You have a great product or offer an amazing service, and that is a terrific start; however, many businesses have both of those things and still struggle to take their business to the next level.  Why is that? The answer could very well be that they are hiring the wrong people to carry out the work. Having the right people on board can take your company to new heights, whereas having the wrong people on board can cause you to crash and burn.

While it would be nice to believe you, as the leader, control your customer’s experience, it is ultimately your employees that are being entrusted with that responsibility – your biggest opportunity to control the outcome is by hiring the right people. This is why having a clear hiring strategy for each and every position in your company is crucial.

Know What It Takes To Be Successful in Every Role

Take a look at each of the roles in your organization. Who are your ‘rockstars”? You know, the ones out can count on day in and day out to perform their job with excellence. Once you have determined who those people are, it is time to take a look at not only their pedigree, but more importantly those intangible characteristics that help them take their job to the next level. All too often, organizations paint themselves into a corner with blanket policies requiring specific education levels or years of experience when hiring, when it is often those less tangible characteristics that are a greater predictor of long-term success.

Know the Micro-Cultures In Your Company

While it is absolutely reasonable to have culture standards that are met across the organization, you should keep in mind that each department withing your company likely has it’s own micro-culture. Your accounting department is going to be operated and staffed much differently than your production floor. In order to hire the right person for each job, it is important that you understand both the big and small differences between each department, or even between different managers or shifts.

Advertise To The Right People

Once you really understand what it takes to be successful in the job and the departmental micro-cultures, you need to know where to find the people that will thrive in that specific role. Where would they likely be looking for jobs? What is it about the company that would grab their attention? Make sure when crafting your job advertisement you have their interests in mind. The more you speak their language, the more likely you are to attract (and then hire) the right people.

Make Sure the Candidate Experience Is Tailored

The screening and interview process for a production worker versus a marketing professional should look very different. For each role, you must consider what you want bother the pre-screening process and the interview process to look like. This includes how you “screen-out” versus “screen-in” your candidates. Must they have a resume? Do you require a lengthy phone screening? How might that impact the candidate experience and whether you are attracting the right people to your jobs?

Train Your Team 

Unless you are the one that screens, hires, and manages all staff members, then you must once again trust that you have hired and trained your staff on how to carry out your plan for best results. If your organization conducts peer interviews, make sure you are thoroughly training the individuals you want to participate. While getting unfiltered feedback is important, it is crucial that your team is trained to ask the right questions and to look for the characteristics you value.

What to Watch Out For

You have now designed a hiring model for each department based on perceived best practices, but be sure when you are hiring you are focused on the right characteristics. As you are building your team what you need to be focused on is balance. Diversity is good, it is health, and it helps us challenge our thinking and our processes. If everyone on your team thinks the same, chances are your results will become stagnant. And stagnation is not a state in which businesses thrive.

We get it, hiring is serious business! If you need so support building your team, Manpower wants to be the staffing partner you trust to deliver. Simply contact us by clicking the link below. 

Now Scheduling Interviews for 03/20 in Medway

Manpower Maine is teaming up with The Scotts Company to fill a variety of seasonal positions at one of the area’s most prominent employers!

Jobs We are Hiring For Include:

• Material Handlers
• Forklift Drivers
• Machine Operators

We currently are recruiting for (6) 1st shift positions. 

This on-site interview event is by appointment only – schedule your spot today!

Equal Opportunity Employer / Drug & Alcohol Free Workplace

Extensive criminal background check and drug & alcohol screening is required.

Hello, Southern Maine Job Seekers!

Manpower Maine is excited to announce that our Biddeford office will now have extended hours on Mondays from 7:30am-7pm. We are hiring for a large number of light industrial and manufacturing positions in the Biddeford, Springvale, Saco, and Greater York areas, and we want to meet with you!

We understand that our traditional 8:30am-5pm schedule isn’t ideal for all job seekers, so we are offering these extended Monday hours to make it easier for you to stop in and meet with a recruiter before or after our normal business hours. Walk-ins are not only welcome, but encouraged! You can also call our Biddeford office at 207-284-0595 to schedule an appointment.

