Merry Christmas and Happy Holidays

2021, the dream we have all been waiting for is now in sight! Christmas is only a few days away. The approach of the 2020 holiday season has young and old equally excited for a new year to begin.

While COVID is unfortunately still here, we have many gifts for which we can be thankful. In a remarkably short time, the medical community has delivered a vaccine to the general public. We are seeing more signs of stability in the economy with the stock market rallying sharply in recent weeks. Unemployment continues to wane and many companies are reopening. The US Labor Force Participation Rate has significant room for improvement, but we are still seeing progress. According to a recent American Staffing Association article, 80% of job candidates, both active and passive, foresee working for a new company in the next 12 months even despite the economic uncertainty created by the pandemic. In addition to this, 1 in 3 candidates are more open to working as a temporary employee through a staffing agency. Undoubtedly fueled by the astronomically high unemployment rates we’ve seen this year, 66% of respondents for the article said that looking for a job is more stressful than planning a wedding. 59% said it was more stressful than the birth of a child and 25% and 24% said it was more stressful than the death of a loved one or financial concerns related to COVID-19, respectively.

Confusion and concern abound amongst unemployed individuals and those considering changing employers. Even the most talented candidates may burn out before finding the next career opportunity due to the stress of job hunting. As a respected staffing provider, Peoplelink provides candidates with guidance navigating the challenging application process. We can help you tap into a skilled candidate pool with which you may not otherwise connect. As professionals in the staffing industry for over 30 years, our tried-and-true methodology for screening candidates gives you access to the highest quality talent. Partner with us to achieve your optimal workforce. Call us at 817-684-8022 or submit your information through our website.

Creating and Onboarding a Remote Workforce

Why is it important?

If 2020 has taught us anything in the staffing world, it’s that we must find a new way of doing business. This includes getting creative in how we partner with our clients and engage with our talent. The global pandemic became “real” for us all in March of 2020. Organizations that were able to pivot to a remote workforce quickly and effectively were able to stay ahead of the current and set themselves up for a period of sustained growth.

One of the unintended benefits that has come from this terrible pandemic has been an awareness that new ways of delivering business results, no matter the industry, is essential. Organizations that were previously hesitant to entertain a remote workforce now realize it is a viable alternative to remain competitive in the race for talent. According to Stanford Research, an incredible 42% of the U.S. labor force was working from home full-time by June. Even by August, the fraction of entirely home-based work, despite a slight decline relative to earlier in the pandemic, remained very high at 20.3%, according to the Dallas Federal Reserve Bank.

What are potential wins for organizations that are able to make the right pivot? When physical geography is de-emphasized due to remote work capability, there is access to a more diverse workforce in greater supply. Kate Lister, President of Global Workplace Analytics, touts that an estimated 25-30% of the workforce will be working from home multiple days a week by the end of 2021. In keeping up with this plunge, people become the peak differentiator of every industry. Greater diversity creates ideas that spur growth. Teams are more effectively engaged. Expensive, unwanted turnover rates drop significantly. Your employees and your business collectively experience a win/win.

Having proven, repeatable onboarding steps is essential for riding the long-term wave of a successful remote work arrangement. Throughout the recruiting process, candidates form impressions quickly that are crucial for a long-term employment partnership.

What are the crucial steps to successfully onboard a new candidate?

1) Ensure that all necessary equipment is delivered early. Too often, candidates are stressed the week before starting a new position because they are unsure how to perform their job duties. An important unknown to remove is the physical equipment necessary. Make sure that new resources have the necessary setup at home. IT equipment should be delivered with enough time to test access to all applications that the candidate needs to perform their duties. The Friday before the start date is too late.

Gather requirements with the candidate on what they need to be successful. Would they benefit from a second monitor? Is their email set up correctly? Do they have access to all the appropriate applications? Are their security protocols configured? Do they know who to turn to if they have issues? What types of communication are used to interact with leadership and teammates?

This is one of the greatest areas of uncertainty that can provide a negative initial impression for a candidate. On the bright side, it is also one that can be easily eliminated through a well-designed, repeatable process that ensures everyone is operating on the same wavelength.

2) Communication of the organization’s mission, vision, and values during the recruitment process. One of the keys to a successful remote engagement is to recruit to an organization’s mission, vision, and values. Inherently, leaders are placing an increased trust in remote workers due to lack of direct oversight. Identifying candidates that fit from a values perspective is crucial. In addition, a candidate must be propelled by the mission and vision of an organization and be able to identify with that “why” factor!

