When a role opens up at your company, you want to fill it fast to keep things running smoothly. You also want a high-quality employee who can rely on to do a good job and benefit your company. Often it may seem like these two goals are at odds, but there are ways to balance the two. These four tips will help you find better talent for the job, faster.

Make Sure the Job Description is Right

Ultimately to find the right person, you need a good job description. It’s an applicant’s first look at the role, and you want to make sure it’s appealing. This means correctly explaining the on-the-job duties as well as benefits. That way, a viewer understands exactly what you want and what is in it for them.

The best plan is to be updating job descriptions frequently, so they’re current and ready to go when needed. This way, you aren’t scrambling to put something together when someone leaves.

Fill and Nurture Your Pipeline

One of the best ways to get great talent fast is to have already them selected. By cultivating a pipeline of talent, you’re always keeping in mind people you can bring on to work. They could be candidates you found through networking, interviewing, or even just searching online. Beyond just a list, make sure you’re in contact with them to let them know your eventual interest. With regular communication, you’re nurturing the relationships.

Develop an Employee Referral Program

If you believe you have a great staff already, ask them to assist in finding talent. Open the job internally first and invite them to share with friends and family they feel have the talent and would be a great addition. This way, you’re engaging your team in the process and can even offer an incentive for referring excellent candidates that are eventually selected.

Partner with an Employment Agency

The idea of building a pipeline sounds good, but the reality of the situation is it may not be feasible for you at your company. Fortunately, there are agencies out there building it for you. When you need talent, partnering with a staffing agency can mean quality options much faster.

With a pool of candidates that are always growing, you can trust that they’re pulling from qualified options. Plus, with specialty areas, the recruiters are well-versed in your industry and know what you need.

Workbox Staffing is an employment agency with you in mind. Our mission is to provide you with productive and qualified employees, no matter if you want someone seasonal, temporary, full-time, or for a specific project. We look at all your staffing requirements and do our homework to make sure we deliver on your manufacturing, warehouse, clerical, light industrial needs. Find a location near your business or fill out a contact form to begin your partnership!

When you have jobs to fill in your company, have you considered redeployment? This strategy involves reassigning your staff to a different role within your organization. Instead of looking for outside talent, you’re better utilizing who you currently have. Here are four benefits of redeployment at your company.

Improves Your Image

If you were looking for jobs, would you want to work for a company with a reputation for letting people go? Probably not, which is why redeployment can save you from a less than stellar reputation and help attract better talent.

By using your current staff to their maximum ability and not being afraid to move them into different roles, you’re presenting yourself as a company that cares about its people.

Encourages More Loyalty and Longevity

This strategy is two-fold in its benefits in creating loyalty. First, you’re helping to boost employees up the ladder and moving them around the company to positions where they can learn new skills and thrive. You’re taking the time to get to know them and their strengths and working with them.

Second, if someone isn’t doing as well in a role, you’re showing you believe in them by moving them into something new instead of letting them go. Some organizations will cut what they view as unnecessary weight, but you’re showing you believe in finding the right fit for everyone.

Saves You Money

You know retention costs less than recruitment, so why wouldn’t you want to focus on keeping your current team? Redeployment gives you the option to fill and consolidate roles without every posting a position. More than just moving people around, you’re taking an honest look at your structure and figuring out where everyone fits best, boosting your profitability and productivity.

Build a Positive Company Culture

Once you gain a reputation for dropping employees, your culture can quickly turn toxic with employees living in fear that they’ll be next. When you practice redeployment, you’re improving your company culture and helping your team to feel more secure. As a result, they’ll show their gratitude through their work and loyalty.

Find an Employment Agency That’s Right for You

Even when you successfully use redeployment, there will likely be times when you need outside help. Instead of stressing out, try partnering with Workbox Staffing. We know you aren’t just looking for a body in a role, but a dedicated and passionate employee you can trust. Our mission is to provide this quality person. Contact us today to learn more about how we can help you.

Since the beginning of the modern workforce, people have failed to show up for interviews or even the job itself. You go through all the work of scheduling and onboarding only to have them vanish before following through on the commitment. While this action isn’t new, it has a new name: ghosting.