The manufacturing and light industrial positions we are currently hiring for pay between $10-15/hour, and are with well-respected, well-recognized companies. The best part? No experience required, so this is the perfect opportunity to get your foot in the door with some of the best employers in the area!

So whether you call to schedule an appointment, or walk into our Biddeford office, the important thing is that you meet with us at your earliest convenience. Our recruiting team is welcoming, experienced, and eager to talk to you!

Did you start the year strong having the best of intentions, and the motivation to back it up? As spring approaches, you may find that motivation dwindling, but that is normal! Everyone goes through periods in their job where motivation is lacking; maybe monotony is getting the best of you, or maybe there are things going on in your personal life that are drawing your attention away from where it should be during working hours. The important thing is to address and correct the situation before it escalates. Follow the tips below to get motivated and maintain your positive momentum! 

Take Note of Your Habits:

Take note of what tasks you put off most often (or have the least amount of motivation to complete), and then try to figure out what it is that is holding you back. Do you simply lack the resources and tools needed to complete these tasks? If so, a conversation with your supervisor might go a long way in remedying the situation. Do you not have the confidence needed to feel successful in your role? Whatever the dilemma may be, pinpointing the motivation drainer will better position you to craft an effective solution. 

Make a Plan:

Once you’ve committed to improving your situation, make a plan and hold yourself accountable. Visuals can be very powerful motivators, so you may find that organizing your priorities in a planner (or even a simple color-coded list) helps make developing a game plan and tackling your duties more straightforward. You could also consider setting up a reward system to help give yourself a little extra incentive to complete all of your tasks, big and small. Think carefully about the things you enjoy and are passionate about – what are some ways you could incorporate them into your plan to get back on track at work? There are lots of different strategies you can employ in your plan, but ultimately, the most effective on will depend on your individual work style and what drives you.

Push Yourself Outside of Your Comfort Zone:

If your day-to-day starts feeling dreadfully monotonous, it could just be that you’re bored and in need of a challenge. Step out of your comfort zone by seeking out opportunities to develop new skills and competencies. Talk to your boss; it might be possible to expand your duties to include things that play to your strengths and interests, or for you to mix things up by contributing to an upcoming project and get some exposure in an area of business that you wouldn’t normally be involved in. Not only will branching out provide you with more variety and job satisfaction, but it will assist you with your professional development by strengthening your resume and making you a more well-rounded worker. 

Focus on What You Can Control:

Few things zap motivation and productivity faster than perceptions of powerlessness or inadequacy. It’s important to acknowledge that while there are non-negotiables in every work environment – like the work that needs to get done – there are many factors in your control, and those are the things that you will be best served to focus on. These things include, but are certainly not limited to: the way you carry out your daily tasks, your attitude about your work, and the way you choose to respond to your circumstances. Fighting the non-negotiables is futile and unproductive, and will only leave you feeling more frustrated. When you focus on what you can control, you empower yourself to take action – and when you take meaningful action, you improve your self-confidence and feeling of competence, which will make it easier to take action next time!  

Be Mindful of the Energy You Surround Yourself With:

Have you ever had an interaction with someone that left you feeling really negative and drained? If so, you understand how easily someone’s mood can affect your own. Be mindful of the energy you surround yourself with, and spend time with people that lift you up. Being around positive, motivated, and goal-oriented individuals will not only make it easier for you to stay positive and manage stress more appropriately, but it can also expose you to new ways of doing things that will help you be more effective and successful.  

If you have done everything you can to get back on track with no success, it may be time to transition out of your organization and find a more suitable opportunity. If that is the case, registering with Manpower is one simple click away:

The excitement, energy, and renewed focus that often fuels your staff at the start of each new year is starting to melt away as quickly as the snow-covered ground in March. In an ideal world, every human would be intrinsically motivated, but alas, that is not reality.

