DHR Staffing, is a Houston based company providing employment seekers an opportunity to find permanent fulltime jobs. DHR Staffing, has job placements for temporary, temporary – permanent, permanent and direct hire.
The process of finding the perfect fit for your business is expensive and difficult. Each time you need to fill a position, you start from scratch. You go cross-eyed reading resumes and hoarse talking to potential candidates. All the while, you’re losing time and money that could be spent driving long-term growth.
However, given how often you’re forced to go through the process, there is a way to cut corners. Why not skip some of the earlier steps and dip directly into the talent pool you’ve already scouted?
By going back to candidates you’ve met in previous job searches, you streamline the process. It allows you to save money and avoid the time-suck that otherwise comes from starting a recruitment endeavor.
A key annoyance related to job searches comes from the endless sifting through resumes. By dipping into a previous talent pool, you get to skip this step. You’ve already sorted the resumes and picked out your favorites. You should have a list of “nearly got hired” to start from.
Second Best Is Far from Bad
Hiring decisions often come down to relatively small tiebreakers. Many candidates will have similar qualifications, equivalent backgrounds, and interchangeable skill sets. It means that the final decision often come as a squeaker. Turning to your second choice on a list like that is hardly a major step down.
Foundations for a Relationship Already Built
One issue with new hires: they tend to be strangers. The beginning of a new tenure often involves the awkward getting-to-know-you phase. You can skip this by turning to previous candidates.
You’ve already formed at least the beginnings of a relationship with the people in your talent pool. You’ve met them. You’ve talk to them on the phone. You corresponded by email. You probably even skimmed their social media output. In short, you have already built an early bond, and can skip to a more substantial phase in your interactions.
Stay in Touch
Along these lines, don’t lose touch with the promising candidates you had to turn down. If you find somebody special, even if they don’t fit in with the company’s current plans, nurture a relationship with them.
Stay in touch by email. Periodically check in, find out what they’re doing, and let them know how you’ve been. Follow them on social media encourage them to follow the company. That way, when a spot opens up, you can turn to them quickly. You’ll know their situation and have an established relationship.
Consider Contract Assignments
Beyond a sustained informal bond, look for ways to develop a professional relationship as well. Set up contracting assignments with your best prospects, so that you can keep them close to the company.
Use the gig economy to help you recruit. Even if your long-term goal is to scout for full-time employees, maintaining some contract assignments allows you to develop the equivalent of a minor-league organization. When the time comes, you can call them up to The Show.
Another way to skip the dreary early steps of the hiring process? Using a top-flight recruiter, like DHR. They will give you access to an even larger talent pool than you can build on your own, allowing you to save money and staff more quickly when you have a position to fill.
You just felt the mood shift. You finished the answer detailing your biggest weakness, and the vibe in the room soured slightly. Everyone got strangely quiet. One of your interviewers suddenly started typing furiously on a laptop. The other two exchanged a knowing glance.
You feel your mouth dry out. All the moisture drains from your body and pours out of you in an escalating cold sweat. Things are going south.
However, there is still time to turn things around. One misstep, even a seemingly egregious one, doesn’t have to sink your chances completely. You can maneuver to get the interview back on track. Here’s how:
Don’t turn sour or combative. That will just make the situation worse. Even if you feel the interview slipping away from you, stay calm and project a positive attitude.
First off, your perception of how the interview is going might be wrong. You just met these interviewers…it will be hard to interpret their body language with complete certainty. Meanwhile, you’ll never get them back in your corner with a negative attitude. Better to push through on false hope than drive things further down with an unpleasant turn.
Read the Room
You come in, try a few jokes, but don’t get any real response. Crickets. Don’t double down with your five-minute standup routine.
Change your strategy to fit the mood of the room. If they get friendly, get friendly. If they stay coldly professional, follow their lead. One misstep doesn’t mean the whole interview is off track. But you have to be willing to change direction when you make that first mistake.
Circle Back Around
If you feel like you botched in earlier question don’t stew over it. Fix it. Figure out a way to get back on the subject, so you can expand your response with something more substantial.
if you can’t find a clever transition, you can just say something like “I don’t think I gave a complete answer to your earlier question…do you mind if I elaborate?”
