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How IT Recruiting Firms Can Benefit Your Organization

Mon, 30 Oct 2023 09:44:05 GMT

Hiring can be tough, especially when it comes to finding the right IT specialists.

So why place such a burden on your internal HR team or your managers when there’s a far better solution out there?

We’re talking, of course, about working with IT recruiting firms.

While many businesses are unsure about outsourcing their staffing to a specialized company, using hybrid IT services has become normalized. We believe that businesses are afraid of giving up control over what is the lifeblood of their organization. Many decision-makers worry that a technology staffing agency simply won’t be familiar with the unique needs of their business or that they’ll provide only subpar clients.

None of those concerns are based in reality because leveraging the services of technology consulting companies is the solution to many staffing challenges plaguing most organizations in this day and age.

Don’t believe us? Then, continue reading to learn about the many benefits of working with IT recruiting firms.

1. Work With Experienced Professionals

When you hire a technology staffing agency , you’re getting the best service money can buy. As you’re familiar with, recruiting in the tech field is a tough feat due to the rapid transformation in technologies and methodologies in the industry. This means it’s very easy for those who aren’t professional IT recruiters to fall out of the loop very quickly.

When you handle the reigns of a team of professional recruiters, you work with individuals who diligently follow the developments in the IT industry. This knowledge allows them to tell between candidates who have the expertise, and can provide value to your company and those who simply aren’t up to scratch.

More importantly, IT recruiting firms also have their ear on the pulse of the current job market and the intricacies of hiring in different industries. As such, they can coach you on the best hiring practices as they know exactly which skills to look for in candidates, and more importantly, how to test these skills in the real world.

Also, grabbing the attention of candidates is a challenge in itself. This is what your recruiter will also help you with. They’ll coach you on practices you can implement in your company so that the top talent will consider you the right catch.

2. Reach More Candidates

What’s your first impulse when hiring? Hire locally, right?

Yet, in the 2020s, it’s more common for niche talent to be nonexistent in your area. This is why most IT recruiting firms are casting a wider net when looking for candidates to sidestep this challenge.

Remote work has become a mainstay, and a surprising side effect of extending your search beyond the local area is finding people with varied backgrounds. This is great news if you’re looking to create a more inclusive and varied work environment.

It’s not just remote employees, though. With IT staffing consulting services , you can also reach passive talent - i.e. candidates who aren’t actively looking for a job but would be willing to switch teams if the opportunity arose. Naturally, enticing passive candidates takes a lot of expertise and is best left to the professionals.

3. Improve The Overall Quality Of Candidates

Another cool benefit of extending the reach of your hiring endeavors is that you’ll find more qualified individuals, particularly those who can fill niche positions. More people in the mix means the IT recruiters can conduct comprehensive testing to find which candidates are the most qualified, and, equally important, those who are a good fit for your company culture.

4. Hire Faster

Time-to-hire in the IT industry can be painfully slow, and it may take you months to find and onboard the new hire. Once you have an expert on the case, everything changes. You can focus on your core business processes while an agency reduces the time it takes to hire someone by a large margin.

Why?

IT staffing consulting experts will take care of pretty much all the laborious parts of the process. They’ll find the talent, provide you with a shortlist of candidates, schedule interviews, and so on. That way, you’ll avoid losing any unnecessary time.

Furthermore, staffing agencies are typically familiar with the best talent in the field. As such, they can slash your time-to-hire from months to weeks or even days in some cases.

5. Save Money

So you’re paying for the services of a professional while also somehow saving money? What sorcery is this?

It’s super simple. Technology staffing agencies are virtuosos at finding the right talent in a short time. After all, they’re doing this on a daily basis. But here’s how this saves you money:

No need to pay for job adverts or waste your marketing budget on promoting the posting
No need to invest in any software for screening candidates
Short hiring time eliminates the need to hire temporary workers
If you hire remote employees, you can find top talent worldwide at an affordable price
Eliminate the chances of ending up with a bad hire and starting another costly hiring cycle
Hiring top talent removes the need for extensive (and costly) training process

In short, all the other benefits of partnering up with recruiting firms stack on each other and ultimately, save you money when compared to how much you would lose if you hired IT employees using your internal HR team.

Griffin Global Systems to The Rescue!

If you’ve been trying to hire a niche IT specialist (or just your regular old IT people), we feel your pain. It can be tough out there. We spoke to many clients who wasted thousands of dollars and months out of their precious time only to be forced to hire someone who simply doesn’t have a future in the company.

The tables turned when they partnered up with Griffin Global Systems . As a premier technology staffing agency, we know what it takes to streamline your hiring process and find you that perfect candidate.

Moreover, due to our 20 years of experience in the biz, we’re familiar with the trajectory of the IT industry. Thus, we can assist you with solving your staffing needs today, as well as help you leverage the entire depth of our experience and anticipate (avoid too) the staffing challenges of tomorrow.

Call now at (855) 747-4334 or fill out our contact form and partner up with the best recruiters in the industry.

Best Recruiting Tips For Accounting Firms

Mon, 23 Oct 2023 05:57:50 GMT

Your accounting firm may have a lot to offer, but if you can’t build a team that reliably provides your clients with top-notch service, your whole business may crash and burn very quickly. Sadly, the accounting industry is highly competitive, and top talent is hard to come by.

Even though recruiting is tricky, it’s not impossible. By making slight adjustments to your staffing practices , you can find candidates that fit your company culture and possibly even retain them for years to come.

As one of the top accounting recruiting firms, here at Griffin Global Systems, we know exactly what you need to do to position yourself to attract top talent. Here are THE top things you should try:

1. Define The Role

Believe it or not, many accounting firms are ill-informed about the role they’re trying to recruit for. Before you go around writing an effective job description, you should first evaluate the role and figure out what you’re looking for in candidates.

Ask yourself the following questions:

How does the role fit into your company?
What does the candidate have to do?
What skills are an absolute must-have and which ones are a nice extra?

These three questions will help you narrow down the information and provide you with the building blocks for writing a job description that can attract top candidates.

2. Write a Compelling Job Description

Most of the recruiters working in accounting recruiting firms are blown away by the amount of job descriptions posted that are outright bad. What we learned in our experience is that many companies omit information that is crucial for candidates to know, which can actually turn away competent applicants.

So how do you go about changing that?

Easy - consider the details the candidates would want to know when looking for a job. Along with the regular information such as the competencies required for the role, make sure to mention the location, benefits, and most importantly, the salary.

Feel free to inject some personality and describe what a candidate’s day-to-day life in your company would look like. You can also write a few sentences on why a candidate would potentially love working for your accounting firm.

3. Focus on Attracting Gen Z Candidates

Gen Z workers are coming straight out of college and are looking for exciting opportunities. The problem is that Gen Z (and even some of the younger Millennials) are different from other generations. As such, you can’t use the same tactics as you would if you tried attracting an older employee.

When hiring a younger workforce, keep the following in mind:

Gen Z candidates prefer jobs that provide them with a stronger sense of purpose, which means they care about the values of the company they’re working for.
Salary is not the only factor for younger candidates when looking for a job and they’re equally as motivated by flexibility, training, and benefits.
To attract a younger workforce, you must also offer a clear opportunity for career progression.

4. Improve your interview process

Improving your ability to attract candidates is certainly a start. Still, most accounting recruiting firms will tell you filtering out all applicants to a single “perfect” employee is equally important in the overall recruitment process.

How can you recognize and narrow down the list to just one person? Simple - boost your interviewing skills and overhaul your interview process.

The interview is the best opportunity to dive deeper into the candidate’s experience and skills. It’s not just about checking off boxes of a list of requirements - an interview can help you analyze a candidate’s personality and personal values. By paying attention to these things, you can gauge how well they’ll fit into the role and your current team.

We recommend going beyond the usual “tell me more about yourself” cliche questions that lead nowhere and creating an inviting atmosphere that turns an interview into a friendly get-together - as opposed to a police interrogation.

By the end, you’ll have a better understanding of whether they’re a right match for you. Plus, the candidate will also appreciate the fact that you’re invested in them, instead of thinking you’re just going through the motions and reading the questions from a list you found online.

5. Work on your company culture

All the previous tips are something you can realistically implement very quickly. Reevaluating and working on improving your company culture may take a lot of time and effort.

Let’s go over why this matters. Take the interview as an example - you’re not the one doing all the interviewing as the candidate will also use the interview to gauge your company’s values. In other words, you’re selling yourself in your recruiting process too, and generally speaking, the sales pitch should go beyond just the salary.

You also have to consider your brand awareness, which is potentially one of the biggest factors in whether you’ll attract the best talent. Candidates in the modern age will scour the internet to learn more about the values of your company and your overall reputation. So make sure that when they do, they can only see information that presents your company in a positive light.

Last, but certainly not least, is what you offer your employees past the basic salary/benefits package. Your company culture is more than just introducing Casual Fridays or offering free snacks in the break room. You should invest heavily in the well-being of the staff, proactively find ways to improve their day-to-day life, and provide them with plenty of opportunities to improve their work-life balance.

Here are some things you can do on this front:

Invest in training
Establish an employee well-being program
Invest in technology that significantly improves employee productivity
Allow a flexible schedule or the bare minimum optional ability of remote

Fine-tune ‘till perfection

Considering the challenges present in staffing in the accounting industry, you simply can’t afford to get lazy with recruiting. A generic approach to this important process will yield subpar results, and even if it works from time to time, it’s by no means a long-term strategy.

It’s worth stressing that time is of the essence when it comes to doing business, and you may simply not have the resources to tackle the recruitment process from the ground up. There is no shame in this; working with accounting recruiting firms is becoming the go-to method for many companies to source and hire top-tier talent.

If you get into any trouble implementing these tips, Griffin Global Systems is always on your side. As one of the biggest accounting recruiting firms in the US, we can help evaluate your staffing needs, explain all the current recruiting trends, and reliably source only the best candidates.

Call (855) 747-4334 or reach us through our contact form to learn more about how we can assist you.

How Do Staffing Agencies Get Contracts

Mon, 16 Oct 2023 09:55:14 GMT

Because of the increased demand for their services, staffing agencies can only succeed if they manage to secure an increased number of contracts with new clients. This not only improves the stream of income but also establishes credibility, which is everything in the world of staffing.

The question is, how do staffing agencies get contracts?

As one such agency, Griffin Global Systems has maintained a strong position in the industry for over twenty years. Hence, we can demonstrate how some staffing agencies can ensure to lock down leads and contracts regularly.

Here Are Some of the Techniques you Can Try:

1. Building credibility

Just as with any other business, before landing some big deals, you need to work on establishing credibility.

While this is easier said than done, by taking on an exact approach, you can jump-start this process and build up a reputation even if you’re a new face in town. We recommend you try this:

2. Find a niche

The biggest mistake staffing agencies make is they try to be a jack of all trades, especially in the beginning. Not only does this make it harder to keep track of all the intricacies of staffing for each industry, but it also dilutes your message.

Try specializing in staffing for one industry, or for example, restrict yourself to a particular job function. This helps you laser in on the right audience and also makes it easier to establish your credibility in a specific market.

3. Build strong relationships

Networking is very important, but in the staffing industry, it’s the lifeblood of your business. Meet professionals at industry events or network online. Engage with other businesses and leaders and look for ways you can provide value. Guess what? These people are your potential clients, so make sure you delegate plenty of time to build relationships each month.

4. Ask clients for references and testimonials

All businesses have strong connections with other businesses in the industry, and you can use this to your advantage. There’s no shame in asking clients if they’re open to providing a recommendation. This may help you boost your credibility with the business partners of your client, potentially building new relationships in the future.

You can also feature the recommendation on your website and other marketing materials to quickly build social proof.

5. Adjust your prices

We all have to start somewhere, and when you’re a relatively new agency, your pricing should reflect that. Research the average fees with staffing agencies in your niche and adjust your price to reflect your level of experience.

As you build your reputation, you can then increase your rates to the industry standard.

1. Focus on the needs of your clients

When looking to find out how do staffing agencies get contracts, in order to implement their techniques, you’ll probably hear a lot of talk about the needs of clients. There’s a good reason for this.

Staffing agencies must tailor their solutions according to the pain points of their clients. In other words, what you’re offering should primarily serve the purpose of solving their unique problems.

Start by researching the types of companies that you want to work with. Familiarize yourself with their industry and their unique hiring challenges, which will put you in the position of providing a solution to their challenges.

This is crucial if you want to land that contract. You need to spend less time talking about what your company does and more about how you can solve their problems. Clients don’t care about your techniques, they care about your results so make sure your “pitch” reflects that.

Lastly, you can strengthen your message by explaining how you’ve assisted similar clients in the past. Feel free to share stats, but substantiate the numbers with details on how you addressed the specific problems and helped the client overcome each obstacle.

2. Provide extra value

How do staffing agencies get contracts? By providing value.

You need to work on your ability to always source the highest-quality candidates. Implement a strict vetting and screening process, and explain it to your clients to boost their confidence in your services. Then, offer them first access to these particular candidates.

To demonstrate the value you provide, you should also keep building industry knowledge by being familiar with the latest trends and technologies. You can then apply this expertise to the services you’re offering to gain a competitive edge.

3. Maintaining consistent communication

Most of your business will come from repeat contacts, so you have to maintain a strong relationship with your existing clients.

Check in with them regularly, inquire about their current needs, and offer your assistance. For instance, upon landing a new contract, you can ask for an update during the first week, and after you’ve completed your duties, send a follow-up each month and ask if they need more candidates or if they are willing to provide feedback on the employees you helped them track down.

Also, try to stay on top of issues and remedy any problems with placement that your client notifies you about. Take responsibility for the problem and resolve it as quickly as possible.

Lastly, maintain a high level of transparency. Let the client know if you experience any difficulties on your end, such as the inability to fill a role. Inform them about the ways you’re approaching the issue and lay out a clear plan of action.

Build a Path to Success

Now that you know how do staffing agencies get contracts, you can implement some of these practices and start building a path to success. The results may not be instant but over time, they’re bound to work.

Building up your brand, improving your networking game, and changing up the way you approach the relationship with existing clients will open the door to new opportunities. It’s on you how you approach it from then on, but at least you’ll have the building blocks you need to get there.

Good luck!

Staffing Agency Vs Temp Agency

Mon, 09 Oct 2023 11:41:47 GMT

If you’re struggling with filling your job opening, you’re not alone. In fact, the labor shortage is still going strong in 2023 and is likely to continue for the foreseeable future. So what are your options when trying to overcome the current staffing challenges?

The perfect solution is leveraging the services of staffing and temp agencies.

These two are often mistaken for one another, but they’re very different and are suited for businesses dealing with completely separate sets of circumstances. What are the key points in the staffing agency vs temp agency debate is a common question we receive, so today we’ll clarify the main differences and help you understand which type of staffing solution is a good or better fit for you.

Temp Agency vs Staffing Agency - the Definitions

Let’s go over the definition of each of these terms - it will all start making sense very quickly.

What is a Temp Agency?

Often mistaken for a recruitment agency, a temp agency is a shorter term of a temporary agency (all this agency talk). These firms specialize in connecting companies with candidates looking for part-time, seasonal, or temporary work.

When talking about the temp agency vs staffing agency debate, keep in mind that nothing is set in stone as temp agencies may also help companies find temp-to-hire candidates. This is an employment arrangement where an individual is hired temporarily (for example, six months) and at the end of the employment period, the temp becomes eligible for a full-time position if the company wants to hire them.

Temp-to-hire is a favorable option for organizations looking to test out an employee over a longer period without wasting a lot of resources.

Furthermore, temp agencies help companies fulfill their needs for project-by-project employees, useful for avoiding understaffing situations during busy periods.

The biggest advantage of using a temp agency is that they are in charge of finding and onboarding the candidates, and they also take on the responsibility of paying and potentially firing employees. More precisely, if you hire a temporary employee through an agency, they’re not really employed by you, rather, they’re employees of the agency.

What is a Staffing Agency?

A staffing or recruitment agency is exactly the opposite of a temporary agency. They are primarily focused on fulfilling the long-term employment needs of their clients by connecting them with candidates looking for full-time employment.

You can look at the staffing agency vs temp agency debate through the prism of their goals. A staffing agency is looking to find, select, screen, and hire the most qualified candidates for long-term jobs, while a temp agency is simply used to fill out vacant positions.

What’s the Better Choice?

The question of staffing agency vs temp agency is redundant, as the real question is which one is more appropriate for what you’re trying to achieve. Hence, neither is better. In reality, there are staffing agencies that can address both long-term and short-term staffing. This is by far the best type of agency as they can fulfill all your staffing needs.

If you’re having trouble deciding which agency you should go for, here are some of the benefits you can expect to see from both. Let’s start with a temporary agency:

Benefits of Working With a Temp Agency

Here are the main advantages of working with a temp agency:

Save time - focus on core business processes and let the agency take care of all the aspects of managing temporary workers.

Save money - onboarding will be cheaper because temp workers require less attention as they’ll only be with you for a few months.

Hire with more flexibility - temp agencies offer plenty of scheduling options, meaning you can scale up or down depending on your needs

Benefits of Working With a Staffing Agency

The strengths of staffing agencies include:

Leverage a high level of expertise - finding an appropriate candidate can be a struggle, especially when you’re hiring someone internally. Specialists working in staffing agencies are familiar with the trends in each sector and the techniques necessary to overcome most staffing challenges.

Hire faster - regardless of whether you’re dealing with an emergency or trying to take your time filling a crucial role with the best possible person, staffing agencies will always deliver and provide you with as many candidates as you need

Find the right candidate - due to their experience in hiring, a recruitment specialist will be highly accurate in matching appropriate candidates to your companies. While they’ll ensure all candidates meet the requirements regarding skill sets, experience, and education, staffing agencies will also consider if the candidate is a cultural fit for your company. As a result, you’ll gain access to candidates of an exponentially higher caliber than you would if you performed the hiring on your own.

Make better use of your resources - the amount of money you pay for hiring a candidate through a staffing agency is notably lower than what you’d spend hiring alone. Think of all the job postings, background checks, and preliminary interviews - all of those cost money. Considering you may not find the right candidate, you’d basically be throwing money into the wind. With staffing agencies, it’s different. They already have deep talent pools, know how to motivate hidden talent, and boast a better chance of finding someone who’s a right fit - all the while requiring a lot less resources.

Fulfill Your Hiring Goals Now!

Finding the right talent is one of the biggest challenges businesses all around the country are facing each and every day. To make matters worse, the labor shortage is making the entire thing even more difficult than it already is.

Staffing or a temp agency can help you meet your hiring needs . The question is, are you ready to surrender control?

Most small businesses take pride in doing everything in-house, which is certainly a commendable approach. However, at some point, you need to give up a part of the control and let the specialist handle this aspect of your business for you.

Here at Griffin Global , we connect companies similar to yours with candidates all the time. During our 20 years in the business, we have managed to cultivate a deep talent pool and understanding of the most efficient marketing and hiring strategies. Plus, if you can’t decide on the whole staffing agency vs temp agency thing, we can help you hire long-term, as well as connect you with the best temp workers around.

Call (855) 747-4334 or reach us through our contact form and fulfill your hiring goals now!

Solving Staffing Challenges: Recruitment Strategies You Should Try

Mon, 02 Oct 2023 12:37:56 GMT

To grow your company, having the top talent on your team can provide you with that push over the edge you so desperately need. Yet, finding the best people isn’t easy, and it will require an effective recruitment strategy that will help you identify, attract, and more importantly, retain the talent you hire.

Naturally, there are multiple ways to approach recruiting so today we’ll go over the ones that will without a doubt deliver solid results. Best of all, you can implement these strategies right away.

1. Establish a Clear Corporate Identity

When an average person fantasizes about the place they want to work for, they typically start imagining the brands they already know and trust. Granted, developing a brand and an identity isn’t a recruitment strategy per se, but it will do wonders for you in attracting top candidates.

But what if you’re not that well known?

Not a problem, as you can start by writing an effective “About Us” page that clearly conveys your company’s mission and vision in an engaging manner. For example, you can provide information on how diverse your workforce is or ask your current employees why they prefer working in your company.

This way, prospective employees will be able to determine if they click with your company - something that might help them imagine themselves working for you. Who knows, maybe they’ll send in an application if your page inspires them to do so.

2. Use Social Media

This seems like a no-brainer in the 2020s, but many companies still get locked into doing regular job postings instead of leveraging the power of social media.

Think of it this way: you’re most likely already relying heavily on social media to entice customers and create business, so there’s no reason why you shouldn’t also use it to captivate prospective candidates.

Furthermore, top talent usually lurks among the audience that is already familiar with your brand.

To capitalize on this opportunity, do the same thing you did with the About Us page, only apply it to your social media posts. Your pages should reflect your company’s activities, but you shouldn’t shy away from showing personality either. For instance, if your company supports charities or nonprofit organizations, make a post about it. Having vibrant social pages can help candidates align with your company, which may lead to them feeling more inclined to work for you.

3. Write Better Job Ads

As a staffing agency , we’ve worked with numerous companies who complained about their inability to find the right candidates. Nine times out of ten, we immediately knew why when we saw the job ads they were posting.

What many people fail to realize is that company culture is critical, and a job description should reflect what you stand for. Here’s the best example: if your company is going for a relaxed vibe where fun in the office is mandatory (just like the great Michael Scott intended), your job ads should give the candidates a taste of the atmosphere.

Then again, if your office is all about business, then the ad should be polished to perfection.

By infusing your job ads with personality, certain types (read: the right type) of candidates will be attracted to your company culture and intrigued enough to send in an application.

4. Use Niche Job Boards

If you’re only using Glassdoor, you’re missing out on a whole treasure trove of quality candidates. There’s no other way around this. In some cases, you’ll only find the right talent if you step outside the box.

What do we mean? Don’t just use mainstream job boards - go a step beyond and research niche boards where the talent you’re trying to find congregates. This not only helps you find the candidate but also weed out applicants who wouldn’t fit into your company anyway.

All in all, you’ll save yourself a lot of time and stress.

5. Work on Your Interviewing Chops

We’ve all had that one job interview that resembled a police interrogation. Believe it or not, falling into the trap of desperately trying to fish for information while sticking to a tight timetable is a lot easier than it seems - especially if you’re hiring for an important role.

Since the “interrogation” approach simply won’t slide for top candidates, improving the way you conduct interviews is the recruitment strategy you absolutely must implement.

First, always establish a rapport with the candidate by making the interview akin to a friendly get-together. Invite them to ask you questions and provide you feedback, and it just might get them invested in the process.

More importantly, you should be happy to be there. You’re interviewing a candidate, so you should be fully invested in what they’re saying instead of crossing off talking points. Taking this approach will yield better results because your company will automatically stand out and you’ll look like the epitome of a place where the candidate will want to work.

6. Consider Your Past Candidates

While staying in the present moment is an awesome life strategy, as a recruitment strategy, it severely limits your list of candidates. If you have trouble finding enough applicants, consider reaching out to some of the past candidates you turned down.

Chances are, some of those people have acquired new skills and may be able to fill a new role now.

Feel free to always flag applicants you didn’t hire as individuals you’d want to stay in touch with. Considering the employee turnover rate is at an all-time high, doing this may save you a world of trouble at some point in the future.

What if You can’t Successfully Implement These Strategies?

Each recruitment strategy we covered in today’s post will without a doubt bring you a lot of success. The thing is, not every business has the means to successfully implement these strategies at the present time.

You may simply not have enough time, money, or experience in the game to hire the right candidates .

In that case, there’s no shame in leveraging the services of a staffing agency. These agencies have deep talent pools and can connect you with the right candidates, regardless of the scarcity. Furthermore, they can also take over all the aspects of your recruitment process and do all the legwork for you. For example, they may post job ads, write descriptions, conduct preliminary interviews, background checks, you name it.

So if you’re looking for recruiting firms near me, Griffin Global is the best choice. We’ve been doing this for decades and helped businesses big and small solve their staffing problems. Since the growth of your company rests on the quality of work your employees do, you deserve the best candidates and we can provide them.

Call (855) 747-4334 or reach us through our contact form to get started.

Biggest Benefits Of Using Executive Staffing

Mon, 25 Sep 2023 10:10:29 GMT

The process of hiring a staff member can get pretty expensive quickly, especially when you’re hiring someone at the senior level. Plus, staffing takes a lot of time, and your company may spend hours upon hours screening candidates and checking their resumes.

As such, many organizations are turning towards executive staffing agencies when hiring high-level executives. This allows them not only to find the best candidates for the role but also to save an exponential amount of financial and human resources.

Let’s go over the benefits of working with an executive staffing agency in 2023.

1. Hire Top Talent

Although companies believe they’re capable of finding and hiring an executive using their internal team, this isn’t the case. The appointment process for attracting these candidates is complex and posting about the open job on the company’s website simply won’t be enough to deliver results these days.

Why is that?

Simple - executives rarely scour job portals. It’s common knowledge that most of the high-level, high-quality candidates actually come from referrals, meaning that the traditional hiring process is inefficient for attracting the best of the bestnt.

By taking advantage of executive staffing solutions, your organization can gain access to top talent that the agency you choose to work with has cultivated for years, even decades. All these candidates have been carefully vetted and are ready to work if a great opportunity arises.

2. Save Time and Money

Newbies in the business world wrongfully assume that overhead is an organization’s biggest expense. It’s not, as the costs of hiring a single employee far outweigh the costs of an office space. On top of that, the process of writing job descriptions, making job postings, and screening candidates is time-consuming and could take weeks or months to complete.

According to studies, it takes 42 days for an average organization to fill a vacant position , and for an executive role or a senior spot, it may take upwards of six months.

This can be devastating from a financial perspective too, as the costs of working at a minimized capacity while the hiring process is still going on can rise to over $5,000 per hire. To minimize the damage, many organizations settle for anyone who remotely fulfills the requirements. By taking that route, a company may spend additional fiscal resources on training to compensate for the lack of skills.

With an executive staffing agency, you can avoid many of these problems. Not only are staffing agencies virtuosos at tracking down the right candidates, but due to their connections and experience, they can drastically reduce your costs and hire an executive in record time.

3. Avoid Damaging Your Brand Image

Since recruiters are basically battling tooth and nail for the small amount of top talent, brand image is everything. Most job seekers (especially senior executives) won’t apply for a job in a company that has a negative brand image.

Do you know what can erode the image of your company in just a short time? A managerial position that stays open for months.

Most professionals talk amongst each other and are familiar with companies who are hiring. If you’re working in a tight-knit industry, your inability to hire an employee will raise some eyebrows.

The best executive staffing agencies know just how much this matters in staffing. As such, they will try to fill the open position as fast as possible - helping keep the brand image you carefully cultivated for years intact.

4. Most Comprehensive Background Checks

Despite the best efforts from companies to properly screen candidates, some bad apples will inevitably slip through the cracks. For instance, many companies fail to check the educational background of the candidates, which is important because some applicants falsify educational credentials and include false information in some capacity.

Furthermore, hiring teams get so enamored by the candidate that they fail to conduct the basic criminal background check.

