SNELLING MAKES FINDING QUALIFIED TALENT SIMPLE. TALENT ROAD MAP Regardless if you are looking to leverage contingent workers or full-time employees, the hiring process can be harrowing. Cultural fit, salary negotiation and even the decision to hire an intern can have long-lasting repercussions and costs. Snelling understands the hiring process, in all its forms, and we offer a selection of reports and articles to help our clients through this process. THE RIGHT STAFFING FIRM PARTNER WILL BOOST RESULTS If you work with a staffing firm to help you through the ups and downs that your growing business faces, you have a vested interest in making that relationship as successful – and profitable – as possible. READ OUR ARTICLE to learn 7 things you need to focus on in order to make the relationship work and boost your bottom line. HIRE AND RETAIN THE BEST TALENT FOR SEASONAL BUSINESS TRENDS Seasonal workers come onboard to help you run your business during your most profitable times of the year. Having them engaged, happy and eager to return has reduced costs and can boost profits. READ OUR ARTICLE to learn 6 tips on how to effectively hire to make your transitions in and out of your busy season as smooth as possible. 4 SIMPLE THINGS YOU MUST DO TO REDUCE TIME TO FILL The hiring process is extremely time consuming and can drain expenses if not effectively managed. If you feel that you are in a never-ending loop of recruiting and interviewing, READ OUR ARTICLE to learn 4 simple steps to keep your hiring process moving forward. WRITING EFFECTIVE JOB DESCRIPTIONS If you are not able to picture the perfect person for one of your open jobs, then you may need to revamp the job description for that particular position. Read our article to learn the step-by-step process to successfully do this. KNOWING THE TYPE OF CONTINGENT WORKER YOU NEED The term “contingent worker” use to refer to a small group of workers. This is the no longer the case, and this entire workforce segment is growing exponentially. Do you know what the various terms mean? READ OUR ARTICLE to learn the difference between a leased employee and a direct hire temporary (for example) so you can better partner with us for your entire workforce planning needs 6 THINGS TO CONSIDER WHEN PLANNING YOUR ONBOARDING PROGRAM How can you create a new onboarding program for your company, all the while taking into account your own special situations. Much of the process does have to be personalized, but there are 6 guidelines that apply across the board – for all companies everywhere. READ OUR ARTICLE about these 6 guidelines. DO’S AND DON’TS FOR SALARY NEGOTIATION Part of the process of hiring a new employee is negotiating a fair salary. A salary negotiation window exists from the time the candidate is offered the job until the candidate accepts the job. The results of this salary negotiation can leave a candidate feeling wanted or devalued and the employer feeling excited or deflated. LEARN MORE about salary negotiation. THINK BEFORE YOU HIRE AN INTERN Historically, companies used internships as a major component of their recruiting strategy. Today, companies are offering a larger number of unpaid internships, strictly as a money-saving tool. The Dept. of Labor provides a 6 point test that should be met in order for the unpaid internship to be consider valid. READ OUR ARTICLE on how to make sure you do not run into legal trouble when leveraging interns. HIRING FOR CULTURAL FIT Cultural fit is the single most important factor in hiring decisions, and a candidate’s personal and professional values certainly tie into this. While certain skills are going to be the price of consideration for certain positions, if a candidate is not going to fit the culture of the company and department, even the most superior skills will not ensure success in the long run. LEARN MORE about finding the right fit. IDENTIFYING BEHAVIOR PATTERNS DURING THE INTERVIEW PROCESS The most effective way to hire exceptional, loyal employees who will fit into your company’s culture and help your company achieve yearly goals is to hire them for their inherent abilities. These cannot be taught and have everything to do with who the candidate is on a fundamental level. You find these employees by identifying behavior patterns during the interview process. LEARN MORE. TRUE VALUE OF REFERENCES Reference checking is a vital part of the hiring process. In theory, most companies agree, but few companies undertake this process, believing that job applicants will never provide bad references. This is not the point of a reference check. READ OUR ARTICLE to learn the true value of a reference. SNELLING – CORPORATE OFFICE 111 SPRINGHALL DR. GOOSE CREEK, SC 29445 PHONE: 800-835-6755 FAX: 843-577-5742 EMAIL: INFO@SNELLING.COM URL: HTTPS://WWW.SNELLING.COM EMPLOYEE PAYSTUBS EMPLOYEE W-2S (PAPERLESS EMPLOYEE) COPYRIGHT © 2006-2021 SNELLING STAFFING PART OF THE HIREQUEST INC. FAMILY OF COMPANIES PRIVACY POLICY | CA PRIVACY POLICY | TERMS OF USE eTIMECARDSJOBS