Ask a Question
Take the focus off of you for a while. Engage your interviewer by giving them the opportunity to talk. Ask them a question. Their answer will fill some space, draw them out of their shell, and give you a potential opportunity to jump back in with a better idea of what they are looking for.
Radical Idea: Try Honesty
Things have already turned sour. What do you have to lose? Invest a little cleansing truth to re-establish a connection. In extreme cases, you can say something “I feel like we got off on the wrong foot.” It might provide the parachute you need to escape a nose-diving situation.
Use the Follow-Up for Some Redemption
Even if the interview didn’t proceed as planned, you still have room to maneuver. Use your follow up communication to revive a rapport. You’ll have the benefit of having time to compose your communication and craft it just the way you want.
Meeting with prospective employers can be intimidating. That’s why it helps to have a professional backing you up. A top-ranked staffing firm, like DHR, can provide the guidance and direction you need to find the perfect situation for you.
Here’s one of those so-called “good problems.” You have more business than you can handle. Put that in a category with a having a Lamborghini that doesn’t fit in your garage or more vacation days than you can use.
Work orders come in, but you can only fill a portion of them. You just don’t have the capacity to take care of the needs of every potential client, or they are looking for a niche worker in a specialty that you don’t cover.
It’s a sign of success that you have more customers than you can handle. Your advertising is working. You’re connecting with your target market. Good problem.
However, that “good problem” can quickly turn toxic. Those clients you’re turning away now will find help somewhere else. You might not get a second chance and, down the road, you might regret not bringing them into the fold. Meanwhile, for now, you are turning down revenue…funds you could use to reinvest in the business and help you expand.
Bottom line: when you work at capacity, you risk turning away business. Luckily, there is a way to solve the conundrum.
Join DHR’s Staffing Partner Program
The DHR Staffing Partner Program can help you absorb that extra business you’ve been turning away. The SPP makes it possible to say “yes” to every potential customer, even when you have limited resources. (And who doesn’t have limited resources?)
Here’s how it works: when you get a work order you can’t fill, simply contact DHR. They will activate their network of industry-leading partners, seeking out the perfect worker to fill the placement.
DHR will take the responsibility of filling the work order and managing the account. That means no extra expense for you. Meanwhile, you keep a portion of the revenue from that assignment.
Grow Your Business, Not Your Expenses
Under the SPP, you maintain contact with the client. No more sending the potential customer to a competitor. You keep them in house, increasing your client base and setting the stage for more orders down the road.
Meanwhile, in the short term, you increase your revenue. You keep a portion of the proceeds from each client you send through the SPP. More cash for you, all without raising your expense base. That means the extra money generated through the partner program falls directly to the bottom line.
Plus, the SPP allows you to become a one-stop shop in the eyes of your current customers. Any specialty your clients need, you can fill it through the partner program. The system can connect you with any niche skill set you need to fill a work order.
More revenue now. A wider customer base. Access to a deeper bench of talent. DHR’s Staffing Partner Program provides the key to turning those good problems into amazing opportunities.
OSHA citations are expensive in their own right. Within the last few years, Congress substantially increased the penalties the organization was allowed to levy against companies that violated safety regulations.
The maximum penalty for what’s considered a “serious” violation can now run up to $13,260 and the top price for a citation in the “willful or repeat” category garners 10 times that amount – more than $130,000.
However, the costs of violations don’t end there. An OSHA citation, especially if you start receiving multiple violations, can start a snowball effect. Monetary costs and other, more subtle, implications can mount from there.
Here are some of the hidden costs of receiving an OSHA citation:
An OSHA citation doesn’t just appear. It comes as the result of a process…and the citation itself can spark a new round of other processes.
It’s a bureaucratic and legal morass that requires attention and expert advice. All the paperwork and consultation can wrack up a significant bill.
Costs to Fix the Problem
A citation means something needs fixing. Whatever problem prompted the OSHA intervention now needs to be corrected. Getting back into compliance will likely lead to some cost on its own.
You might need new equipment or updated training. You might have to change your operational procedures, which could lead to costly shutdowns or a reduction in productivity.
Loss of Business
Reputation is everything. If clients think you run a risky business, they may look for other providers. A poor safety profile can significantly diminish your sales potential.