So what can you do as an employer to help keep the momentum up for those that need a little added push? Here are a few ways to keep your employees motivated throughout the year without breaking the bank. 

Keep Their Work Fresh:

All jobs have some level of redundancy to them, and that is just par for the course in the world of work. That being said, having your workday on auto-pilot every day can have an impact on motivation levels. Offer cross-training opportunities to your team members, invite them to take on a new project, or empower them to pilot a new technique. Not only will employees be engaging other areas of their brain, they will be more likely to look at their routine work with a fresh set of lenses.  

Encourage Company-Wide Collaboration:

Everyone has something to learn, and everyone has something to teach. Not only that, but each department in the organization is reliant on the others. So it is naturally best to get everyone working together. By encouraging company-wide collaboration, you will be offering new learning opportunities to team members and helping all of your staff see what important roles each person plays in the company. You may even identify innovative ideas to impact your entire organization. 

Set Clear & Measurable Goals:

Yes, there is work that must get done – that is why you have employees to begin with. Setting clear, measurable, and realistic goals and expectations is a solid way to keep the momentum and productivity high. It is hard to create a motivated workforce if they are not provided the tools and direction they need to be successful. If leaders do not set clear and realistic expectations, targets, and goals, then they shouldn’t be surprised if those metrics aren’t met. 

Gamify Their Work:

We use gamification techniques often with our team here at Manpower. From vintage video game and guilty pleasure themed contests – they all seem to help us motivate our team. As mentioned before, all work becomes redundant, and we all put off our least favorite tasks for last – it is normal. Since we are armed with this information, what can we do to help encourage and motivate our team? Turning everyday activities into a well-timed challenge helps to break up the routine and add some excitement to their work. 

Recognize and Reward Them:

Not all recognition and rewards need to come with an actual price tag (although the occasional financial boost certainly doesn’t hurt – which is why sales positions are designed around commission and incentives). Sometimes however, the best thing you can do as a leader is take the time to thank your team members for their performance.  Recognize when they overcame a big obstacle or when they took initiative to help a team member. Supportive leadership and sincere praise helps to inspire loyalty and organizational buy-in. 

Lead By Example:

It’s hard to expect your team to stay motivated if your leaders are shuffling in and shuffling out, so be sure to set a positive example. If your team is just going through the motions, the first thing as a leader you should do is look inward. What behaviors are you modeling? Out of the tips provided previously, which ones can help you fuel your own performance? If you are trapped in your own motivational rut, be sure to seek out some support and guidance from a trusted peer to help get you back on the right track. 

There will be countless times throughout the years that each and every person experiences dips in motivation. The problem will never be with the rut itself, but with the person’s commitment to do what is necessary to dig out of it. As a leader, it is your job to figure out what you can do to support their efforts to get back to peak performance levels.

Needless to say, there are times when you have done everything you can to get your team on-board and the time has come to help them transition out of the organization and find a replacement. If that is the case, requesting a new employee through Manpower is one simple click away:

ManpowerGroup Named A World’s Most Ethical Company By Ethisphere and a World’s Most Admired Company By Fortune Magazine

ManpowerGroup recognized for Social Responsibility, Global Competitiveness and Ethical Leadership

MILWAUKEE, Feb. 12, 2018 – ManpowerGroup (NYSE:MAN), the leading global workforce solutions company, has been recognized for the eighth consecutive year as a World’s Most Ethical Company by the Ethisphere Institute, a global leader in defining and advancing the standards of ethical business practices. ManpowerGroup has also been named one of Fortunes Magazine’s 2018 World’s Most Admired Companies for the 15th year in a row, ranking second for the most admired company in the diversified outsourcing services industry.

With this double accolade of Most Ethical and Most Admired, ManpowerGroup confirms its position as the most trusted brand in the industry. Fortune’s World’s Most Admired Companies is the report card on corporate reputation with rankings based on nine key attributes from quality of products/services to long-term investment. ManpowerGroup scored highest in categories including Social Responsibility and Global Competitiveness.

