industrial worker

Hiring temporary or seasonal workers can be a difficult and time-consuming task. Not only do you have to sort through stacks of applications, but once they’re hired, temp and seasonal workers can be hard to retain. In fact, a 2017 survey from the American Staffing Association found that 31% of temporary workers quit the job early. This is the last thing you want to happen during your busy season! Here are some ways to keep temp and seasonal workers around for the long haul.

Treat Temporary Workers Like Regular Employees 

Make your temporary and seasonal workers feel like part of the team. If an employee feels valued and appreciated they are more likely to stick around.  

Start by giving your temp workers the same training as your regular employees. Since they are typically hired during busy seasons, temp and seasonal workers may need to be brought up to speed even quicker than regular employees. 

Additionally, you should pay seasonal employees a fair wage and make sure they don’t get stuck with shifts that nobody wants. By simply treating temp workers fairly you may have temp and seasonal workers who return year after year, making your busy season a lot less hectic. 

Do Things By The Book

Most states view temporary employees legally the same as regular employees. You are required to pay them at least minimum wage and pay overtime. There are also special federal guidelines for hiring minors. Keeping everything above board will create trust between you and your employees which then translates into longer employee retention.  

Highlight Your Culture During the Interview 

Mention your company culture during the interview. Show seasonal workers that your company is worth their time and make them feel like they’re a part of something bigger. Whether that’s ping-pong tournaments during lunch hour, company-wide fitness challenges, or opportunities to give back to the community, make sure you give employees plenty of reasons to come back to work. 

Clearly Communicate Expectations   

Always be clear about the position and its responsibilities. The more they know about the job, the more likely a seasonal worker will stick around. The last thing you want is for your newly trained employee to leave because the job isn’t what they expected. In addition to leaving you short-staffed, you  waste your time and money.

Be Real About Future Opportunities 

Are there opportunities for full-time employment in the future? Be upfront about that too. If not, make sure to highlight the rewards of sticking around.

Are there long-term benefits to working for your company as a seasonal employee? These can include:

  • Learning new skills 
  • Meeting new people
  • Adding experience on a resume
  • Building good work references 
  • Fast-tracking future applications with your company  

Offer Incentives 

Speaking of rewards….are there benefits to working for your company? Some employees stick around for the perks, and we don’t blame them! This is a popular strategy with companies that might typically have high turnover. Starbucks, for example, offers baristas a free subscription to Spotify Premium. Music and coffee? Sign us up, please!  

(Fun fact: At Google’s headquarters, employees receive free meals from an on-site cafe and take naps in futuristic sleeping pods. New life goal: become a Starbucks barista inside Google’s headquarters…free music, free food, and naps.)

You don’t have to go crazy with incentives. Employee discounts, flexible hours, weekly paychecks, or $20 gas cards are all great ways to encourage your temp and seasonal workers to stick with you. 

Hire Temp and Seasonal Workers With Workbox Staffing 

Remember, not all seasonal jobs happen during the holidays. Some companies need additional help during the Spring or Fall. Whenever your busy season happens, Workbox Staffing is the solution for all your hiring needs. Our mission is to provide you with qualified and productive employees. With Workbox Staffing, you can be confident that you’re getting the right candidate for the job. Contact us today to get started! 

female construction worker

A strong work ethic is one of the most important things to look for when hiring a new employee. Of course, you want an employee with the right knowledge and skills, but that will only get you so far. At the end of the day, a hard-working employee who consistently gets the job done will be more valuable than an employee who isn’t motivated

Work ethic is usually defined as a set of principles and values that guide an employee’s work performance. An employee with a strong work ethic is motivated to do their best no matter the job or situation. They’re proactive about their responsibilities and dedicated to delivering their best. Unfortunately, hiring hard-working employees is more difficult than it sounds. How can you get a good idea of a candidate’s work ethic with only a few interview questions?

Find Out More About Work Ethic With Behavioral Interview Questions

Sometimes you have to look past the candidate’s skills in order to get a good idea of their work ethic. Behavioral questions often reveal a lot about a candidate’s work ethic. Here are some questions to ask and what to listen for in their responses.

