6 Quick Tips For Smarter Temporary Staffing with Video Interviews [Whitepaper] - Spark Hire

6 Quick Tips For Smarter Temporary Staffing with Video Interviews Whitepaper - Spark HireDue to the economic uncertainty of recent years, employers have been forced to cut down their full-time employee base. However, they have realized the benefits of bringing on temporary workers and 42 percent of employers say that they have plans to hire temporary or contract workers in 2014. With the trend of hiring temporary workers increasing comes a larger recruiting load for staffing firms.More companies are finding value in bringing on temporary workers, says Spark Hire CEO Josh Tolan. This whitepaper was created specifically for staffing professionals so that they can fully prepare for the boost of temporary hiring that their clients will be doing this year.The whitepaper details how video vorstellungsgesprching technology can be a powerful tool for staffing firms who want to quickly and efficiently provide their clients with top-notch candidates to fill temporary positions. Staffing profes sionals also have the ability to share one-way and live video interviews for easy and convenient collaboration with their clients. The client is able to participate in the recruiting process and the staffing professional is strengthening their relationships with them. Furthermore, by utilizing video interviews staffing firms can develop a stronger talent pipeline which will help to increase the efficiency of hiring temporary workers. If a client suddenly needs a temporary position filled, a staffing professional simply shares a rockstar candidates saved video interview for consideration.Additionally, staffing firms can use video interviews to deal with the ever widening skills gap, which is estimated to encompass as much as 21 million workers by the year 2020. Video interviews can be used to identify the candidates who are interested in gaining a valuable learning experience and not just looking for a paycheck. These candidates will also more than likely prove themselves to be worth y of eventual full-time employment.Staffing firms should not ignore the value that video interviewing holds for them, says Tolan. Implementing all the tips in this whitepaper will enable them to deal with the growing trend of hiring temporary workers and provide awesome results for their clients.Download the new whitepaper, 6 Quick Tips For Smarter Temporary Staffing with Video Interviews, from Spark Hire and efficiently tackle the task of recruiting the best temporary workers.

The Importance of Having Written Job Descriptions

The Importance of Having Written Job DescriptionsThe Importance of Having Written Job DescriptionsBefore you begin interviewing, it is critical to have a written job description in place for each unique position. Having a written description accomplishes many important things that protect your business and your employees. A Good Job Description Serves as a reference guide for determining comparable industry salaries.Helpsmaximize dollars spent on employee compensation for the position by ensuring experience, and skills needed for the job, are detailed and matched to prospective applicants.Functions as a foundation for developing interview questions.Details information about the position that can be incorporated into help wanted ads.Discourages employees from refusing to do something because it is not my job.Provides a basis for employee reviews, salary increases, setting goals, and growth paths. Serves as legal documentation that can be useful in the vorstellung an employee files a termination or discrimination lawsuit against the company. What to Include in a Job Description An effective job description details the primary functions of the job, how the tasks will be carried out, and the necessary skills needed to perform the job. It should anticipate employee growth and potential problems with misunderstanding. That is, a job description is not just an analysis of the position it should also address potential questions about the position in the future. A Job Description Should Include the Following Job Title clarifies the position, job title, and rank or level (if applicable). Salary Range list starting salary, mid-range, and high (maximum) salary for the position. You should also include information about how employees may be eligible for additional compensation (i.e., sales commissions, performance bonuses, annual raises, etc.) Statement of Purpose and Objectives a general statement, summarizing in three or four sentences, the purpose or objective of the position. Job Description a detailed list of specific duties and tasks in their order of significance (the fruchtwein important duties should appear at the top of the list). This list should cover every activity that will take 5% or mora of the employees time and include any accountability the employee may have for meeting certain objectives. Description of Reporting Structure this section provides a detailed description of any and all roles the employee will hold. It should include their own supervisory roles (if any) as well as who they are subordinate to directly and indirectly. If the employee is to work with other employees or departments, include that information as well. It is helpful to include a corporate organizational flow chart that depicts all positions in the company and their hierarchy. Experience and Skills be as specific as possible when detailing the experience and skills required to perform the job. For example, if the position requires the use of a computer, list the type of software or hardware used to perform the job. Description of Ideal Candidate detail other strengths needed to perform the job such as ability to work with tight deadlines and multiple bosses. Work Location and Schedule list the physical location of the job, the days and hours of the position, and include any potential overtime that may be required to perform the job. An Important Feature to Put in Every Job Description And Other Duties as Assigned The ideal situation for an employer involves hiring highly motivated and skilled employees who are eager to do more than just their assigned tasks. Employees who ask for more work when they find free time on their hands, or that are interested in learning new skills can be invaluable to small businesses. But not all workers are dedicated to their jobs or the companies that write their paychecks. Employees who refuse to do more than their job description specifically states can create avoidable headaches for their empl oyers. By including and other duties as assigned to a job description, the employer can add new tasks to the position as are needed. In some cases, it may be beneficial to clarify beyond the generic other duties and be more descriptive. For example, other clerical duties, or other duties as assigned by (a particular department of position). Paying higher salaries does not always equate to better job performance. Employers and their workers always get along better when what is expected in an employees job performance is detailed in writing.