Hiring a modern-day Frank Abagnale (or just a bad hire) can be sidestepped by implementing strict background checks and security procedures. Yet, conducting these processes still takes an incredible amount of time, particularly if you need to sift through dozens of candidates.

With executive staffing solutions, you and your core team can sit back while professionals do their magic conducting different background checks to protect you from bad hires and liability issues.

5. Take Advantage Of Industry-Specific Expertise

A level of expertise that an executive staffing agency has will far outweigh the knowledge of your internal team.

Seems like a bold claim, but when you think about it, it makes perfect sense. An HR department typically interacts with one group of people from one specific industry. Employees working for executive staffing agencies, on the other hand, are in constant communication with professionals from a wide variety of industries.

Because of this, they can learn about all the latest trends, leading technologies, and how the use of tech in the workplace is developing - nuggets of industry-specific information available at your fingertips.

On the topic of HR departments, credit where credit’s due - they try their best in spite of other, sometimes more important tasks to tend to. By comparison, a staffing agency can dedicate its full attention to connecting you with the perfect candidate for the job and help you with all the other staffing processes you may struggle with.

Hire Someone With Experience and Protect Your Company’s Future

Considering everything listed above, the rise in popularity of executive staffing agencies is not surprising. When you consider the cost savings, minimizing your risks, and the ability to fill a senior position faster than ever, working with an agency during your next hiring cycle is something you need to try.

Here at Griffin Global , we've been helping businesses solve all their staffing challenges for decades - from hiring tempts all the way to finding their next CFO or CEO.

During that time, we discovered the best ways to connect your business not only to valued employees, but future leaders as well - leaders who have the potential and the expertise to herald an era of growth in your company.

Find C-suite level candidates now - call (855) 747-4334 or hit us a message through our contact form .

Recruiting Tips For Hiring Managers: A Guide For Effective Staffing

Mon, 18 Sep 2023 12:36:52 GMT

Ask any hiring manager and they’ll tell you that hiring takes time and even more money. Considering that onboarding an employee may cost thousands of dollars, you can’t afford to rehire for the same role again.

Furthermore, attracting the right people is far from easy so when a perfect (or close to perfect) candidate applies for a position, your hiring manager(s) must capitalize on the opportunity by providing an impeccable candidate experience.

Because quality candidates are few and far between, establishing an effective hiring process is essential. Fortunately, you can make positive changes by implementing certain recruiting tips for hiring managers we’ll cover in today’s blog.

Here are our top 6:

1. Define the scope of the role

When writing a job description, you should first understand the basic scope to accurately identify the need for the role. This will not only help you attract the right candidates but will also help your hiring manager narrow down the options more easily and provide a preliminary list of candidates faster.

It’s worth stressing that hiring managers should clearly communicate this information with the recruitment team. By doing so, they can circumvent delays in making the job posting and avoid interviewing misinformed or unqualified candidates.

2. Evaluate the candidates before the interview

One of the most important recruiting tips for hiring managers is to conduct a comprehensive evaluation of each candidate’s information before the interview process begins. We understand that sometimes it’s too hard to even get enough candidates for a role. However, interviewing candidates who obviously aren’t a fit will just waste time for everyone involved.

We recommend carefully sifting through the information provided by the candidate and taking note of any missing skills or qualifications.

In addition, you can make sure that the candidate is a personal and cultural fit by checking out their social media profiles. This may seem intrusive, but with the rise of social media platforms, it’s slowly becoming a common practice.

3. Improve the interview

Your company may have a positive reputation, but the candidate (especially the one who is the real deal) will judge it based on the quality of the interview.

First, professional image and punctuality are important. You should also strive to make a connection with the person you’re interviewing. Create a comfortable atmosphere by greeting them with a warm welcome, offering a beverage, and breaking the ice with a few jokes - something that will do wonders for establishing rapport with the applicant.

Next, consider the quality of your questions. Some queries are used by almost every hiring manager and don’t offer any insight into the quality of a candidate. For example, open-ended questions about conflicts at a previous workplace don’t reveal anything about the candidate’s soft skills. It’s even worse with cliche questions such as “Tell me about yourself” which may look effective on the surface but rarely yield an answer even remotely relevant to the position.

You should also be prepared to answer your candidates’ questions. Because of the current labor shortage, applicants (particularly highly qualified ones) are using the interview as a way to gauge if your company is the right fit for them too.

As such, you can expect to hear questions like:

What are my options for growth within your company?
What are the perks you offer?
What are your expectations for your employees?
How does your company conduct a performance review?
Why is this position open?

Have an answer ready beforehand for all of these questions as they are bound to pop up when interviewing highly-specialized candidates.

Once the interviews are complete, you’ll have a better insight into the aspirations, motivations, and personalities of the people who applied for the position. Thus, you’ll be able to better understand which of these individuals will thrive in your organization and which ones are a waste of time.

4. Review all candidates with your team

Although we are talking mostly about recruiting tips for hiring managers, the entire hiring team should review all applications, including the supervisor for the position, HR representatives, and the recruiters.

You can take it a step further by asking employees who will closely interact with the person you hire for their input. After all, these team members will be the ones working with the “new guy” regularly, so their opinion absolutely matters.

5. Respond to candidates quickly

If you leave your candidates hanging for weeks without following up, you run the risk of them choosing another company simply because your competitor got to them first. Also, waiting for weeks to hear back from a company is agonizing so try to be as quick as possible when responding to candidates.

How fast should you respond?

We recommend following up within a week or if you’ve interviewed a lot of applicants, within a two-week window.

6. Provide valuable feedback when rejecting a candidate

When rejecting candidates, be straightforward. This means you should avoid writing paragraphs about how amazing they are, only to reject them at the end.

A good way to write a rejection letter is to be direct, polite, and offer them a clear reason why you chose someone else. Feel free to provide them suggestions on areas they can improve that may help them land a similar position in the future.

If done well, the candidate will walk away feeling motivated without harboring any will against your company.

Snag that Perfect Candidate Now

You can use these recruiting tips for hiring managers to see improvement in your overall hiring process. If you implement all of the suggestions during your next hiring cycle, you’ll have no trouble streamlining your hiring process and eliminating most of the challenges associated with attracting and interviewing new candidates.

Still, it’s worth noting that this is a multi-step process that requires coordination between the teams, and the hiring manager is just one piece of the entire puzzle. So unfortunately, this article may not resonate with you if you’re understaffed and have no dedicated hiring team. If you don’t have the resources, your best course of action is to reach out to a staffing agency .

Here at Griffin Global, we not only connect businesses with highly qualified candidates, but our decades of experience allow us to take over your entire staffing workflow and offer hands-on guidance during each step of the process. For instance, we can help with job postings, conduct preliminary interviews, evaluate the qualifications of all the candidates, and everything in between.

The best thing is that our services will cost you less than hiring someone in-house, so if you’re working within budgetary restrictions, a staffing agency is the way to go.

Hit us a message through our contact form or call (855) 747-4334 and take the leap toward fulfilling your staffing goals with ease.

The Benefits of Professional Staffing Services

Mon, 11 Sep 2023 14:56:02 GMT

In today’s fast-paced and ultra-competitive business landscape, the importance of securing the right talent can't be understated. As industries evolve and specialization becomes key, businesses are increasingly leaning on professional staffing services .

These services go beyond the traditional recruitment model, offering a blend of expertise, speed, and precision to match candidates with the right opportunities. Not only do they help businesses streamline their hiring processes, but they also empower job seekers with access to top-tier positions tailored to their skills.

In this blog, we’ll dig into the world of professional staffing, exploring its nuances and the pivotal role agencies like Griffin Global Systems play in this sphere.

What Are Professional Staffing Services?

Professional staffing services are specialized agencies focused on connecting businesses with potential employees, ensuring a seamless fit for both parties. These services operate at the nexus of demand and supply in the job market, bridging the gap between employers looking for specialized talent and job seekers hunting for their next significant opportunity.

At its core, a professional staffing agency is more than just a recruitment firm. It embodies a deep understanding of the industries it serves, often having expertise in niche sectors. This specialization allows the agency to meticulously match candidates with the exact skill sets and experience levels required by businesses, thereby optimizing the hiring process .

Further, these services possess a vast network of connections, maintaining active relationships with both passive and active candidates. Their databases often span multiple industries and skill sets, making it easier for businesses to tap into a ready pool of talent without undergoing the exhaustive process of job listings, interviews, and vetting.

In addition, professional staffing services often take on the responsibility of preliminary training, onboarding, and sometimes even payroll, reducing the administrative burden on the hiring company. They also keep a pulse on market trends, salary benchmarks, and evolving job roles, ensuring that both employers and job seekers remain informed and competitive.

Advantages of Partnering with a Professional Staffing Agency

Partnering with a professional staffing agency provides companies with a myriad of advantages that extend beyond merely filling vacancies.

1. Expertise in Recruitment : These agencies possess a comprehensive understanding of the recruitment landscape, honing their expertise in identifying, vetting, and placing candidates. This deep knowledge ensures that they can match the right candidate to the right job role.

2. Access to a Wider Talent Pool : Professional staffing agencies maintain vast databases of potential candidates, including those not actively looking for a job but open to the right opportunity. This passive talent pool can sometimes be the goldmine companies need.

3. Time and Cost Efficiency : By outsourcing the recruitment process , companies can significantly reduce the time to hire. This not only cuts down on the costs associated with extended vacancies but also with the administrative aspects of recruitment, such as advertising and initial screenings.

4. Flexible Staffing Solutions : Whether a company is looking for temporary hires, project-based staff, or permanent employees, staffing agencies provide flexibility to meet varying business needs.

5. Risk Reduction : Hiring the wrong candidate can be costly and detrimental to a team's dynamics. Professional staffing agencies reduce this risk by conducting thorough background checks, verifying references, and ensuring that candidates are a cultural fit for the organization.

Benefits for Job Seekers

While professional staffing agencies primarily cater to the needs of businesses, they also offer numerous advantages to job seekers looking to advance their careers or explore new opportunities.

1. Tailored Job Matches : Agencies have a deep understanding of the companies they work with, ensuring candidates are not just placed in any role, but in positions that align with their skills, career goals, and values.

2. Access to Unadvertised Positions : Many companies prefer to keep their vacancies discreet, relying solely on staffing agencies to fill the roles. This means job seekers have access to exclusive positions they wouldn't find on standard job boards.

3. Career Counseling and Guidance : Many professional staffing agencies provide career counseling, resume reviews, and interview coaching. This helps candidates present themselves in the best light and navigate their job search more effectively.

4. Speedy Placement : As agencies are often the first point of contact for companies with urgent hiring needs, job seekers can benefit from quicker placements compared to traditional job applications.

5. Long-term Relationships : Once placed by an agency, candidates can maintain their relationship with the agency for future job placements or career advice.

Wrapping Up

At Griffin Global Systems, we pride ourselves on being more than just another staffing agency . We're a dedicated partner in the professional staffing realm, understanding both the nuances of employers' requirements and the aspirations of job seekers. Our approach goes beyond conventional job placements. Through our unmatched expertise, we've consistently succeeded in aligning candidates with the right organizations, cultivating environments where businesses and their teams flourish.

Employing the latest tools and strategies, coupled with a vast network of professionals, we've crafted a methodology that stands out in the industry. In this ever-evolving landscape, having a trusted partner becomes invaluable. Our commitment extends to ensuring the perfect fit, emphasizing job satisfaction, and setting the stage for long-term achievements. It's never just about filling a role. It's about understanding the dynamics of the modern workplace and ensuring that every placement is a step toward mutual success. As we look to the future, we remain steadfast in our mission: to merge talent with opportunity, fostering growth and prosperity for all involved.

A Guide To Healthcare Staffing Agencies

Mon, 04 Sep 2023 09:20:33 GMT

In today's fast-paced healthcare industry, finding the right talent is not just a need but a necessity. As medical technologies evolve and patient expectations rise, healthcare providers are increasingly faced with complex staffing challenges. The ever-changing nature of healthcare demands a workforce that is not only skilled but also adaptable and specialized. This is where healthcare staffing services come into play. These specialized agencies act as a bridge between healthcare institutions and qualified professionals, ensuring that the right people are placed in the right roles. In this article, we'll delve deeper into why specialized healthcare staffing is crucial and how staffing agencies can effectively meet this growing demand.

Why Specialized Healthcare Staffing is Crucial

Healthcare is an industry that can't afford mistakes; the stakes are simply too high. Unlike other sectors where skill mismatch may cause financial losses, in healthcare, it could mean the difference between life and death. Therefore, having a specialized staffing solution becomes paramount.

Firstly, the healthcare sector has a wide array of roles requiring different skill sets, certifications, and training—ranging from nurses, physicians, and lab technicians to administrative staff and healthcare IT professionals . A staffing agency geared towards healthcare understands these nuanced requirements and is better equipped to identify candidates who fit these specialized roles.

Secondly, healthcare regulations are continually changing, requiring constant updates in practices and procedures. Staffing agencies for healthcare are well-versed in these changes and can provide candidates who are already trained in current compliance measures.

Lastly, the current global health landscape is evolving, with a growing focus on telemedicine, home healthcare, and other non-traditional settings. This development requires staffing solutions that can quickly adapt to fill roles that might not have existed a few years ago.

Services Offered by Healthcare Staffing Agencies

Healthcare staffing agencies offer a range of services to ease staffing burdens and provide effective solutions. Here's a general overview of the services that these specialized agencies typically offer:

Temporary Staffing: One of the most common services is providing temporary staffing solutions to meet short-term needs. Whether it's covering maternity leaves, seasonal spikes in patient volume, or filling in for staff undergoing training, agencies can supply qualified personnel for a specified period.

Permanent Placements: Finding the right fit for long-term roles is another vital service offered. Agencies use their industry-specific knowledge and vast networks to identify candidates who not only have the necessary skills but also align well with an organization's culture and values.

Specialized Healthcare Roles: The healthcare sector comprises a myriad of specialized roles—from emergency room nurses to medical coders—and staffing agencies can source candidates for these specific needs. Their expertise allows them to vet candidates thoroughly, ensuring they have the specialized training and certifications required for these roles.

Contract-to-Hire: Many agencies offer a 'try before you buy' model where healthcare institutions can bring in staff temporarily with the option to hire them permanently later, based on performance.

Through these various services, healthcare staffing agencies play an indispensable role in keeping healthcare institutions staffed with qualified professionals capable of delivering exceptional care.

The Matching Process: How Agencies Find the Right Fit

Finding the ideal candidate for a healthcare position involves more than just scanning resumes. Staffing agencies for healthcare use a multi-faceted approach to ensure they find the perfect match for organizations. The process typically begins with an initial screening where candidates' qualifications, certifications, and experiences are reviewed against the requirements of the open positions.

Following this, the agency may conduct initial interviews to gauge candidates' communication skills, understand their career aspirations, and determine their fit within a team dynamic. Some agencies even go a step further by using specialized assessments and simulations to evaluate clinical competencies and technical skills.

Background checks, credential verification, and reference interviews are also standard protocols. By using this thorough vetting process, agencies minimize risks and provide healthcare organizations with candidates who not only meet the technical requirements but are also likely to integrate seamlessly into their new roles.

This intricate matching process allows healthcare staffing firms to take the burden off organizations, providing them with qualified, vetted professionals ready to make an immediate impact.

Advantages of Using a Healthcare Staffing Agency

One of the primary benefits is rapid hiring. These agencies maintain a large database of qualified candidates, allowing them to quickly fill vacancies, be they temporary or permanent. This speed is particularly beneficial during high-demand periods, such as flu seasons, pandemics, or other healthcare crises.

Expertise in the field is another notable advantage. Staffing agencies often specialize in healthcare, providing them with insights into the specific qualifications and competencies required for different roles, from nurses to medical technologists. This specialization results in a more accurate match between the candidate and the organization, ensuring the highest quality of care.

Agencies also excel at finding quality candidates. Through comprehensive vetting procedures, agencies ensure that they deliver candidates who are both qualified and reliable. This is especially critical in healthcare, where patient safety and well-being are the ultimate goals.

Lastly, partnering with a healthcare staffing firm can offer financial benefits. By streamlining the hiring process and providing pre-vetted candidates, these agencies reduce the cost associated with prolonged vacancies, training new employees, and potential hiring mistakes.

Wrapping Up

In the fast-paced and high-stakes environment of healthcare, finding the right talent is critical for success. Healthcare staffing agencies offer invaluable services, from rapid hiring to industry-specific expertise. By leveraging their specialized services, healthcare organizations can ensure they are well-staffed with quality candidates, thereby delivering the best possible patient care.

If you are a healthcare facility looking for staffing solutions or a healthcare professional seeking opportunities, a healthcare staffing agency could be your ticket to finding the perfect match.

What Is A Tech Staffing Agency

Mon, 28 Aug 2023 12:17:51 GMT

Hiring is getting more and more challenging with each passing, and in the world of tech and IT, it’s even worse. Not only are there not enough qualified employees to fill all the open positions on the market, but most companies are still relying on outdated hiring practices that simply fail to yield results.

So if you’re trying to find qualified candidates to fill a role in your organization, it may be easier to do so with a tech staffing agency .

Although outsourcing gets a bad rep, your company’s growth should be a primary concern. And since your company can’t grow without a highly qualified IT team or specialized tech employees, surrendering the reins of your recruitment efforts to a professional agency can help you meet your staffing goals, even in times of uncertainty.

What Is A Tech Staffing Agency?

A tech staffing agency (or an IT staffing agency) specializes in connecting enterprises with qualified IT staff. Because of their expertise, staffing agencies are effective in tracking down and hiring candidates at a blistering speed. They can do so because of their carefully curated talent pool that consists of passive talent as well as candidates they had previous experience with.

IT staffing services will, in most cases, be tailored to the needs of your organization. They may help with recruiting, hiring, and staffing for a particular position, or you can outsource all your staffing-related processes to them which allows you to concentrate more on your core business practices.

Furthermore, staffing may also involve finding temporary workers to support your current team, which is very common if you need some support to complete a project or alleviate some pressure from your core team.

Although the term hiring is often used interchangeably with staffing, it’s slightly different. Hiring is focused on finding long-term skilled candidates. In contrast to staffing, where the focus is purely on active job seekers, hiring targets both active and passive candidates (individuals who aren’t currently looking for a new job but have an appropriate skill set).

Benefits Of Working With A Tech Staffing Agency

The benefits of leveraging the services of a specialized staffing agency are plenty. This is especially true if you’re already struggling to fill key roles in your company, as you’ll see a night-and-day difference in the overall efficiency of a professional tech staffing agency.

The most notable benefits include:

1. Time and financial savings

If you ever tried filling an IT role on your own, you’re probably aware of just how much money and time it can take. For small companies, it’s even worse as their overall productivity may drop due to an increased focus on hiring.

By outsourcing this aspect of your business to a specialist, you’ll have a group of dedicated professionals managing the intricacies of the hiring process. Since hiring is their core business process, an agency knows exactly which steps to take to minimize the time needed to track down and hire a candidate, which ultimately makes better use of your resources and saves you time and money in the process.

Additionally, working with a tech staffing agency may even help you minimize your overhead costs, which is a huge plus.

2. Extend your talent pool

A tech staffing agency may have an extensive network of qualified read-to-work candidates. At the same time, they also have reserves of skilled passive candidates they can always rely on to connect you with the perfect hire.

It’s also worth noting that since agencies are in contact with professionals in the tech and IT industry daily, they are growing their talent pools continuously. Meaning - you’ll always have access to solid candidates.

3. Increased flexibility

Reputable tech staffing agencies don’t rely on cookie-cutter approaches to hiring and will personalize their services to fit the needs of their client. Because of this, they can provide you more flexibility, and support you with qualified candidates regardless of the length of the project.

This is a lifesaver if you need to rapidly hire staff on a semi-permanent or temporary basis.

The flexibility extends to a staffing agencys ability to quickly replace workers who leave prematurely, thus ensuring you never have to endure shortages during busy periods.

4. Trial period

When hiring candidates on your own, you are stuck with who you hire. With a staffing agency, on the other hand, you can work with a new candidate for a trial turnover. This allows you to gauge their skills “in the field” and reduce the risk of ending up with a bad hire.

Turnover can be costly, regardless of the industry you’re working in, so this trial period is not something you should ignore when looking at the benefits of working with a tech staffing agency.

Also, employees on this trial period can help you fulfill projects and short-term business goals, without having to lay off full-time employees (another thing that can be detrimental to your finances).

Are Tech Staffing Agencies Worth It?

Considering the benefits, the clear answer is yes. Still, a large enterprise that may already have a full HR department and enough resources may not gain as much value from them as a smaller company would.

Still, a small to midsize organization will without a doubt find tech staffing agency services worth it. The fact that you’ll finally be able to access a wider hiring pool at a minimum cost (compared to what it would take if you did the scouting on your own) is a deal closer by itself.

Plus, since the labor shortage in the IT and tech industry doesn’t seem to be going away any day soon, partnering up with a staffing agency and building a solid relationship with them, will give you more confidence when moving to the future that is currently uncertain.

Build A Winning It Team With Griffin Global

A solid IT workforce is the backbone of any modern business so if you’re serious about the growth of your organization, you must ensure that you have a winning team on board.

Although you may find it challenging to attract quality candidates on your own, by leveraging tech staffing services, you can fill any gaps you may have in your IT department and start working on innovative solutions and ways to leave your competition in the dust.

With close to three decades of experience in the industry, Griffin Global is the right choice for your company, regardless of whether you’re trying to find a permanent employee or just need someone to support your projects.

We take pride in what we do, and we won’t settle for a candidate who just has the right skill set, we’ll look at personal values, and their compatibility with your company culture. Thus, you won’t get just an employee, you’ll receive a bona fide asset.

Send us a message through our contact form or call (855) 747-4334 and take the first step toward fulfilling your staffing goals.

Note:

The information in this blog post is for reference only and not legal advice. As such, you should not make legal decisions based on the information in this blog post. Moreover, there is no lawyer-client relationship resulting from this blog post, nor should any such relationship be implied. If you need legal counsel, please consult a lawyer licensed to practice in your jurisdiction.

Benefits Of Using Medical Devices Executive Search Firms

Mon, 21 Aug 2023 10:49:37 GMT

Hiring any employee is getting increasingly more difficult. If you’re trying to recruit a high-caliber candidate to fulfill an executive function in a challenging environment such as the medical equipment industry, it’s close to impossible.

Unfortunately, numerous companies waste a lot of effort and financial resources using old-fashioned recruiting tactics to attract a rare breed of talent. All they end up with are poor results - they simply burn through their budget and lose time interviewing candidates who aren’t qualified enough.

There is a better way to go about it - implementing modern recruitment methods with the help of specialized medical device executive search firms.

Challenges in the medical equipment industry

Apart from supply chain issues that have been going strong since 2020, the medical equipment industry is going through a bona fide talent shortage. This is nothing new, as the talent in the industry has always been scarce.

However, this isn’t limited to just skilled technicians like programmers, engineers, or machinists as the crisis extends to high-level executive positions. For starters, not many new professionals are entering the industry, while veterans are slowly approaching retirement.

With not that many individuals of high caliber looking to find a new job, recruiters working in the medical equipment industry are still trying to figure out the solution to this challenge.

Plot twist: it has to do with finding passive talent through executive search methods.

What is executive search?

An accurate method used to track down high-quality candidates is referred to as an executive search.

What does this recruitment tactic accomplish, you may ask? In the simplest of terms, it provides businesses with the ability to find the perfect candidate for a critical role in an efficient manner, at a reasonable price.

Executive search is very complex, and in comparison to more traditional ways of sourcing talent, it’s notable for its proactive approach. Furthermore, it requires a specialized skill set as it’s focused on discovering and engaging passive candidates. These individuals are already employed and aren’t actually scouting for new opportunities or looking at job adverts.

Because of all the things mentioned, this tactic is best left to medical equipment executive search firms with positive track records.

What do medical equipment executive search firms do?

Generally speaking, medical equipment executive search firms offer a wide array of recruitment services fully tailored to provide medical equipment companies with a solution to their staffing issues.

Here at Griffin Global , we offer not only executive recruitment services (aimed at finding candidates for executive positions) but also provide medical equipment companies with strategic selection services.

Everyone working for us is specifically trained to bring forth a higher level of services than other similar companies and is trained to look beyond just skill sets or keywords in a resume.

So all in all, by working with a business like ours, you gain a valuable partner who will manage the hiring process on your behalf, while also advising you on making fast and accurate hiring decisions.

Benefits of working with medical equipment executive search firms

Let’s get this out of the way - hiring in-house is amazing if you have the resources and expertise to do it properly. By working with an executive search company, though, you get to retain all the benefits of hiring directly, while also eliminating all the uncertainty from the equation and minimizing your losses.

Here are the main reasons why you should outsource your hiring processes to a specialized company like Griffin Global:

1. Extraordinary level of expertise

It goes without saying that whenever you hire a specialist, you gain access to the expertise they have collectively accumulated throughout the years. The same thing goes for hiring an equipment executive search firm.

First, a recruitment specialist is deeply familiar with the latest trends and changes in laws relevant to the industry they’re hiring for.

More importantly, since their core business is using the most effective recruitment practices in discovering and choosing candidates, you can simply enjoy better results than with an HR generalist.

Furthermore, by outsourcing your recruitment process to a third-party company, you can allocate the time you save on things that are more aligned with your main business goals.

2. Gain access to a more diverse talent pool

During our time conducting an executive search in the medical devices industry, we managed to grow an extensive talent poolm which we can draw from whenever you need to hire someone for an executive position.

To put it differently, by working with us, you gain access to a talent pool we’ve nurtured for years that normally isn’t available to individuals who aren’t operating as executive recruiters.

3. Save money

Hiring employees with the assistance of medical equipment executive search firms is hands down the most effective way to fulfill your staffing needs. Recruiting, especially for executive positions, is very challenging and requires effective task delegation and a comprehensive strategy, which isn’t always possible to achieve for in-house HR teams.

Moreover, recruiting top specialists necessitates a larger advertising budget. This may be too much for a company that already has other areas they need to focus on. But for us, we’ve already allocated hefty advertising dollars to reach the exact talent pool that you’d also be trying to reach.

In conclusion, you can achieve your hiring goals for a fraction of the advertising budget than if you were to try to hire on your own.

Take decisive action

With a major talent shortage looming over the medical equipment industry, you simply can’t afford to fall behind your competition. The options for executive positions are limited, and without external help, you run the risk of having to settle for less or waste an incredible amount of resources trying to fill an executive role.

By consulting Griffin Global and letting us take over your hiring process, you can sit back and relax while we start looking for that perfect employee on your behalf. We are passionate about what we do, and with three decades of experience under our belt, we consider your success our success so we’ll do everything we can to deliver the service you deserve.

Partner with us now by sending us a message through our contact form or calling (855) 747-4334 .

Is It Worth It To Use A Staffing Agency?

