Let’s Talk – WISR 680 – March 24, 2021

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Let's Talk - WISR 680 AMLisa Guard, the owner of Specialized Staffing, talks about 10 ways to stay positive at work, no matter if that means in the office or remote.

Listen to episode: Let’s Talk – WISR 680 AM – March 24, 2021

Adapt & Connect

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Our entire reason for being an organization is to streamline the employment process for you most effectively and efficiently possible. Knowing your company’s particular needs and potential candidates’ abilities to meet them in a way that results in positive, long-term employer/employee relationships is key. Over the years we have developed a wide-reaching network of potential candidates. We have access to databases that break down employee information by job description, as well as experience and training, giving us a much wider and more specific net to cast when searching for a particular talent.

We don’t make widgets, we connect people. We connect your organization with the professionals that help you maximize company growth and potential. And now we make these connections while fully operating in and successfully embracing remote work and remote recruitment of talent. Our realized goal for 2020 means we are better able to meet your staffing needs in 2021 and going forward.

Specialized Staffing & Industry Recruiters adjusted quickly, completely, and very successfully in a rapidly changing business climate last year. We can connect you with the employees that will help your business move forward in a constantly evolving business landscape. Let us connect you with the best employees for your future.

Our Goal. Your Gain. Recruitment Post-Pandemic.

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When it came time to update hardware in the late 20-teens, and at the suggestion of our forward-thinking staff, Specialized Staffing & Industry Recruiters opted to switch from desktop computers to laptops. From 8-5 Monday through Friday we are accessible to you, the companies who rely on us to find top-notch candidates to fill key positions quickly, efficiently, and, most importantly, effectively. However, the candidates we vet for you are often already employed professionals accessible to us primarily outside of normal work hours. We’re essentially on-call round the clock. It became quickly apparent to us that the ability to carry our “desks” from location to location and not be hampered by four walls was incredibly useful. We wrapped up 2019 intending to work completely remotely by the end of 2020.

The idea resonated with us. We are a dedicated, cohesive team and knew square footage in a specific location was not required, or even desirable, to achieve the recruitment outcomes you expect—truly require—from us. It was the now infamous Mid-March 2020, when Lisa Guard, our president, was out of the office — OK, relaxing on a Florida beach taking a well-deserved break — that the call came in to close our office and move all operations to remote locations within 24 hours. The plan we expected to execute by December 2020 went into full swing at that moment. We didn’t miss a beat. And we’ve not looked back.

Remote Work. Remote Recruitment. Remote Challenges.

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Though many of us will be returning to our offices eventually, many aspects of this startling, new world will remain modus operandi for the foreseeable future. 2020 has forever changed the way both employers and employees view the world of work.

Given the relatively higher current rate of unemployment, it seems counterintuitive that recruiting top employees has become more difficult, however, it is a fact in these unusual times. This is where our quick, successful adoption of fully remotely working becomes a boon to your organization.

Before 2020, we made 10 calls to find 1 candidate for any 1 open position. That number of calls has increased almost exponentially to 50 calls needed to garner each interested and qualified candidate. Our goal has always been to provide you with several candidates from which to choose for each position. If, for example, we provide 3 possible employees, that’s 150 calls give or take, and a massive amount of networking and database searching. And not least of all, it requires that we work as a team, even though the team cannot be in one building sharing progress and leads over the water cooler or around a conference table.

Why this dramatic turn in the recruitment landscape? “Talent is not so much hard to find, as it is hard to engage,” says Lisa Guard. Fewer people are looking to change jobs in these still uncertain times. With entire families stuck at home, and schools still not fully and consistently operational with in-person learning, many individuals loathe leaving a position that currently offers any flexibility within frequently shifting needs. Individuals who may have welcomed a job offer with greater potential financially and experientially a year ago, now prefer to stay put, not seeing a good reason to rock the boat, so to speak. Some professionals having been sidelined by the pandemic are reluctant to return to work because of health concerns or family issues.

Now imagine your HR person—or persons if your organization is large enough—administering health insurance needs, managing payroll, dealing with any of myriad day-to-day job requirements while juggling this new pandemic landscape, AND trying to find people to fill vital company positions. With fewer people job hunting, your online job posting isn’t going to attract much attention, much less the caliber of candidate you need.