The Addition - Hiring to Add, Not Fit!

Combating Stress and Burnout in The Workplace

How You and Your Employer Can Fight Against Workplace Stress!

"If you don't take care of your employees, they wont take care of you"

The 1 Thing You Need to Score - Creating Job Ads That Attract

Top 6 Things Employers Want You To Have

Don't Get Left Behind - The ONE Thing You Need to Beat the Competition

The Power of Second Chances

The Benefits of Redeployment

Why Soft Skills are Important

The 5 Common Types of Employment

Four Reasons You Should Work for a Staffing Agency

Who We Are

Company, Culture, and Relationships

R.E.S.P.E.C.T.

What Is Staffing - The Staffing Agency Breakdown

Engaging with Candidates

I started using Recruit for my recruitment needs about three years ago. In that time, we've recruited dozens of tech professionals, more quickly than ever. The staff at Recruit is friendly, efficient and professional.

Chris Avond CEO Affordable Ltd.

Technology & Hiring

There are so many good reasons to communicate with site visitors. Tell them about sales and new products or update them with tips and information.

Promoting Your Brand

Write about something you know. If you don’t know much about a specific topic that will interest your readers, invite an expert to write about it.

Chris Avond
CEO Affordable Ltd.

There are so many good reasons to communicate with site visitors.

Tell them about sales and new products or update them with tips and information.