Made popular by dating trends, ghosting represents when another party seemingly disappears without any notice. There’s no explanation and you never hear from them again. Despite this being a long-standing issue in the world of employment, within the last two years ghosting in the recruiting process been on the rise. You can’t control all the ghosts, but here are four ways to get ghosted less during the hiring process.

1. Communicate Frequently

There are several factors in the hiring process you might not have control over, but how much you communicate isn’t one of those areas. One of the easiest ways to have a candidate ghost you is failing to keep them updated. Engage them throughout the process to keep their interest and show them you haven’t forgotten.

2. Use Automation

If frequent communication sounds time-consuming, there’s a solution for you. Try setting up automation. Like the name suggests, email automation allows you to set emails to send at programmed intervals, so you get to communicate important information automatically. Just write the emails and update them as needed and now you have an excellent communication option.

3. Edit for Time

Another main reason candidates will ghost is because your outdated hiring process takes years to complete. That may be an exaggeration, but that’s what it can feel like to job seekers. They’ll become disinterested or even accept another offer in the time it takes you to make it through your process, meaning you’ve lost your top choice and have started back at the beginning. Streamline what you’re doing so it works in a modern world.

4. Show Your Candidates They’re Valuable

There used to be a belief that candidates should grovel and do whatever they can for the company, but that attitude is changing. As the workforce evolves, it’s becoming more of a candidate market where they’re in control. With more options than ever, they may not actually need your job. Instead of taking your time and keeping them in the dark because they should be so lucky to get hired, remember that they’re the talent you’re looking for. You want them because of what they have to offer, which is valuable to you.

We Deliver On All Your Staffing Requirements

When you need a position filled, you aren’t looking for a body to fill a void. You have specific needs and Workbox Staffing is here to address them. Whether you’re looking for temporary, seasonal, or highly skilled workers in your office, manufacturing, warehouse, or light industrial setting, we do our homework to find the right employee for you. Contact us today to get started!

painting of six construction workers

We’re the first to admit: the concept of a staffing agency can be a bit confusing. Our recruiters hire employees to work for someone else. Often, those employees are hired full-time and we have to say good-bye (happy tears). Sometimes our employees come back to us and we quickly find them another position. There are times we act as an HR department, handling lots of paperwork and training, and other times we only see our employees for a short time before they head off to work. These changing details have given rise to quite a few staffing agency myths. Here are the most common ones:

Myth: Employees have to pay staffing agencies a fee.

This is probably the most common question we hear.

“How much does it cost to apply for a job through Workbox Staffing?”

The answer: absolutely nothing! We don’t charge employees a dime. It’s free to apply, and free to get a job. Companies looking to hire come to us for qualified employees. Our job is to find the best candidates for their open positions. We match those searching for a job with those looking to hire. The more matches we can make, the happier everyone is.

Myth: Staffing agency jobs are only temporary or part-time positions.

Another common myth is that staffing agencies only hire for temporary positions. While some jobs start out as a temporary placement, there are many companies that hire Workbox Staffing employees as full-time team members. According to statistics from the American Staffing Association, over one-third of staffing employees are offered permanent positions after working as a temp. Additionally, most workers employed through a staffing agency (76%) work full-time positions, which is not much less than the overall workforce (82%). One of our goals as a staffing agency is to help candidates advance their careers and find jobs they love.

Myth: Temporary positions are a waste of time.

Part two of the previous myth is that temporary positions are a waste of time. In reality, there are many advantages to temp positions including: learning new skills, gaining experience, trying out different careers, and building up your resume. Nine out of ten said that working with a staffing agency made them more employable.

Myth: Staffing agency employees are job hoppers.

This is a common concern we hear from employees and employers alike. Most people looking for work want to find worthwhile jobs that pay well. They don’t want to jump from job to job. Additionally, most employers are looking for reliable workers who will stick around and get the job done. It’s not ideal for them to hire someone that’s there one day and gone the next. Recruiters at Workbox Staffing carefully assess each applicant in order to find the most reliable employees. We want our employees to be happy with their new jobs, which makes for more reliable workers who want to stick around.

Myth: It’s time-consuming to get a job through a staffing agency.

It’s true that more traditional hiring methods take a while to find quality candidates. When posting to an online job board, it takes anywhere from 30 to 100 days to fill a position. Of course, this depends on the industry, but even being short-staffed for a month isn’t ideal for any company.