You might see current clients start to doubt your ability to run a safe facility. Meanwhile, a questionable reputation may make it more difficult to draw in new clients.
Hit to Morale
Workers want to feel safe. Once that OSHA citation comes in, it can inject a sense of doubt. Workers might start to question your general commitment to safety.
The diminished morale can lead to productivity and output declines, as employees feel the need to operate more carefully in what now seems like a more dangerous workplace. It can also contribute to increased turnover, as workers look for other opportunities at facilities that don’t have a history of violations.
Harder to Recruit
Just like a bad safety reputation can hurt your standing in the eyes of current employees, prospective recruits might take it into account as well.
The sense that you run a non-compliant operation can make it difficult to bring in top talent. This will make the hiring process longer and more expensive. Also, it will impact long-term productivity, as the quality of your workforce deteriorates over time.
Safety begins with people. Having a competent and conscientious workforce makes it easier to stay in compliance with all safety policies and regulations. Partnering with a top recruiting firm, like DHR, makes finding this caliber of worker.
New jobs should be exciting, for everyone involved. The fresh recruits are entering thrilling and uncharted phases of their careers. Meanwhile, you’ve finished a tedious hiring process, ready to take advantage of the productivity and output promised by the incoming employees.
One catch, though…one downer marring the hiring excitement: the onboarding process. Or, to use its full title: the boring, tedious, droning onboarding process.
But the training and paperwork-gathering necessary at the start of a new employee’s tenure don’t have to be a complete buzzkill. There are ways to provide a more positive experience.
By eliminating the drudgery of the typical onboarding process, you can increase training effectiveness, speed team building, and form a lasting bond between your new employee and the company. Here are some ways to make the procedure more enjoyable:
Make “Pre-Boarding” Connections
Just like airlines have a pre-boarding system to make the act of getting on the plane go more smoothly, you can speed the training process by beginning activities before the actual start date. Get the paperwork out of the way. Distribute the employee handbook and other materials. Also, stay in contact with your new hire.
You can get some of the more boring aspects out of the way, and form a relationship that can make the first few days of the incoming employee’s tenure more enjoyable for both of you.
Make the Recruit Feel Welcome
You can set a positive tone early in the onboarding process by hosting a small welcome party. Make a little fuss over the hire, introduce them to the office, offer them some swag and provide some treats.
The welcome event might take a half hour away from the nitty-gritty of training. But it will inject a positive vibe and create a good memory of the process as a whole.
Have a Clear Schedule
The early stages of a new position can be disorienting. Even things like finding the bathroom can become potential adventures. By eliminating uncertainty, you can smooth out the process and dial down the recruit’s anxiety.
Provide a clear outline of what the onboarding process will entail, and outline the precise steps they will take. (It couldn’t hurt to include a map – with bathrooms clearly marked – as well.) The increased transparency will ease the negative emotions that come with a new job.
Assign a Buddy
New hires get shy about asking questions. They don’t want to embarrass themselves in front of their new bosses and they don’t know any of their other coworkers well. So, they try to figures things out themselves. This can impede training and make for a frustrating experience for the incoming employee.
By assigning a mentor, you can eliminate this problem. The incoming employee can approach a peer (rather than having to direct questions toward a manager). It also decreases the social anxiety often inherent in a new situation.
Include Social Activities
Speaking of the social aspects of the job…onboarding provides a good opportunity to integrate new hires into the corporate culture. You can also use the time to help them build relationships with their new coworkers.
As such, include social functions as part of the onboarding process. Host a happy hour. Provide a special lunch. Include get-to-know-you games in the itinerary. The events will make the operation more fun, and will provide an early team-building opportunity.
Onboarding gets easier (and more enjoyable) when you have a great crop of workers coming into your company. The right team member can make any process better.
By partnering with an industry-leading staffing agency, like DHR, you make finding these workers simple. Contact DHR today to find out how they can fill your staffing needs.
Candy Crush. Subway Surfers. PUBG MOBILE. Clash of Clans. We know the apps you usually log onto when you get a few minutes of rest at work. You want to turn your brain off and spend a few minutes staring at colorful shapes and poking absent-mindedly at the screen.
