WSI Recruitment and Staffing, Author at WSI

What to Expect When Getting a Job Through WSI

Applying and interviewing for jobs is enough to make anyone sweat. We understand the struggle and want to make our process as easy (and comfortable) as possible. Ready to be the most prepared person in the interview waiting room? Here’s exactly what to expect when applying for a job through WSI.

Phone Screen

After you apply for a job, a phone screen is the first step. A WSI Staffing Coordinator will reach out to you for a quick chat about the job, shift, and pay rate you’re looking for. This lets us know exactly what you’re looking for so we can make sure we have openings that fit your needs. We don’t want to waste your time, so the initial phone screen reduces the risk of coming into the office only to find out we don’t have any job opportunities you’re looking for.

Interview

Congrats! You’ve made it to the interview phase. (Don’t be nervous.) When you arrive in the office, you’ll be asked to fill out paperwork (a questionnaire and tax survey) and then it’s off to the races! During your interview, our Staffing Coordinators will go more in-depth about the positions they think you’d be a good fit for. They’ll ask questions about your job history, your skills, and why you left your last position. Sometimes we may not have the perfect fit for you, but don’t worry – we’re always growing! We’ll keep your information on file and give you a call when we’ve found the perfect match.

Orientation

You made it! Once you’re offered (and you hopefully accept) a position, you’ll be required to go through orientation. This involves a drug screen, background check, paperwork, an overview of your new position, and a start date.

HERE ARE A FEW THINGS TO KEEP IN MIND:

Our conviction policies vary from client to client. It’s important to be honest with your Staffing Coordinator before we get to this step, so they can accurately assess where we can send you.
Just because marijuana is legal in Michigan, our clients still require that we test for THC.

Don’t worry – we’ve got you. Just think of us as your job search wingman (and wingwoman). If you still have questions, feel free to reach out to your local branch for any clarification.

Ready to get the ball rolling? Click here.

7 Things to Look for in a Staffing Agency

WSI Staffing Blog - 5 THINGS TO LOOK FOR IN A STAFFING AGENCY

Let’s face it – not all staffing firms are created equal. That’s why when it comes time to enlist the help of a temp agency – you should pick one suited for your unique needs.

As a job seeker, check these seven things off your list when choosing a staffing agency to work with:

They have openings in your field of interest

There are many staffing firms to choose from, so choose one with expertise in your field. If you’re in search of clerical work – choosing an agency like WSI that specializes in industrial positions probably won’t pay off for you in the long run. Double-check with your agency before coming in for an interview to make sure you’re both on the same page.

They have an onsite representative

When navigating between your employer and agency, there can be some disconnect. It’s important to look for a staffing firm that has a representative onsite at your company (Hint: WSI does). These representatives coach, counsel, and assist you with any questions or concerns you may have. They also are a huge help when it comes to onboarding and orientation procedures.

They don’t charge for their services

Never sign with a staffing firm that asks you to pay for job placement. Reputable staffing firms don’t charge job seekers for their services.

Fun Fact: Reliable agencies charge the employer for their services, not job seekers. Curious about other staffing agency myths? Head here.

They offer the option to be hired-in

If you’re looking for long-term work, choose an agency with temp-to-hire opportunities. This means there’s a greater chance you can be hired in permanently with good work performance and attendance.

Fun Fact: In addition to temp-to-hire, WSI also offers direct hire opportunities when available.

They offer benefits

Weekly pay, Medical benefits, vacation days, etc. These are all benefits you should look for in your job search.

Fun Fact: WSI offers all of these, plus incentive programs! Check out our latest Free Rent Referral Program.

Applying is a cinch

Besides the guidance, coaching, and connections working with an agency comes with, a streamlined process is one of their biggest advantages. Your agency should be doing everything in their power to make the process fast, easy, and relatively painless. Ask your Staffing Coordinator what the process will look like beforehand to ensure you’re prepared for the next steps.

The reviews speak for themselves

The proof is in the pudding… or in this case, the Google Reviews. You can easily get a feel for other people’s experience with the staffing agency by looking at the reviews left on the company’s Google page. These reviews will give you perspective on the good, bad, and ugly from current and past associates.

Extra points if the company responds to reviews! Like this one from WSI 😉

Choosing a staffing agency isn’t rocket science, but it’s a smart idea to give it some thought.

Any questions about what WSI offers? Head here.