Mon, 07 Aug 2023 09:44:03 GMT

Hiring employees can be an effort in futility, especially in highly competitive industries such as tech, marketing, and so on. This challenge is exponentially more difficult for smaller companies that may not have the human or financial resources to hire effectively.

The perfect solution here is hiring a staffing agency as it can not only eliminate most of the hassle, but it’s typically a lot cheaper than hiring using your own, possibly understaffed HR department.

So if you’re wondering is it worth it to use a staffing agency, the answer is a resounding yes.

Here are some of the key advantages of outsourcing your staffing efforts to a specialized agency.

1. Reduce Hiring Time

Considering we’re currently going through a major labor shortage, this problem is ever present, especially if you’re a small organization. Still, this isn’t to say that this is anything new. It always took a long time to sift through a sea of unqualified candidates, or waste time talking to candidates that you’ll end up not hiring.

So when weighing the question of whether is it worth it to use a staffing agency, also ask yourself how much time you have to spare.

By working with professional recruiters, you can save an extraordinary amount of time tracking down qualified candidates.

How quick, you may ask?

Instead of weeks or months needed to hire an employee, with a staffing agency, you can complete the entire hiring process in days.

Furthermore, the agency will check references, conduct a detailed screening process, shortlist candidates, and complete full background checks on your behalf. So in a sense, you won’t only receive a list of qualified candidates a lot faster, but you’ll also avoid the hassle of interviewing candidates who aren’t a good fit for the role.

2. Reduce business liability

When handling critical projects, many organizations turn to hire temporary workers. This process is also simplified when hiring tempts through an agency, but it also works like a charm in reducing your business liability.

How?

Simple - the agency will cover things such as general liability insurance, workers’ comp, payroll taxes, and all the other employment costs.

This is actually a great way to test out employees before making a full-term offer. You can observe their work performance, habits, skill sets, and their chemistry with your established employees - all without any additional hiring risks as you can let go of these employees if they’re not up to scratch.

3. Extend your talent pool

Staffing agencies, in some cases, have spent decades building an extensive database of top talent. This is invaluable as you can consistently rely on an agency to deliver quality candidates, whenever you need them.

Compare this to hiring internally and posting a position on countless job boards - you’re basically shooting in the dark and praying that a qualified candidate shows up. It’s also worth mentioning that this may take you months, which can be detrimental to the productivity of your business.

4. Save money

If you’ve been doing your job for years, you are most likely familiar with the upfront costs necessary to market open positions to attract talent. With a staffing agency, you don’t need to worry about that as leveraging their services will typically cost less than marketing a position on your own.

In addition, if you only need someone to cover a temporary position, you’ll also save a drastic amount of money on overhead as you won’t have to worry about benefits, health care, sick days, or 401ks.

5. More flexibility

Many businesses go through economic hurdles or deal with slow periods. With a staffing agency you can overcome these challenges by hiring contractors in order to complete assignments, and simply terminating the contract when you no longer need them - without worrying about liability or losing money on severance.

This is a win-win scenario. Your company benefits from lower long-term employee costs, and the contractor receives ample compensation for their work.

6. Gain insider knowledge

When thinking over is it worth it to use a staffing agency, the last thing on your mind is probably market knowledge. But this is also something you can benefit from by working with a pro recruiting firm.

You’ll learn information about salary ranges for different positions and market history, but more importantly, you’ll learn first-hand about the best passive candidates. These elusive candidates are already employed and are not looking for a job, but they’d be open to changing positions if a good offer came along.

Using all that knowledge, you can adjust the salary and the benefits you’re offering, to increase the chances of making a hire with more ease.

Are There Any Downsides Of Hiring Through A Staffing Agency

Even though we’re a staffing agency, for the sake of objectivity, we also need to mention the potential downsides of outsourcing your staffing. Here are some problems that you may potentially encounter:

Cultural issues when hiring temporary workers

This one isn’t inherently the fault of a staffing agency, but it’s still worth mentioning. By hiring a temporary staff member, they may not bond with your long-term talent.

This is natural, as the cultural differences between tempts and full-time employees are often too hard to overcome, and will result in less interpersonal interactions - which can affect the morale of the whole team.

Less control

While this isn’t always a negative, after all, you’re considering an agency because you do want to step back, and you will give up a noticeable amount of control This isn’t much of a problem if you’re working with the right firm, yet, some staffing agencies may not be familiar with your company culture, and may not present you in the best light possible.

Also, by outsourcing, you job your HR team of becoming more effective at hiring - which may be detrimental if you ever choose to hire on your own again.

Overcome Those Staffing Challenges Now

While hiring through a staffing agency may not work for you, the benefits of doing so outweigh the small number of drawbacks.

In fact, some of the downsides aren’t even problematic if you find the right staffing agency.

For instance, here at Griffin Global , we take great care of your needs and your company culture and will do everything necessary to accurately represent your brand. Think of us as your partner and not just a third-party contractor, because ultimately, your success is also a success as a recruitment agency.

So if you need a partner who will treat your brand as their own, fill out our contact form or call (855) 747-4334 to get started.

Finding The Right Candidates For Your Environment By Using A Staffing Agency

Mon, 31 Jul 2023 07:29:46 GMT

Recruiting the right candidate isn’t always easy, especially when you consider the ongoing labor shortage. This is why more and more employers are turning to staffing agencies to fill open positions more consistently.

Since staffing can help hire both temporary and permanent employees, their services are valuable in supporting the business growth of your business.

What Is A Staffing Agency?

A staffing agency is a service provider that connects businesses to ready-to-work candidates. Furthermore, they take over all staffing duties from checking references and screening resumes to shortlisting candidates and scheduling interviews.

Unfortunately, even if you schedule your employees well, you can’t avoid running into staffing shortages. For instance, some workers may take time off, or you may require some extra hands on board to complete a project. Whatever it may be, in these circumstances you may not have enough internal resources to find candidates.

With a staffing agency, on the other hand, you can unlock a lot more flexibility when hiring, all the while finding more time to focus on business-critical tasks, take on new projects, and lastly, downsize staff when extra projects are completed.

But the biggest advantage is the fact you can leverage a staffing agency to find the right candidate for a high-level position a lot easier.

Why Hire Through A Staffing Agency

Hiring employees with the help of a staffing agency has plenty of advantages over sourcing candidates using your own internal resources. Here are the main ones:

1. Faster hiring process

By leveraging staffing services, you can significantly decrease the time required for filling an open position. Because staffing agencies already have vast databases in their database, and a huge network, they can locate people even if you need someone with a niche set of skills in record time.

Furthermore, since the candidates you receive for review already fit your criteria, you can benefit from a short hiring time.

2. Gain access to top talent

Because of the aforementioned access to a large number of pre-screened candidates, working with a staffing agency gives you the ability to get introduced to only the highest-quality candidates. In other words, you’ll get to choose from talent that has already been carefully vetted.

Recruitment and staffing agencies deal with new candidates daily, and due to their expertise, they have an established process of analyzing the applicants’ suitability for different roles. So in a way, you always know you’re gaining access to top talent, without going through the hassle of infinite job postings.

3. Make better hiring decisions

One of the biggest challenges in recruitment is the fact your in-house HR team may have to conduct interviews for positions they aren’t familiar with. This is very common in the IT sector, where roles are diversifying and growing in complexity every day.

A staffing agency may be dedicated to one vertical, and thus, they’re deeply familiar with the skills required in the industry. For instance, here at Griffin Global , we specialize in tech staffing in a wide variety of sectors, from finance to the medical industry and everything in between.

4. Attract passive talent

Top candidates are not actively looking for new jobs which is why they’re considered passive talent. These individuals may be open to switching jobs, but the problem is that passive talent is not easy to find.

As luck would have it, professional staffing agencies already have passive candidates on their radar, and they have a natural knack for incentivizing them to give other companies a chance. This can be a lifesaver if you’re trying to fill a niche or a high-level position.

5. Improve your knowledge of the market

Since staffing agency specialists interact with candidates and companies alike, they typically gain valuable expertise in the industry they’re recruiting for. By extension, when you partner up with an agency, you can gain valuable insight that you may not be able to access otherwise.

For example, you may learn about the current salary rates in the industries, career development, hiring complexities, as well as market trends in the sector.

6. Save money

Although it may seem counterintuitive, paying for staffing agency services can actually end up saving you money. Look at it this way, staffing agencies are experts at what they do, and they already have experience with the full spectrum of hiring processes. Because of this, they can deliver better results with a fraction of the budget that it would require you to achieve the same.

For instance, you may lose time and money writing ineffective job ads that end up going nowhere, while a recruitment specialist already knows which type of job ads work best for maximizing the number of applicants.

In addition, leaving a position open for too long will have an impact on your other team members and harm the overall productivity and performance of your business. Working with a staffing agency comes with minimal disruption, which also minimizes your losses.

7. Scalability

Many companies need more flexibility with their workforce. Why? Let’s say you have an important project to complete. You can either push your current employees which can leave them with burnout and you with excessive overhead costs, or hire someone else.

None of these options are optimal, and you’re better off working with a staffing agency and hiring temporary employees. This is a more cost-effective way to push the project forward and scale back when those employees are no longer needed.

Need A New Partner?

Saving time and achieving your hiring goals has never been easier, and considering the benefits described above, you really have nothing to lose by partnering up with an agency. After all, you may not have a problem working with a marketing agency to boost your brand visibility, so why insist on hiring internally if it’s consistently hit or miss?

Recruiting specialists at Griffin Global will quickly scope out your requirements, and assist you in searching for that perfect candidate. We serve different industries, and because we’ve been in this business for multiple decades, we know we can deliver on our promises, no matter the circumstances.

If you need a partner who will completely overhaul your hiring process , fill out our contact form or call (855) 747-4334 to get started.

Tips On Hiring Employees With A Background In The Media Industry

Mon, 24 Jul 2023 06:06:55 GMT

Traditional media is shrinking, which means there are qualified employees with communications and media experience trying to expand their skill sets and use their existing skills within new contexts.

For instance, someone with a background in traditional media has plenty of experience that could be leveraged well in other media fields such as public relations or marketing.

Here’s what you should keep in mind when hiring these individuals, and how a media consulting agency can help you with your recruitment efforts.

1. Focus on niche job boards

Individuals with years of working in the media world are hard to come by, especially if you’re only placing ads on Glassdoor and other popular sites. To find the perfect candidate, don’t shy away from expanding your search to social media or sites where media workers host their blogs. Who knows, maybe that employee is lurking on Medium, waiting for an offer.

Furthermore, expand your search to niche boards such as:

2. Present yourself as a better option

Although print media is shrinking, journalists have plenty of opportunities. Take corporate newsrooms as an example. These organizations will allow a journalist to create top-tier work in the context of a safe, corporate job.

For a media professional, this may seem like a golden opportunity, meaning smaller media companies may struggle with attracting talent.

Since the odds are stacked against you, to have a fighting chance in attracting top-tier candidates, you need to provide an appropriate amount of compensation (with exciting benefits) and highlight what you’re offering in the job description.

3. Test their skills

As a staffing agency with expert knowledge in media consulting, we can attest that the samples provided by the candidate are not a true representation of their skills. Think of it this way - experienced journalists often have proofreaders and editors, and their work may have undergone heavy edits before being publicized.

Now, let’s say you wanted to hire a copywriter who needs to write about 14 blogs per week, a journalist who took a week to deliver an article may not be able to handle the workload. This is why you should assign them to write and edit a test article that has a similar deadline to what they would have to handle on the job.

Alternatively, you can ask the candidate to only supply their first draft copies, which will help you get an idea of their true skill.

4. Conduct more attuned interviews

Many companies manage to track down a seemingly perfect candidate, only to drop the ball during the interview process. The best thing you can do in this instance is to eliminate the standard, boring interview questions and shift them toward a meaningful conversation.

As media consultants, we learned there are certain questions that by far yield the best results when interviewing media professionals. Ask them:

About their opinion of your company and if they have any ideas on how you can improve. This way, you’ll know if they took enough time to research your organization properly.
About their most stressful experience when facing a tight deadline. This will give you a better picture of whether they're capable of handling a fast-paced work environment.
If they can differentiate between articles from two different sources. This provides you with an insight into their knowledge of the industry and overall familiarity with current affairs

Media professionals are people too, and apart from judging their skills, you also need to see if they’re a cultural and personal fit for your organization. These next questions may come in handy:

Ask them to describe the responsibilities in their previous role and inquire about their previous team.
Ask them what they think about their former coworkers and what do their coworkers say about them. When combined with additional information, this will give you a good idea of how they will integrate into the team and if they are team players.

Lastly, there are also questions you should avoid asking at any cost. Some of them include topics like nationality, race, marital status, religious background, disability, family situation, sexual orientation, and so on.

In some situations, you may be tempted to touch on these subjects, yet, it’s a bad idea. For instance, don’t ask the candidate what country they are from, ask them instead whether they are allowed to work in the country legally. If you want your candidate to travel for their job duties, ask them directly if they’re available instead of inquiring about their family situation.

Pro tip:

If you’re a marketing agency or a PR firm, when interviewing candidates with journalistic experience, you need to ascertain whether they can change their mindset. Some journalists have a deeply-ingrained belief that newsgathering should never mix with another communication field. They see journalism as a tool of serving the general public that should only conform to truth and nothing else.

In case the candidate seems like they check all the boxes but firmly possess this belief, it doesn’t mean they aren’t capable of changing. Simply try to explain that they’ll still get to be creative and write compelling stories, only that they need to stay mindful of the larger commercial goals.

How Media Consulting Can Help

Hiring a media specialist may be daunting for you if you never had experience hiring someone from this background. First, top talent is hard to track down, and due to sheer number of opportunities, these individuals may simply go for a safe choice in a corporate setting.

Fortunately, you don’t need to recruit alone as you can leverage a media consultant for staffing. A staffing agency can take control of the entire hiring process, from tracking down candidates to conducting initial interviews, screening CVs, etc.

This is not only cheaper, but a media consultant may also have an established pool of ready-to-work talent that you can receive at a moment’s notice.

Here at Griffin Global , we’re always happy to help a company struggling to fill an open position. We are an internationally recognized media consulting firm and have three decades of staffing experience, aiding many organizations find top talent on a permanent or semi-permanent basis.

If you want us to do the same for you, send us a message through our contact form or call (855) 747-4334 to get started.

What Are Private Accounting Services?

Mon, 17 Jul 2023 05:29:24 GMT

If you’re reevaluating the financial side of your business, you most likely spend a lot of time thinking about accountants and whether they’re worth the cost.

After all, small businesses are always trying to find new ways of minimizing their expenses, which unfortunately leads to many managers and CEOs doing overtime to avoid hiring a professional.

This may save you some money in the short term, but think about how much time you’ll lose, and more importantly, consider how the extra effort will harm your organization’s overall productivity. Thus, doing things alone could far outweigh the costs of hiring a third-party expert.

Today, we’ll explain what are private accounting services, why they’re worth the costs, and ultimately, how you can benefit from them.

Private Accounting Explained

If you’re wondering what are private accounting services, you’re not alone since most people typically use the umbrella term “accountant” when talking about individuals offering financial services to businesses.

It’s pretty simple - private accounting is a service that provides business and financial advice to organizations such as small businesses or individuals. These services are typically not available on a large scale and are primarily aimed at smaller organizations with similar sets of needs.

In other words, private accountants offer services to fewer clients.

Generally speaking, individuals or firms that offer private accounting services have less experience because they’re hired on a per-project basis instead of working in a company as a part of the internal team - which is something we’ll address in a few moments.

Why Use Private Accounting Services?

Now that you know what are private accounting services, it’s time to go deeper into how your business can benefit from using them.

In short, working with a private accountant is a good choice for small businesses. Why? They offer a more personalized service and are a lot more flexible than other types of accounting service providers.

A private accountant will most likely be familiar with your business, and they’ll have a deeper understanding of your overall goals. Using their knowledge of your company’s needs, they’ll be able to provide you with a better service perfectly aligned with your vision.

Furthermore, if flexibility is your main concern, a private accountant is the way to go. They’re available at all times, and you’ll never have to worry about booking an appointment months in advance, which can be a lifesaver, especially if you need to resolve an immediate problem.

For small businesses that can’t afford a specialized service, private accountants are a better choice as they don’t have much overhead and can typically charge a lot less for their services than public accountants.

Why Use Public Accounting Services

For the sake of objectivity, even though the main goal of this blog post is to explain what are private accounting services, we need to look at both options.

Even though private accountants are highly trained, they’re generally not regulated . In contrast, public accountants are required by law to abide by a multitude of strict rules and regulations that their private “brethren” don’t need to worry about.

But the biggest strength of public accountants is that they offer more specialized services and are focused on a single niche, ensuring they provide the highest level of expertise possible.

Compare this to private accountants who need to fulfill different roles, and may do everything from taxes to budgeting, without necessarily specializing in either.

Do You Need An Accountant Or A Bookkeeper?

These two are often lumped together, but aside from the fact they deal with financials, they’re quite different. Bookkeeping is the process of documenting financial transactions, whereas accounting involves analyzing and reporting financial data.

Accounting services may include the preparation of financial statements or tax returns, and making sure financial transactions are compliant with state and federal law, while bookkeepers simply record transactions.

Are Accountants Worth It?

Regardless of whether you go for private or public accounting services, your organization will benefit greatly .

An accountant (management accountant to be precise) will gather financial data you can use internally to make next-level business decisions. For instance, they may offer guidance regarding the amount of inventory needed, or which employees are financially feasible.

With this insight, you can identify problems early, before they evolve into a full-blown catastrophe that can directly affect your bottom line. To put it differently, by consulting an accountant on your finances, you optimize costs while ensuring that your company operates in a financially sound manner.

Moreover, with accounting services, you’ll be able to track exactly how much money is coming in and how much money is going out. That way, you can allocate resources accordingly by categorizing all expenses.

For instance, some expenses are immediate, while others are categorized as capital expenditures or CAPEX in short - think spending money on something that will last multiple years, such as a new Cisco server, or switch.

You may need professional assistance categorizing these two types of expenditures as not all expenses are as clear-cut as they seem on the surface. While capital expenditure may cost you $100k, it could potentially bring in about $10mil of revenue. On the other hand, a simple expense of 50$ could only result in $80 in value over time - which doesn’t offer much in terms of ROI.

Lastly, an accountant can help with capital budgeting. For example, they may help you list all your expenses which they’ll categorize by type. Then, an accountant can estimate future expenditures based on factors that may affect the amount of funds available in a certain period.

With an accurate budget, you can compare your business expenses against projected amounts, allowing you to fine-tune your expenditure as needed.

Keep in mind that no budget is set in stone, and you should revise it with an accountant regularly. That way, it will reflect your current financial circumstances and help align them closer to your overall business goals.

Overhaul your finances

With insight into how hiring an accountant can help, and knowledge of what are private accounting services, you’re well on your way to making an informed decision regarding this crucial aspect of your business.

If you’re looking to hire readily available financial advisors on a part-time, or full-time basis, Griffin Global has you covered. As one of the most technologically advanced staffing agencies in Florida, we’ve connected many small organizations with carefully-vetted private accountants, ready to assist you whenever you need - with minimal wait times.

Ready to overhaul your finances? Fill out our contact form or call (855) 747-4334 and get financial help ASAP!

What Are Hybrid IT Services?

Mon, 10 Jul 2023 06:20:29 GMT

With the ongoing labor shortages and economic hardships, businesses must learn how to optimize their third-party partners and internal staff to reach sustainability. One of the best approaches in this regard is allocating high-value tasks to the in-house staff while outsourcing general, repeatable, and scalable tasks to third-party vendors or individuals.

In the context of IT, this approach is referred to as hybrid IT services.

By reviewing the value of their IT operations, companies can analyze each of the functions and see how they stack up relative to efficiency, quality, and cost savings. Thus, they can refocus their valuable IT resources to drive business and eventually, boost the bottom line.

In simple terms, the foundation of a hybrid IT services model can be separated into two layers. The first one is applications and data, which can stay in-house, while the second is the infrastructure that is well-suited for outsourcing.

In this post, we’ll take a look at how these two work together, along with how they can help you sustain business growth and unlock an extra dose of value.

To Outsource Or Not To Outsource?

In order to determine the business value of your information technology assets, you need to carefully analyze the intangible and tangible costs of internal and external sourcing of different IT operations. By fine-tuning the balance between the two, you’ll have an easier time optimizing your investment and increasing your revenue.

For instance, your analysis may reveal that your main system administrator is spending excessive time managing your IT infrastructure rather than focusing on business-critical tasks. This unfortunately means that their value isn’t fully justified and you could benefit from allowing a third party to handle the infrastructure.

At the same time, LOB (line-of-business) applications that depend on a highly specialized and business-specific set of skills should be handled by the in-house team with the same rationale applied to management.

But on the other hand, since designing and maintaining IT infrastructures is a standardized and multi-disciplined affair, outsourcing is a logical step if it alleviates the pressure from the internal team.

Why You Should Keep Application Management In-house

Most, if not all organizations rely on various applications to accomplish their business goals. These LOB tools are taking center stage in everything from inventory, project and document management to accounting and so on.

The problem here is that operating and supporting these applications will be unique to each company, and it’s not uncommon for internal staff to already have a long list of highly specific processes in place. Hence, outsourcing would incur too many issues and most likely necessitate extended training and micromanagement from the executive level.

Since your in-house staff already has deep familiarity with company processes and knows how to properly support existing LOB apps, there’s no reason to fix what ain’t broken. Here’s why it’s valuable to keep this aspect of your IT infrastructure within the confines of your offices:

Boost productivity: supporting critical applications requires effective communication between business users and the IT department. By insourcing, staff members can collaborate in real time, leading to more efficiency and high productivity.
Implement automation: by investing in the skills of internal staff, they can achieve a new level of fluidity with systems in your organization. Furthermore, due to their hands-on experience, they’ll have an easy time recognizing which functions should be customized and automated to achieve a higher level of efficiency.
More control over data: by keeping LOB operations in-house, you’ll have more control over data and easier access to business intelligence. This ultimately helps gain a competitive advantage and avoid issues with regulatory compliance and data confidentiality.

Why You Should Outsource Infrastructure Management

Third-party infrastructure management is a key aspect of hybrid IT services. Look at it this way - by ensuring your IT infrastructure is properly designed and maintained, your business can reach operational maturity.

Yet, it’s worth noting that IT infrastructures are growing more complex with each passing day. At the time of writing, on a basic level, an average IT infrastructure can include the following components:

Core computing - PCs, laptops, servers, mobile devices
Network - hardware switching devices, firewalls, wireless access
Secure cloud access - SaaS, IaaS solutions
Advanced software - data replication, virtual machines
Cybersecurity

Maintaining and managing these components in a standardized fashion is not easy as it requires specialized skill sets and a plethora of technical disciplines. Individuals working in these positions need ongoing training and a high number of manufacturer certifications. With new changes in IT technology occurring each day, finding the right people to fill these roles internally will simply be too challenging. On top of that, investing in certifications, training, and recruitment will cost your organization a significant amount of money..

In this case, it simply makes more fiscal sense to take on a hybrid IT services approach and let a managed service partner take over the management of your IT infrastructure.

Here are just a few benefits of outsourcing:

Internal staff can focus on business-critical tasks: outsourcing the mind-numbing task of managing the IT infrastructure to a third-party provider releases a whole lot of pressure from your internal team who can focus on processes that drive revenue. All the while, a managed service partner will provide you with all the expertise needed to efficiently manage IT systems.
Scalability and reliability: with third-party support, you can easily expand or scale down the infrastructure when needed without worrying about resource losses or supporting the team during transformations.
Save money: hiring and training new employees in specialized IT skills is costly. Additionally, there’s a shortage of skilled IT specialists, which means filling new roles may take excessive time which you may not be able to afford. So by outsourcing, you can save both time and money.

Support Your Growth The Right Way

Taking everything into account, leveraging the hybrid IT services model is arguably the best way to minimize operational costs, make all IT operations more efficient, and ultimately, drive business performance through the roof.

The best thing is, you’re only outsourcing the tedious part of IT management while still keeping full control over your infrastructure.

Regardless, the choice will depend on the current needs and goals of your organization. However, with the way hybrid IT services help overcome many challenges plaguing almost every business out there, it will be hard to overlook them.

How Businesses Can Benefit From Moving Their Operations To The Cloud

Mon, 03 Jul 2023 05:58:20 GMT

In the business world, maintaining a competitive and innovative edge makes all the difference. Still, as technology keeps devealoping at a rapid pace, it may not be clear in which direction you should move to actually start seeing results.

We believe you don’t need to look far as you can start innovating ASAP by moving your operations to the cloud. While cloud technology isn’t exactly new, many companies are reluctant to move away from their legacy on-site solutions - all the while the most successful organizations have made the switch long ago.

Migrating to the cloud can assist you in overcoming many of the challenges currently affecting businesses of all sizes. Off the top of our heads, just consider the labor shortage and how easily cloud technology allows access to a whole new talent pool of remote workers, with no additional IT costs. It seems almost unreal, but it’s basically why companies are moving to the cloud in droves.

Cloud Technology Explained

In simple terms, software and other services running on the internet (as opposed to a remote server) are referred to as the cloud. This tech can be utilized for pretty much anything, including (but not limited to):

Data storage
Hosting
App deployment

Generally speaking, companies can redesign their existing back-end architectures, such as servers and databases, and move them into virtual environments where they can access business-critical data remotely. Moving to the cloud won’t require extra hardware or a physical server, meaning a worker only needs an internet connection to access all the required company programs and systems.

Benefits Of Migrating To The Cloud

Moving key business operations to the cloud has the potential to not only enhance communication but also trim operational costs. Here are more details on why companies are moving to the cloud:

1. Cost reduction

Paying for on-site servers can cost a lot of money in the long run. With cloud technology, there’s no need to invest in hardware and software for on-site servers. Consequently, this comes with a cut in operational expenses as you no longer have to pay for the space or maintenance required to host an in-house server infrastructure.

2. Improved data recovery and security

Losing business-critical data can be devastating but with cloud computing, you don’t need to worry about it happening, for the most part. It’s easy to access files from anywhere, and almost all cloud service providers offer fail safes. For instance, data is stored on a secondary site, so when difficulties strike, disaster recovery can be done in a few minutes.

The same applies to general data security. Every bit of information stored on the cloud is encrypted, and with cloud technology constantly evolving, companies are typically trying to implement the latest cybersecurity measures - making them exponentially safer than on-site solutions.

3. Transparent data analytics and insights

Best decisions are data-driven, which is why many companies are moving to the cloud due to improved data analytics features. Furthermore, with cloud computing, you never have to worry about storage size, and you can leverage a variety of cutting-edge analytics tools.

4. Scalability

Cloud providers offer a pay-as-you-go model, which allows companies to adjust their cloud computing requirements in accordance with the changes and growth of the organization. In other words, you can easily scale up during times of growth or pull back when needed.

5. Remote work support

Since here at Griffin Global we help connect companies with tech-savvy employees from around the globe, we find this the most important feature. Not only does cloud computing allow workers to collaborate more efficiently (accessing files at the same time, version control, assigning tasks, etc), but it’s also the easiest way to support remote work.