“What do you do when things are slow at work?”

What employees do when “there’s nothing to do” is a great way to learn more about their work ethic. Hard-working employees always find something productive to do. 

What to listen for: employees who look for things to do. Pay attention if they mention using spare time to clean, asking supervisors or managers for more assignments, or helping coworkers finish tasks. 

What you don’t want to hear: finding ways to “pass the time.” This might include checking social media, watching YouTube videos, or hanging out with co-workers. 

“Describe a situation where you were able to work your hardest. What motivated you?”

This question not only gives insight into what motivates a candidate, but also what kind of work environment they prefer. Do they work harder on a team or on a solo assignment? Were they motivated by a deadline, not wanting to let the team down, or something else?

What to listen for: clues about what kind of work environment the candidate prefers. For example, do they like fast-paced environments or are they intimidated by them?

What you don’t want to hear: a candidate who doesn’t have an answer or can’t remember a time they worked hard. This isn’t a good sign. 

“Tell me about a difficult work situation. How did you deal with it?”

No job is going to be 100% stress-free. You need to know how a candidate will react under pressure and what they’ll do when things get difficult.

What to listen for: a positive attitude. Did the candidate describe how they made the best of a bad situation? Did they try to help or have ideas on how to solve the problem?  

What you don’t want to hear: a candidate who is overly negative and blames everyone else for a bad situation. You don’t want that kind of negativity in your workplace

Defining Work Ethic and Learning Styles 

Often, the best way to get a clear answer is just to ask! Also, asking about learning styles is a great way to find out how your candidate feels about learning in general.  

“How do you define work ethic? What does it mean to you?”

Of course, a serious applicant won’t say that they’re lazy, but this question is a good way to get to know your candidate a little better.

What to listen for: a candidate who finds satisfaction in a job well-done and who takes pride in their abilities. This is the kind of person who will be a great contribution to your team.  

What you don’t want to hear: someone who doesn’t sound excited about working in general. 

“How do you prefer to learn new things?” 

There are a few different learning styles. Some people are auditory learners (sound), visual learners, social learners, or solitary learners. 

What to listen for: a candidate who is willing to learn. Even if someone doesn’t know the academic terms for different learning styles, they should have an idea if they learn better by reading instructions or watching a demonstration. 

What you don’t want to hear: a candidate who dismisses learning or who says they already know everything about a certain subject. It’s good for a candidate to have confidence in their abilities, but saying they know everything is a definite red flag.

Hire With Workbox Staffing! 

Here at Workbox Staffing, we know that there’s more to a good employee than just filling an empty seat. That’s why every one of our candidates goes through an extensive evaluation process that’s tailored to your needs. Whether you need temporary, seasonal, or highly skilled workers, we do our homework and bring you the candidates that you need most. 

It’s normal to dislike delivering bad news. Most people don’t delight over the fact that they get to reject someone. During the hiring process, you’re likely to encounter some amazing options and some that aren’t so perfect. After everything, you can only hire one which means you have to say no to everyone else.

Even when the internal ‘no’ comes easy, you still don’t relish the prospect of potentially crushing a candidate’s dream. Instead of avoiding the responsibility, because you should be telling a candidate they didn’t get the job, here are three tips to help make rejection easier.

1. Start with generic emails to first-round cuts

These are the applicants who didn’t make it to the interview stage. These emails often get sent late in the game, leaving job seekers wondering about the status. They may even follow-up directly with your company to see what’s happening.

Instead of leaving them hanging, send a prompt rejection email where you thank them for the application, acknowledge their accomplishments, and explain other candidates fit the position better. The goal is to let them down without making them feel inadequate.

2. Send personalized emails after first interviews

While the first rejection email can be automated, you want a more personalized approach for those who don’t advance to round two of interviews. They’ve taken the time to come in and interview and have a right to an email that is written for them.

Try to include some detail that makes it clear you didn’t simply send the canned response. Even if it’s only a few changes, this is a better approach to letting them know you valued their time and experience, even though they ultimately weren’t the right choice.