Turnover is a symptom, not a diagnosis

While turnover is an important metric, it often doesn’t paint the bigger picture when it comes to KPIs (Key Performance Indicators). High turnover is just one of the many symptoms of chronic disease. If we did a full scan, we’d likely find additional underlying symptoms that are beyond any staffing agency’s control. Things like low pay rates, companies not hiring people in, employees not getting a full week’s pay due to an equipment malfunction shutting a line down, and poor relationships with supervisors.

What we’ve found, however, is that we can control KPIs that drive toward reduced training and OT costs, like:

Manager Satisfaction

“People don’t leave their jobs, they leave their managers.” People are more likely to leave a company if they feel things aren’t being handled fairly at work. Managers are the ones who can align people and create positive feelings within their team and company – so use that to your advantage.

Quality of Candidates

Employees who are placed in jobs that are too difficult for them or whose skills are underutilized may become discouraged and quit. By carefully studying the requirements for the job and asking applicants the proper prerequisite qualifications, you can minimize the chances of this happening.

Engagement between the Associate and their Supervisor

Employees need guidance and direction – especially new ones! The absence of proper training (and communication) from a supervisor may cause employees to fall behind in their performance and feel they lack the ability to do their job.

Satisfaction – the associate actually likes being there!

The nature of the job itself contributes just as much as the manager towards an employee’s decision to leave. It’s important to note that although you may feel you can’t change the work itself – you can still give a sense of independence, more feedback, and a feeling of involvement in any role.

Taking a look a the underlying symptoms and addressing them will ultimately lead to an increase in productivity. So, what is your current productivity performance and how is it trending v. target? How are standards of performance measured for contingent staff within your organization?

The Importance of Filling out Tax Forms (Properly)

When you get a job through WSI, one of the pieces of paperwork you’ll fill out is IRS form W-4. The purpose of a W-4 is so that WSI can withhold the correct federal income tax from your pay.

Why is the W-4 important?

It’s extremely important to fill out this form correctly because the IRS requires people to pay taxes on their income gradually throughout the year. If you don’t fill out the form properly, it could result in owing a surprisingly large amount in April. Additionally, you could also face penalties for underpaying your taxes during the year (and nobody wants that).

On the contrary, if you withhold too much tax, your paychecks will be smaller than what you’re used to.

When determining how much to withhold, the IRS Online Withholding Calculator can help provide an accurate depiction based on your current situation.

When should I file a new form?

Starting a new job is one situation where you would need to fill out a new W-4. Other situations that might warrant a change to your W-4 include having a child or picking up a second job. It’s also important to note that you may change your form at any time, not only when you have a life-changing event. If you identify that you are having too little or too much in taxes withheld, it’s not the end of the world – you can still make a change!

The Bottom Line

It’s important to take the time to calculate your withholdings properly. By doing so, you’ll avoid having to pay penalties at tax time and will keep as much of your earnings as possible.

At the end of the day, we don’t know your full tax situation. If you have questions about your withholdings please refer to the IRS Online Withholding Calculator. Happy calculating!

How to Have a Successful Performance Review

It’s performance review season, and for many, this is a cause for panic. Although they get a bad rap, annual performance reviews can provide valuable feedback and are a key driver for one’s professional growth.

Here are several tips to help you prepare (and rock) your performance review:

Preparation

Preparation is the key to your success. Give yourself at least an hour to reflect as you fill out your form and take into account the accomplishments you’ve had throughout the year. Be ready to discuss new goals, areas for growth, and examples of the value you brought to the company.

Address Your Shortcomings

Look, no one is perfect – even your boss. So if you had any failures, be prepared to talk about them and explain why you fell short. Then, make a plan on how to avoid those shortcomings next time (and don’t be afraid to ask your boss for advice)!

By addressing your faults, it signals that you’re taking your performance seriously, and gives you a chance to craft your message before discussing difficult topics.

Prepare Questions in Advance

Take advantage of the conversation and ask for feedback. Questions like “What could I do to improve?” and “Am I on track relative to my peers?” are great ways to demonstrate your commitment to the role.

Be on Offense (Not Defense)

There’s a fine line between offering excuses and explaining yourself. If you go into the review on the defensive without providing evidence – this sounds like a game of he-said-she-said. Instead, gather evidence for the shortcomings you need to address and be open to suggestions.

Listen

Keep in mind – the goal of the performance review isn’t to make you feel bad. Rather, it’s intended to bring out the best of your abilities. By actively listening to your manager, consider how you can apply what they’re saying to your responsibilities.