Ethisphere’s World’s Most Ethical Companies recognizes organizations spanning 23 countries and 57 industries that demonstrate concrete ethical leadership within their industries. The 2018 honorees had record levels of involvement with their stakeholders and communities around the world. Measuring and improving culture, leading authentically and committing to transparency, and diversity and inclusion were all priorities for honorees.

“Our 70-year legacy of providing meaningful and sustainable employment is built on the belief that running a good business also means contributing to society,” said Jonas Prising, Chairman and CEO, ManpowerGroup. “Ethics run throughout our organization at ManpowerGroup and every person plays a role in keeping our ethical compass firmly in place. These recognitions are a testament to our people and our values that are embraced by our employees across the globe, who provide tremendous value to our clients, while helping millions of people develop skills so the can access opportunity and meaningful employment.”

“while the discourse around the world changed profoundly in 2017, a stronger voice emerged. Global corporations operating with a common rule of law are now society’s strongest force to improve the human condition. This year we saw companies increasingly finding their voice. The World’s Most Ethical Companies in particular continued to show exemplary leadership,” said Ethisphere’s CEO, Timothy Erblick. “I congratulate everyone at ManpowerGroup for being recognized as one of the World’s Most Ethical Companies.”

To learn more about ManpowerGroup, visit www.manpowergroup.com

About ManpowerGroup

ManpowerGroup (NYSE:MAN) is the world’s workforce expert, creating innovative workforce solutions for 70 years. We connect more than 600,000 people to meaningful work across a wide range of skills and industries every day. Through our ManpowerGroup family of brands – Manpower, Experis, Right Management, and ManpowerGroup Solutions – we help more than 400,000 clients in 80 countries and territories address their critical talent needs, providing comprehensive solutions to resource, manage and develop talent. In 2018, ManpowerGroup was named one of the World’s Most Ethical Companies for the eighth consecutive year and one of Fortune’s Most Admired Companies, confirming our position as the most trusted and admired brand in the industry. See how ManpowerGroup makes powering the world of work humanly possible: www.manpowergroup.com.

What exactly is a personal brand?

Your brand is the point at which your strengths, passions, skills, experience, and personal presentation all come together to form a clear, concise message that represents the value that you offer. For you to make the most of it, it’s important that this message be consistent across all platforms. This strengthens the association between you and your brand, so what when people see your name, they are reminded of the value you add, and they know what to expect from an interaction with you. Your resume, your social media presence, and the way you present yourself and interact in interviews or other professional settings should all embody your brand. 

Why is personal branding important?

When you think of job searches, does branding come to mind? If you’re looking for work, it should. Establishing a strong brand is an important part of a successful job search, not only because it helps you stand out amongst a sea of applicants, but also because it gives you the confidence of knowing who you are and what you want. By approaching your search from a place of authenticity, you’re not only more likely to get a job, but the right job – one that fits your personality and work style, and helps you grow in the direction of your goals. When you’re in the right job for you, it’s easier to be happier and more successful at work, which will further assist you in growing your professional reputation. 

What are some practical ways to apply personal branding?

Your Resume: 

Don’t forget that your resume is not just a record of your professional experience – it is an opportunity to market yourself to potential employers. Customizing your resume for each job you apply to will help employers understand how your brand aligns with their own. As you list out your skills and experience, always do so in consideration of the new job and company. Of the skills you possess, and of the things you have done, which are most relevant to this new opportunity? Research the company; can you highlight any professional experience within the industry, or accomplishments that align with its mission statement? Keeping important details such as these in mind will help make it easier for potential employers to quickly identify what you bring to the table – and why they need YOU!