By moving your operations to the cloud, employees can access business data and information from anywhere in the world, thus opening up the possibility of hiring remote workers regardless of their vicinity to your physical location.

Amidst the ongoing talent shortage (especially in the tech field), supplanting your staff with remote talent is key in overcoming shortages and filling any skills gaps - and the cloud is arguably the easiest and most cost-effective way to do so.

What Are Some Of The Most Popular Cloud Service Providers?

It’s clear why companies are moving to the cloud. To meet the demand (and get their slice of the pie), new cloud service providers are popping up every day. Granted, this makes finding a good provider a bit more challenging, but you really can’t go wrong with the big three of cloud computing:

Amazon Web Services (AWS)

AWS has been reigning supreme as the top cloud service since forever, and for good reasons: it’s cost-effective and within the budget for startups, but it’s also powerful for enterprises looking to make the switch to the cloud. With AWS, you can do almost anything, including launching apps and handling big data - you really can’t go wrong with it.

Microsoft Azure

As the second most popular cloud service, Microsoft Azure is mostly aimed at enterprises that need to handle complex workloads, including machine learning, virtual machines, and app deployment. One of the biggest selling points with Azure is access to Microsoft’s suite products, which now operate natively in a cloud environment.

Google Cloud Platform (GCP)

Google’s cloud offering is slowly gaining traction thanks its functionality and customization options. With included support for SQL and NoSQL databases, analytics, and plenty of other software, you can truly make GCP your own if your team knows what it’s doing.

These three are the safest options, but there are many other robust cloud services available, all with their own set of strengths. Feel free to do your research and choose a platform that will gel well with your current setup.

For instance, if you’re using Salesforce products, Salesforce’s cloud offering is the obvious choice. There are even free cloud providers - many businesses such as Apple are using an open-source cloud software Apache Cloudstack for deploying their cloud services. If it’s good enough for Apple…

Reach For New Heights

Cutting costs and streamlining operations is a reality every business has to confront, as is the ever-persistent lack of talent. By transitioning to the cloud, most businesses can tackle these challenges proactively without requiring a massive budget or that much time.

More importantly, adopting a cloud-based approach to doing business will help you reach new heights and start evolving your business practices to keep up with the times.

The cloud IS the future, so the sooner you make the transition, the quicker you can reap all the benefits it has to offer.

Health IT Consulting Firms - Supporting Digital Transformation In Healthcare

Mon, 26 Jun 2023 06:23:37 GMT

Information technology has taken over pretty much everything, and the healthcare industry is no exception. In fact, terms like healthcare IT and healthcare IT consulting are becoming more prevalent in the national discourse.

At the moment, healthcare IT is growing at a rapid pace and is projected that revenues will increase from an already impressive $95 billion to over $192 billion .

If you’re unfamiliar with healthcare IT, you might be puzzled as to what it refers to. It’s pretty simple, actually - healthcare IT encompasses a wide variety of technology employed by different healthcare organizations. This may include tools that healthcare professionals or insurance companies use to store, gather, or analyze a wide array of health information.

The challenging part of this digital transformation is implementing the said technologies.

Enter health IT consulting firms - these consultants assist institutions put into practice new technologies, allowing them to navigate smoothly into the new, tech-driven era of the healthcare industry.

What Do Health It Consulting Firms Do?

You’re most likely aware of what consultants do - they provide valuable knowledge and guidance to their clients to solve a particular problem. Health IT consulting firms do this too.

They assist healthcare organizations and providers circumvent any technological challenges while administering health software or hardware - IT solutions that ultimately improve patient care while also simplifying business-critical processes.

It’s worth noting that the IT sector is very complex. As a result, it’s natural that the services provided by health IT consulting firms vary.

Some of the most common services consulting firms offer include:

Strategic consulting
Cloud computing
Cybersecurity
Technology implementation
People management tech
Regulatory and legal assistance technology

Healthcare organizations are desperate to keep up with the demands of developing digital practices, so it’s not a surprise that health IT consulting firms are in high demand. Along with the aforementioned growth in IT adoption in the context of healthcare, the market for healthcare IT consulting will most likely grow from the current market size of $11 billion to a whopping $23 billion by 2028 .

Examples Of Healthcare IT Consulting Services

To illustrate the true value of what health IT consulting firms bring to table, let’s dive into more detail by taking a look at a few examples:

1. Integration of new technologies

Successful application of IT into day-to-day operations can be tricky since they are related to health care for patients and information about their health records that need to be readily available at a moment’s notice. Thankfully, it’s a lot easier to integrate new tech and avoid potential pitfalls by working with a consultant.

The best examples of integration of IT in a healthcare organization include:

Electronic disease registries

Software made for this purpose streamlines capturing, managing, and accessing specific information regarding conditions on a list of patients. This helps healthcare providers achieve better management, which enables more consistent service.

Clinical decision support

Health IT consulting firms may aid organizations with the proper execution of a system that analyzes electronic health records and enables reminders, thus helping suppliers with an application of a variety of guidelines concerning patient care.

Provider order entry

Software for electronic provider order entry allows physicians and other health care professionals to instantaneously order different services such as medications, process lab tests, clinical procedures, etc.

Consumer health IT applications

Generally speaking, this technology refers to any software or web-based applications that provide patients with the ability to control certain aspects of their healthcare without input from their health providers.

Electronic prescriptions

Implementation of this particular solution can simplify the process of prescribing medication and make it more foolproof at the same time. It allows healthcare providers to enter information into a digital device, which then securely transmits the data on the prescription medication to pharmacies through a specialized transmission network.

2. Mitigating cybersecurity threats

Cyberattacks and ransomware are on the rise in the healthcare industry. Due to the sensitive nature of the information stored by healthcare providers, the financial implications of security breaches can be catastrophic and any leaked patient data could lead to major legal problems.

Many health IT consulting firms specialize in cybersecurity and can assist healthcare practitioners in bumping up their security to better safeguard confidential patient records. For instance, they may perform audits on the existing system, do penetration testing to reveal any vulnerabilities, and suggest new protocols that can amend any weak points.

Furthermore, consultants can also train the staff on the social engineering aspect of cyberattacks to minimize the chance of human error.

3. Improving regulatory compliance

Keeping data confidential isn’t only related to cybersecurity. Staying compliant with governmental and industry regulations is equally pressing and many IT consulting firms are attempting to fill this particular niche.

Due to extensive privacy regulations relating to patient records, healthcare providers need to adjust how they share sensitive information. This must be addressed in all technology solutions used in healthcare, especially in the process of data sharing.

For example, it’s not uncommon for patient records to be transferred digitally across state borders. Such a procedure can get convoluted even more once you account for international patients.

In addition, cloud storage (which is now widely used in healthcare) and other methods of media backup are also required to adhere to data privacy regulations.

Putting all this together and ensuring all IT solutions used in the context of healthcare are compliant can quickly become too much for organizations to handle. Fortunately, some consulting firms make it their mission to stay on top of the laws related to medical data and digital systems. As such, they can share their expertise with medical practitioners to prevent any accidental violations of regulations and laws in regard to healthcare data privacy.

Continued Support Of Your It Infrastructure

With the rising importance of digital technologies, the healthcare industry will most likely be unrecognizable in the coming years. While brilliant minds who develop the tech are at the helm of this transformation, consulting firms are making it happen by smoothing the transition between old and new.

But what happens after all the necessary tech is implemented? At that point, healthcare organizations often hire their own IT staff to keep the infrastructure running like clockwork. Due to challenges in finding qualified professionals in a niche area, it’s recommended to hire a different kind of consultant - a healthcare IT staffing agency like Griffin Global .

Over the years, we helped connect different types of health institutions with part-time or full-time IT specialists, thus making our own little contribution to a more robust use of IT in the health industry.

If you want to learn more, reach out to us via our contact form or by calling (855) 747-4334 .

Benefits Of Working With A Cybersecurity Staffing Agency

Mon, 19 Jun 2023 06:32:55 GMT

Due to our increased reliance on digital technology for almost every aspect of our lives, the question of cybersecurity is becoming more important than ever before. Because over 2200 cyber attacks happen each day , an increasing number of organizations will try to bump up their efforts in safeguarding business-sensitive information soon.

Naturally, due to this overwhelming need for cybersecurity experts, many organizations are also struggling to attract these individuals amidst the current labor shortage.

There is good news though, as you can fulfill your information technology security needs by working with a cybersecurity staffing agency.

What Is Cybersecurity Staffing?

Cybersecurity staffing is a practice of sourcing cybersecurity talent through an independent cybersecurity staffing agency. You can leverage this hiring strategy to fulfill your organization's requirements, whatever they may be. For instance, you can bolster your ranks but also build an IT department from the ground up.

By using an agency’s professional recruitment team, you can source a rare breed of talent with greater agility and lower costs when compared to hiring internally.

A cybersecurity staffing agency also lets you augment your internal IT team with supplementary remote experts. This is extremely helpful as it opens you up to a larger talent pool, regardless of whether you’re outsourcing near or offshore. Depending on the location, opening your ranks to remote specialists may be necessary, especially because cybersecurity experts are in such high demand at the moment.

Is Cybersecurity Staffing The Same Thing As Consulting?

Although similar at first glance, staffing and consulting are separate beasts, so to speak. Consulting means an outside organization will take over all cybersecurity operations, without necessarily involving anyone from your organization. You’ll have less control over the intricacies of the process and the extent of the communication between the internal team and the outside cybersecurity consultant will occur strictly through reports.

On the other hand, working with a cybersecurity staffing agency provides you with a team of professionals you can integrate into your organization as contractors. You can then direct these individuals, instruct them on the implementation of any security measures, and handle their workload.

Both staffing strategies are viable and in most cases, the results you achieve will be largely the same. Yet, staffing will provide you with more control and you can always scale back depending on the nature of the project.

Which Roles Can A Cybersecurity Staffing Agency Fill?

There are many subcategories of cybersecurity, and depending on the demand, it may not be possible to fill all the skill gaps by hiring just one individual. Fortunately, a cybersecurity staffing agency will assist you in recruiting a variety of IT security professionals, such as:

Managers
Vulnerability analysts
Penetration testers
System engineers
Administrators
GRC analysts
Chief information security officers

Benefits Of Working With A Cybersecurity Staffing Agency

The simple fact that you’ll have an easier time sourcing cybersecurity experts may be enough for most executives. Yet, there are other noteworthy advantages of working with a cybersecurity staffing agency that are hard to ignore and must be mentioned, such as:

1. Ability to hire on-demand

Arguably the biggest benefit is the option to hire from a deep pool of international talent whenever you see fit. These individuals are always available to you and can offer well-needed support when the project demands it. The best thing is, they are highly trained and typically have knowledge of different sorts of tech stacks.

By leveraging cybersecurity staffing, you’ll be able to supplement your IT team without the pain of finding qualified candidates in a singular geographic area.

2. Save money

Cybersecurity pros in the US are aware that their services are a hot commodity. As such, they’ll only say ‘yes’ to a long-term contract if they’re compensated appropriately. However, it’s worth noting that their peers in other countries are just as skilled, yet are willing to work at a lower price.

In fact, by hiring someone situated outside of North America, you may save as much as 60% on their salary alone (not counting additional costs such as healthcare).

A cybersecurity staffing agency will make the finding and onboarding of these individuals a lot easier. You don’t need to worry about billing as the agency will take on this burden for you. In addition, you also won’t need to perform complex background checks or invest in professional development.

All of this ultimately helps you slash your IT costs without sacrificing the quality of the work being done.

3. Expedite your hiring process

A conventional hiring process necessitates a significant amount of time and monetary resources. Onboarding an in-house employee may take months and there’s always the chance that the results may still end up being subpar.

In comparison, hiring a remote employee through an agency has a considerably shorter timeline as a dedicated staffing professional already has a pre-existing network of cybersecurity specialists. Usually, the candidates found with the assistance of agencies are pre-vetted and it’s possible to interview and hire them in just a few days - which is a lifesaver in time-sensitive matters such as data security.

4. Scalability

Sourcing candidates through an agency provides you with a high level of flexibility and scalability. As opposed to traditional hiring, cybersecurity staffing allows you to expand your staff when needed without committing to long-term contracts.

This helps you supercharge a project if the demand is there, while also having the ability to cut back on operational costs when the services of these cybersecurity workers are no longer required - without having to worry about employment laws or compliance.

Are You In Need Of Cybersecurity Experts?

With newfound knowledge of cybersecurity staffing, you’re sufficiently prepared to make an informed choice regarding the implementation of any future cybersecurity hiring strategies. The question here is whether you’ll surrender a small bit of control in exchange for greater flexibility, more efficiency, and decreased costs.

We can't blame you if you choose to build a foundation and a robust internal team on your own, but considering that cybersecurity calls for quick action, you may not have enough time to do so.

If you want to start updating digital security measures in your organization today, feel free to reach out to Griffin Global . Our team will connect you with IT professionals from all over the world in record time, and we’ll support your staffing needs in every way possible.

Learn more about our services by filling out our contact form or calling (855) 747-4334 .

Real Estate Recruitment Problems - Top Solutions To Staffing Challenges

Mon, 12 Jun 2023 06:22:38 GMT

Recruiting real estate professionals can be tricky. Not only has the industry become a competitive battleground, but there are also problems with the overall labor market exacerbating the situation way out of proportion.

Fortunately, if you know what you’re doing, have patience, and some extra cash set aside, you can navigate around these obstacles in a short period.

If not, Griffin Global offers real estate consulting - we can help you address any staffing issues and also assist you in conserving your human and financial resources. Still, it doesn’t hurt to be familiar with the common recruitment setbacks in the real estate industry.

1. Shortage Of Candidates

The biggest challenge in recruiting is finding enough qualified candidates. While this particular problem has always been there, it was only made worse by the ongoing talent shortage affecting practically every industry.

Yet, just because it’s a big problem doesn’t mean it’s hard to address. In fact, you can fairly quickly see success by making a small adjustment in your talent acquisition practices.

The mistake repeated by a great deal of real estate organizations is the fact they are passive and source candidates only when needed. This makes it impossible to cultivate a talent pool they can draw from when the time for hiring someone new finally comes.

In other words, you need to be proactive. Always be on the lookout for prospective employees that you can recall at a moment’s notice when a position becomes vacant. You’ll be able to fill the empty role faster and also ensure the organization-wide productivity stays on a relatively consistent level.

2. Long hiring times

Because we spent years in real estate consulting and helped many organizations solve their staffing difficulties, we’ve seen firsthand how inefficient some companies are when it comes to hiring. Sure, it’s perfectly natural to take a longer time to source for high-level positions, but if it takes you a month to hire someone regardless of the level, you’ve got a problem.

For starters, the longer the position stays vacant, the bigger the impact will be on your organization’s productivity. By extension, you’ll waste more human resources on hiring, which will end up costing you a lot of money in the long run.

To shorten the company’s time-to-hire, take a closer look at the established hiring process. Are there too much stages that don’t help but just detract candidates? Does the recruitment team have trouble with effective communication?

Here’s a guide on improving your hiring process you may find useful to unlock the “secrets” of successful recruitment.

3. You can’t cut through the noise

Although you can always rely on real estate consulting for your recruiting needs if you’re unable to meet company hiring goals, it still won’t do anything to strengthen your brand. Real estate firms often have trouble standing out from the crowd as way too many companies are just about the same.

This will also creep up in the form of staffing challenges as you won’t be able to grab the attention of the top talent you’re trying to attract.

The best way to solve this is to actively work on branding. A company established as a major player in the area will have less trouble attracting new candidates and higher-quality clients. Start by improving the company website and building a social media presence. You can create and share valuable content portraying your company in a positive light, invest money in marketing, etc.

With a solid brand, you can make a lasting impression on in-demand professionals when trying to secure their services.

4. You’re losing candidates to your competitors

In a similar fashion, you may lose prospective hires to the competition. Those are the rules of the game: if they’re getting multiple offers, it’s on them to make what they believe are the best career choices. However, this shouldn’t stop you from demonstrating that working for you is the right choice. Start by offering top-notch candidate experience.

A good practice is providing the candidates with a timeline of the hiring process and letting them know when they can expect to hear from you again. This serves the purpose of preventing frustration and minimizes the chances of them choosing a different company while they are waiting to get a call from you.

A good rule of thumb is to update them on everything. For instance, if their application is under review, let them know. If they passed the initial screening process, make certain to notify them.

You can also position yourself as a better option by improving the interviewing experience. Shift your perspective regarding the interview. You’re not the one calling all the shots as the candidate is also gauging you and comparing you to other companies.

Be ready to answer questions regarding compensation, company culture, and the responsibilities they will have. The interview allows the candidate to get a taste of working for you, so make sure you don’t drop the ball because you couldn’t come up with an answer on the spot.

5. High employee turnover rates

Even if you do manage to snag a candidate, it’s a completely different thing to inspire them to stay. Employee turnover is a major problem in almost every industry, and it can severely impact productivity in an organization while also costing a lot of money.

As pros in real estate consulting, we’ve helped numerous firms reduce employee turnover. Our first recommendation is to always keep track of employee satisfaction.

You can try minimizing employee burnout, working on their benefits packages, offering more flexibility, providing a raise, etc. Whatever it may be, most employees will appreciate the effort. As a result, they’ll be less likely to leave a company that views them as something more than just a name on the payroll.

Set Yourself Up For Success

We live in a world where employers no longer hold power over the hiring process. The sooner you accept the fact that offering employment is no longer enough, the sooner you’ll be able to tackle the ongoing staffing challenges.

Still, not all companies have the time or money to implement these changes. There’s no shame in that and it doesn’t make your company any less worthy - you wouldn’t be the first one to leverage real estate consulting in an effort to overcome staffing challenges

By signing up with Griffin Global, you can cut down on your overall hiring costs and focus on business-critical tasks while someone else is proactively recruiting for you 24/7.

Fill out our contact form or ring up (855) 747-4334 and turn staffing into a non-issue for good.

Main Benefits Of Staffing Agencies For The Manufacturing Industry

Mon, 05 Jun 2023 06:17:18 GMT

It’s no secret that the vast majority of employers are currently dealing with an uncertain hiring market. Not only are baby boomers retiring, but workforce participation rates are at an all-time low. However, this is nothing compared to the fact employees have more leverage than ever before and are selective about the organizations they join.

In the manufacturing industry, the situation is even worse due to the nature of the operations specific to this sector. There are times when higher output is required, with periods of relative calm when you may not need as many employees. Due to this, staffing is challenging as is. When you add the current labor shortage, the problem is compounded into oblivion.

The solution lies in manufacturing consulting or more precisely, a staffing agency operating in the manufacturing sector. No matter if you need temporary staffing or are looking for valuable additions to your team, a company like Griffin Global can help you source skilled employees wherever and whenever you need them.

Here are the main benefits you can unlock by leveraging manufacturing consulting.

1. Minimize Your Hiring Expenses

If you ever toyed with the idea of implementing manufacturing consulting for your staffing needs, it’s most likely because you heard it may reduce costs. In that case, you’d be right as sourcing and screening qualified candidates through a staffing agency is one of the best ways to save money.

For starters, you alleviate the pressure on your HR department. As they don’t have to scour for prospects, you also save a significant amount of time and financial resources. As a plus, the staffing agency might also assist you with onboarding or training new candidates, which will help conserve additional funds.

Along with training and hiring costs, you also won’t have to worry about payrolling because the agency can take on this burden for you - taxes, expenses of unemployment, and workers’ comp are all taken care of. Furthermore, this also protects your organization from compliance issues. Cool, right?

Pro tip: To boost your retention rates, consider putting the money you save with manufacturing consulting toward rewards or salary increases for your highest-performing employees.

2. Gain Access To Top Talent

Cultivating a network of available prospective employees can take a notable toll on smaller manufacturing organizations, especially when coupled with the requirements of meeting operational objectives and critical KPIs.

A dedicated manufacturing consulting specialist will provide you with a carefully curated network of specialized candidates you can consistently rely on - without you wasting company resources.

What’s even more important is the fact that they won’t stop at finding you a candidate based on technical skills alone, they’ll also take into account the cultural fit. This means assessing the work ethic and personality of the employee so they can thrive within the confines of your organization.

The end result - motivated workforce conducive to supporting your business growth.

It’s also worth adding that finding the right cultural fit serves the purpose of minimizing the chances of ending up with a bad hire. With the financial repercussions of making subpar staffing decisions and its impact on your turnover rate, the benefit of working with a manufacturing consultant for recruiting is hard to ignore.

3. Fill Open Positions Faster

When you consider the widespread deficit of workers, it’s no surprise that it may take you weeks or months to fill a vacancy. As luck would have it, a staffing agency has the funds and the expertise to fill your open positions in record time.

This can prove beneficial if you have to tackle an important project on short notice or the demand for you products skyrockets as you can fill the manufacturing floor without experiencing delays.

4. Establish More Flexibility Within Your Workforce

Due to the natural ebb and flow of manufacturing operations, your staffing needs may radically shift depending on the month. As such, it’s worthwhile to have a manufacturing consultant helping you stay on top of varying demands with their ability to build a flexible workforce.

With temporary staffing, you can supplement your employees when needed and scale back once the market demand fluctuates, all without dealing with a logistical nightmare.

You may also benefit from temp-to-hire staffing offered by numerous agencies. This arrangement is very nifty as an employee can stay under the recruiter’s payroll during the probationary period. This allows you to gauge potential workers’ skills and cultural fit before deciding to offer them a permanent position.

Ultimately, temporary staffing gives you the flexibility needed to stay productive at times when you require it the most, all the while ensuring you’re not wasting resources supporting workers who aren’t necessary when the demand goes down.

5. Battle Burnout Among Your Staff

As a direct result of the flexibility provided by staffing services, you will minimize and prevent burnout among your workforce.

The equation is simple - without enough workers, all the ensuing workload will fall on the shoulders of your regular employees, which creates all the ingredients for burnout. By making sure your staffing levels are always adequate, you can keep productivity at an all-time high without overworking the employees on whom your organization depends day in and day out.

Start Revolutionizing Your Staffing Practices Today

While permanently conquering staffing challenges can seem out of reach, it is possible if you have the necessary resources. Unfortunately, the brunt of manufacturing businesses simply doesn’t have enough time or money to take the proper steps toward solving the problem.

This is why working with an agency might be a necessity if you want to increase your chances of scoring top talent and take your company to the next level.

Regardless of the challenges you’re facing, Griffin Global can take care of your staffing needs with utmost efficiency and help you save money along the way.

Get in touch with us by filling out our contact form or calling (855) 747-4334 and start revolutionizing your staffing practices today!

Why Biotech Companies Need Specialized Staffing Consultants

Mon, 29 May 2023 06:17:25 GMT

Every company wants to hire the best people - but this is easier said than done. Many businesses struggle to identify the right candidate or they’re simply unable to attract enough applicants in the first place.

In the biotech industry (which is already complex on its own), candidates must have highly-specialized experience and skills that are very hard to come by. Therefore, sourcing employees in this sector is much more challenging than it is in other industries.

This is why biotech consulting specialists are such an important piece of the puzzle - they can help your organization thrive in these challenging times.

Key Benefits OF Biotech Consulting

Surrendering control of your recruitment efforts to a biotech consulting agency specialized in staffing comes with several advantages, including:

1. Access to high-quality candidates

Due to their connections and deep market expertise, biotech consulting specialists can consistently connect organizations with candidates of the highest caliber. For example, they know what qualities and technical skills your organization requires and they’re able to source applicants regardless of whether they are actively looking for a new job or not.

In short, a biotech recruiter will be able to present you with carefully vetted candidates who are perfectly aligned with your needs, even in times of severe employee shortages.

2. Acquire up-to-date market knowledge

If recruiters want to remain relevant, they need to stay on top of the latest developments in the industry they’re recruiting for and the latest trends in recruiting.

Due to this fact, they are always able to help you make adjustments to your process and advise you on changes that can positively impact your hiring practices.

One example is salary benchmarking. A biotech consultant will be familiar with the rates in the industry and the ones provided by your competitors. As a result, they’ll help you tweak your benefits and salary packages to increase your chances of attracting new talent, as well as retaining those who are already a part of your company.

3. Easy way to build your network

The biotech industry is projected to grow by 5% by the end of the decade . However, the downside to expected growth is that the demand for top talent will drastically outgrow the supply.

This is incredibly challenging for new biotech companies which are trying to find their footing in the industry and are in severe need of high-quality personnel. It doesn’t help that biotech experts who are currently filling senior positions won’t be actively searching for new opportunities. Hence, since small companies have to rely on job advertisements that are largely ineffective, they aren’t likely to attract top talent.

Fortunately, biotech consulting firms that specialize in recruiting already have a network of professionals who are willing to say yes to a change in scenery and could potentially be swayed by a good offer.

Ultimately, smaller companies without many connections can leverage the network of their recruiter, find high-level talent, and start making their mark.

4. Time and money savings

It takes a lot of time, effort, and money to hire a new employee. In small companies, this can prove to be detrimental to the overall productivity due to limited resources - financial and otherwise.

When it comes to biotech companies, the situation is even worse. Studies have shown that the biotechnology industry hiring process lasts 28 days on average (fourth highest out of all industries).

It’s also worth mentioning that teams in biotech are rarely good at recruiting. This will most likely have a negative impact on your staffing situation as poor handling of the recruitment process will turn off top talent. For instance, it’s not uncommon to lose a candidate due to an inefficient hiring process.

At the same time, organizations that do manage to hire a new employee run the risk of recruiting a candidate who doesn’t fit the company culture. In the end, they end up being a liability or jump ship as soon as they are onboarded - wasting time and money in the process.

With biotech consulting, it’s possible to attract candidates significantly faster than it would take you to do internally. More importantly, recruiters are highly proficient at screening candidates and shortlisting, so they can spot a bad candidate from a mile away. This helps minimize the chances of dealing with high turnover while also speeding up the entire process without affecting productivity levels in your company.

5. Scalability

Not all companies have the same hiring goals. Some may need to hire an entire team en masse, others may require a specific person to fill a CEO role, and some only need to supplant their current workforce with temps to complete a project.

Whatever the objective is, biotech consulting recruiters can customize their services in order to meet the demands of their clients.

Let’s say you’re working under strict deadlines and need a team to support your expansion - a recruiter can scale up their resource requirements to deliver exactly what your organization requires at that particular time. Moreover, they can also solve your staffing issues and drastically minimize employee turnover as they’ll be able to support you whenever staffing challenges inevitably arise.

Whatever happens, you can always rely on your biotech consulting specialist for support.

Get The Support You Need Now

Here at Griffin Global , we have the required industry knowledge and use state-of-the-art technology to meet the demands of our clients. Most important of all, we have spent years building a large network of candidates and clients from the biotech industry that we draw upon at a moment’s notice.

Because of this, recruiters from Griffin have all it takes to successfully connect you with experts and widen your hiring pool, regardless of who you’re looking for or the size of your organization.