Games provide a fun and relaxing way to put work out of your consciousness. But, as pleasant as they are at passing the time, games don’t provide the best use of your break. You can leverage the lull in your day to improve your mind, engage your soul, or help set up the rest of your schedule.
Whatever your preference, cyberspace has you covered. Like the old ad used to say: “there’s an app for that.” Here are five apps that can help you get the most out of your break time:
Improve Your Brain – Lumosity
Everyone wants to get smarter…or at least not get any dumber. Why not use your few minutes of downtime to pump up your brain?
A litany of apps exist for mental workouts, usually consisting of quick brain teasers and problem-solving tests. The most famous of these is Lumosity. Launched in 2007, it promises to improve your memory and problem-solving skills, along with a host of other positive mental strengthening results.
Learn Something – Blinkist
Lumosity and its competitors look to improve your general brain power. But if you want to expand your breadth of knowledge, Blinkist gives you a leg up.
The app provides 15-minute summaries of popular non-fiction books. You can blow through one or two during a single break time, letting you digest the key insights from important works, and allowing you to keep pace with your well-read friends.
Find Your Center – Calm
Work can be hectic. Your break might represent your only time out of the rat race the entire shift. Use the brief respite to clear your head and find some moments of tranquility.
Calm represents one of the most highly-rated meditation apps. It provides step-by-step instructions on how to turn your break into a quick meditation session. You can choose the length of time for your meditation, and (if you have some privacy) the app includes choices of calming sounds and voiceovers.
Get Revved Up – OfficeFit
Maybe your problem isn’t too much action at work. Maybe your problem is that you tend to get worn down as the day grinds along. By break time, your energy levels have tanked and you always spend the last part of a shift dragging.
There’s no better way to get going than with a quick exercise routine. OfficeFit provides simple workouts you can do while on the job (without too much embarrassment or sweating). It also allows you to set personal goals and even create challenges with coworkers.
Keep Productive – Hours
Some people can’t stop working, even on their breaks. If that describes you, spending some time with a productivity app might actually define your idea of “fun.”
Hours lets you keep track of multiple responsibilities while assigning levels of priority. You can set notifications to remind you of important deadlines. You can also easily juggle lots of tasks at once and follow the progress of long-term projects.
Your whole workday can feel like a break if you have a job you love. Working with a top-flight recruiter, like DHR, can help you achieve that feeling.
Contact DHR today to find out how they can put you in the perfect situation for you.
All business decisions come down to questions of resource allocation. You want to make as much as you can with as little cost as possible … that’s the fundamental goal of any manager.
It’s true everywhere. If you’re making cars, you want to use as little steel as you can, as little plastic or rubber, as few worker hours as you can get away with. Same with oil drilling, or making video games, or delivering pizzas, or offering hot air balloon rides.
And the same holds true for the staffing industry. You want to fill as many job orders as possible without ramping up your costs.
But what happens when the resource-to-order mix gets out of whack? What happens when you have more orders than you can handle?
The answers to these questions are complex, yet central to your ability to help your clients as much as possible without jeopardizing your business. Luckily, DHR has a solution that lets you keep your expenses under control while still providing all the service your clients need.
Feast or Famine
The problem in making these judgments comes from the variability of job order flow. Customers don’t call you in a steady, predictable pattern. They call you when they need you. It can be feast or famine.
Invest enough resources to take care of the heaviest influx of orders, and you end up having staff members sitting around most of the time. However, prepare only for the amount of business you can expect under normal circumstances and you might miss out on an opportunity.
You may end up turning clients down, missing out on potential long-term revenue drivers. Or you create situations where your current customers need to engage another recruiter to fill certain orders. That’s a dangerous scenario – like letting your spouse go out on first dates with other people. Eventually, you’re opening the door to the competition.
DHR’s Partner Program Bridges the Gap
Enter DHR, with their Staffing Partners Program. The SPP provides a safety valve for those times when your resources are stretched to the limit.
Under the SPP, if a work order comes in that you can’t handle, you simply contact DHR. We can activate our partner network, locating the ideal worker to fulfill the order.
The responsibility for hiring the worker and managing them during their tenure at the client falls to DHR. You don’t have to invest any resources in the process. However, you receive a portion of the revenue generated by the work order.