Your Social Media Presence: 

It is not uncommon for employers to Google applicants and check their social media profiles. For better or worse, what they find forms part of their first impression of you (especially with regard to how professionally you present yourself, and whether they feel you would be a fit for the company culture), so if you haven’t already, it’s time to adjust those privacy settings. If you’d prefer to keep a public profile, think carefully about the content you share and what that content might say to someone who is considering you for employment. Will it speak to your professionalism, reliability, positive attitude, or the ease with which you manage stress? Or will it paint a different picture entirely? Certainly don’t misrepresent yourself – this is a great opportunity to showcase your personality – but the key is to highlight those aspects which lend themselves to your professional brand. 

The Interview: 

You might be wondering how you’re going to showcase your brand in the interview while remaining professional. But keep in mind, your brand will ultimately be defined by the feeling you leave your interviewers with. Your professional presentation, punctuality, communication skills, and body language are the main factors influencing that feeling in the interview, so paying attention to the little things can create big results for you. Show up on time, prepared, and dressed appropriately. Be conscious of your body language – it speaks volumes! Don’t just recite information previously introduced on your resume – let your personality shine! Your pitch will be more memorable if you can talk not only about your unique qualifications, but also how they directly relate to the job at hand. This helps establish you as a well-rounded, competent candidate whose brand more closely aligns with that of the company’s. 

Everyone has positive and negative aspects to their brand, but know that there are ways to proactively address these so that you can put your best foot forward. If you feel like you may have some branding issues to overcome (for example, maybe you’ve had issues with punctuality before, or you have a bit of a reputation for job-hopping), then stay tuned. This month, we will be exploring branding strategies for candidates in a variety of situations, and you won’t want to miss them! 

Chances are when you think of branding you immediately call to mind iconic companies like L.L. Bean, Apple, or Google. The reality is everyone and everything has a brand. A brand is your image. It is what people remember about you. It is the message about you that people convey to their friends. Some brands get their start by being expertly manufactured by marketing professionals, but ultimately a brand is determined by the general public and their belief of who you are and what you stand for. It is that organic brand that can make or break your company.

For years, HR Leaders across the country have been talking about the power of employment branding – and of course, outlining all these cost-prohibitive, pie-in-the-sky ideas to help make every company the employer of choice. From onsite gyms to unlimited PTO and napping pods, employers are pulling out all the stops to be the best – and realistically, you can’t compete with monetary perks like that at this time. Truth is, so much of that sizzle is little more than flash, and what actually has the biggest impact on your employment brand is the simple, everyday stuff.

Here is a look at a few areas you can work on to make sure people think fondly of your of your company when they consider places they want to work at. 

Set the Tone by Treating People Fairly

Whether they are simply a guest, an applicant, or your most senior employee; every person wants to be treated fairly  and with respect and dignity. Set the expectation and hold everyone in your company, from management down, accountable for treating people as your organization expects. Building a culture of respect in your workplace will do wonders for your reputation.

Enforce a No-Workplace-Drama Policy

The majority of people simply want to have the ability to go to work, do their job, and go home. They do not want to get caught up in office politics or inflated egos. Don’t allow yourself to be the middleman for internal conflict; set the expectation that your employees work together to settle their disagreements, and you are simply there to mediate and document when necessary.

Show Them They Are Valued

It begins with offering a fair and competitive compensation, but it doesn’t end there. Employees want to have the confidence that their work is appreciated, their ideas are considered, and that they are valued. Develop a way for employees to pitch their ideas to the company and ask for feedback on upcoming initiatives as appropriate. This helps employees buy-in to the overall mission of the company.

Develop a Pathway for the Future

It’s unlikely that anyone will go out their way to sing the praises for what they feel is a dead-end job. Not every employee wants to progress to the level of management, but having levels within a specific position along with expectations and training to get to said levels can make a huge difference. It will encourage employees to skill themselves up and become masters of their work. 

Address Your Branding Issues Head-On

If you are having a hard time filling your jobs openings, you might have a branding problem. If you don’t have employees filling up your recruitment pipeline with referrals, you might have a branding problem. If you have great candidates turning down your jobs offers, you might have a branding problem. When hiring gets tough, it is time to explore the root causes. Ask employees. Refer to your exit interviews. And take action.