Reach us through our contact form or call (855) 747-4334 and get the support you need to beat any challenge in recruiting that comes your way.

How To Solve Staffing Challenges With Healthcare Consulting

Mon, 22 May 2023 08:12:32 GMT

As a manager of a medical facility, you probably have a lot on your plate, from overseeing day-to-day operations to maintenance and security.

On top of that, you may also be struggling with a variety of staffing challenges like overblown staffing costs and poor employee retention, to name a few.

Considering how recruitment is getting increasingly tricky amidst a severe labor shortage, there simply aren’t enough resources to successfully address all of these problems at the same time

Against such a backdrop, healthcare consulting for staffing offers an accessible way to overcome recruitment difficulties in your medical facility.

Today, we’ll take a closer look at the issue at hand and explain how healthcare consulting can make it disappear.

Main Hiring Challenges In The Healthcare Industry

The labor shortage combined with the rapid increase in open positions in healthcare make it close to impossible to find competent professionals to fill the gaps in the workforce. In addition, the competition in the industry is very high with many facilities vying against each other to attract candidates of the highest quality.

This means that healthcare organizations need to put more effort into tracking down a small number of available applicants, as well as invest resources into making themselves the most appealing employer out of so many.

Concurrently, there is another matter you have to deal with - a high turnover rate specific to the medical industry. This is especially true for roles such as nursing where employees are not satisfied with the benefits current employers are providing them with.

What Do Healthcare Staffing Consulting Agencies Do?

If you’ve spent any time working in this industry, you have most likely had a brush in with some form of healthcare consulting.

To answer the question of what does a healthcare consultant do, they offer valuable advice to improve organizational efficiency in many business aspects, including marketing, technology implementation, or revenue management in the healthcare sector.

However, a healthcare consultant is not just a third-party contractor that offers advice. They can also take full control of some facets of a healthcare facility, which is the case with staffing agencies.

A staffing agency is a firm specializing in the provision of temporary or permanent staffing solutions for different kinds of healthcare facilities like clinics, hospitals, nursing homes, and all sorts of home health agencies.

Unfortunately, many healthcare providers view staffing agencies as a last resort and still insist on hiring in-house, despite the fact they have no problem leveraging other healthcare consulting services for tasks that are often a lot more simple.

Benefits Of Using Healthcare Staffing Consulting Agencies

If you want to include another healthcare consultant in your organization, then a professional staffing agency is a prime choice. Here are the key benefits:

1. Extend your talent pool

Since the number of open positions in healthcare is growing fast every day, your organization will likely have trouble filling all roles with experienced healthcare professionals. Working with a staffing agency helps you avoid this problem by allowing you to access their deep pool of trained and qualified candidates, ultimately increasing your own talent pool.

Furthermore, healthcare consultants for staffing are also more efficient in tracking down hidden talent. They will consider your requirements and connect you with worthy candidates based on experience, personality, and qualification - you only need to choose from the shortlist of hand-picked candidates.

2. Save time and money while increasing your productivity

Typically, when you hire a new employee, you need to account for the training period, which can be both time-consuming and detrimental to the productivity in your healthcare facility. This struggle is virtually eliminated by working with a professional recruiter.

A staffing agency can provide candidates of the utmost quality, thus ensuring the new employee is qualified before the start of their tenure. To put it differently, you receive candidates that can dive into work right away with minimal amount of training.

It’s also worth mentioning that hiring an employee necessitates a significant amount of human and financial resources. Think of all the job postings, background checks, phone interviews, and other tedious processes you have to go through before even onboarding an employee. With an agency, all of it is taken care of.

So, outsourcing your staffing can save you valuable time and money before and after the hiring process is completed.

3. Achieve fast results

Hiring in-house in the current workforce shortage may well drag on for weeks or months if you’re filling a niche role, which is something that can be devastating in healthcare more than in other industries.

Once more, recruitment healthcare consulting is arguably the best way to circumvent this issue. Staffing agencies have the resources, time, and know-how to find suitable candidates as fast as possible.

To avoid a catastrophic scenario in which your organization can’t operate to its full capacity because of your inability to fill key roles, consider surrendering the staffing reins over to a recruiter.

4. More flexibility

The needs of different healthcare providers vary - some need permanent staff, others just need a part-time employee temporarily to supplant their workforce. Fortunately, most staffing agencies excel in this regard as they are flexible and can help meet your specific needs with a great sense of urgency.

5. Gain a valuable partner

Employee turnover is a headache that will most likely persist in the foreseeable future. Hence, you may still experience staffing shortages even after you’re done hiring.

As luck would have it, a staffing agency can be the partner you can lean on for consistent support regardless of the challenges you face. They can help you quickly fill holes in your organizations due to turnover, either temporary during peak times or long-term.

As a plus, they can aid you with regulatory requirements and compliance, as well as advise you on current market and staffing trends that may help you improve your employee retention rates.

Need Help With Recruitment? Contact Griffin Global

A healthcare consultant can be the solution to all your staffing troubles, saving you time and money while drastically boosting the productivity of your organization in times of labor shortages.

If you need a staffing agency you can rely on, look no further than Griffin Global . Our main goal is to meet your staffing needs timely and efficiently - the candidates we find are carefully selected to meet all the demands in the healthcare industry.

Send us a message through our contact form or call (855) 747-4334 and start working towards a future where recruiting challenges no longer exist for you.

Why You Should Consider Transferable Skills When Hiring

Mon, 15 May 2023 08:07:04 GMT

In the past, your average employee would stay with one company until their retirement. In the modern workplace, this rarely happens. You can put partial blame for this on technology, as it allows workers to easily pivot their current experience and any transferable skills to jump into a completely different industry.

Regardless of the causes of this trend, one thing is certain: businesses can capitalize on the newfound career mobility exhibited by many modern employees. Since quality candidates are hard to come by in 2023, attracting them from different industries may just be the solution you need to finally expand your talent pool and overcome any hiring challenges.

Before you’re able to do this, you need to know how to spot valuable transferable skills.

What Is The Definition Of Transferable Skills?

The definition of transferability, or more specifically the definition of transferable skills, centers on skills developed through a specific job that can be transferred and put to good use in a different job.

A good real-world example of the definition of transferable skills is the scenario in which a candidate doesn’t have the necessary experience for the role, but they’re still a perfect fit. In other words, what they lack in experience they more than make up for with their abilities that can be useful in the position a company is hiring for.

The main question to ask here is how you can potentially attract these types of people. Well, quite simple - reduce the number of nonessential demands in your job description.

Here’s what we mean by it. If a master’s degree with 10 years of experience is not necessary, leave it out of the job posting and you’ll receive applications from a wider variety of candidates who just may be what you’re looking for.

What Transferable Skills Are The Most Important?

Now that we got over the definition of transferable skills, it’s time to clarify what these capabilities are. Absolute essentials that increase your (and your potential employee’s) chance of success are skills such as:

1. Technical skills

Nowadays, everything takes place in the digital world, and as such, you should demand a higher proficiency with a variety of technologies when hiring.

Since digital knowledge and computer skills in general overlap heavily between industries, you can bet that someone who possesses any of these transferable skills will always have a competitive advantage over someone who only knows the fundamentals.

2. Adaptability

Nine times out of ten, companies that can adapt to shifting business tides and are prepared to be flexible will win out over those dead set in their ways. The same can be said about your workforce.

Making the best out of any situation is a valuable skill and someone who can adjust to different circumstances and work conditions will consistently be a valuable asset to your company.

3. Growth mindset

An employee with a growth mindset will be motivated to try new things and will most likely pounce on the opportunity to take initiative. More importantly, failure won’t shake them and they’ll look at it as a valuable learning experience.

4. Critical thinking

By putting together a team of critical thinkers, you’ll leave your competitors in the dust - plain and simple.

This skill is quite rare and requires a hefty amount of evaluation of evidence-based thoughts, along with the ability to anticipate a multitude of outcomes. To put it differently, it’s about leveraging data and using it as a basis for make strategic decisions to solve a critical challenge.

5. Time management skills

When working in fast-paced environments, it’s important to be able to organize your schedule efficiently. This is becoming even more important lately as hybrid and remote working are slowly becoming a mainstay in most industries in the US.

6. Communication skills

For candidates pursuing a career path in a different field, communication is paramount. In short, articulating ideas clearly ensures any confusion in the workplace is kept to a minimum and that the new hire can quickly find footing in the new position.

As a plus, if communication skills are combined with charisma and other people-centric qualities, this person can be ideal for various roles, including sales and marketing.

7. Attention to detail

The modern workplace is moving at a rapid pace and as a result, mistakes are bound to happen. Nevertheless, no matter how small the error is, it can be devastating if it occurs during a business-critical process.

This is why attention to detail is vital when trying to attract an employee without experience in your industry.

Just one person with a keen eye can empower the entire organization and put everyone at ease because they can see to it that nothing falls through the cracks. As such, we recommend insisting on this skill when scouting for new employees .

8. Leadership skills

Regardless of the industry, those in senior leadership can seemingly switch between companies that are completely different from one another. For instance, it’s common to see CEOs running a SaaS company one day, and then jump to an organization in the financial sector without any experience.

This is where leadership skills kick in.

Most people in leadership roles tend to inspire people, think strategically, and make the best decisions for the business. So if you’re hiring someone for a management role, make sure to test their leadership skills, as this can make the difference between a good or a bad hire .

9. Positive attitude

We don’t want to come off as overly new age-y, but a positive attitude in the workplace can go a long way: it reduces stress levels, helps everyone stay motivated, and since it’s quite contagious, your entire office will feel more productive and comfortable.

When interviewing and you’re getting positive vibes, it may be worth giving them a shot, even if they don’t have as much experience as you would want.

Simplify Your Hiring Process Now

Knowing the definition of transferable skills and key elements you should look at will allow you to be more mindful during your hiring process. Ultimately, this helps you future-proof your ranks and makes certain you don’t end up with a bad hire in times of uncertainty.

However, it’s also worth noting that recognizing the right candidate is only a small part of the process. You still need to do all the legwork associated with hiring.

If you don’t have the time nor the resources, yet want to minimize your team’s involvement in a long and arduous hiring process , feel free to reach out to us - Griffin Global .

We’re recruiters who cover a wide range of industries, and if there are no candidates available, we can easily source favorable applicants who have the transferable skills you need. Our experts will take on the brunt of the work, from writing job postings and conducting pre-screening interviews to background checks - all you have to do is choose who you feel is the best option from the list of action-ready candidates we’ll provide.

Want to learn more? Send us a message through our contact form or call (855) 747-4334 and ring in the new era of hiring in your organization.

How To Overcome the Challenges In Retail Recruiting

Mon, 08 May 2023 08:26:55 GMT

The retail industry has completely changed due to the popularity of online shopping. Nowadays, retail businesses need to offer incredible customer service in their brick-and-mortar stores to meet the expectations of modern customers.

The problem?

Not all employees are right for the job, and with the labor shortage hitting almost every industry, finding a valuable worker can be close to impossible. There are ways to overcome these challenges, though, mainly through making slow and deliberate improvements to your retail recruitment strategy.

Since we are recruitment retail consulting experts, we can show you how.

Let’s have a crack at it.

Biggest Challenges In Retail Recruitment

Each industry has its own set of recruitment troubles, and you can’t change that. What you can do is prepare yourself for these setbacks, so once they do start affecting your organization, you can minimize the damage and come out on top.

Here are the key challenges in hiring:

1. Finding tech-savvy talent

Twenty years ago, retail workers could get by without knowing how to use technology. But just like the recruitment process relies more and more on technology, so do the regular retail job duties. This means store managers and other workers need to possess a higher level of technical skill, as well as adaptability and the ability to learn new skills quickly.

For instance, since new customers may want to order something to your store (the buy online, pick up in-store model), the workers need to facilitate that. Retail employees also must be able to use different tools such as ordering systems and multichannel inventory management software if they are to offer the highest level of customer service.

2. High employee turnover

For many, retail work is just a stop on the way to better things. However, this can have a drastic impact on both the workflow in your retail business and the productivity of your other employees.

As a consequence, hiring managers are under a whole lot of pressure to minimize employee turnover at a time when finding employees is a significant feat.

3. Finding the right fit

We work in recruitment retail consulting and we know exactly how hard it is to find an employee that can provide value to a retail business. In fact, it’s such a struggle that many just settle for good enough.

It should only be a temporary solution. When recruiting and looking through resumes, look for these qualities to find the best possible individual:

Verbal communication skills
Ability to learn quickly
Kind attitude
Ability to work in a team
Detail-oriented
Cash and credit management skills

How To Overcome These Challenges

With following retail consulting hiring strategies, you’ll be able to optimize your entire recruitment process. Try some of these tricks:

1. Set clear hiring goals

The adage “planning is half the battle” also applies to hiring. Having clear goals and knowing exactly what you want to achieve will help you streamline your hiring efforts. For example, you may want to improve your candidate experience, hire a set number of new employees, or simply have a clear outline of what you’re looking for from a candidate.

By establishing a clear plan of action, your entire team can work more cohesively, leading to the best outcome for everyone involved.

2. Establish which skills are non-negotiable

As we discussed, some skills are an absolute must in retail. Once you’re aware of the ones you’re looking for, you need to stick to your decision. That way, you can save time both for your team and the candidate who isn’t a good fit.

Furthermore, be clear on the skills you can provide training for without putting a strain on the productivity of your other employees. In doing so, you can hire a team member who has potential but is currently more like a diamond in the rough, creating a valuable human resource in the process.

3. Use the right channels

Since each position requires a different skillset, experience, and personality type, you shouldn’t source candidates from the same pool. The type of position should dictate which channels you focus on in your search.

For instance, there’s no need to browse through a specialized site if you’re looking to fill a salesperson role quickly - a local job site will do. But if you’re hiring a business manager, the best place to start your search is LinkedIn.

4. Write clear job postings

For a successful hiring process, you need to be honest in your job postings. A candidate should be aware of your expectations from the get-go so they can align their application with what you’re looking for.

This means describing the position clearly, mentioning the necessary experience and skills, and equally important, listing the responsibilities.

You’ll be more likely to attract candidates who have higher chances of excelling in the position you’re looking to fill.

5. Overhaul your interview process

To attract the best candidates, you need to change your mindset regarding interviews. An interview shouldn’t just benefit you and show you what a candidate can offer, the potential employee also needs to get something out of it.

Typically, that something is information. You should provide your candidate with everything they need to know about your company and the associated role.

Keep in mind that the interview should be relevant to the position and you should allow the candidate to interview you too so that you can gauge what their job expectations are.

6. Provide a career path

The reason why employee retention is a major challenge for retail businesses is the perception that retail jobs are only a short-term option and not a full-fledged career. Thus, to keep more employees on board, you need to demonstrate to your workforce that they have a clear progression path in the organization.

The easiest way to do so is to introduce a vertical business model, where highly-skilled employees have a chance to advance in your company.

Solve Staffing Problems Permanently

Filling your ranks in the retail industry can be downright agonizing, but it’s not impossible. With some of these strategies, you can make a positive impact right away and increase the chances of putting together a team that will exceed in customer service.

Yet, you may not have the resources to successfully do so.

If that’s the case, the best way to meet your staffing needs is to leverage retail consulting. Here at Griffin Global , we specialize in retail consulting and connecting companies in multiple industries to highly-qualified employees.

Considering how much time, effort, and money it takes to be successful in recruiting, outsourcing this process to someone who can completely eliminate all your staffing challenges is worth it.

The best thing is, we have plenty of experience in retail consulting, and will find that perfect employee for you with 100% certainty - all while you and your team focus on creating revenue.

Get in touch with us by filling out our contact form or calling (855) 747-4334 and never worry about recruiting again.

Banking Consulting - Benefits Of Finance And Accounting Staffing Agencies

Mon, 01 May 2023 07:23:28 GMT

The finance and accounting industry is experiencing massive growth amidst the increasing workforce shortage. As such, it’s apparent that the demand for banking consulting and staffing agencies is also increasing.

The fact of the matter is, filling key open positions is increasingly difficult and by leveraging banking consulting, it’s possible to connect with the most talented financing professional. Additionally, outsourcing your recruiting efforts to a banking consulting firm specialized in recruiting will help circumvent staffing challenges while also enabling you to reap a surprising amount of benefits, such as:

1. Hire faster

An inefficient hiring process can paralyze your firm and lead to a significant waste of financial and human resources. The reason why is simple - with the hiring process plagued by inefficiencies, it may take weeks or months to fill a key position, which can be costly in the long run.

Compare this to working with a staffing agency specialized in banking consulting and finance industry where you’ll gain access to a readily available talent pool of finance specialists.

As recruiting and staffing agencies are already familiar with the most effective strategies for recruiting specialists in the banking industry, they are well-equipped to handsomely slash your acquisition schedule.

2. Minimize hiring risks

There are many risks associated with hiring. Not only do you have to contend with the likelihood of onboarding a bad hire, but you have to deal with a variety of misclassification risks. Staffing agencies handle such matters on a daily basis, so they know the current laws and regulations related to hiring. Thus, a banking consulting recruiter can see to it that you’re always in compliance with these rules.

3. Save your organization’s resources

Many organizations need to multitask as human resources are often limited. By using a staffing agency, you can remove hiring from the equation. That way, your internal HR team and other employees can put all their focus into tasks that generate revenue, while recruiters focus on employee acquisitions and corresponding processes.

4. Gain access to hidden talent pools

Recruiters and staffing agencies sometimes spend years networking and nurturing talent pools in a wide variety of industries. Because of this, they have the required connections to introduce you to ready-to-work prospects, or alternatively, look for hidden talent if necessary (individuals not currently job hunting).

5. Negotiate the best terms

Top talent can come at a hefty price. Although you need to hire these individuals to fill skill gaps in your company, you still need to consider your bottom line. As luck would have it, professional recruiters are not only acquainted with salary requirements of specialists in the financial industry, they are also experts at negotiating the best possible price.

Staffing agencies can strike a fine balance between offering the best possible benefits and salary packages to a candidate, ensuring that the entire endeavor doesn’t cost your organization an arm and a leg.

6. Save money

Hiring costs are often overlooked, but the reality is that they can quickly add up. By working with a banking consultant specializing in hiring, you can achieve plenty of savings when it comes to recruiting. Here are a few examples of where your company can slash hiring costs:

Advertising costs: job postings and advertisements of vacancies on different marketing channels
Pre-employment tests, background checks, and drug screenings
Generating payroll databases
Training and onboarding

When you combine these savings with money saved on bad employment deals and minimized losses from decreased downtime, hiring through an agency can save you a considerable sum of money.

7. Explore temporary staffing

Agencies also offer temporary staffing solutions, which can be a lifesaver for controlling employee turnover and preventing unnecessary losses. They also provide the candidates directly to you without involving any sort of intermediary. That way, you have less chance of getting scammed.

Additionally, if your organization is fairly small, you may not be able to afford to lay off people in slow periods as it can have a negative impact on your reputation, as well as your balance sheet. You may also not be able to afford to handle the expenses of providing insurance for all your employees, hence keeping a part of your team hired on a temporary basis is a great way to run an operation with minimal cost.

8. Support business growth

As we stated earlier, banking, financial, and accounting sectors are going through a period of growth. Naturally, you must be able to support this busy period by expanding your ranks. With a banking consultant for hiring, you can easily source and hire financial professionals regardless of the current talent shortage.

In fact, even if you need a large group of new employees, a staffing agency has the resources to assist you in this goal.

9. Minimize the impact of talent shortages

Markets are in a continuous state of expanding and shrinking, so ideally, you want a partner who will help you navigate and manage these events with efficiency. As you already probably know, filling key roles in your organization can be close to impossible in these times. If you fail, you can easily fall short of your goals.

Thus, you can minimize the effect of the talent shortage and source the right talent even at times when skilled financial employees are not within reach by partnering up with an experienced staffing firm.

Build A Stronger Team Today

The tides are constantly shifting, and even if your team seems impervious to current challenges, things may change in the future.

This is why working with a staffing firm can prove advantageous. Someone focused on fulfilling your recruitment needs and enabling you to take on a strategic approach to recruiting can make a substantial impact on the long-term effectiveness and fiscal viability of your organization.

Here at Griffing Global , we have deep experience with banking consulting and know exactly how to source talent for the financial industry. We can supply certified experts on a regular basis as we have already vetted specialists trained to meet the highest expectations our clients may have.

No matter how urgent it is, we can find someone for you who may end up shaping the future of your organization.

Get in touch with us by filling out our contact form or calling (855) 747-4334 to make those staffing challenges disappear.

How Staffing Professional Services Can Benefit Your Organization

Mon, 24 Apr 2023 07:36:00 GMT

Amid the current talent shortage, filling skill gaps and roles within a company is a daunting prospect. For small business owners, it’s considerably harder as time and resources needed to improve the hiring process are in short supply.

What if you can circumvent the entire thing and hire a new employee through someone else?

With an increasing number of business processes being outsourced, leveraging professional services staffing might just be the right thing for your organization.

Here’s how letting a third-party handle your staffing needs can ultimately help you solve hiring problems even during these treacherous times.

What Is Professional Services Staffing?

Professional services, in general, refer to offering nonphysical commodities, i.e. services to other companies to help them manage a specific area of their business. This is common with niche areas such as marketing which businesses often outsource to dedicated professionals instead of doing it in-house.

Professional services staffing is, as the name suggests, letting a staffing agency take over the task of hiring new employees.

Although most people are familiar with staffing agencies, they usually think they’re only good for hiring temp-to-hire or temporary employees. However, professional services staffing also allows these agencies to act as recruiters for direct hires, i.e. permanent positions.

Staffing agencies typically have a deep talent pool they can draw from, but can also advertise positions you’re looking to fill, no matter the niche.

Once they’ve got a shortlist of candidates, they’ll do all the heavy lifting such as conducting phone interviews, performing background checks, and so on. If they manage to find the right candidate for a long-term position, they’ll forward them to you for the final round of interviews and you’ll be able to take control moving forward.

Key Benefits Of Professional Services Staffing

Regardless of whether you’re trying to find someone to complete a project or looking for a long-term valuable asset, professional services staffing will get the job done. These are the key benefits of it:

1. Fast hiring

The way companies hire today has changed, along with the job market in general. The typical hiring process is now notably longer, and when you consider the ongoing talent scarcity, it may take small businesses months to fill a particular role.

If you have a small team, the entire proceeding will be extremely challenging for your managers as they’ll have to deal with finding an employee on top of their regular day-to-day tasks.

With professional services staffing, you can save time and money because the agency can pre-screen the candidates and make certain you only have to interview candidates who are the right fit for the role.

2. Minimum disruptions

Hiring can disrupt your team’s day-to-day routine and drastically reduce their productivity. With an agency handling the brunt of the hiring aspect, your employees can focus on critical business tasks instead of sifting through resumes or checking backgrounds of potential colleagues.

3. Flexibility

To stay relevant and maximize efficiency, companies are constantly looking for smart ways to allocate their existing resources. A new approach to staffing can also help these efforts, more so in cases where you may require a boost to successfully finish a project.

For instance, you may need someone with a certain skill to help the project reach its final stage. In such a case, hiring a full-time employee would be redundant.

With a staffing agency, you can dynamically adjust your hiring needs according to your demands by hiring a freelancer or a temp only when their services are required. That way, you receive access to highly skilled, ready-to-work temps without losing time on unnecessary hiring activities.

4. Minimize liabilities

You’re well aware that as an employer, you have to keep track of a variety of legal requirements. For instance, following all labor laws, providing health insurance, and paying required taxes are critical if you wish to steer clear of hefty fines.

Hiring new employees is another set of financial and operational risks you’re adding to the mix. This can be especially tough when a new hire leaves or you’re forced to fire them.

Nevertheless, if you make use of professional services staffing, you can pretty much avoid this problem as the agency will assume much of these liabilities.

5. Fill skills gaps

Reports show that 87% of employers struggle to fill an open role due to skills gaps . To make matters worse, this is a 7% increase from surveys conducted a year prior.

Fortunately, companies can find niche employees with rare skills through professional services staffing: In fact, many agencies specialize in finding workers for a specific industry, and as a result, they have plenty of connections and a backlog of passive candidates open to new opportunities.

As a bonus, staffing agencies have extensive knowledge of salary ranges in the industry you operate and are experts at spotting red flags as early as the screening process. Because of this, you can consistently count on them to connect you with candidates of the highest quality, which can save you a significant amount of money in the long run.

Are There Any Downsides To Professional Services Staffing?

Despite the fact that the benefits are apparent, you need to have realistic expectations. Though a staffing agency can link you up with a perfect candidate, you still need to make sure they’re a good cultural match. To put it differently, an agency finds you someone who possesses the skills and experience but it’s on you to check if they will fit into your company and established workflows.

Hence, it’s essential to always include an internal vetting stage in the process. That way, you have the chance to evaluate the candidate on your merit while they can ask you questions about the company.

Get In Touch With Griffin Global For Cutting-edge Staffing Services

The bottom line is that a staffing agency can streamline your hiring process and reduce your overall workload. When you combine the ease at which you’ll find a new employee with the fact that you’ll only receive carefully-vetted candidates, leveraging these services will help you save some meaningful money and avoid staffing problems in the future.

This is what we at Griffin Global Systems do. We can rummage through our large pool of certified experts to find those who can become valuable assets for your organization. We go beyond just skill sets and also ensure you’re receiving someone who will fit right into your team with minimal effort no matter the urgency or niche.

Call now at (855) 747-4334 and supercharge your staff with bona fide talent.

Top Talent Retention Strategies For 2023

Mon, 17 Apr 2023 08:15:11 GMT

Nowadays, most employees are confident in their abilities to find new jobs in a short time, and the labor shortage we’re experiencing just confirms this fact. Unfortunately, for employers, it means their top talent might leave at a moment’s notice when a slightly better opportunity presents itself.

The question is:

How can you stop this from happening?

That’s what we’ll focus on today by showing you how applying a relevant talent retention strategy can nip the problem in the bud and help you keep your employees on board. Here are some things you can do:

1. Improve the onboarding and orientation experience

The first talent retention strategy we have helps plant the seeds of success with new hires. The main goal behind any onboarding process is to show the ropes to a new employee, but you can also take it a step further.

This is your chance to inform fresh hires about your company culture and show them the best paths toward success in the company. If you do this well, you can pretty much set the tone from the very beginning and ensure they stick with your organization for the long haul.

You can also supercharge this talent retention strategy by pairing the new hire with a mentor. The “veteran” employee can offer guidance to the new hire, help them learn all the tricks of the trade, and settle them in a lot quicker.

2. Make regular adjustments to salaries

If the majority of your employees have the same salary as they had when they began their tenure, you’re doing something wrong. To incentivize your workforce to stay, you need to start regularly evaluating and adjusting your workers’ salaries.

Do your research, check the salaries your competitors offer, and if possible, try matching them.

3. Implement new perks

What if you’re unable to offer a higher salary right away? You can try a different talent retention strategy - offering your employees exciting perks.