That’s it! At the end of the day, these meetings are intended to be a conversation to help you improve. Keep these tips in mind and you’ll be sure to walk away from your review refreshed and ready to rock your role throughout the rest of the year.

Alternatives to Saying, “That’s Not my Job”

“That’s not my job.” We’ve all heard this phrase in the workplace before – heck, we’ve maybe even said it a time or two. It’s become a common phrase, but that doesn’t mean it should be. Ever heard of “All other duties as assigned?”

Let’s think about a scenario for a second:

Your co-worker comes to you, frantic, because she’s running behind and needs help cleaning at the end of the day. Is it your job to clean up at the end of her shift? Probably not. You have two options: Help her out, or mutter “That’s not my job.”

Obviously, it would be easy to avoid extra work at the risk of being labeled as someone who is lazy and unaccommodating.

But that doesn’t mean you should automatically pick up the slack for others, either. Consider other ways to say yes or no in a more productive way:

If you do have time to help out:

Instead of, “Yes, I’ll drop everything I’m doing right now.”

Consider: “How can I help [within this time frame]?”

If you don’t have time to help out:

Instead of “Cleaning the kitchen isn’t my job.”

Consider: “I’d like to help you out, but I don’t have the capacity to right now.”

If you can, offer a compromise:

“I’m really pressed for time so I can’t help clean the whole kitchen, but I’d be happy to take the trash to the dumpster on my way out.”

At the end of the day, it’s ok to say no. But, next time a co-worker requests your assistance, think about whether or not you want “That’s not my job” to be your tagline.

Job Seekers: Taking Advantage of the Skills Gap

WSI Staffing Blog - job seekers take advantage skills gap

While the skills gap continues to plague the global workforce, this is a perfect opportunity for job seekers to learn and develop skills in order to shrink the gap. By knowing the types of skills hiring managers are looking for and how to obtain them, it can give you a leg up on the competition.

Here’s how to stand out as a candidate in today’s job market:

Think Outside the Box

One of the biggest concerns we hear is that when baby boomers retire there won’t be anyone left who knows how to do industry-specific, skilled jobs. One of the best ways to combat this issue is to think about alternatives to a traditional 4-year degree, such as:

Technical/Trade Schools
Skill/Industry Certification Programs
Apprenticeships
Online/Distance Learning

WSI Tip: Consider researching the job market in your region to better understand what industries have the best outlook.

Tailor Your Resume

We’ve said it before and we’ll say it again – Tailor. Your. Resume.

When applying for a job, it’s important to tailor your resume for the specific job or industry you’re looking to get into. No specific experience? No worries. Show recruiters how your past experiences will transfer to this new role. (P.S. At WSI, many of our entry-level positions aren’t looking for experience, but a culture fit.)

Don’t Underestimate Soft Skills

Speaking of experience – soft skills count. Were you a dependable team-player in your last role? Do you have a positive attitude? These are skills that can’t necessarily be taught. Many companies would rather train specific skills than hire someone who already has them but has a bad attitude.

Work With a Staffing Firm

Research shows using a staffing firm is a great way to get your foot in the door and get hands-on experience in a new industry. At WSI, a majority of our manufacturing and light industrial jobs come with the opportunity to be hired in, with potential for career growth. (For a list of current openings, head here.)

Luckily for you, the tight labor market means you have an upper hand in today’s job market. Use that to your advantage!

3 Ways to Refine your Employer Brand Fast

When talent demand is high, employers must have a solid employer brand in place to stand a chance against competitors fishing in the same talent pool. If you want to catch a fish, you better have the most attractive bait.

A company’s employer brand is how the company is perceived by prospective employees when they are determining whether your business is a place they’d like to work (and existing employees when deciding whether they want to stay, too). It encompasses culture, benefits and compensation, values and overall reputation. While most employers understand the importance of employer branding in their recruitment efforts, many are unsure of how to start the process of refining their employer brand to meet their candidates interests and needs.