Recruiters at Workbox Staffing fill positions quickly and efficiently. We even handle things like pre-employment tests, drug screenings, and background checks, in order to make things as hassle-free as possible. We’ve learned a thing or two in our 20 plus years of experience and we are dedicated to understanding the needs of both our employees and our clients.

Myth: Staffing agencies don’t care about employee satisfaction.

This may be true for some staffing agencies, but not us. Our professional recruiters take time with every applicant to learn about their work interests, goals, and skills. We also track developing skills and experience, as well as personal likes and dislikes about work experience. In short, we do everything we can to make sure a placement is successful.

One last myth: All staffing agencies are the same.

Workbox Staffing is not your typical staffing agency. Ever since our doors first opened in 1997, we have rivaled (and even outshone) larger, national staffing companies. Our personality is very much down-to-earth, and thanks to our energetic team and efficient process, we know how to get the job done. We’ve built a strong network of hiring companies, allowing us to offer jobs across most industries and ensuring that we have something for everyone. Apply with Workbox or request employees today!

a passenger boarding a train

During your busy season, it’s imperative that you bring your temporary and seasonal workers up to speed quickly and efficiently. However, it’s not always a good idea to rush through training. A poorly trained worker will not be as productive and could even be a safety risk to your more experienced employees. Studies show that it takes at least eight months for a regular employee to reach full competency. When it comes to temporary and seasonal employees you simply don’t have that kind of time. Here are some tips for quickly training temporary employees.

Have a Plan For Training Temporary Employees

Create a documented training plan and lay everything out step by step. That way, paperwork gets filled out on time, training goals are met, and the new employee knows exactly what to expect. A basic training plan should include:

  • New employee paperwork
  • Necessary contact information
  • Safety training
  • Company policies
  • Basic day-to-day duties
  • An end-of-training evaluation

Set Clear Expectations

Your new employee should know exactly what’s expected of them in their new position. Even if the job doesn’t have a firm end date, make it clear that the position is a temporary one. Onboarding is also the time to go over company policies like tardiness or calling in sick. Make sure they know the rules and have the necessary information before they begin training.

Train the Person, Not the Position

If you’ve hired the right candidate, they already have the skills they need to do the job successfully. Adapt your training timeline to your employee’s current knowledge. You should train someone with no experience differently than a returning seasonal worker. Some employees will need less training, meaning they can more quickly become a productive member of your team. However, be careful not to prioritize speed over safety. An employee who isn’t properly trained will quickly become a safety hazard on the job.

Try the Buddy System

Try giving your newbie a buddy. Having someone to share their experiences with can help a new employee settle into a position. Either pair them with another new employee or with a more experienced worker who can give on-the-job pointers.

Schedule Regular Check-Ins

Remember to check back and see how your temp or seasonal employee is settling in. Ask how the job is going, and if the training prepared them for the position. Build a relationship with all your temp employees and take the time to get to know them. Every successful employee means a more successful business.

Treat Temporary Employees Like Part Of the Team

Even though they may only be with you for a short time, it’s important that you treat temporary workers like part of your full-time team. Most temp workers “feel” like they’re on the outside and it often creates unwanted tension in the workplace. Temp workers are there to do a job, just like your full-time employees. Treat them like you would any other worker.

Offer Incentives

We all work harder if we know there’s something in it for us. That’s just human nature. Consider offering small incentives for temp workers who complete their training on time and who consistently met workplace goals. The reward doesn’t have to be elaborate. Something as simple as a $20 gas card could make all the difference.

Wait, Don’t Forget Offboarding

Don’t forget the exit interview. Even temporary workers need a proper send-off. They helped you get through a busy and hectic season. Thank them for their hard work, and ask for feedback on what it was like to work for you. Temp and seasonal workers who return year after year means that you will spend less time onboarding them in the future. This is a win for everyone!

Make Hiring Simpler With Workbox Staffing

Bad training can turn the best candidate into a bad hire. Don’t stack the deck against your temporary and seasonal staff! At Workbox Staffing, we give you every tool for success when it comes to your temporary and seasonal staff. Successful employees lead to a successful business. Our candidates go through an extensive evaluation process that’s tailored to your needs. This means we deliver the right person for the position—every time. Give us a call and ask about our unique approach to staffing.

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!