3) A clearly defined, pre-communicated schedule for the first week. This is another often over-looked aspect of onboarding. Everyone that starts a new job is dealing with some level of anxiety, much of which is caused by the unknown of what they will be doing while they initially settle in. A simple step to take during the onboarding process is to set up a time to go over the first week in detail. Lay out a calendar that can be given to the candidate so they can prepare their thoughts ahead of time. Knowing what the first week looks like from a schedule perspective eliminates much of the unknown and reduces the ramp up period, ultimately saving both time and money!

4) 30-60-90 day expectations laid out during the onboarding process. As mentioned in the previous point, every candidate has anxiety stepping into a new role. Too often, we forget what that feels like. Another key action to minimize this anxiety is to provide absolute clarity in the expectations of the candidate. Successful leaders go so far as to spell out these expectations in offer letters! If a new employee can step into a role knowing what is expected of them, they can plan and be set up to succeed. Unclear expectations lead to disengaged employees and some of that expensive, unwanted turnover.

5) Build trust. This point cannot be understated. Trust is at the crest of building a high-functioning team. There are several tactics for building a trusting culture:

a. Introduce the new employee to the team ASAP. Don’t make the initial intro about work. Make this intro about getting to know each other on a personal level by having every individual on the team share something about themselves. This tactic is not a box to be checked once – it must be repeated consistently. Continue to start all team meetings with a “get to know you” exercise. Make some fun and light-hearted. Make some serious to understand the why behind each individual.
b. Provide collaboration opportunities. Actively schedule opportunities for the new employee to collaborate with different members of the team. One of the quickest ways to shorten the ramp up period and establish long-term engagement is to provide opportunities to accomplish a task together with a teammate. Emotional connections are established through joint success that will keep the workplace current flowing strong.
c. Focus on the culture. The first step here is to be aware of what the impression is of your current culture. Next, envision what you want your ideal culture to look like and onboard with those goals in mind. Communicate the vision for that culture consistently and be sure to demonstrate those values in all interactions.
d. Engagement is critical. A remote candidate is at an increased risk of disengagement when they are isolated and new to the team. Go above and beyond to engage with the new resource and be sure to include them in all appropriate meetings. Use video for the majority of interactions – with the camera on! Set that expectation immediately so that no one shies away.

Remember that people are typically our most valuable resource and turnover is costly in every aspect. Navigating the ocean of remote onboarding is difficult, but having a repeatable process focused on the areas above can ensure that no one gets caught in the undertow. Working together, we can use these strategies to differentiate an organization in an ever flowing and very competitive employment marketplace! Please reach for us at sales@peoplelinkgroup.com.

Giving Thanks

The end of the year is a time traditionally reserved for gathering as family and friends, celebrating togetherness and relationships, and ushering in a new year with excitement and joy. People will remember 2020 as a year of interrupted traditions, adjusted plans, and postponed gatherings, all for the sake of protecting the very loved ones we may not get to see. While tensions have been high and general stress and anxiety a daily concern, how we close out this year is ultimately up to us.

Despite difficulties, in the remaining weeks of the year, we can reflect on our many blessings – supportive friendships, socially distanced walks and talks, and valuable technology making it possible to connect with those closest to us via calls and video chats. Most of all, we can be thankful for a light at the end of the tunnel. We have weathered the storm and are emerging stronger than ever.

We must remain hopeful. This will not last forever. If this year has taught us anything, it is that we are both flexible and resilient. We have changed many aspects of our lives to keep ourselves and others healthy. We are vigilant about hand washing and sanitizing, wearing a mask, and maintaining social distancing whether in the workplace or in public. We have proven that we can face an unprecedented challenge head-on and not let it get the better of us.

We close out 2020 proudly, thankful for the acts of bravery and kindness we’ve witnessed. Grateful for our friends and family, we face 2021 with optimism, knowing even in times of difficulty we will persevere. We look forward to working together with you in 2021. Please reach for us at sales@peoplelinkgroup.com.

Game Changer – How Tradespeople Can Find Opportunities in a Post-COVID World

The months of the COVID pandemic may have set your career in the trade industry back due to diminishing opportunities and closures. With more discussions about reopening safely, the opportunity for tradespeople to get back in the game again is here. But, as with everything related to COVID, nothing remains the same. Here are some tips to help you find opportunities in a post-COVID world.

Remember, there are still limitations.