WHY EMPLOYER BRANDING IS SO IMPORTANT TO GET RIGHT:

According to the National Association for Manufacturers’ (NAM) most recent manufacturers’ outlook survey, the primary business challenge cited by manufacturers surveyed was attracting and retaining a quality workforce. In fact, nearly 70 percent of respondents cited this as their number one challenge.
A strong majority of candidates identify reputation as a key factor when considering a new job. And, according to Glassdoor, candidates read at least four reviews before forming an opinion about a company.
Additionally, employers with a strong employer brand can reduce their cost-per-hire and increase the number of qualified applicants they receive, not to mention reduce turnover. (LinkedIn)

When candidates are considering a new employer for full-time or temporary work, their opinion is often influenced by factors of an employer brand, like:

Company mission and vision
Company location(s)
Compensation and benefits
Opportunities for advancement
Job security
Management
Culture
The team, and who they’ll be working with
Company values, including corporate social responsibility and community efforts

Without these employer branding elements clearly defined and communicated, recruiting success is unequivocally compromised.

START STRENGTHENING YOUR EMPLOYER BRAND – NOW

In addition to customized recruitment messages, videos, and social recruitment strategies, it’s important to create and distribute content that is relevant and interesting to your target pool of candidates – and to pipeline talent ahead of critical needs. A major benefit of having a developed employer branding strategy is that reactionary recruiting becomes the exception instead of the norm.

To begin honing your employer branding strategy, consider starting with these three steps:

Partner with marketing. It is important to promote the whole company – mission, vision, values – not just open jobs. Work with marketing and other internal stakeholders to share a holistic message that gives special consideration to the talent you’re trying to attract to the business.
Safeguard your online reputation. An employer brand is nothing you can completely control. It lives in the hearts and minds of your employees and candidates. What you can do, however, is take an active role in the conversations being had about your company as an employer. Stay close to your online review profiles, like Glassdoor, Yelp, and other company-rating sites, and engage with people on social media.
Be authentic and flexible. Meet with your target audience on their terms – meaning, if the talent you’re trying to attract is online during certain days of the week or times of day, make it a priority to have someone covering the desk at that time. Candidates today are expecting real, not templated, responses to their questions, and they’re expecting it on their time. Deliver an experience that caters to them.

If you would benefit from having an exploratory conversation about your employer brand, contact us. We have offices in Kalamazoo, Battle Creek, Grand Rapids, Sturgis, Marysville, OH, and Tipton, IN. We’d be happy to meet with you to discuss how you can improve your employer brand and better attract (and retain) the talent you need to successfully operate and grow your business.

10 Activities to Do After Work

Some people have developed a habit of flopping on the couch after work to binge-watch their favorite Netflix series while eating dinner at the coffee table until it’s time to go to bed. (It’s us – we’re some people.) As it turns out, the most productive people have unique strategies to rest and recharge after a long day of work. Here are a few things you can do after work to go from being “some people” to “productive people”:

Read

Avoid turning on the TV. It’s time to tackle that stack of books or magazines that’s been on your nightstand for weeks…or months. Catch up on your favorite blog or news website. Peruse your local news stories.

Play

Grab a friend, family member (or dog) and head to the park. Go for a walk. Ride your bike. After all, playtime isn’t only reserved for children.

Try a New Recipe

Been dying to make that new pasta recipe you saw on Pinterest? Riveted by the mouthwatering macaroni and cheese video Tastemade posted? Pick up the ingredients on your way home, blast your favorite music, and get to work in the kitchen!

Start a Hobby

Whether it’s gardening, woodworking, or that goat yoga class you’ve been wanting to try – go for it! There’s no time like the present.

Get Outside

Chances are, you’re inside for most of your day. Get out and enjoy some sunshine and fresh air. You don’t have to go far- even if it means sipping your favorite drink on the front porch.

Volunteer

Maybe you love animals – animal shelters are always looking for volunteers. Maybe senior citizens are your cup of tea – there are ample opportunities to volunteer at retirement centers and nursing homes. Love kids? Become a mentor or donate time to your local children’s hospital. Whatever your jam, pick an organization that aligns with your passions and set aside time to contribute to them. It doesn’t have to be every day or every week, but whenever you’re feeling up to it.

Journal

Get out a notebook and start writing. Unclog your brain by writing down things you’re grateful for, things you’re worried about, or anything else that comes to mind. Journaling is a great way to recharge!

Finish a DIY Project

Is there a project around your home you’ve been wanting to finish? Stop putting it off and get to it! Make it fun by playing your favorite music or inviting a friend over to help. You’ll feel so satisfied when you’re finished.

Pamper Yourself

Whether it’s taking a long shower/bath, using a new facemask, indulging in a bag of M&Ms, or working out to your favorite music, spoil yourself a little.