3. Finish with phone calls

Once you’ve advanced past the first-round of interviews, you want to reach out directly by phone to each of the candidates who aren’t getting the job. This is about more than being considerate-you want to maintain a good relationship with these candidates.

Even though they weren’t your final choice, there was a reason they advanced as far as they did. Give them a call and explain what happened and let them know, if it’s true, that you’ll keep them in mind for future opportunities. This way, you’re building a pipeline of potential candidates instead of burning bridges.

Let Workbox Staffing do the heavy lifting for you

We know how stressful the job search can be, from screening to interviewing to rejecting. When you partner with Workbox, we take on the bulk of the responsibility and just leave the decision-making to you. Our mission is to provide you with qualified and productive employees. Find a location near you today!


Are you recruiting on social media? If not, then maybe you should be. With billions of users, social media is an effective way to reach job seekers. But what does this look like? How do you reach candidates who may already have multiple opportunities before them? How can your job post stand out from the rest?

Here at Workbox Staffing, we know how hard it can be to find qualified candidates. That’s why our process is both simple and personal. We quickly connect employers with qualified candidates, so you can be sure to find the best employee every time.  

Social Media Recruiting: Using the Correct Channels

Often, recruiters and hiring managers have to use specific channels in order to reach candidates. A “channel” is a set of people or an organization who are in a position to reach your potential employees better than you can. The key to using channels is to pick the one that already has a connection to your ideal candidates.

Social Media Recruiting

There are many channels used to reach candidates, but social media is quickly becoming the most popular and most efficient. Social media platforms have billions of users, so there’s no question that your ideal candidates are there. A few social platforms (Facebook and LinkedIn) even have built-in job search features. A survey found that 79% of job applicants use their social media accounts to search for jobs. Also, 91% of employers are using social media to hire.

What Platform Should I Use?

Certain platforms work better than others for reaching candidates. Each has its own strengths and weaknesses. Here’s what generally works best on the major platforms:

  • Use Facebook to post links and pictures of your job listing. Target job seekers even more by boosting your post and by using the built-in job search feature.
  • Use LinkedIn to announce that you’re hiring and to post links to your job listing. LinkedIn’s job search platform is widely used, but it costs employers money to post a job opening. About 80% of employers who post jobs on social media do so on LinkedIn.
  • Use Twitter to post links and pictures related to your job listing. Twitter’s character limit makes this an excellent place for short and snappy job descriptions. Use hashtags like #jobs #joblistings #jobopenings to attract job seekers’ attention.

Getting Your Posts Read

Once your post is seen, it’s time to make sure it actually gets read. The more scannable your actual text is, the better. In fact, only about 16% of people will read online content word-by-word.

Scannable, Yet Engaging

People want text that’s scannable, yet still engaging.

Here are some ideas to help people read your post all the way through:

  • Make it friendly and personable.
  • Consider including a short description of a typical day.
  • List the physical requirements, especially if the job will include being on your feet all day or lifting heavy loads.  
  • Make a top ten list of an ideal candidate’s qualities.
  • Have fun! Every post on social media is an opportunity to showcase company culture.

Coming from a Trusted Source

Candidates are more likely to apply for a job if they receive a personal recommendation from someone they know or trust. A 2014 survey found that 65% of respondents would consider a new job if they heard about it through a personal connection. Another study found that 92% of people trust recommendations they get from friends and family over any kind of marketing promotion or advertising. Tap into the advantages of personal job recommendations by having friends and co-workers share the job on their own social media accounts.

Use video

Video marketing may be one of the biggest trends…ever. And it’s not going anywhere. Here are some video statistics to blow your mind:

  • More than 500 million hours of videos are watched on YouTube each day.
  • 45% of people watch over an hour of Facebook or YouTube videos a week.
  • 46% of users act after viewing an ad.
  • Viewers retain 95% of a message when they watch a video (as opposed to 10% when reading text).
  • Videos on social media get 12 times more shares than text and images.

Your videos don’t have to be elaborate. Record a short message from your hiring manager, or simply post a general video about your company.

Here’s a short video we put together about Workbox:

This video communicates a lot in a short period of time. It highlights our company culture while also getting across that great feeling of being matched with the perfect job or candidate.  