The best thing about perks is that you can kill two birds with one stone. On one hand, you’re re-engaging your established team, while on the other, you’re positioning yourself as a better option.

If you don’t know where to start, consider the following perks:

Flexible schedules
Paid time off
Remote work option
Paid parental leave

It’s also a good idea to step up your game with offerings that improve the well-being of your team. For example, you can put into effect a stress management program. To have your top talent stay in top shape, you can issue reimbursements for fitness and yoga classes, gym memberships, etc.

4. Open up the lines of communication

All of your employees need to feel as if they can come to you or the management with ideas. More importantly, they should feel free to ask any questions or verbalize their concerns.

To keep the entire work environment as healthy as possible, you need to promote company-wide positive, constructive, and open communication.

As a person in charge, it also doesn’t hurt to build a relationship with each team member. This portrays your company in a positive light and allows you to gauge the satisfaction of your top talent.

5. Offer ample upskilling opportunities

A good talent retention strategy is offering new career pathways for your highest-performing employees. By collaborating with your team, you can help them pinpoint areas of professional growth, such as learning to use new software or tech. You can then support them in this endeavor by giving them extra time to pursue continuing education and offering tuition reimbursement.

The employee will likely become more effective and might be able to fill any skill gaps in your organization. Equally notable is the fact they’ll leave this process with a great sense of loyalty.

6. Show your employees you appreciate their effort

Most employees leave companies because they feel their hard work is overlooked. Thankfully, the talent retention strategy that helps address this issue is quite impactful, yet simple to carry out. Simply thank your employees for completing their duties regularly and for those who went the extra mile, feel free to reward them in other ways. For instance, let them leave work early that day or give them a day off.

You can also set up a formal rewards system to incentivize other employees to follow suit and come up with other great ideas.

7. Explore flexible work arrangements

The 2020 pandemic, although quite devastating, opened up a lot of doors - mainly a wider acceptance of remote working.

While not everyone prefers working from home, they may still want it as an option. For instance, they may spend most of their time at the office, but also want to have the flexibility to work from home in case they’re feeling a bit under the weather.

Most successful companies already offer these options, so if you want to have the ability to attract new employees and keep your “old ones”, you should consider implementing hybrid work too.

8. Focus on employee wellness

You may say you care about your employees, but if everyone is burnt out all the time, you’re not putting your money where your mouth is.

Burnout can be a sign of bad management, and comes with a lot of negative consequences. It can completely drain the life of your employee and lead to bad performance, and in the worst-case scenario, an employee may even leave.

This is why the brunt of your talent retention strategy should be focused on improving the wellness of your employees.

How?

One word - mindfulness.

Keep a close watch on signs of burnout, and if anyone seems to be struggling, make sure to offer some help and guidance. If push comes to shove, you can ask the worker suffering from burnout what they think is the source of the problem. This can provide you with valuable insight and help you tackle the issue head-on.

A Quick Cure For Staffing Issues

Employee turnover was always a huge problem for companies, particularly when it comes to the impact on a company’s bottom line and productivity.

Nowadays, it’s even more challenging to replace an employee, so much so that you might not find a suitable candidate for months. This is why putting into practice a clear talent retention strategy is something you need to do sooner rather than later.

Fortunately, applying just some of these ideas will keep your employees happy and more productive, as well as much less likely to leave. By acting quickly, you can avoid any staffing issues before they rear their ugly head.

2023 Recruitment Statistics That Will Help You Ace Your Hiring Efforts

Mon, 10 Apr 2023 07:13:43 GMT

Talent Recruitment Statistics 2023

The recruiting landscape is more challenging than ever. Regardless of the size of your business or the industry you operate in, it may take you months to find the perfect candidate. Even worse, there’s a high chance they may reject the job offer or leave right after the onboarding experience, rendering all your hard work useless.

To stay relevant and hire effectively, you need to understand how modern candidates look for jobs, get to know their mindset, and learn where their priorities lie.

You can do so by keeping up with the latest recruitment statistics that can help you formulate a practical hiring strategy that will yield results.

Let’s go!

The Reason Behind Extreme Talent Shortage Statistics in 2023

1. Talent Shortage is Still Going Strong

Reports show that in 2023, the majority of employers are struggling to fill positions with 29% stating the skill gap is increasing every year.

Unfortunately, this trend will likely continue which means all employers will have to find new ways to attract top talent from a limited number of candidates.

Read our full guide on how to deal with this talent shortage .

2. Employees are Looking for More Perks

A salary is not the key consideration factor anymore as 79% of employees want more perks . These benefits are mostly in relation to the financial and mental health of the workers, and the following four were cited as the most appealing:

Paid time off
Performance bonuses
Paid sick days
Medical coverage

3. Advertisements Featuring a Salary Deliver Better Results

Although job ads featuring no visual material and those that do attract about the same amount of traffic, the advertisements that post a salary win by a landslide.

Data paints a clear picture: companies that showed the salary on the ad got 75% more clicks than the ads with no salary information. The truth will indeed set you free.

4. Social media is a Powerful Recruiting Tool

One of the key recruitment statistics in 2023 has to do with social media and its impact on recruiting. According to studies, 86% of candidates are job hunting through social media platforms.

Additionally, businesses that leverage this trend can accomplish their recruiting goals faster as social media has the potential to reach both active and passive job seekers.

Data from LinkedIn also shows 50% of all professionals follow companies on this platform to keep up with new employment opportunities.

5. Large Majority of Candidates Want to Work Remotely in Some Capacity

Remote work is still sought after by many employees, and around 86% reveal they want the option of remote working .

This is not surprising as the added flexibility that the hybrid working model offers can significantly improve employee satisfaction and well-being.

Although this model was a stop-gap solution during the pandemic, the relevant recruitment statistics show you can make your company more appealing to a wider spectrum of candidates by implementing the option of hybrid working.

6. Candidates Prefer Straightforward job Applications

Complex job applications rarely seem to achieve good results, and we now have the data to back up just how ineffective they are. 60% of potential employees have abandoned online job applications because they were overly complex or too long.

The solution is simple: to land more candidates, simplify your job applications and make the process as smooth as possible.

7. Job Market is Candidate-Driven

Most recruiters and employers (86% and 62%, respectively) agree that the current job market is becoming more candidate-driven.

Unlike in a traditional, employer-driven market, candidates now have the upper hand in making employment decisions. To successfully meet their demands, you need to put a larger emphasis on candidate priorities and shift your hiring process to focus on the experience of your potential employees.

We have crafted a guide on improving your hiring process so you might want to check it out.

8. Company and Workplace Culture is Becoming More Important

Important 2023 recruitment statistics have to do with the company and workplace culture, along with their roles in attracting talent.

In a Teamstage survey , 46% of job seekers revealed company culture is an influential factor in their ultimate decision. This means that if the company culture and values aren’t in line with what the candidate wants, they’re very likely to choose a different employer.

To take action in this regard and attract candidates who are a cultural fit, you need to put your company values front and center in your job descriptions, website, and different social platforms.

When it comes to workplace culture, data is also clear. According to LinkedIn :

70% of candidates are unwilling to put up with a negative workplace culture
25% of employees say poor workplace culture is a legitimate reason for changing jobs

Since most companies are looking for new ways to retain their employees and keep them happy, building a positive workplace culture is a great way to stand out from the crowd.

9. Diversity Matters

Diversity is more than just a buzzword. Over half (57%) of employees think the company they work for should be more diverse and take a proactive approach towards meeting this goal.

By taking into account this requirement, you can appeal to applicants who cherish diversity and unlock an important set of benefits. For example, Forbes revealed that companies with culturally and ethnically diverse teams are 33% more likely to have above-average profits.

10. Onboarding Experience has a Direct Impact on Retention Rates

If you want to make improvements in your hiring process but don’t know where to start, take a look at the recruitment statistics that describe the effect of a negative onboarding experience .

New hires are 50% more likely to jump ship early and look for another employer if their onboarding experience is poor.

Thus, if you want to improve retention rates, change your onboarding strategy and work more at acclimating the new hires to their new work environments.

Go For A Data-driven Approach

By taking advantage of these recruitment statistics, you can position your company as a leader in candidate-centric hiring. As such, you are more likely to come out on top during the labor shortage.

You may also minimize employee turnover, saving yourself the hassle of hiring new employees and your company a lot of money in the process.

Good luck! You can thank us later!

How To Deal With The 2023 Labor Shortage

Mon, 03 Apr 2023 08:54:03 GMT

There’s no beating around the bush here:

most employees want more out of their jobs. They won’t settle for less but are seeking more flexibility than ever before. Those are all good things though, and it’s on employers to step up the game if they’re to overcome the labor shortage that’s still going strong in 2023.

Thankfully, there are a few ways companies can successfully retain and attract employees if they’re proactive with their approach.

Before we get to the methods of combating the labor shortage, let’s first define it and look at the underlying causes.

What Is The Labor Shortage And How It Came To Be

In simple terms, a labor shortage is a gap between the labor needs (i.e. job openings) and the number of employees willing to provide this labor. To put it differently, there are more job openings in the US than there are people to fill them.

According to economists, there are many indications that this will continue well into the future , especially as we have to handle the looming recession and the ever-present inflation.

But the origin story of this “labor villain” is more interesting as it can be connected to a certain pandemic (which we don’t really need to name at this point).

The events of 2020 made everyone rethink their lives. Now, people are more likely to pursue their passions and goals and as a result, they are more likely to look for jobs that give them a sense of purpose. Even back in 2020, people were quitting their jobs (amidst a wave of layoffs, mind you) in an effort to find something they really care for.

Nowadays, employees require more freedom to do things their way, which is directly linked to the rise in the prominence of remote work during the pesky pandemic. There was no going back once most people working in cubicles figured out they can do their job with no difference while wearing pajamas with the reruns of Friends blasting in the background.

Last, but certainly not least, workers now want to be properly compensated for their efforts. While this is most apparent in the service industry, it quickly spread to almost every industry in the US.

It’s also worth noting that the current inflation and the rise in costs of living are also contributing to employees seeking higher wages.

How To Combat The Labor Shortage

Since the labor shortage won’t go away on its own, you and your HR personnel have to take action to attract top talent and retain your current employees.

You can try some of these strategies:

1. Raise the salary

The driving force behind the quit rates, and ultimately, the talent scarcity, is insufficient compensation. So before trying other strategies, you should look into ways to raise your hourly wages, since it’s the bare minimum you can do to avoid staffing issues.

2. Provide exciting perks

You can pretty much avoid the full impact of labor market troubles by providing potential (and your current) employees with the perks they are excited about.

According to research, more than half of Millennial participants reported that the quality of the benefits package played a significant part in their choice of an employer , while over 60% revealed that benefits and perks play a key role in their choice to stay at the company.

Still, not all perks are the same. Modern employees need to look for benefits that go beyond just the health insurance. Here are some that most, if not all, workers will appreciate:

Flexible PTO
Child care assistance
Tuition reimbursement
Employee wellbeing programs
Pet insurance

3. Focus more on hybrid work

By this point, embracing hybrid work is a no-brainer. If you haven’t implemented remote working in your organization, you are missing out.

It is one of the biggest factors candidates consider when comparing employers. According to a recent study , around 65% of respondents revealed they prefer working remotely full-time and more than 30% said they are seeking hybrid working environments. This means almost everyone wants remote work, in some capacity or another.

Such results are not surprising, as the option of working from home allows employees to improve their work-life balance, have more time to pursue their own passions, and practice self-care.

4. Improve your company culture

The best company culture is one in which every employee feels valued, communication is direct and honest, and the higher-ups offer guidance that helps the entire team thrive. Furthermore, a culture that promotes employee input and involvement significantly boosts employee engagement.

Achieving this will indeed take a lot of time, but it’s worth it as your current and future employees will feel valued and be able to feel a sense of accomplishment for doing more than just working for the company.

As a plus, opening up the lines of communication and implementing ideas that your employees came up with will boost retention rates, as well as innovation in your organization.

5. Upskill your employees

In some industries like tech, top talent was always hard to come by, even before the labor shortage. These days, the challenge is dialed up to 11. However, you can minimize its impact by creating your own talent. Look at your current employees and invest in reskilling programs and future education to prepare them for future roles.

In case you don’t have favorable internal candidates, you can recruit people who may not have the necessary skills at the moment but are eager to learn.

6. Recruit with diversity in mind

Diversity is not just a buzzword, it’s a tangible difference-maker. During the ongoing talent shortage, companies that embrace diversity in recruitment can gain a competitive advantage.

Why?

It’s simple. Candidates, especially younger ones, want to work for companies that welcome people from different backgrounds. In fact, three out of five candidates value workplace diversity when deciding whether they want to work in a company or not.

Make sure you remove biases in your hiring practices, compensation, and promotion decisions, and you’ll be well on your way to becoming a truly diverse organization.

Survive The Uncertainty

Despite the fact it’s impossible to tell when the labor market will recover, businesses that look within and find ways to address the universal pain points most candidates report will survive with minimal damage.

By paying close attention to what your employees and talent want, you’ll be able to meet their demands and position yourself as a company worth working for. So in a way, it’s not about waiting out the labor shortage - it’s about taking action and facing it headfirst.

5 Employee Retention Ideas To Minimize Employee Turnover

Mon, 27 Mar 2023 06:48:22 GMT

Retaining employees has always been challenging. But lately, it’s become even more difficult for employers to keep their worker lineup intact due to a wider acceptance of remote work.

Nowadays, employees aren’t limited by geography and they never had a bigger choice of potential new companies they work in - especially in the tech industry.

Since losing a key member of your team and having to onboard someone new will put a significant strain on your budget, you should introduce new employee retention ideas into your workplace as soon as possible.

Here are some that are effective, yet easy to implement.

1. Recognize And Reward Your Employees

Studies have shown a perceived lack of appreciation and recognition is associated with a higher employee turnover rate. Hence, one of the first employee retention ideas to try is the prioritization of social recognition or monetary rewards for your employees' efforts. Employees will stay at your company longer if they feel management appreciates their hard work and dedication.

While solving this issue seems pretty easy, giving a thumbs up now and then probably won’t cut it. You need to make a complete shift towards a workplace culture that includes specific and frequent acknowledgment.

For instance, you can reward a hard-working employee with a day off, gift card, free meal, or even a social media shoutout.

You can take this a step further by supercharging the process with technology. Employee feedback software is slowly gaining traction as it allows you to create a feedback-driven workplace culture where your entire team is encouraged to recognize their colleagues' hard work regularly.

2. Boost Employee Engagement

According to a recent Gallup study, only 32% of employees are fully engaged at work, while an alarming 18% report they’re actively disengaged . This tank in productivity will ultimately affect your bottom line as disengaged employees will bring down morale and detract their colleagues from focusing on their work.

The solution - giving your employees a voice.

What do we mean by that?

Employees want to have more control over their work and have a say in the direction of the organization. In other words, they want to feel like they matter in the grand scheme of things. Your employees may also appreciate it if you take their input on new projects seriously and are open to taking criticism about company decisions.

A great way to achieve this goal is to introduce opportunities for your employees to provide feedback. Your team is right there on the “front lines” and they can detect problems long before management does - making their insight invaluable.

You can solve this issue by using surveys in which you ask straightforward questions about your employees' outlook on their role, team, manager, and the direction in which your company is heading.

Now, you might be thinking you already have this covered with annual surveys, but those tend to be limited - who needs to know about an issue from 6 months ago that has long been resolved?

Try implementing frequent pulse surveys and allow your team to provide their opinion on the current situation. This allows you to take action right away and demonstrates to your employees that their opinions do carry weight in your organization.

3. Invest In Your Team’s Professional Development

As far as employee retention ideas go, supporting professional development boosts your retention rate and keeps your employees motivated, thus making it one of the easiest ways to engage and keep your employees.

A good start is leveraging different coaching programs and providing monetary support for continuing education and completing certification programs. Furthermore, if some of your employees show an interest in a certain field, you can assign them a side project to work on. This shows you care about their career trajectory and value them enough to allow them to bring their expertise to different areas of the company.

You can also upgrade the skills of your entire team in one fell swoop by starting internal knowledge-sharing sessions. During these meetings, your employees have an opportunity to teach their colleagues new skills, which makes the entire team more effective.

4. Place A Larger Emphasis On Employee Wellness

Everyone had to deal with burnout at some point in their working career.

Although many employers have a careless attitude about this issue, it can have dire consequences if left unattended, especially if a burnt out employee reaches a point where they see no other choice but to leave the company.

This is why one of the key employee retention ideas revolves around avoiding employee burnout.

Start by giving your employees flexible hours. While this alone can have a positive impact, you can combat burnout more effectively by also training your management to actively look for signs of it and offer assistance to struggling employees.

You can also ask for the opinions of your employees on the main causes of burnout in your organization. That way, you gain valuable insight and you let your team members come up with feasible suggestions for tackling this important issue.

5. Recruit The Right People

It might seem counterintuitive that the last of our employee retention ideas has to do with recruiting, but it does make sense to set yourself up for success first.

Some people are toxic and it’s in their nature to bring others down. This is why you should discover strategies that help you attract only those who will be fully on board with your company culture and are willing to stick with you for the long haul.

Expanding on what you’re offering in the form of fringe benefits and more competitive salaries is a good starting point, but there’s more you can do. Look for ways to improve your company culture to the point where you’ll stand out and quality talent won’t have a choice but to say yes.

However, you also need to learn to spot the signs of a bad hire to make certain you’re well-prepared for your next round of interviews.

Keep Everyone Happy

With these employee retention ideas, you can turn your current employees into loyal assets you can always rely on. Taking extra care to ensure they’re happy and have a chance to grow will make your organization seem like a second home - one that isn’t that easy to come by.

If you’re in the process of hiring someone new and want to make it count, feel free to contact Griffin Global . We’re a staffing company with expertise in hiring top tech talent and we can help you find an employee who checks all the boxes, on all fronts.

Call (855) 747-4334 or fill out our contact form and hire an employee worth retaining without breaking a sweat.

Technical Recruitment Process: Best Practices

Mon, 20 Mar 2023 07:46:12 GMT

One of the most sensible ways for companies to stay relevant is to implement the latest technologies .

However, putting cutting-edge solutions into practice demands a rare breed of tech talent. The problem is, many companies struggle to attract and retain individuals skilled in areas such as software development, information security analysis, and data science.

If you want to stay at the forefront of innovation, you need to update your technical recruitment process to entice individuals who can facilitate your company’s goals.

How To Improve Your Technical Recruitment Process

To successfully supplant your current team with experts in the tech field, you need to streamline your technical recruitment process by incorporating specific recruitment strategies aimed at attracting highly qualified candidates.

Here are some practices that will help you achieve just that :

1. Make A List Of Precise Requirements

An effective technical recruitment process starts with knowing what you’re looking for. For example, it’s not enough to simply seek a Swift developer - you also need to be aware of what qualities and specific skills you’re looking for, such as comprehension of embedded databases or expertise in RESTful APIs.

To figure this out, we recommend talking to your tech team and involving them in the recruitment process. Acquire Knowledge About Technical Job Requirements

2. Acquire Knowledge About Technical Job Requirements

Knowledge is power, and when you’re looking to make your technical recruitment process better, you need to be aware of what the position entails, as well as the technical jargon involved.

This will make writing powerful job descriptions a lot easier, but you’ll also gain a better understanding of the profiles relevant to the role you’re trying to fill.

Arguably the biggest benefit of arming yourself with as many facts as possible is that it will make your interview process more effective.

Similarly to the previous point, we recommend partnering up with an employee familiar with the terminology. They can help you craft a perfect job description and help update you on the latest prerequisites for the role you’re trying to fill.

3. Establish A Presence In The Tech Community

If you’re unknown in the local tech community, your chances of attracting top talent are slim. This is why a huge step in improving your technical recruitment process is establishing your company as a prime tech employer in the area.

The best way to go about this is to attend social and networking events related to the tech industry. You can also do this online by joining groups or online communities where you can share your opinions on the current news in tech and talk about the opportunities you offer.

In short, you want your company name mentioned in the context of tech companies as often as possible. That way, once you publish your job postings, potential candidates will flock to it as they’ll remember you’re a key part of the tech community.

4. Start A Referral Program

You may already hold the key to an effective recruitment process in the form of your team.

Members of your current tech department might already have a solid network of colleagues looking for a job.

The only challenge here is encouraging these people to dig a little deeper to get you a list of potential candidates. Thankfully, it’s easy to include a referral or a ward program that offers perks to employees who help you look for tech talent.

A big advantage here is the fact your current employees can vouch for these candidates and ensure they’re a good fit for your company, ultimately saving you a lot of time and money.

5. Share More Details About The Position

To catch the eye of quality candidates, you should share details about the position which vividly paint the picture of what working for you will look like.

When you share specifics such as the goals you’re looking to accomplish and provide a rundown of tech tools that will be in use, the potential employee can easily visualize their future in your company. More importantly, this may also help them determine if they are a good fit for your company.

6. Implement A Skill Assessment Test

Before interviewing your candidates, you first need to vet their technical skills through a skill assessment test. This will provide you with a benchmark on how you can objectively compare two different candidates.

Keep in mind that it’s helpful to include your tech-savvy employees in the process once again. They may be better equipped to know what the test should include and how to appropriately score it.

7. Look Beyond Technical Skill

While the ability to do the job properly is important, you also have to consider skills that go beyond technical prowess. For instance, soft skills are often overlooked but they’re good indicators of personality, character, and in some cases, competency.

You need to see to it that your new tech employee fits in with your current team. Since hiring a toxic employee, someone who isn’t a team player, or someone who buckles under pressure can break your project and inner harmony, take extra care while gauging their personality during the interview.

We’ll go far as to say that someone who slightly underperformed on a technical level can be a better fit for your company than someone who nailed a skill assessment test but is unlikeable.

8. Consider The Benefits You’ll Offer

Lastly, your technical recruitment process should account for the benefits you’ll offer to your new tech employees. Since there is a significant scarcity of talented tech candidates, you’ll have to be prepared to offer a competitive salary. You should also think about the compelling perks you’ll offer if they come on board.

For example, a talented young tech employee is more likely to stick with your company if you offer them additional learning opportunities and a way to progress.

Capturing Lightning In A Bottle

While attracting niche tech specialists may sometimes seem impossible, by refining your tech recruitment strategy, you’ll be well on your way to capturing the proverbial lightning in a bottle.

Start by learning more about the current requirements in the tech industry, work on improving your employer brand, and you’ll have an easier time discovering and attracting rare talent.

The competition is tough and the situation is not likely to change soon. With these tips, you’ll be one step closer to finding that special employee who will help take your company’s tech to the next level.

How To Improve Your Remote Recruiting Process

Mon, 13 Mar 2023 07:12:03 GMT

It’s common for businesses today to be unable to find a good employee, especially if their talent pool is local. So what are their options?

Many turn to outsourcing the role to a freelancer. While this may help complete a single project, it doesn’t address the underlying problem. Yes, it’s cheaper, but you’ll still be stuck in an identical situation a few months down the road.

Enter remote recruiting - a perfect balance between outsourcing and hiring a loyal in-house employee.

To make this endeavor a success, you’ll need to fine-tune your hiring approach and discover the best strategies to successfully hire the right remote employees.

Here are the top tips for improving your remote recruiting process:

1. Write Effective Job Descriptions

You always need to offer a clear description of the position, regardless if you’re hiring remotely or locally. Remote employees located on other continents will need to know exactly what they’re committing to before even considering working for your company.

Look at it this way:

Companies are a dime a dozen, and highly skilled candidates who can contribute to yours in a meaningful way are quite rare. You should look at a job description as a way to attract these potential employees and present your business in the best light possible.

After all, that perfect employee needs to know you’re a good match for them as much as the other way around.

2. Be Prepared To Answer Hard-hitting Questions

With remote recruiting, you’ve got to be prepared to answer some serious logistical questions, so to speak. Your candidate will ask about overlapping hours and the times your in-house team is available for collaboration since they’ll have an unconventional work schedule.

Additionally, you’ll need to be prepared to answer questions about the technology you’re using to support remote work, as well as workflows typical for your organization.

3. Explore All Options

Finding someone to help you out with a short-term project is relatively easy. Remote recruiting, on the other hand, will take much more effort. This is because you’re not only looking for technical skills, but also trying to gauge if they’d be a good fit for your organization in the long run.

The good news is that when hiring remote workers, you have a lot more flexibility and options since you’re not limited by geography and subsequently, time zones.

This is why you should explore the entire spectrum of hiring options and look beyond the technical know-how.

4. Offer Valuable Positions

Do you know who is a dream employee? They’re not only the individuals who get the job done -

they are the ones who will treat your company like it’s their own. In other words, they’ll care about the development of your organization and its potential.

You can attract this type of employee by creating desirable positions, offering benefits, training options, along with flexible working hours.

5. Connect With Your Candidate

Desite the fact you may never share a coffee with your remote employees, you need to treat them the same way you would any other employee. The same applies to remote recruiting.

Be clear about your expectations from the get-go and look for enthusiasm about long-term employment.

If you do end up hiring them, stay connected - if your employees work directly under your management, they’ll be more productive and their output will always stay consistent.

6. Put A Larger Emphasis On Soft Skills

Similar to the previous point, your remote workforce may never share a conference room with your in-house team, but their soft skills still matter. In fact, you could say these matter more for remote employees.

Not only do you want someone who understands the ethics of your organization and commitment to representing it in the best light possible, but you need someone with a plethora of other skills.

For instance, they need to be communicative and self-reliant. Since you won’t be able to supervise them directly, you should also insist on finding someone who has excellent time management skills.

7. Fine-tune your interview process

Most information you learn about a candidate doesn’t come from their resume - you learn it firsthand during the interview. Thus, improving your interview process is a great way to update your remote recruiting efforts.

However, while a well-prepared set of questions goes a long way in weeding out the bad or subpar candidates, you’ll have to take things a step further.

Your main goal should be to establish a connection with the person you’re interviewing. That way, you can get a taste of their personality and test if they’re a good fit for your company.

Additionally, we recommend first coming up with a well-defined employee persona. You have to know the exact skills and abilities you’re looking for, which, in turn, allows you to cut to the chase and ask the right questions for each candidate.

Pro tip: Include the core members of your in-house team in the interview process. Their first impression also matters since they’ll be directly working with the candidate in the future.

8. Outsource A Part Of Your Remote Recruiting Process

The interview is just the tip of the iceberg in the remote recruiting process. There’s also posting job listings, conducting preliminary interviews, checking references, etc. This is all time-consuming and expensive.

If you’re looking for employees with specialized sets of skills such as IT professionals, the easiest way to hire someone is by getting in touch with a tech staffing or recruitment agency.

Staffing agencies like Griffin Global already have a deep pool of tech talent to draw from and can pre-screen candidates to provide you with ready-to-work applicants. You only need to interview them and make the call.

This saves a lot of time and resources, seeing as you won’t waste time going through a bunch of applications or interviewing candidates who are not a good match.