The arrangement allows you to boost revenues without taking on additional costs. You are also able to keep risk under control because DHR handles the day-to-day management of orders filled using the partner program.
With DHR’s SPP, you never have to turn down new customers again. What’s more, you can become the go-to provider for your existing clients, able to fill any request they have almost instantly.
By signing up for the partner program, you no longer have to worry about getting too much business. You can relax, knowing that DHR’s SPP can help you fill any job order you receive, no matter how much volume you have to handle.
Contact DHR today to learn more about how to fill those piling-up job orders.
While you try to avoid all workplace accidents, some situations pose a greater threat than others. A light injury or some property damage represent one kind of negative consequence. The death of a worker exists in a totally different category.
As such, the Occupational Safety and Health Administration, better known as OSHA, has designated its so-called “fatal four.” These are the safety hazards most likely to lead to a fatality. Any meaningful safety protocol should start with preventing these situations.
By far, the most life-threatening work situation comes from falls. According to OSHA statistics, this category accounts for 39% of workplace fatalities.
Not surprisingly, fall-related safety protocols also make up a significant number of safety violations issued by OSHA. Of the top ten most violated rules, fall prevention plays a role in four of them. This includes the number-one source of OSHA violations, called simply “fall protection, construction.”
So, the first step to preventing falls would be to make sure all safety protocols are in place and being followed all the time. Maintain rigorous control of dangerous situations, such as scaffolding and ladders.
Beyond that, keep the risk of tripping or slipping as low as possible. If something spills, clean it up quickly. Maintain a clear walkway in all work areas, free of clutter or obstacles. Make sure there is adequate lighting at all times.
Struck by Object
OSHA statistics show that about 8% of all workplace deaths come as a result of the victim getting struck by an object. That makes it a distant second to falls, but still a significant danger in its own right.
Store items properly. When stacking materials, maintain a sensible height. Don’t let piles of items become precarious. Meanwhile, if tools or other materials are stored above, make sure they are properly secured at all times.
Beyond that, make sure your workers have the proper gear to mitigate any injuries that might occur. Hard hats are a key example, but provide goggles or safety glasses where appropriate as well.
Electrocutions account for just over 7% of all workplace deaths, according to OSHA.
Again, the key to prevention comes from maintaining the highest precautionary standards. OSHA lists three main factors that contribute to workplace electrocutions: 1) unsafe equipment; 2) unsafe environment; and 3) unsafe work practices.
Each of these items should be addressed. Immediately repair any equipment that becomes even theoretically dangerous (frayed wires, etc.). Keep workstations free from threatening situations (wire tangles, sparks, etc.). And provide thorough training for any workers who come in contact with electrical equipment.
“Caught in/between” refers to events where workers get stuck between two objects or get caught in a confined space. The danger comes from the body getting squeezed to the point where injury or death occurs. (The category also includes workers crushed by a collapsing structure or by falling material.)
OSHA statistics show that this danger contributes to just over 5% of all workplace deaths.
First, identify areas in your workspace where these kinds of situations pose a major hazard. Second, either take steps to lower the danger levels, or quarantine the hazardous zone from the rest of the work area.
Once the areas are set apart, workers should maintain their distance. Also, barriers and restricted areas should be observed at all times.
A vigorous safety regime starts at the front line: your employees. Well-trained and conscientious workers make a safe environment easier to achieve. How do you find these top-flight workers? A recruiter, like DHR, is a good place to start.
Contact DHR today to find out what they can do to update your safety profile.
Any teacher will tell you kids learn in different ways. Some learn best through reading. Some are audio learners. Others get more out visual presentations.
Kids grow up. Eventually, they end up with bills and a mortgage … some of them working for you in order to pay those bills and mortgages. But the differences remain.
Take motivation. Like the different learning styles they had as kids, your workers will respond to different incentives. Some get spurred to exceptional work through the promise of money. Some find inspiration in the expectation of career advancement. Others have more emotion-based drivers.
Tapping into each person’s specific motivation helps your team reach its peak performance. With that in mind, here are six distinct types of workers and how best to motivate them:
The Paycheck Player
Some people only work for money. You can’t really criticize them. Would you show up tomorrow if you weren’t getting paid?