Secret Ingredient: Making it Personal

So you’ve reached your candidates on social media, and you’ve gotten them to read your job listing or watch a video. Now it’s time to make things personal. Whether it’s a Workbox recruiter or a hiring manager, candidates want to know that there’s a real human being on the other end of the search.   

More and more job seekers are turning away from job sites that act as online resume databases. Indeed currently boasts around 120 million resumes, while smaller sites like Zip Recruiter have around 12 million. The odds of a job seeker uploading their resume to one of these sites and actually getting noticed by the right company is like throwing your resume into a black hole. The odds aren’t exactly in anyone’s favor here.

We know first hand that a personal connection is important. That’s why we build relationships with our candidates and the companies we hire for. Our job recommendations are specifically matched to a candidate’s skills and previous experience. Our approach is simple yet personal.

Find Your Next Employee With Workbox Staffing

Social media is a great way to reach your candidates, but you can’t stop there. Your content needs to be engaging and you should be ready to connect with your candidates on a personal level. Don’t worry if you’re feeling overwhelmed. We’d love to help. Our process is simple, personal, and available to job seekers across multiple industries. Contact us today to find your next great employee!

Is your hiring process outdated?

When is the last time you evaluated your hiring process to check if it’s still working? Too often companies rely on what always worked instead of paying attention to industry and HR trends and implementing new practices. Failing to evolve what you do could be costing you talent. If you’re implementing any of the following tactics, it might be time to try something new.

You use the same interview structure for every candidate.

Not only is every position different, so is every candidate! Treating both as a one-size fits all process could cause you to miss important details or information about an applicant. One example could be the standard time it takes to set up an interview.

Maybe in the past you had a timeline you followed and assumed if the candidate wanted the job, they would wait. Often, this isn’t the case for the best and brightest. When you come across a candidate you’re especially interested in, the time to schedule an interview is immediately.

You don’t focus on the employee experience.

Desperate job seekers don’t care about the culture or status of your company as long as it’s a paying job. For these people, you don’t need to worry about discussing your opportunities in great detail or having an enticing careers page, because they’ll apply no matter what. The problem is, these aren’t the applicants you necessarily want.

A top candidate is looking for more than just a way to pay the bills. They are looking into the value working for you will bring to their lives. Attracting the best is about showing them what they get at your company and focusing on their experiences.

 You engage people with bland and impersonal emails or not at all.

Employee cultivation should be an ongoing process that’s always searching for new talent to bring on board. This involves engaging both with candidates who have previously applied, as well as professionals you’ve noticed in the field. Make personal and meaningful connections with them so, when you need someone to fill a role, you’ve already lain the groundwork.

You take months to make up your mind.

The hiring process is something that shouldn’t be rushed, yet there is such a thing as taking too long. In your search to find the perfect candidate, you might miss the best talent available because you can’t find the time to make up your mind. The longer you take, the more interviews your candidates are going on, increasing their chances of finding something else.

Workbox Staffing puts you first

We understand the time the hiring process can take. Not only does it hurt your chances of finding the best talent, it keeps you from focusing on your own work. Partnering with Workbox Staffing helps you find reliable talent faster in fields like manufacturing and light industrial operations, office help, and warehouse operations. Make the hiring process less stressful and work with us today!

Selecting the candidate you want to extend an offer to after the long hiring process is a moment of relief after weeks of stress. You’re ready to fill the open position so everyone can go back to the regular duties and the rhythms can go back to normal around your office. Everything is finalized with HR and at last you reach out, congratulating the candidate and sending your offer.

To your great surprise, you don’t immediately hear back. There’s nothing the next day or a day after that. Finally, after a week, you reach back out and still it’s silent. After everything, you’re left wondering why you haven’t heard back from your top candidate, these following reasons may explain their lack of response.

 You Took too Long

At the end of the day, the likely answer is you took too long to make a decision. If the candidate went through too many rounds of interviews without hearing an answer, they probably decided to go with another option.

No matter what the process is like on your end, you need to be in frequent communication with your candidates and keep them informed of what’s going on. Weeks without word could leave them confused, unsure, and more likely to accept another offer.