Staying relevant with remote recruiting

The remote approach has been a relevant workplace organization model since the pandemic we shall not name hit the scene. Companies need to be aware of this fact when trying to expand their workforce.

Still, if you want your remote work experience to be successful, you need to find the people who will support you on your journey. It all boils down to implementing a mindful and direct approach to your remote recruiting process.

Think of the tips we gave you when you start hiring and you’ll thank us later when the hybrid era in your company opens up new levels of productivity at a reasonable cost.

Good luck!

How To Streamline Your Candidate Journey

Mon, 06 Mar 2023 08:10:46 GMT

Finding an employee that not only creates value but also fits into your company is quite a challenge. However, that’s not to say it’s impossible to do so. In fact, you can attract and select the right candidate by improving your candidate journey.

Let’s see what it consists of and how to streamline it to find the perfect candidate every time you’re hiring someone new.

Candidate Journey Explained

The best way to think about the candidate journey is to compare it to a customer buying any product or service.

For example, before making a purchase, an individual will first think about what they’re intending to buy and whether they need it. They’ll research the brand in question, read online reviews, and ultimately, make a purchasing decision.

The same applies to a typical procedure the candidate goes through when they’re on a job hunt. They’ll first look at job listings, research the company, and then decide if they want to work for that particular company based on their experience during the hiring proces s.

In general, the candidate journey is everything the candidate goes through when looking for a job. It starts long before they even send in their application, consisting of several touchpoints:

Viewing job listings
Visiting your company’s career page
Visiting your social media pages
Thinking of previous interactions they had if they were a customer
Talking to company representatives
Sending an online job application
Reviewing pre/post-application emails
Receiving feedback about their application

This makes it easy to visualize how the process should look in real life.

Improving Your Candidate Journey

All of the steps outlined above play a key role in the candidates’ decision to apply for a position in your company. As such, you must ensure that each touchpoint is overwhelmingly positive for them.

Here’s what you should try:

1. Make the process candidate-centric

To avoid alienating quality hires, you need to shift to a candidate-centric approach. In other words, all of the touchpoints need to address the needs of your candidates and improve the overall experience.

Yet, this doesn’t only make it easier to pick the right applicant but also allows you to build long-term relationships with individuals you don’t end up hiring.

To do this, you’ll have to redesign your current recruiting approach by making them all about the needs of your applicants. This includes the application process, information provided to potential hires, as well as seemingly minute aspects like interview scheduling.

Take a bird’s eye view of your application process, for example. It should be engaging, short, and provide candidates with a realistic insight into the nature of their new job.

2. Work on your branding

Building and maintaining a strong employer brand is an integral part of a streamlined candidate journey. The reason why is quite simple - it starts long before they apply for a job.

In a sense, the way applicants perceive your company has a huge impact on if they’re willing to apply. Making a positive first impression is the biggest step in attracting the right kind of candidates.

As such, you should take a closer look at each touchpoint that a potential prospect may come across. This could be anything from your website or your social media pages to online reviews. Make sure that what they see has enough potential to turn them into someone willing to work at your company.

3. Identify the needs of your applicants

Have you considered what your clients are looking for? Well, this is one of the more direct ways you can enhance your candidate journey.

You need to ask yourself what information could help potential candidates engage with your organization.

In a basic sense, most employees are looking for security, healthcare, flexibility, and a sense that their work matters. If you find a way to answer these needs at the very beginning of the candidate journey, the entirety of it will be easier for all parties involved.

4. Create a visual representation of your ideal candidate journey

What makes simplifying this process a lot easier is plotting out the exact steps applicants will take when interacting with your company.

For instance, you could use charts to visualize the touchpoints a potential candidate may be hitting at every step of the way. More importantly, it will help you see clearly which factors may have a significant impact on the behavior of the applicant.

5. Test out your application process

You’ll never know if your application process is effective unless you test it out. Go through it and note down any bottlenecks.

For example, candidates may not be able to apply on mobile or maybe you accept only one document format. This can all turn away candidates and significantly sour their experience with your company.

One thing you could try first is minimizing the time required to apply. Try removing any unnecessary fields in your application form. Once you have that down, you can go from there and optimize your application process until it’s completely efficient.

6. Give candidates a taste of the working experience

Candidates need to gain an opportunity to imagine what it’s like to work in your company.

Even though a job description goes a long way in describing the position, it’s not great at presenting the true reality of day-to-day work experience.

For instance, you can try realistic job previews which present honest information about the little details of the role. Another option is virtual job tryouts which help paint the picture of what it’s really like to fill a particular position.

7. Be truthful

You can cause a world of trouble if you break any promises. This could be anything from making a decision, disrespecting the timeline of the candidate's journey, or even not returning an email.

When you consider the power of online information, this is not just a one-time thing. Every scorned candidate will most likely air their frustration online, which could potentially reflect negatively on your future hiring endeavors.

So if you can, keep every promise you make for every candidate.

The greatest candidate journey starts with a single step

Hiring is complicated - there’s no way around it. Nonetheless, it’s still something you can directly influence by shifting the entire process toward fulfilling the needs of your candidates.

This is especially important today when most employees require more to be satisfied. In a lot of ways, your clients are interviewing you too. So, it’s your job to see to it that your company lives up to their expectations and encourages them to join it.

Benefits Of Implementing A Hybrid Workplace Model In Your Organization

Mon, 27 Feb 2023 06:48:16 GMT

For all the damages it has caused, the pandemic we shall not name brought in a lot of positive changes in the workplace. While many wondered if these ‘’experiments’’ would stick after the virus subsides, we’re currently living in a reality where a hybrid workplace is a force to be reckoned with.

Why not, after all? Both employers and employees benefit from it, and many huge and successful companies swear by it - for a good reason.

So if you want to join the cool kids club too and reap the benefits, here’s what you can expect by implementing a hybrid workplace model in your organization.

Hybrid workplace model explained

In simple terms, a hybrid workplace model, as opposed to a fully remote one, strikes a balance between those who work in the office and those working from the comfort of their home. The key here is flexibility, as your employees get to choose where they work.

Yes, there will always be jobs that require the employee to be at a physical location (store clerks, we feel for you), but most positions such as marketers and accountants don’t really need to come down to the office every day.

Of course, there are exceptions to this, which truly demonstrates the power of a hybrid workplace model. Your employees can, for example, write reports from home, but they can also ‘’assemble’’ in the office when they need to do collaborative work. Best of both worlds, if you ask us.

Main benefits of a hybrid workplace

A hybrid workplace blends office and remote work, making it one of the most flexible work arrangements around. As such, it offers plenty of benefits for the workers and the employer:

1. Reduced operational costs

Trying to stay profitable amidst the looming inflation? Introducing a hybrid workplace model to your modus operandi significantly lowers your business’s operating costs.

For instance, with a part of your workforce completing their duties remotely, you need less office space. This not only saves you money on rent, but you also require fewer office supplies.

The same can be said about the costs of meals and refreshments for your employees (fewer mouths to feed, as they say). Lastly, with a hybrid workplace, you don’t need to spend as much money on maintenance services such as cleaning.

2. Increased productivity

In a hybrid work model, operational costs decrease, while employee productivity increases immensely.

By how much?

Well, according to studies, remote workers are 13% more productive than employees working in a traditional office.

Not a surprise when you consider the fact that an average office worker has limited personalization options, plus the modern office usually lacks sunlight and is frequently cluttered.

Perhaps the biggest component in the productivity boost is the fact there are not as many distractions at home as on-site. Your employees will simply get their work done instead of getting distracted by office gossip and an unnecessary amount of water cooler chats.

3. Improved work-life balance

Remote and hybrid workers have more time for their personal commitments and they also get a chance to plan out their day as they see fit, which grows employee satisfaction.

Just consider this:

Your worker can plan out their lunch break, pick up their kids from school, and maybe even squeeze a few dumbbell reps here and there. It’s also worth mentioning they can save a considerable amount of money and time on commutes.

4. More flexibility

It’s true that some workers prefer a traditional working model. For example, their daily commute helps them get in the zone and they love the office dynamic.

Nevertheless, more and more people are starting to favor a hybrid workplace for the flexibility and freedom it offers.

Some workers are night birds and love working in the evening and relaxing in the morning, while others prefer getting their work done as soon as possible so they can have the evening hours free.

5. Enhanced collaboration

Even though face-to-face meeting room collaborations do have their place in the way businesses operate, with modern remote working technology, it’s no longer a necessity.

The truth is that Slack and Zoom can pretty much erase the need for in-person communication. When coupled with solutions like Google Docs, your employees can work on the same project equally - if not even more - efficiently.

6. Opens more upskilling opportunities

We have an employee shortage on our hands right now, which means many businesses will have to face challenges when trying to fill certain positions.

However, a hybrid workplace is conducive to upskilling your employees, thus reducing the need to hire a new person.

This is because employees will have more time and more opportunities to improve their skills at home. Additionally, their job performance will increase, and they’ll approach new projects with confidence, all the while getting a chance to grow within the company.

7. Expanding your talent pool

While we’re on the topic of employee shortage, let’s just mention one of the fundamental benefits of a hybrid workplace - the ability to hire employees outside of your local area.

This is a big one as you can greatly expand the depth of your talent pool, gaining access to a large number of global employees in the process.

Hiring outside of your geographic location also diversifies your company and allows you to introduce fresh perspectives into your team.

The future is hybrid

The landscape of work has changed quite a bit. We have tools at our disposal that practically eliminate the need for some workers to show up at the office. At the same time, employees are recognizing the opportunity that this brings and are more and more looking to work for businesses that offer flexible working models.

By implementing hybrid work in your organization, you can keep your employees happy and raise their productivity levels - something that everyone will appreciate.

At the same time, you can also drastically minimize your operating costs, as well as address any staffing issues you might encounter in the future with a newfound sense of ease.

It’s a win-win scenario, and we’ll probably see an even larger implementation of this model in the next few years.

The future truly is hybrid.

How To Avoid A Bad Hire

Mon, 20 Feb 2023 08:18:02 GMT

It’s getting significantly more challenging to fill job openings with people who fit in so businesses need to get it right the first time around. In fact, ending up with a bad hire can harm your organization on multiple levels.

For instance, this individual may spread negativity around the team, tank your productivity, and end up harming your reputation and your bottom line.

So how do you avoid going down this path?

By arming yourself with knowledge about mistakes companies make so you don’t repeat making the same ones.

Why do businesses end up with bad hires?

Bad hires are a strange species and they come in many different forms. You’ve got your toxic bad hire that simply doesn’t fit into any team dynamic and has enough negative energy to share with others - true energy vampires, we call them in the biz.

On the other hand, some people are a delight to have on the team but are simply too incompetent, while others are consummate professionals who may be always unreachable.

The question is, how do these individuals even end up getting hired? Isn’t this sort of behavior easy to spot? Not necessarily, because employers themselves heavily contribute to the problem:

Here’s why:

Biased interviewers

It’s not uncommon for us humans to project certain traits onto other people. This sometimes happens during the interview process when a candidate is seemingly perfect and fits your idea of what an employee in your company should be.

As a result, you go with that candidate and they end up being a bad hire since they’re actually unqualified for the position.

Poor interview process

Similar to the previous point, it’s possible your interview process simply doesn’t cover all the bases. For instance, you don’t ask the right questions and those that you ask don’t reveal anything about the personality of the candidate.

Perhaps the worst offender is not collecting enough information and you failing to accurately identify the candidate’s skill level.

Candidate misrepresented their skills

Unfortunately, you have to be a human lie detector sometimes since many candidates will purposefully embellish certain information, even their entire personality or the extent of their abilities.

Poorly defined job requirements

If you don’t properly define who your perfect candidate is, how will you know who to hire? This also applies to clearly pinpointing the job needs in your organization.

How to avoid a bad hire

While you can’t control everything, you can weed out those who have no place in your team. Here’s how:

1. Define your needs and the ideal candidate

Before you even think about interviewing applicants, you need to write a job description that includes the characteristics you look for in a potential employee. For instance, if you’re seeking someone extroverted, include it in your job description.

The same goes for certain traits such as being a team worker or a detail-oriented person.

Now, we get this might be challenging to put together, which is why we recommend looking at your current employees for inspiration. What traits do they possess? How successful are they in their position?

Additionally, there’s also no shame in looking at the job descriptions of your competitors to define your perfect candidate.

2. Consider your hiring process

Ask yourself the following:

Are you spending too much time interviewing people who seem like a bad hire and are you hiring anyone you can get our hands on?

If the answer is yes to any of the questions, then your hiring process is ineffective. For example, you might spend too much time looking at qualifications and experience while filtering out the candidates, without even looking at how they would fit into your company.

Read this article to learn more about improving your hiring process.

3. Look for those that fit into your company culture

While having the right skill set is still a necessity, in the modern workplace, company culture also plays a significant role. Your employees need to fit in with the image of your company and uphold the same set of values that your customers share and look for in a business.

4. Verify every piece of information

Many applicants will take creative liberties in their job applications, which is why you should try to corroborate information during the interview. You should also find out if there are any glaring gaps in the information they provided.

While it seems impossible to confirm their skills, you can always put together a skill test to assess the true skills of the candidate.

5. Don’t ignore any red flags

If you rush things on the first date, you run the risk of overlooking some major red flags. It’s the same when it comes to your interviewing process.

If you’re being watchful of the details, you’ll find that in most cases, your gut will tell you that someone might be a bad hire.

Here are some aspects you shouldn’t overlook:

They are late to the interview: this is a clear sign that the candidate might be disorganized.
They are unwilling to adapt: ask your hire if they’d be open to taking on additional job responsibilities. If they get defensive, they will probably be unable to adapt to changes in the workplace in the future.
They’re unprepared: someone who’s a good match for the position will, in most cases, already have an idea about your company and will understand what their position entails.
They don’t acknowledge their weaknesses: a bad hire is typically not self-aware. To isolate the bad matches, ask them about their flaws.
They didn’t ask you any questions: this might mean that the candidate is arrogant, doesn’t care about their interview, or they’re trying hard to hide any weaknesses.

6. Expand your reach past the general job board

To reach the top talent and avoid a bad hire sneaking your way into your ranks, you have to expand your search. This can be easily done by hiring a recruitment or staffing agency , which can help you discover passive candidates.

Furthermore, you can reach quality candidates by asking your employees to look for someone in their circle. As an alternative, you can keep your employees happy by actually promoting someone to a position you’re trying to fill. This might be your best bet, especially if they’re already shown their value as an employee.

Never settle for less

Once you implement these changes, you’ll quickly find that your entire interviewing process is now flowing more smoothly. You’ll also be more observant, and as a result, you’ll significantly decrease the chances of hiring an employee who harms your entire team.

Finally, you’ll find someone who can become a valuable asset in your company instead of settling for a candidate who’s ‘’just ok’’.

How To Attract New Employees By Following The Top New Recruiting Trends

Mon, 13 Feb 2023 09:55:27 GMT

Finding new employees is not only challenging because the entire job market is in a bit of a pickle (putting it lightly), but the entire recruitment process is drastically different than it was a few years ago.

This is why many organizations are finding it difficult to recruit top-notch candidates, especially if they require rare and specialized skills such as cybersecurity.

To overcome these challenges, businesses need to be aware of the top new recruiting trends and find original ways to implement them as soon as possible. That way, you’ll have an easier time sourcing, attracting, and hiring new candidates.

Here’s the rundown:

1. Proactive recruitment at all levels

As the name suggests, proactive recruitment is a practice in which companies source, engage, and try to attract candidates before they even hire them. This helps you build a short list of prospects you can draw from in the future to fill an open position fast.

A large majority of candidates are passive. In other words, they aren’t actively looking for jobs but they are open to good opportunities. Through proactive recruitment, you can tap into this huge talent pool of unclaimed candidates, ahead of the demand.

In the past, this was common for sourcing candidates for high-ranking titles, but due to the employee shortage, it’s useful for sourcing candidates at all levels.

2. Employer branding

Employers no longer hold all the power, especially in competitive industries where talent is scarce. To attract top candidates, you need to be aware of one of the fastest-growing recruiting trends of 2023 - employer branding.

Your employer brand is how your potential candidates perceive you, as well as your company’s popularity and reputation.

With the demand for skilled workers growing , job seekers are looking beyond just a salary and are becoming more selective. They’ll look at your reputation and if they don’t like what they see, they’re going to look elsewhere - as simple as that.

3. Work flexibility

There is a growing acceptance for businesses that operate outside the traditional work structure. Following the events of 2020, it’s not uncommon to see a team of full-time workers, interns, freelancers, and part-time contractors.

By offering benefits such as flexible work schedules, you can create an attractive workplace that many potential candidates will appreciate. Because why not?

Independent workers will enjoy working outside the shackles of the traditional office and classic nine-to-five schedule.

In fact, this opens up many opportunities for you too, as you can now connect people from all over the world into a single team.

4. Diversity

Some consider it a buzzword, but diversity is still one of the most important recruiting trends. By placing a larger focus on it, inclusion, and equality, you can have a strong impact on the candidates that come into contact with your employer brand.

It’s not enough to just preach diversity, you also need to practice it. Demonstrate your wide variety of sourcing channels and openly leverage unbiased evaluation and screening practices.

5. Providing more internal mobility

Not all recruiting trends are related to external recruitment methods as a solution to filling skills gaps. Some are about placing a bigger emphasis on internal mobility.

It’s quite straightforward - this practice refers to looking for your existing workforce capital first before even starting an external recruitment process.

This isn’t only more time- and cost-effective, but it also raises your employer brand as you’re offering valuable development opportunities to your existing workforce. More importantly, it’s a win-win strategy for both you and your employees. It helps fill in skills gaps and increases employee loyalty and satisfaction, thus boosting your employee retention rates.

6. Project-based hiring

While contract work is nothing new, it’s one of the top recruiting trends due to its growing adoption.

As we mentioned, flexibility and independence are what most talented workers are looking for, which is why many of them are open to working under a contract.

Many employers are diving headfirst into hiring freelancers and contractors, with a large number of companies implementing a hybrid model with full-time and freelance workers bridging the skills gap.

If you want to survive this talent scarcity, you should be open to contingent talent.

7. Collaborative hiring

To keep up with recruiting trends, you should include your team in the recruitment process. Their wealth of knowledge and experience allows you to build a completely new talent pool of candidates loyal to your business.

Collaborative hiring is currently on the rise and there is a significant increase in companies implementing referral programs.

8. Online recruitment

The following recruiting trend is a no-brainer, as it involves a higher reliance on technology and the internet to find, assess, and hire perfect candidates.

Online recruitment may include leveraging social media and the use of new software solutions such as Applicant Tracking to simplify the recruitment process.

9. Attracting Gen Z candidates

Millennials are no longer the hip new kids. At the moment, Gen Z is already filling entry-level positions and completing internships, meaning they are the key to circumventing the talent shortage.

This recruiting trend is all about looking into the future and investing in a new generation of workers. How important is it? Just consider that in the coming years, the market will be flooded with 60 million of these modern job seekers.

To try and snag them as soon as possible and keep them in your ranks for the long haul, you should already start finding new ways of attracting Gen Z candidates.

10. Recruitment marketing

Last, but not least on our list of top recruiting trends is recruitment marketing. This involves using the standard marketing techniques as the crux of your hiring process. By leveraging marketing, you can find and nurture the best candidates.

In other words, you’re marketing a job opening and trying to inspire your ideal workers-to-be to take action once they see your job listing.

The time is nigh

All of these recruiting trends offer a dash of hope amidst the time of uncertainty. If implemented with thought and care, they can help you minimize the damage from the current talent crisis.

Furthermore, they can provide you with a significant edge over your competitors, as you’ll be able to offer more of what your candidates truly value. This is because no matter what trend you decide to follow, the ultimate goal is the same - enhancing candidate experience.

Will you be implementing any of these techniques the next time you want to fill a position?

How To Hire A Microsoft Azure Expert

Mon, 06 Feb 2023 09:27:50 GMT

Starting a new Azure build is a complex endeavor. Regardless of the size of your company, migrating your organization’s data bank to a cloud-based system can be plagued with problems and leave you and your IT team seething with frustration.

For a successful implementation, you require an advanced level of knowledge that only a Microsoft expert with proficiency in the Azure platform has.

However, finding the right person for the job isn’t that easy. Since this is a project that can quickly unravel into catastrophe, you can cause a lot of damage by making a bad hire.

So here are some tips on hiring Microsoft experts who can help you deliver a smooth Azure transition.

1. Don’t Skimp

To put it bluntly, if you want your Azure build to succeed, you need to set aside a significant sum of money. Trying to skimp by hiring on the cheap will only create problems that will end up draining your budget anyway, as you’ll probably have to hire an expensive contractor to fix the mess at some point.

When hiring, many small-to-medium-size organizations will set their sights on candidates who have experience working with larger firms. This can be a mistake, as a Microsoft expert who worked in a larger team is more accustomed to sharing responsibilities with more individuals.

Furthermore, a Microsoft expert used to a large setting might be reserved about working with a smaller company, since they assume the financial gain is not worth their effort.

On the other hand, Azure professionals that worked in smaller companies may have overseen complete cloud transformation, and as such, have the experience to repeat the results. Additionally, since they have enough expertise to conduct full migrations on their own, they’ll have no trouble working in a larger setting once the pressure is evenly divided across a larger team.

The biggest benefit of hiring an experienced hire without looking to save money is that you’ll be able to tighten the budget later down the line.

Why?

The senior Microsoft expert can help train the rest of the staff - a clear win on both fronts.

2. Look Past Certifications

An engineer or a Microsoft expert with knowledge of Azure is an in-demand individual. They may not have time to chase certifications since they’re busy working.

While certifications are a good thing and a clear indication that you’re signing up with a bona fide professional, they’re not the be-all and end-all factor when it comes to hiring.

That isn’t to say that having no certifications isn’t a red flag. Hence, if you’re wondering which certifications are mandatory, you should definitely insist on a Microsoft Certified Solution Expert Productivity certification.

This validates that the person you’re hiring has the necessary skills for the task at hand.

3. Consider Paying for Additional Training

Hiring a Microsoft Azure specialist can be a challenge during the ongoing labor shortage, so if you find a perfect hire with outdated certifications, don’t steer clear of them just yet.

In those cases, you can benefit from paying for additional training.

For example, if you’re going by resumes, you’re bound to end up with a situation in which a candidate claims they successfully carried out a certain role, only to learn they’ve been part of a large team and did a small fraction of the required work.

If these candidates pass the tech test and you find they are ill-equipped to perform a full migration, it might be worth investing in them until they’re up to scratch.

4. Broaden Your Scope

Azure is a cloud platform that can successfully be applied to most industries, which is why you shouldn’t brush aside those who don’t fit your industry background. For instance, it’s not that hard to introduce extra processes in the fields of Finance or Marketing to successfully upskill the candidate.

On top of that, many larger companies will insist on hiring someone with enterprise experience who deals with thousands of users. Similarly, some smaller companies will avoid hiring a Microsoft expert from an enterprise background simply because they feel they won’t fit in a small team. But since Azure is a scalable platform, these distinctions don’t matter all that much.

Thus, you can find the right candidate by broadening your scope when hiring to include experts outside your industry.

5. Upskill your existing staff

While years of experience are all fine and well, many developers can do the job properly without ever learning the correct methodology. This means you can find a candidate in your own ranks. Maybe you already have someone who could successfully fill the role of the Microsoft expert, and they’re actually eager to learn.

For example, an employee may not check all the boxes with their technical credentials, but they may be driven to learn new things.

By identifying and ultimately upskilling these employees, you can avoid wasting time waiting for a perfect candidate (which may take months upon months). You could spend that time training someone to do an equally good (perhaps even better) job than a certified Microsoft expert.

This can also do wonders for your retention rates as you’ll inspire your staff to stick with you.

6. Assess the candidates online

When interviewing a lot of candidates or fast-tracking your hiring process, you should try taking the assessment stage online to narrow down your choices.

While large companies with a broad pool of candidates will benefit from an online assessment the most, a smaller company can also experiment with this approach. For instance, they can gauge if the Microsoft expert they are hiring will fit into their team dynamic and the company culture.

Let’s say you’re filling five roles but you have close to 100 candidates - you can save quite a bit of time and money by weeding out the unfavorable candidates right away.

The Perfect Candidate is Out There

Finding the one, so to speak, is not an easy task. However, you can overcome some of the inherent obstacles by setting aside a generous budget, casting a wider net, along with looking for someone eager to learn and providing them with a valuable professional opportunity.

With a Microsoft expert who specializes in Azure, it might take some creativity on your part, but you’ll eventually find a perfect candidate.

If everything else fails and your search ends up dry, you can always get in touch with Griffin Global . We are a staffing agency and we can act as a mediator between you and your candidates.

We can handle job postings (written specifically to weed out the subpar candidates), discover the salary you should offer, conduct background checks, and all the other “fun” stuff that can drain a significant amount of your resources.

Just like that, you can relax while we work behind the scenes to connect you with an Azure expert who’s an ideal match for your company.

How To Hire The Right Software Developer?

Mon, 30 Jan 2023 09:42:36 GMT

If your company is looking to develop a new software solution, you’re probably in dire need of a software developer. The problem is finding the right person for the job.

This role has evolved in the last few years. Even though first-class programming skills are still a prerequisite, the individual you hire now has to offer a lot more. For instance, the position has grown beyond solitary work and now usually relies on a hefty dose of collaborative skills.

In other words, you need someone who can be a team player.

Unfortunately, the hiring market right now is pretty tough, and finding a software developer that checks both technical and personality skills requirements is a herculean task.

Here’s how your company can rise to the challenge and find the right fit.

1. Know What You’re Looking For

Just like other tech roles, software developers have also branched out into different niches. Because of this, you need to pinpoint your needs and define the role you’re trying to fill in accordance with the type of software you’re developing.

That way, you don’t have to put the wrong kind of developer through multiple rounds of interviews, saving you time and money in the process.

While there are many niches in software development, you can narrow it down to these three varieties:

1. Back-end developer: the back-end is what makes the software work. These developers are usually experts in compiled programming languages such as C#, C++, or Java. They also have experience with databases like SQL

2. Front-end developer: the front end is the chassis of a program and the part that the end-user interacts with. A software developer in charge of creating the interface needs to be an expert not only in scripting languages such as JavaScript, but also possess experience in design.

3. Full-stack developer: this developer can fill both roles and is involved in the design of software, as well as project coordination.

2. Perfect Your Job Descriptions

When you write a job description for a software developer, it has to provide all the information for potential applicants about what you’re looking for. You should include the following information:

1. Required technical skills: in this part, describe the main requirements which include the necessary programming language that your hiree needs to know. Don’t shy away from including the name of the main programming language you’re looking for in the title of your listing, as this can help capture the attention of the perfect candidate. Simply put, if you’re looking for someone who is an expert in C#, don’t use a generic listing name - put the C# right there in the title.

2. Additional skills: feel free to list the additional skills that can come in useful but aren’t essential. For instance, you may prefer someone who has experience with AWS. Make sure to communicate clearly that this isn’t required. The additional skills shouldn’t come across as a requirement in the job listing.