Listen to a Podcast

Podcasts are a great way to relax while learning about something you’re interested in. (Here’s a list of the top 10 podcasts right now: https://jamesclear.com/podcasts/top)

Staffing Providers: Creating the Perfect Partnership

In today’s talent market, it’s tough to find good workers – but this is especially true in manufacturing.

According to last quarter’s NAM Manufacturers’ Outlook Survey, finding a qualified workforce continues to be the greatest challenge faced by manufacturers, with 69.9 percent of respondents citing it as the primary challenge they’re facing right now. According to previous NAM surveys, finding qualified workers has proven to be a challenge throughout 2019. In Q1 71.3 percent of respondents cited the inability to find skilled workers as a top challenge, and in Q2 68.8 percent said the same thing. Attracting and retaining a quality workforce is made easier when talent acquisition efforts are supported by a committed staffing partner who is equally as dedicated to providing superior service and results – both for you, and for your workforce too.

The national workforce shortage has led to an increased demand for staffing support. But increased demand shouldn’t mean that you receive any less support from your staffing provider. If you’re experiencing any of these pain points, it’s time to reconsider whether your staffing provider is truly the partner you need:

Inconsistent performance; different people working on open requisitions means varied results
General lack of follow-up to internal stakeholders
Candidates shared with hiring managers are missing basic qualifications and other must-haves
Lack of innovation or creativity to find resumes from alternative resources – versus mining job boards
Receiving candidates who have already been considered by human resources and/or hiring managers

What to Look for in a True Staffing Partner

In manufacturing, you are an essential part of an overall supply chain function. Delivering products, therefore, is wildly important – and you need people in order to do it. Staffing providers are in a similar business, delivering resources – i.e. talent based on supply and demand. One main difference, however, is that people are not a commodity – and they shouldn’t be treated as such either. In today’s tight talent market, job seekers have options, and this often puts them in the driver’s seat of the supply/demand story.

When a staffing provider poorly represents themselves in the market and/or to candidates this can be a sign they may not be the best partner for promoting or protecting your employer brand.Instead, here are indicators of a partner designed to deliver talent while contributing to your employer brand and story:

An Enhanced Employer Brand Experience. As a representative of your brand, your staffing partner
should fully understand your culture, values, employment brand and be prepared to embrace and champion
your name. A true partner will seek ways to enhance your brand by offering innovative ways to build your
talent community, all while never missing a beat when it comes to delivering the people you need – now –
for your open requisitions. A staffing partner can even provide you with tailored recruitment messages,
videos, and other customized content built to deliver great talent – and to pipeline candidates ahead of
hiring needs. Make this a must!
Superior Account Management. A true staffing partner is not only available to fill requisitions but to learn
from you and your business, gaining deeper insight into the heart of your operations. An added benefit of a
strong account team is they can help alleviate some of the administrative burden that go into the hiring
process – while maintaining a positive, consistent candidate experience. Look for partners who dedicate a
tenured account management team, and who are well-versed in your hiring and onboarding procedures.
Together, this team can help contribute, enhance and deliver on your employer brand promises.
Proof Your Recruitment Strategy is Working – For Your Business. Your staffing partner should be
delivering – and able to report on their delivery – tangible recruitment performance that can be tied to
business objectives. Metrics like increasing fill rates, decreasing turnover, and reducing time-to-fill are
important to measure – and they can be tied to revenue and real business value, like decreasing expensive
mandatory overtime when jobs go unfilled and increasing employee satisfaction and thus retention and
output. Recruitment is a business and when done right, it can mean the difference between meeting
production and revenue goals, or not. Make sure your recruitment strategy has a health check in place and
that your staffing partner can provide both data and results that matter for the business.

When qualifying staffing providers, ensure they’re doing what you need them to be doing for you by measuring their performance. Consider limiting, or ending, the relationship when delivery is not meeting your business goals or expectations. You and your company deserve better.

And remember, cheaper is not always better. It can be easy to commoditize a service like staffing, but ultimately you can end up seriously hurting your company’s hiring prospects in the process – now and in the future. Read online reviews, check references (yes, staffing providers have references too!), and don’t settle for less than a partner when it comes to your staffing needs.

At WSI Talent, we love data! And we love reporting on the great things we’re able to do for our clients every day. If you’re looking for transparency, resiliency, expertise and innovation, consider us the next time you’re in need of a staffing provider – and partner. Get in touch with one of our local offices to learn more. We’d love to meet you!