The reopening plans are a step forward; however, nothing is back to how it was before COVID-19. There are safety considerations to implement and risk factors to determine, such as whether specific projects are essential. Because of this, you should manage your expectations during the search process. There are opportunities, but you need to know where to look.

While industries hiring and looking to expand, not all industries have openings. Take time to research the best fields for growth and compare your skills and trade training to what is available. Apply for openings where you are qualified, even if it is an area you have not considered before.

Use your time to the fullest

Capitalize on downtime by taking every opportunity to grow in your field. Take some time to research your specific trade and learn more about innovations and happenings in the field. Practice your trade consistently and even consider online training and certifications to increase your knowledge and help you stand out when applying for new opportunities.

Make the most of your interview.

After you have found a job you are interested in and applied, you will, hopefully, schedule an interview. Interviewing from home may be a strange concept, but there are simple steps to consider in your preparation. First, make sure your setup is in a quiet, distraction-free zone. Set your device on a stable surface and practice using your prospective employer’s preferred software for the call. Test your video, audio, and angle, so you are centered on the screen and can be heard when you answer their call. The rest of the interview preparation process, including attire and research, is the same for a virtual interview as for an in-person interview.

Find the right skilled labor opportunity today!

The staffing services at Trade Management are all about connecting top electricians, carpenters, welders, painters, and more with the right opportunities. Whether the job is large or small, we believe in building relationships and developing a mutually beneficial partnership. Contact us today to begin your partnership!

Post-COVID Safety Tips for Tradesmen

Have you considered your safety procedures for getting back to work? Now that more projects are restarting, tradesmen around the country are returning to worksites. Getting back to work is great but maintaining the proper safety policies is imperative in order to keep your business running and your team healthy. Here are a few safety tips for the worksite.

Stay home if you’re sick

Not coming to work due to illness may be a foreign concept to some, but never has it been more important than now. Make sure your fellow tradesmen on the job understand that it’s not a question, but a directive, as they have has the potential to infect the whole crew. Because people may be hesitant to use their leave, remind them of policies established by the government providing time off for COVID as well as any company-specific time off policies.

Start each shift by screening temperatures.

The first thing your workers should do when arriving on-site is to have their contactless temperature recorded. Establish a maximum temperature and turn away anyone who doesn’t fall under the maximum. With temperature being such a common symptom, you can’t risk an employee bringing their germs around everyone else.

Provide hand sanitizer or handwashing stations

Depending on where you’re working, you may not have access to a full sink, but make sure there is plenty of hand sanitizer and that it is being used. Hang signs with proper procedures and reinforce the necessity to keep surfaces clean.

Decide the necessary PPE.

Your personal protective equipment (PPE) was valuable to you at work long before COVID, but now it serves a dual purpose. Make sure your team is following the physical safety guidelines for the site as well as keeping the proper masks on, especially when social distancing cannot be maintained.

Remind workers about proper respiratory practices

Every sneeze and cough aren’t indications of the virus but can be a contributing factor in spreading the virus. Make sure your team knows to cough and sneeze into their elbows instead of into their hands. While the mask creates a barrier, you don’t want the employee to somehow get germs on their hands and then spread them to surfaces used by others.

What can Trade Management do for you?

We believe in building relationships that include trust and loyalty and delivering quality personnel for today’s construction and skilled trade workforce. Get in touch today to begin building a relationship with us!

 

 

 

5 Ways the Jobsite Has Changed

In the months since the pandemic began, job sites have changed dramatically for tradesmen. Both safety measures and changes in the economy have altered the industry, meaning construction workers are returning to the job to find a much different world than they left. As your sites begin reopening, here are five changes your company may notice and implement.

1. Additional health and safety measures

Additional health and safety measures are a logical change, considering everything that is going on around the world. To keep teams safe, precautions are being taken at job sites to make sure they are clean. Measures may include checking temperatures, sanitizing all equipment, and adjusting shifts to have fewer people on site at the same time. Masks, gloves, and additional hand sanitizing options will also be seen more frequently.

2. Video calls when possible

Project planning meetings with clients and team members will likely remain virtual for some time. As with most industries, anything that can be done remotely is shifting that way, meaning even construction meetings will look different than before. In some situations, virtual tours of sites are also being done.

3. Shift in projects

Project demand will increase by industry and by type of project. Certain project types will likely be in high demand such as converting offices from open concept to traditional as a safety measure. The medical and healthcare industries will likely see an increase in demand for construction projects as well. Even as states begin to reopen, certain businesses remain closed or are not looking to renovate or move until they are beyond the pandemic. Office projects may grow as those with more open concepts need to readjust to meet safety procedures. As people continue to order online versus shopping in person, warehouse and distribution projects are likely to be in demand as well.

