The Benefits of the Contract-to-Hire Staffing Solution

May 29th, 2015

Bringing in a permanent employee means making a commitment. Even though there’s much less loyalty between companies and employees than there used to be, you generally want employees to stay for a long time. Finding the perfect employee you can commit to can mean a long recruiting process. But if you have an immediate need, bringing in a contract-to-hire worker lets you and the employee decide if you’re a good fit for each other, without making a long-term commitment in the early stages of your relationship.

Contract-to-Hire Offers Flexibility

When you bring in a contract-to-hire worker, you get the opportunity to see the person solve real-life problems — solve your real-life problems — and see if they’re a good fit for your firm. The new worker may be especially motivated to impress you, so they’re likely to work hard to get the job done.

Money matters can also make a contract-to-hire employee the right staffing solution. Before you turn the worker into an employee, you won’t be providing benefits, so the contract-to-hire worker may be less expensive than a full-time employee. This can be especially useful if you need to add staff in the middle of the year, when you may have less budget flexibility, or if it’s late in the year but you aren’t sure of next year’s budget yet. You may need to staff up to be ready for an expected new project — but need flexibility in case the project doesn’t come to fruition.

If you’re fortunate, you and the contract-to-hire worker will both agree the position is a good fit, and decide to make it permanent. At that point, converting them to full-time staff is mostly an administrative matter; the new staffer can just keep doing their job.

Contract-to-Hire is Low Risk

If the position doesn’t work out, there is little legal risk in terminating the worker, unlike with permanent employees. Although contract terms will vary, there is usually no need for a long notice period or severance pay. You can work with the staffing agency to find another worker to try in the position. The feedback you give about the contractor who didn’t work out can help clarify what you’re actually looking for in your new employee.

Work With a Staffing Agency to Find Your Next Employee

InReach IT Solutions can help you consider all your options, including contract-to-hire, in order to find your best new employee. Contact us to find out how we can help.

Should You Consider Candidates With an Employment Gap?

May 22nd, 2015

A dense, multipage resume can indicate a candidate with a lot of experience — or it can indicate a candidate who’s padded their resume with buzzwords and projects they were only briefly familiar with. A thin resume that has gaps in employment can indicate a candidate who’s been unable to hold a position — or someone who’s taken chances and learned a lot from their experiences. You’ll never know the difference in either case, unless you take the time to interview the candidate and ask about it.

In today’s economy, gaps in employment are more common than ever. This is especially true in the tech business, where employees are often hired when a project starts up, and let go if the project fails. Startups can offer workers a rich learning environment that collapses overnight.

Questions to Ask About Gaps

When you see a resume with gaps, it’s important to find out whether they were voluntary or involuntary. If involuntary, was the employee let go due to failing to do the job, or was it the company that failed? If voluntary, what were the employee’s reasons for choosing not to work for that period?

Whether the candidate chose not to be employed or was unemployed voluntarily, find out what they did during that time and how they maintained their skills or developed new skills that will help them fill the position you’re hiring for.

You also should review the resume for a pattern of gaps and the timing of gaps. Repeated brief periods of employment followed by gaps raise questions about the candidate’s judgment, ability, motivation, and commitment.

Evaluating Answers About Gaps

When you ask the candidate to explain the gaps, pay attention to the answers. The candidate should have a clear, consistent story. If you like the candidate, but have concerns about their answers, doing a background check is worth it to verify the details. If the candidate is reticent to answer, this may mean the reason was personal, such as an illness in their family, but it may also mean the reason was negative, such as a period in jail.

Work With a Staffing Firm

A staffing firm like InReach IT Solutions can help you evaluate the resume of a candidate with gaps by doing preliminary interviews and checking references. Contact us to learn how working with an agency can help you find your next employee.

Overcoming Today’s Top Hiring Challenges

May 15th, 2015

Keeping a business running and growing requires finding and keeping employees dedicated to their jobs. In today’s workplace, companies face more hiring challenges than ever, especially in the highly competitive information technology field. Here are the three top hiring challenges you may face in 2015.

Finding the Best Talent

The job market is more splintered than ever, with multiple means of searching for candidates. It isn’t enough to post a job opening on your website. Employers need to have a brand that speaks to job seekers as well as customers. Developing that brand requires utilizing multiple channels, including the corporate job site, social media sites like Facebook, professional networking sites like LinkedIn, and possibly even sites like YouTube. These sites can also be leveraged to find passive job candidates.

Hiring the Best Talent

Once you’ve found the ideal employee, you need to convince them that you’re the ideal employer. Because of the upturn in hiring, job candidates have more options open to them. Convincing the candidate to choose you may mean increasing salary offers or adding bonuses. You may want to offer relocation assistance to attract workers from outside your local area. You may also choose to hire workers on a freelance or contract basis, rather than as permanent employees.

Keeping the Best Talent

Turnover in technology staff has always been high. Today, mobile search makes it easier than ever for employees to learn of new opportunities, so you may have to take extra steps to retain your staff with larger raises, bonuses, or benefits. Keeping technical staff doesn’t necessarily require paying them more; IT workers are often motivated by challenge, so the opportunity to work on a big project or with new technology can persuade them to stay.

You may also want to take measures to retain older workers, as more baby boomers reach retirement age. While technology is often driven by youthful inspiration, older workers have valuable experience. Some baby boomers might prefer to reduce their work hours rather than retire completely, which allows you to leverage their expertise when bringing in newer staff.

Get Help

Locating, screening, and hiring the best employees is tough. Get help from a company that knows how to match the right candidate to the right position. Contact InReach IT Solutions to find out how we can help you.

 

The Value of Behavioral Interview Questions

May 8th, 2015

Resumes and transcripts tell you where a job seeker’s been and what they’ve done in the past, but that’s only part of what you want to find out before making a hiring decision. You need to get a sense of how they’ll do going forward—how they’ll react to the specific challenges they will face in the job you’re hiring them for. Behavioral interview questions help you figure that out. Some studies claim behavioral interviewing is 55 percent predictive of future behavior, much higher than the predictive results from traditional interviews.

Behavioral Interview Questions

Behavioral interview questions probe more deeply than the typical “Tell me about yourself” questions. These questions don’t focus on confirming the information on candidates’ resumes and transcripts, but ask candidates to talk about when they demonstrated desirable behaviors.

Before integrating behavioral interviewing into your hiring process, decide which qualities you are looking for. These can be skills such as critical thinking, personal characteristics like self-confidence, or specific job requirements such as making persuasive presentations. Once you’ve decided on the qualities, plan to ask interview questions where the answers will demonstrate those qualities.

Usually, behavioral interview questions require candidates to talk about a specific type of situation and their response to it. For instance, depending on your priorities, you can ask a potential employee to describe a crisis and their response to it, or talk about a time when they had to work as part of a team, or discuss a situation where they had to take on a leadership role. Look for the candidate to answer based on actual experiences, rather than hypothetical situations.

Because behavioral interview questions are so open ended, there is no right or wrong response. The process requires asking follow-up questions to dig deeper and get more details from the candidate, confirm they are consistent, and validate their answer. It’s important to know in advance how you will evaluate and compare candidates’ responses to these questions.

Help With Your Hiring

Finding the best new hire requires a strong search process as well as effective interviewing. Contact InReach IT Solutions to find out how we can help. If you have an open job where you’d like our help, provide the job details and we’ll be in touch.