 They Received a Better Offer

Sometimes it comes down to an opportunity they wanted more, so they accepted an offer without letting you know. Or that they knew the salary for the position at your company and chose a job with something higher or better benefits.

Because of this, it’s always important to make sure your salaries are competitive with the market. Failing to offer what someone is worth, especially compared to others in similar positions could mean the loss of your top talent. You can’t control a person’s interest, but you can control how much you pay them.

They Changed Their Mind

Maybe it’s as simple as after, a few interviews, they decided your position wasn’t something they wanted. Instead of taking a job they knew wouldn’t work out, they’re going to ignore future communications. If this is the case, be grateful you didn’t go through the lengthy and expensive process of onboarding, only to lose them anyway.

Hold Onto Top Candidates

Next time you’re looking for employees in the light industrial, manufacturing, or clerical fields, partner with Workbox Staffing to get the right candidates when you need them. We take the time to make sure we’re presenting you with the top talent you know isn’t going to disappear. Learn more about our services and getting new employees today!

The lack of good talent is becoming more of a national trend, not because of unqualified workers, but changes in the workforce and structure. Because of this, companies are having to readapt to their hiring environments after recognizing the reasons good talent is so hard to find.

You don’t have the talent in your local area anymore

Before the ease and accessibility of the internet, most candidates looked for work closer to home instead of casting a wider net. If you’re in a city without the talent you need, it may be time to focus your efforts on a wider scale. This may mean increasing your salary and benefits to attract local talent who wasn’t interested before or attract an out-of-towner who believes what you’re offering will make the move worth the transition.

Your employees aren’t staying as long as they used to

One of the biggest shifts in the modern workplace has been the longevity of an employee at a company. Now, workers are staying in a job for about two to four years before looking for something else. You can do your best to create a positive workplace to inspire this loyalty and dedication, and while it may work for some, you shouldn’t be surprised when this kind of turnover occurs.

You aren’t giving enough resources to your HR team

The answer isn’t always throwing more money at a problem, but sometimes a lack of funding can lead to limited and unsatisfying results. Acquiring talent and retaining it shouldn’t be action items you only consider when the need arises. They should always be a focus to make sure your current team is happy, and you’re prepared to replace someone if they leave.

If it isn’t a matter of a lack of HR time, but lack of an HR team to help you, you can always look externally into working with an employment agency. Not only will they take a lot of the time and effort out of the hiring process for you, but they can also use their expertise and wider geographic range to bring in candidates you wouldn’t see otherwise.

A staffing agency who puts you first

Workbox Staffing is here to help make your staffing needs easy and accurate. Just like you, we value high retention, which is why our screening process makes sure you’re getting the right candidates to fill your roles. Whether you need a candidate in manufacturing and light industrial operations, office help or warehouse operations, we have the right talent for you. Contact our top recruiters today to learn more about how we can help you!

Hiring internally vs. externally is one of the most important decisions you’ll face in the hiring process. For some companies, internal applicants are always reviewed first, with an outside candidate brought in only when there’s no one with the right skills and experience. Others do more of a balance, depending on the specifics of the job.

No matter your style, it’s likely you’ve had to decide whether to hire an internal candidate or look for someone outside of your organization. Next time you’re in the midst of this dilemma, ask yourself these questions to determine if you should shift talent around and hire internally.

Are you just trying to get rid of someone?

Sometimes when a position opens up it’s tempting to move an underperforming member of your team to another department. They might be well-suited, or they might be taking up space in a role that an external candidate would better fill. When considering an employee shift, make sure it’s based on their merits. If not, it might be time to remove them from your company based on their performance.

Does the employee want the job?

If you don’t automatically open positions to internal candidates, but have an employee in mind for the position, see if they come to you. This can demonstrate confidence in themselves and that they see the same value you have for them. In some cases, it’s still right for you to approach someone you feel is qualified, but this method allows you to learn more about them.

Do I know they measure up against top talent?

While you know that an employee is a star in your company, that doesn’t mean they measure up to candidates outside of your organization. Even if you have someone you want for the job, it doesn’t hurt to bring in in external candidates for interviews to be sure. They can either confirm your suspicion the employee is right or help you find someone better.