4. Offices remaining remote

Even with workers back on site, the office and administrative employees will likely continue to telework. Especially with the goal of keeping people on site low, having these team members at home allows the job to continue with the maximum number of workers possible. Fortunately, technology makes staying connected easier than ever.

5. Increase in project time

Under the current circumstances, projects will take more time. With social distancing in place and both projects and shifts more staggered, the speed of completion will be slowed. Workers will continue to do their best, but the reality is things are different now. Old timelines will need to be updated to reflect current conditions.

What can Trade Management do for you?

Find out today! At Trade Management, we maintain a skilled, permanent workforce, to help our clients increase profit through productivity and reduced hiring costs. You focus on bidding and building; we handle the rest. Contact us today to get the help you need!

 

 

Self-Improvement – Upgrade Your Skillset Today for a Successful Tomorrow

It does not matter where you are in your trade career today – you should always be thinking about tomorrow. This is not about looking for new jobs, rather focusing on self-improvement to upgrade your skillset, so you are ready for whatever comes next. Consider these four reasons to pursue upskilling.

1. Help you stay up to date with the latest trends.

With new techniques being released frequently for your trade, focusing on learning them can help you stay up to date. The way you complete a task may work, but there is value in discovering new ideas and methods to do something, especially if it increases productivity and efficiency.

2. Make you more employable.

Being dedicated to finding and mastering these new skills and techniques makes you highly employable. Not only do you bring the rest of your talents, but you are also showing an employer your dedication to your career and being a top tier professional. It is advantages like this that can give you the edge over your competition.

3. Improve job security

Once you have a job, you can increase the likelihood of keeping it even longer. If your employer knows your passion for self-improvement and sees the results in the skills you bring to work every day, you have a better chance of job security. While nothing is guaranteed in any field or career, building skills is an important step to give you the best chance.

4. Gain perspective

Sometimes doing similar work day after day can make life seem monotonous. It is not that you do not love what you do, just that you are looking for a boost. In learning new skills, your job remains fresh and new every day. Your perspective shifts to thinking about what else there is to master and how you can bring it to your job to improve what you are doing.

Take your skills to a new opportunity with Trade Management today.

We recognize the skills necessary for today’s construction and skilled trade workforce and want to connect you with the right opportunity. Contact us today to find out more about how Trade Management can help your career.

Rebuilding Your Workforce – The Benefit of Hiring Contingent Labor

With new safety procedures required for companies to reopen, it is time to get back to work; however, that might mean rebuilding your current team. When determining how to hire, you must understand the uncertainty surrounding current projects and the potential for plans to change. The solution may be finding workers on a contract basis. Consider these benefits of hiring contingent labor.    

Get the workers you need faster   

You are trying to make wise decisions, but you do not want a long process in making them. After evaluating the scope of the project, you know the tradespeople required and want to onboard them as soon as possible. Typically, this would begin an exhaustive search for permanent hires, but with contingent, you can focus on the skills that matter and recruit workers fast. With the assistance of a staffing agency, you can locate these individuals and get the project started faster.    

Hire for specific skills   

Another benefit of contingent labor is the skill–sets workers bring to the table. You are looking at their specific abilities to do one specific job, or maybe several tasks related to your project. You can focus your search on what you precisely need.    

Opportunity for permanent hire   

You set the terms of how long you need the candidate for, and you can offer a contract-to-hire option if desired. This means you are only looking for a tradesperson for a set amount of time, but there is the potential for a more long-term relationship should the opportunity be there.    

Help from niche staffing agencies   

Previously, the benefit of a faster hire was mentioned, and a staffing agency is the best way to do it. Most agencies focus on an industry to better understand the needs of their clients. When sourcing, they are constantly looking for the top workers who are able to meet a wide variety of needs.  

We can help you with your trade staffing needs 

Trade Management exists for this reason. We know you need time to focus on what makes you profitable: building and bidding, so we take care of the rest. We continually source and screen the quality personnel needed for today’s skilled trade and construction workforce. Want to learn more about how we can help you?  Contact Trade Management today!    

Happy 4th of July!

In observance of the 4th of July, our offices will be closed on Friday, July 3rd. We hope you have a safe and enjoyable time celebrating with family. Happy 4th of July!