You can call a paycheck player narrow-minded, or you can say they have their eyes on the prize. Either way, you can’t stoke their interest without additional compensation: raises, bonuses and extra benefits.
The Big Dreamer
These workers go to sleep dreaming of sitting in the CEO chair. They may spend their days collating copies, but they see themselves delivering Tim Cook-style stage presentations sometime in the next 10 years.
Less interested in their current compensation, these workers will put in extra effort for the promise of advancement. They target promotions, so any hint in that direction will get them hustling.
Work isn’t just a place to pick up a paycheck or a stepping stone for something better down the road. It’s also a place to learn.
The Scholar represents a type of worker who values the ability to pick up new skills or try new things. They are first in line for travel. They are always bothering you to send them to a training course or for certification. Just putting them in a new environment can get them to raise their games.
These workers enjoy helping out, and gain energy from feeling appreciated. They don’t need as many material rewards, but they respond well to emotional encouragement.
These workers thrive with additional attention and inspiration. You can get the most out of them by investing some personal time and peppering them with kind words.
The Network Hub
Some people like to be the center of the action. They have to know everyone and operate best when they are the hub of communication.
You can spark next-level effort from these workers by making them the information gatherers. They react best in social situations, so they can provide the glue between projects, or make strong liaisons with clients and suppliers.
Not every worker receives their motivation from you. Rather than finding inspiration from anything management can do for them, these ultimate team players mainly draw their next-level energy from their co-workers.
The Catalyst loves to feel like part of the team. Their ultimate reward is the respect of those around them and the joys of group success. They are perfect for project leadership positions and peer committees.
Inspiring your team becomes easier when you have the right workers. A strong mix of various personalities leads to improved productivity and a better culture. Working with the right staffing firm, like DHR, can assure you have the right team in place.
You like your laptop. It gets the job done. But lately, the “u” key has been sticking and it runs slower than the newer models. About time to buy a new one and toss the old one out.
Hopefully, you have more staying power in your workplace than the average laptop. But it can be a scary thing. Modern corporate culture can sometimes emphasize interchangeability; people treated little better than average electronics equipment. Most workers, in most situations, can easily get swapped out for someone with nearly identical training and experience.
It doesn’t give the average worker much leverage and creates a precarious situation if a company gets to the point where layoffs or cutbacks are needed.
So, the question becomes: When you look around your workplace, do you feel replaceable? Could they swap you out for someone else tomorrow and not miss a beat?
If the answer is “yes,” take some action. Here are four steps you can take to make yourself irreplaceable in your workplace:
Answer the Call
It’s 4:30 p.m. on Friday and your boss puts out a call for volunteers. A project needs to get completed by Monday, so she’s hoping a few people can stay late and maybe come in on Saturday. Do you slink off to the bathroom and hide in a stall until the recruitment is over? Or do you put your name out there first?
Becoming an irreplaceable employee takes some sacrifice. You might have to surrender some free time and do tasks you’d rather avoid. But, in the end, you make your position more secure and open the door to more opportunities down the road.
Cultivate Special Skills
The question of replaceability comes down to a competition. You are stacked against anyone else who would want your job … all those people out there who would gladly replace you. You need a reason why you deserve the job more than them.
You must differentiate yourself from the pack. To do that, you should develop specialized skills. If you’re the only person in the office who can accomplish a particular task, management will have a hard time throwing you overboard.
Build a Constituency
Treat the workplace like a politician treats their constituency. The more connections you have, the more tightly knit into the company’s fabric you become.
Ultimately, decisions are made by people. Getting more of your bosses and co-workers on your side will make you a centerpiece in the office. Plus, the network you build might come in handy later in your career, even after you’ve left your current position.
Today, you might be invaluable. But it’s pretty easy to find yourself completely expendable tomorrow.
Think about athletes. Worth tens of millions of dollars in their prime, but within a few years, they can become unable to compete. Age, declining skills, injury – a once great athlete can fade into retirement very quickly.
For your situation, this has less to do with physical qualities and more to do with skills. Technology develops quickly. Not keeping up with evolving trends can leave you on the outside looking in.
When you have a position you love, it’s easy to find the motivation to become irreplaceable. DHR specializes in finding people the perfect placements for their skills and talents. Contact them today to find out more.