Have I made the expectations for the role clear?

From the employee’s perspective, shifting their career internally can feel safer, because they have the cushion of their old job to fall back on should they fail in this new capacity. You certainly don’t want your people to fail, but it should be made clear that once this position is accepted, they can’t go back to what they used to do. This will help in their decision to make sure the position is the right move for them.

Delivering the best external candidates

When it’s time to look outside your organization to fill your ranks, trust Workbox Staffing to do the heavy lifting for you. We provide high-quality employees to help with your manufacturing, light industrial, warehouse and office operations. Even better, our screening and vetting process means you’ll experience a lower turnover rate because we know we’re delivering the top talent to you. Learn more about how Workbox is an employment agency with you in mind.

Recruiting trends for 2019 follow a basic theme: candidates have the power. Gone are the days where a company took as long as it wanted in making a decision. To find and keep the best talent, you need to focus your strategy on why they should choose you and sell your company. To keep up with this trend, consider implementing the following recruitment strategies on the rise.

Provide a good candidate experience

In today’s recruitment climate, you have to treat your candidates like customers. This means thinking about what they want and need and working with them whenever possible. If you keep the candidate updated throughout the process and extend an offer quickly, you’ll create a better experience.

Taking too long to make an offer or failing to update them at all could do more than cost you qualified people for this position – it could keep more candidates from applying in the future. One post on Glassdoor or negative conversation can sully your brand reputation.

Speaking of brand reputation

How you present yourself is almost as important as what you have to present. Your brand is an applicant’s first introduction to your company. Every choice, from logo to colors to website layout, affects their opinion of you. A strong brand combines both compelling visuals and a strong mission. When your mission is supported by your work and actions, you’ll see more candidates wishing to be a part of it.

Build up your talent selection

A LinkedIn study found that 90 percent of professionals around the world are open to learning about new career opportunities, but less than 40 percent of them are currently looking to make a change. It’s up to you to find the talent you want and woo them into joining your team.

Build your talent pool based on people you feel would fit into positions within your company. Cultivate these relationships, so you stay up to date with your options.

Trust our recruiting expertise

The top recruiting trends and methods may change, but our commitment to delivering you the best won’t. We keep up with changes to the staffing industry to make sure we’re doing what works for your company. Our goal is simple – make your business as profitable and productive as possible. Find out more about our methods today!

Filling a position at your company isn’t as easy as posting the job, receiving an application, interviewing and then hiring. These are the basic steps, but each takes time and consideration, causing your hire time to delay dramatically. Being thorough is important but taking too long can have negative results on both your company and the candidate you eventually select.

Secure better talent

Your dedication to choosing the best candidate can actually cost you the most qualified talent. The longer you wait, the more likely it is your in-demand applicants will interview and receive offers from other companies.

Instead of accepting your offer, it might be too late, or they may use another opportunity for leverage. You have to wait longer for an answer, and the candidate might end up costing more money.

Plus, the longer you delay in deciding, the easier it is to forget what you liked about candidates, and the comparison becomes challenging, meaning you could miss the most qualified because you forgot what they had to offer.

Save time and money

The longer a position is open, the more other members of the team are dedicating themselves to doing the work and assisting in the hiring process. Your productivity can decrease because no one is devoting themselves fully to their job.

If you wait too long and miss out on your preferred candidate, you’ll have to settle for someone who might not be a good fit, meaning the time and money you spend can ultimately amount to a loss if this person decides to leave.

Improved company reputation

Websites like Glassdoor make it easy to rate and comment on a company’s inner workings, including the hiring process. If you take too long, frustrated candidates may go online and discuss their situation, causing future applicants to decide against pursuing a position at your company.

When you try to hire quickly and keep the candidates informed along the way, you’re creating a better experience for them and ultimately helping yourself in the future.

Let us make it easy for you

At Workbox Staffing, we understand how stressful the hiring process can be and how much time it can take. We guarantee we’ll find you the top performers you need to succeed, not just a body to fill a void. Find out more about our areas of specialty and how we can assist you with all your hiring needs!