3. Description of your work environment: since development is often a team effort, you have to make sure that you choose an employee that will gel well with your company culture. For example, if your development team is all about DevOps, you should outline it in your job description.

4. Soft/people skills: to be successful in a collaborative environment, your team needs to operate like a well-oiled machine. This is why you should describe the soft skills you’re looking for to ensure you’re hiring someone whose personality won’t clash with your other employees. You could include teamwork, communication, problem-solving skills, and even empathy as essential soft skills.

3. Conduct Comprehensive Interviews

Since a good software developer needs to be a coding expert and a team player, you need to evaluate a wide range of skills. To make the most out of your time with a potential employee and cover all bases, you should conduct two interviews:

1. Technical interview: this is where you test the programming skills of your hire. Make sure to give over the reigns in this interview to someone with development experience.

2. Personal interview: here, you can further test the technical ability of the candidate, but your main focus should be on assessing their soft skills and personality.

Since software developers are hard to come by, keep the time between these interviews short to see to it you don’t lose the ideal employee. You need to keep the candidate hyped, but you can also test the attributes of the candidate better if the first interview is still fresh in your mind.

4. Offer The Option of Working Remotely

The problem with hiring tech employees is that they know they’re in demand, so it’s more of a question of what you can offer them than what they can do for you. This is why you should provide them with the option of hybrid or remote work.

Since everyone appreciates a bit of flexibility in their approach, offering this perk will go a long way in hyping them up for what’s to come if they join your team.

5. Offer a Competitive Salary

Along with the other perks and benefits, you should also offer your potential software developer an attractive salary. This warrants a lot of research, including having a look at the salaries your competitors are offering for similar positions.

6. Hire a Developer Through a Tech Staffing Agency

Hiring a software developer may take weeks. It involves multiple steps, such as writing job postings, sorting through multiple applications, conducting phone interviews, calling references, etc.

By partnering with a tech staffing agency like Griffin Global , you can save time and more importantly, your fiscal and human resources.

We can connect you with skilled candidates, take care of your job posting, research a competitive salary, conduct reference and background checks, and handle all the other important details. The brunt of the hiring process will already be done - you only need to pick a software developer you click with.

Finding The Perfect Addition To Your Development Team

While finding the right software developer in times of employee shortages is challenging, it’s not impossible. Once you have a clear understanding of what you’re looking for and are familiar with the intricacies of the hiring process, you’re in a better position to attract, and ultimately, retain a valuable company asset.

If your search ends up with mediocre results, you can always hire some outside help.

Regardless of how you go about it, we know this - armed with this knowledge, you’ll have a skilled software developer in your ranks in no time.

Which Cybersecurity Professionals Should You Hire?

Mon, 23 Jan 2023 11:38:14 GMT

Digital transformation is in full swing as the modern workplace is becoming more reliant on cloud services that can support remote teams. However, with this quick expansion, cybersecurity has become even more critical.

This is why organizations in all industries are fighting for the attention of highly qualified cybersecurity professionals who can help keep sensitive information and systems safe from rising online threats.

Yet, cybersecurity professionals are not a monolith as there are different kinds of experts you can hire to improve your cybersecurity framework.

Here are some of the most in-demand professionals you should consider hiring.

1. Systems Security Manager

By recruiting a systems security manager, you’re introducing a true cybersecurity powerhouse into your ranks. These professionals are usually tasked with organizing your security measures and their day-to-day operations include:

1. Managing the creation of IT infrastructures

2. Implementing security policies

3. Overseeing security audits and threat assessments

4. Detecting and stopping intrusions

5. Creating and implementing security strategies to improve the reliability of different IT projects

Since this is a role brimming with responsibility, you need to hire a candidate with an extensive technical background in the fields of network and system security. Naturally, this isn’t an entry-level position and it will require no less than five years of experience.

Apart from the credentials, these types of cybersecurity professionals also need plenty of rare soft skills. After all, they have to manage teams that include a variety of IT professionals such as security engineers, analysts, and others.

Don’t settle for less than someone with stellar communication skills and a strong knack for leadership. Also, don’t forget about analytical and problem-solving skills which are a must when having to deal with processes like disaster recovery.

2. Systems Security Administrator

Depending on the size of the enterprise, the job description for this role may be different. In small or midsize companies, system security administrators may pull double duty of managing networking systems and filling a system administrator role.

On the other hand, in larger organizations the system security administrator role is more focused. It covers:

1. Establishing the best IT security practices

2. Identifying vulnerabilities through penetration testing

3. Installing and maintaining solutions for virus protection and other security measures

When hiring these cybersecurity professionals, look for applicants with a plethora of experience in networking. For instance, your systems security administrator needs to be familiar with things such as intrusion prevention, different network protocols, routing and switching, firewalls, and most importantly, a deep understanding of TCP/IP protocols.

3. Network Security Engineer

When putting together a solid IT security infrastructure, a network security engineer should come in handy. These cybersecurity professionals have all the necessary skills with designing brand-new infrastructures or if needed, modifying existing networks to improve their security standards.

Additionally, a network security engineer does the following:

1. Analyzing security events

2. Monitoring detections and response activities

3. Managing penetration testing

A perfect candidate for this role is a virtuoso in security technology who is also experienced with different types of cybersecurity threats. When interviewing someone for this position, make sure they have experience in creating and documenting security policies.

4. Security Architect

Prevention is the best cure, and the same applies to your network infrastructure. A security architect can help you avoid all digital threats from malware to pesky hackers.

How?

Simple - they will audit your IT staff and your existing infrastructure. They’ll then pinpoint any weaknesses and make recommendations on possible security improvements that don’t impact your system’s performance.

These cybersecurity professionals may also:

1. Perform tests to detect suspicious activity

2. Analyze threats to minimize the risk of future breaches

3. Inform your staff on regulations of IT security

Since a security architect pretty much supervises teams and works hand in hand with other staff to help implement different IT strategies, you need someone with a wealth of experience, along with strong leadership and communication skills. Keep a lookout for an individual that has a Certified Ethical Hacker (CEH) certificate.

5. Data security Analyst

Think of the data security analyst as your cybersecurity vanguard. These cybersecurity professionals are the ones who will get their hands dirty protecting your networks and systems from threats that can compromise critical infrastructures and company data.

Their role is important as they handle everything from firewall administration to the implementation of encryption technologies and new network protocols.

By hiring a data security analyst, you can cover the following processes:

1. Development of new and improved IT security procedures and policies

2. Researching the current IT security incidents to address any security weaknesses in your organization

3. Analysis and risk assessment

Ideally, aim for someone with at least three years of experience. A perfect candidate will also have a high level of self-motivation, strong interpersonal skills, as well as critical problem-solving skills.

We can’t stress this enough - a data security analyst needs to be familiar with the security industry trends including recent developments. Check how ‘’up-to-date’’ they are during your interview.

The Best Way To Track Down Cybersecurity Professionals

At the moment, everyone is facing a cybersecurity talent shortage. All of the roles outlined above are in high demand and many employers are struggling to fill their cybersecurity gaps. In fact, there are more than 760k job openings for cybersecurity professionals .

To overcome this challenge, you’ll either have to redesign your hiring process from the ground up and educate your staff about the niche areas of the cybersecurity fields or go through a staffing agency.

That way, you can gain access to a broad pool of ready-to-work professionals. This includes hidden talent, aka the employees who aren’t currently looking for new work.

Additionally, you can save a lot of time and money by going through a tech staffing agency like Griffin Global , as we will complete the hardest parts of the hiring process, including finding the employees, conducting pre-screening, and completing preliminary interviews.

A Bulletproof Network Infrastructure

Just one cybersecurity catastrophe could spell financial trouble for your company. To avoid this, you have to make your network infrastructure bulletproof by leveraging the help of different types of security professionals.

But it’s not just about the modernization and optimization of your IT infrastructure. Cybersecurity professionals can also help you plan for the worst-case scenario so you can recover with minimal damage and minimal downtime.

Start hiring now , and plan for the future.

How You Can Benefit From Becoming A Remote Company

Mon, 16 Jan 2023 14:54:40 GMT

After surviving the pandemic unharmed, many businesses realized that working off-site is more than viable and has many benefits. However, even though the advantages are clear, an average organization is still reluctant to bite the bullet and become a fully remote company.

This is only natural, as switching over to a remote or a hybrid model can be daunting, especially if you don’t have the infrastructure yet. It’s not as scary as your mind makes it out to be, though.

To help inspire you, we’ve compiled a few benefits you can expect to unlock once you become a remote company, as well as a few tips that will make the transition smooth.

Benefits Of Switching To Remote Work

The discourse about remote work is dominated by how it benefits employees. But in reality, employers gain just as much, if not more. Here are the key benefits of making the switch to the remote model:

1. It’s cost-effective

The most apparent advantage of running a remote company is that you’re saving a lot of money by having your staff work at home. Even if you still intend on keeping your office space, your employees can simply hot desk, thus saving valuable space.

You can also save a lot of resources on:

1. Utilities

2. Rent

2. Maintenance

3. Furniture

4. Cleaning

5. Equipment

It’s also worth noting that if you plan on hiring freelancers to do work for you, you can save even more money on tech equipment - the freelancer probably already has all the equipment they need at home.

2. It expands your talent pool

At the time of writing, there is a severe shortage of skilled tech employees. To overcome this challenge, business owners can hire remote workers.

Because these employees aren’t local and can work from anywhere in the world, you have a better opportunity to find staff with specialized skills without spending any money on training. As a bonus, offering this opportunity can set you apart from your competitors as the millennial workforce has already grown to expect the option of remote work.

3. Your staff is less likely to skip work

In the traditional office setting, most employees will try to skip work if they’re feeling under the weather. As a remote company, you can drastically reduce absenteeism since most remote workers will be open to logging full hours if they can do it from their beds, couches, and wherever.

Additionally, traditional employees will skip work if they have an event they need to attend, which is again solved by switching to remote working. Your employee can easily restructure their day without taking unnecessary time off.

4. Your employees will make better use of their (and the company’s) time

It’s no secret that many employees feel more productive when working remotely, but they also make better use of their time. Additionally, they are more efficient since they don’t spend any time commuting, and they also spend less time involved in office gossip to avoid putting in actual work.

As a plus, if you’re a remote company that hires workers from different time zones, you can be open 24/7!

5. Less drama

Put enough people in an enclosed environment for eight hours, and some interpersonal conflicts are bound to happen.

When working remotely, most employees won’t get involved in office politics - they’ll simply do their job without gossiping or complaining about their coworker’s constant expeditions to the water cooler.

6. Improved employee retention rates

Employee turnover is never easy, which is why you should proactively try some employee retention strategies . As it turns out, one of the best is offering more flexibility.

Modern workers appreciate the fact that their company leaders trust them to do their jobs on their own accord and on their own schedule. In turn, this builds loyalty, making it less likely your employees will jump ship at the first opportunity.

7. Improved communication

While the lack of office chatter can make remote working strange at first, it’s still a better and more productive environment.

This is particularly apparent when you consider communication. When working from home, your employees will talk to their co-workers only when it’s necessary. That way, unnecessary communication will be cut down to a minimum.

How To Make The Switch

Yes, you might be inspired to become a hybrid or a remote company, but it still doesn’t make it any easy to make the switch. Thankfully, once you know the steps you need to take, the entire experience will seem a lot less scary.

1. Outline your needs

The first step is gathering as much information on your business and its core processes as possible. Then, you can compare your business to those that have successfully made the transition to remote work.

What you should look at is whether making the switch is cost-efficient. More importantly, you have to check if your business processes are even conducive to remote work.

2. Make a list of remote service providers

If you’re trying to turn into a fully remote company, you’ll need to find remote alternatives to your existing in-person services. This step may include looking at training options to prepare some workers for remote work.

Alternatively, you may check if it makes sense to outsource some aspects of your business (such as accounting or HR).

3. Find the best way to centralize your systems

You need to find a cloud-based CRM platform to support your remote employees. This will be your ‘’virtual office space’’, so to speak, where your workers can collaborate, update company data, and access important files.

4. Find a communication platform

Since communication is key to running a business, you need to find a remote-friendly system of communication. In many cases, email is ineffective for ‘’day-to-day’’ chatter so you should consider investing in software such as Slack.

5. Perform a test run

Don’t wait until the last minute to check if all systems are working -it’s better to run a small-scale test first. For instance, each department could switch to remote work one by one, or you can dedicate a day where you put the system and your employees through the paces.

6. Set clear expectations

All employees should have a clear idea of their responsibilities. This includes describing the consequences of poor performance or not meeting productivity standards.

You should also outline a process to support employees who may struggle during the first few weeks of the new remote company model.

Join The Revolution Now

While remote work seems like a buzzword right now, that doesn’t lessen its full potential. In a lot of ways, it’s a peek into the future for many companies. The question is when will it become a reality for your organization?

For example, if you have any staffing challenges, you can address them easily by opening your doors to highly-skilled remote workers. In that case, you can solve many problems by introducing remote work as soon as possible.

Once your remote infrastructure is in place, you can contact Griffin Global and connect with highly-skilled remote workers who can bring a completely unique perspective to your company.

Regardless of the current challenges remote workers face, technology is progressing at a rapid pace, and sooner or later, having employees from different sides of the world will become a mainstay.

Our bet is we’ll all soon forget about the days we had to go to the office.

How To Hire The Right Product Manager

Mon, 09 Jan 2023 14:50:58 GMT

Are you developing a new product? If you are, it’s about time you start thinking about hiring a product manager. While this seems simple at first glance, filling this position is often a challenge as product managers are highly skilled and work on multiple fronts to ensure smooth development and a release of a new product.

In other words, if you hire the wrong person, your entire product release will be plagued by many issues.

To avoid that, you should become familiar with the position you’re trying to fill and learn which skills you should look for in a product manager.

Let’s go!

What Does A Product Manager Do?

The responsibilities of this position are plentiful. After all, a product release is a complicated affair and a product manager will oversee the product throughout the entire cycle - from design and development to its eventual launch.

But even when the product is officially out of the door, the manager is still not done, they will oversee updates or any maintenance.

The main challenge of being a product manager is the fact that it’s not limited to one field. A person working in this position has to complete tasks related not only to product development, design and engineering but may also have to be familiar with customer service and possess knowledge in marketing and sales.

More precisely, product managers are in charge of:

1. Discovering customer needs and challenges

2. Pitching product ideas and facilitating productive discussions to come up with even more ideas

3. Establishing a vision for the project

4. Coming up with product strategies to deliver value to end-users

5. Establishing clear objectives for team members and distributing the necessary resources

6. Maximizing the value of the product and its development

7. Balancing quality, profitability, and functionality of the product

8. Working with the design and development team to make the product and implement any adjustments

9. Ensuring the launch goes smoothly

Skills You Should Look For In A Product Manager

Since they fill an important role and require comprehensive skill sets, finding a good project manager is hard. If that wasn’t bad enough, to find the right person, you have to consider certain skills that go beyond basic technical knowledge.

When hiring a product manager, look for the following:

1. Problem-solving

Since the role itself is complex and often involves a lot of creative thinking, the person you hire has to be a master at problem-solving. Just consider how many solutions to unexpected challenges they’ll have to figure out while launching the product.

So how do you test their problem-solving skills? Is there a test?

No - the best way to test this skill is simply to have them talk about the previous projects they worked on, and when you describe your product, ask how they would improve it or manage it. You’ll be able to figure out if they’re a right fit after this discussion.

2. Empathic thinking

Why does empathy matter in a product manager?

Quite simply, they’ll have to put themselves in your customer's shoes and help design a product that solves their needs and challenges. With an empathic approach, you’ll avoid the situation in which your product is fine, but doesn’t do anything for your customers because they simply don’t need it.

Unfortunately, this trait isn’t quite common, especially in the age of ‘’the grind’’.

3. Communication skills

Communication is key when designing and releasing a product. Even if the candidate you’re interviewing checks all the technical boxes, they won’t do a good job if they cannot communicate with other professionals effectively.

Make sure that communication skills are non-negotiable.

4. Leadership skills

Product managers have to coordinate and lead a team even though they don’t have any authority over them. Because of this, the person you hire needs to have the necessary skills to inspire and lead the entire team through their natural charisma.

A good manager has the rare ability to build enthusiasm across different teams during development. Without natural leadership skills, the person filling this role will struggle with pushing others to get their jobs done.

This is why you should hire only those that possess this rare skill if you want your entire team invested in the success of the product, just as you are.

5. Drive and persistence

This one is usually hard to spot, but it’s also important. If you go with someone without a drive, they’ll quickly lose their footing in a long product development process.

For instance, their performance will dip, and they simply won’t have enough willpower to push through, especially if there are any setbacks. Since a manager drives the entire process, if they aren’t passionate about the product’s success, they’ll practically fail at their job as the morale of the team will drop.

6. Willing to accept failure

You might think that failure is not an option, but sometimes it’s a reality. A good manager knows this and doesn’t get discouraged when it happens.

A bad hire, on the other hand, will simply crumble after the first disappointment they face. If that happens, you’ve got a problem.

With a balanced individual who can accept failure, they’ll quickly move on and focus on the next potential success.

We recommend asking the candidates how they would handle a bad product launch during the interview.

What To Avoid?

Since you’ve got a better understanding of the positive traits, let’s take a look at some red flags, shall we?

First, you should never hire someone who lacks enthusiasm during the interview. For instance, talk about the release day, customer feedback, and stakeholder meetings. If they’re unenthusiastic about these, they probably won’t change when they get hired.

Next, consider if they’re perfectionists. If they aren’t willing to deliver 120% on every project, you’ll never reach favorable results. A good manager will never settle for just ‘’good enough’’.

Hire Someone Right Now

Great product managers are very rare, which is something you’ll find out soon enough. They not only possess a plethora of technical skills, but they also possess extraordinary soft skills that are not that easy to come by.

This can be especially tough if you can barely find enough candidates, to begin with.

To get the confusion out of the process, you can try contacting a staffing agency . That way, you can receive prescreened candidates that possess the technical skills required for the job, and you only have to worry about the intricacies we described above.

Contact Griffing Global today and find a highly skilled product manager who will become an important asset in your company and ultimately help you deliver a quality product.

How To Overcome The Cybersecurity Talent Shortage

Mon, 02 Jan 2023 14:46:58 GMT

The cybersecurity talent shortage is real. Currently, there are over 760k cybersecurity job openings in the US . Depending on where you’re located, closing these cybersecurity talent gaps is nearly impossible.

While it might be hard for you to solve an industry-wide shortage, you can try your best to at least fix things in your own backyard, so to speak.

How?

By refreshing the outdated hiring process which is to blame for the shortage in the first place.

How The Hiring Process Contributes To The Talent Shortage

Technology is progressing at such a rapid pace that many people struggle to keep up with its advances. Since it’s a matter of ‘’blink and you miss it’’, HR teams and chief information security officers are simply ignorant about the requirements of the cybersecurity field.

The result of this ignorance is that there is a serious misalignment between the requirements and the job role.

It’s quite easy to see why if you consider the broken hiring process many organizations have even in 2022. For example, the chief information officers may tell the security manager to fill an entry-level position and expect it to be done without any oversight.

The HR will then ask for a list of requirements and responsibilities for the position, which is where most trouble starts. Hiring managers tends to come with unrealistic expectations and because there will be no pushback from the HR team (who also have limited knowledge of cybersecurity), they’ll use that information in the job listing.

Typically, this leads to a situation in which the entry-level position requires qualifications that only senior cybersecurity professionals possess. Additionally, the experience required for an entry-level position will be two to five years, and we’re willing to bet it will be impossible to fill as no experienced professional will accept an entry-level job.

How To Overcome This Challenge?

It’s important to note that the cybersecurity talent crisis can’t be resolved overnight. Yet, you can at least solve it in your organization by bridging the gap between the job role and the requirements.

Here’s how:

1. Stop focusing on degrees and dive into new talent pools

Academic credentials aren’t the be-all and end-all, regardless of what recruiters are trying to tell you. By relying on academic credentials as the main factor, you will always have a shallow talent pool to hire from.

Thankfully, you can break out of this mold by expanding your parameters. Instead of requiring undergrad degrees in computer science, simply look at those individuals who have the skills and limited credentials.

That way, you can fill cybersecurity positions faster while also retaining them for the long run. In fact, if you’re filling an entry-level position, you should always prioritize skills over credentials. That way, you can address the lack of cybersecurity talent by training your new employee instead of requiring a degree and five years of experience.

2. Become familiar with different industry certifications

If you include a specific certification you are looking for as a prerequisite for a cybersecurity role, you’re shooting yourself in the foot. In doing so, you’re excluding potentially qualified applicants who might be certified by other organizations.

There are many companies now that provide appropriate knowledge and training on cybersecurity to talented individuals. It’s your and your hiring managers' job to learn to recognize different certifications from different areas in the industry and fine-tune your job descriptions to include these additional sources of cybersecurity talent.

3. Accept different types of experience

Just as there are many different certifications available, there are also various ways for professionals to gain experience with cybersecurity. For instance, online lab platforms are almost as good as the real thing these days. They offer virtual environments that new cybersecurity talent can use to hone their skills.

They can perform and gain hands-on experience with things like penetration testing, without ever leaving their home.

By expanding your criteria to include these online training platforms as relevant experience, you will again have a wider talent pool to draw from.

4. Practice more involvement in the hiring process

Hiring managers, as well as HR teams need to work as a single unit while putting together job descriptions and figuring out the necessary qualifications to avoid any disconnects in the process.

Additionally, chief information security officers should be involved in the process and advise HR and hiring managers on the latest changes in cybersecurity roles, along with the evolution of necessary qualifications.

5. Hire employees through a staffing agency

Sometimes, you may cast a wide net without attracting any cybersecurity talent. It might be due to timing or location, if you’re hiring in a highly competitive area.

If this happens, don’t be shy of extending your job search to include remote employees. Alternatively, you should consider hiring cybersecurity talent through a staffing agency .

Tech staffing agencies like Griffin Global specialize in connecting organizations to highly sought-after employees from all the niches in information technology, including cybersecurity.

Staffing agencies already have access to broad talent pools that contain ready-to-work talent.

Since there is a distinct shortage of cybersecurity talent, these agencies know what steps need to be done to attract hidden talent (employees who aren’t actively looking for a new job). That way, you can snag that perfect employee for yourself, even in times of scarcity.

They can also extend your geographical limits and connect you to highly skilled remote cybersecurity experts in other states or even in other areas of the world.

While you might be thinking that this wrestles control from you, it doesn’t. An agency will find the candidates, conduct pre-screening and phone interviews, and l connect the candidate to your company once they are 100% certain they’re a right fit for you. The final call will be in your hands

The Start Of Something Special

This is just the bare minimum you can do to avoid falling victim to the cybersecurity talent shortage in the US. By improving your hiring process and being more forward-thinking by including non-traditional candidates, you can future-proof your company and attract the right kind of cybersecurity specialist.

The best thing is - you can make these changes today and even if that fails, you can leverage third-party services to expand your reach even further. Before long, you’ll have a prospective young employee and you can pat yourself on the back as you successfully overcame the cybersecurity shortage.

Tips For Improving The Technical Hiring Process

Mon, 26 Dec 2022 14:43:04 GMT

If you recently tried filling a technical position in your company, you most likely had many applicants drop off before even reaching the last round of interviews.

You have to understand that highly skilled candidates are in high demand right now. We’re willing to bet they received multiple offers while also interviewing for your company.

If your hiring process had any bottlenecks, your prospective candidates either got a bad impression of your organization or simply received a better offer while waiting to progress to the next stage.

To attract workers with the highest degree of skill, you have to design a technical hiring process that’s speedy and efficient.

Technical Hiring Process Explained

Technical hiring is a specific process of recruiting employees for positions with technical knowledge and skills. Since staffing is a time-critical activity, you should set up a layout for each step of the process. This will ensure that no actions are unnecessary and that they only contribute to making the final hiring decision.

When putting together a hiring process, aim for consistency. This not only allows you to speed things along, but it makes it easier to compare individual applicants.

Start by generating a standard list of questions you will use for each candidate. You can also save some additional time by having the same people conduct each interview.

In short, a smooth technical hiring process is all about getting rid of unnecessary steps, while keeping and streamlining ones that move the candidates to the next stage faster.

While every company has different individual needs and limitations, the fundamental framework for a technical hiring process should look similar to this:

1. Reviewing resumes: assessing the skills and experience of the candidates and determining if they’re the right fit for the role.

2. Phone screening: checking the availability of the candidates, determining their level of interest for the position, and inquiring if they’ve applied for other jobs at the same time.

3. Technical testing: using a practical test to check the candidate’s level of skill.

4. In-person interview : checking the finer details of their technical skills and ascertaining their social skills. This stage is also a good opportunity to say more about your company and the job they're applying for.

5. Background and reference screening: verifying the provided references and conducting a background check.

Tips For Improving The Technical Hiring Process

Outlining the set of procedures is just a starting point. Once you have the basic layout, you can fine-tune it further by cutting out unnecessary or time-wasting steps to speed the process further.

Here are some things to consider:

1. Improve your job descriptions

Did you know that your job description can directly impact the quality of the applicants you get? To make certain you’re not wasting your time and money on unsuitable candidates, you should provide all the information in the job description, including the salary you’re offering.

With a clear description, potential employees can quickly understand if they want to apply or if they even fit the criteria. This will significantly decrease the number of applicants - which is a good thing in this context as you’ll end up only interviewing better candidates.

2. Describe your technical hiring process to candidates

Transparency is key, and you and your applicants can both benefit from being open about your process and expectations. By doing this, you can see to it that only the candidates that want to move forward get to the interview phase. On the other hand, your potential employees will appreciate that they know exactly how long the entire process will take.

3. Identify any bottlenecks in your hiring process

Once you have a clear technical hiring process, eliminate any unnecessary steps that are inconvenient for both you and the candidate. For instance, there’s no need for the applicant to meet all the employees - only the ones relevant to their roles.

4. Stay in touch with your applicants

Most, if not all applicants value being kept in the loop about their progress in a hiring process. That way, they’re not stuck wondering if they’ve been eliminated, and you minimize the chance of them accepting another offer because you appeared inactive.

This is especially true if the process drags out longer than anticipated. Send them an email to spark their interest, provide an update, and schedule their next interview.

It’s also helpful to set the dates for each step (interviews, technical assessments) beforehand and share them with the candidates.

5. Don’t be shy from straying from the process

Depending on the different circumstances of the role you’re trying to fill, it might be beneficial to stray from the process a bit.

For example, if you’ve come across the right candidate, you can remove certain steps to speed up the process. That way, you’re avoiding the risk of losing a perfect employee simply because you waited too long or dragged them through unnecessary stages. This is particularly true if you’re already familiar with their technical skills or they come with a trusted recommendation.

Let’s say you’re hiring a senior developer whose work you’re familiar with - you don’t need to perform a coding assessment since they have a proven track record.

6. Outsource a part of your technical hiring process

What to do if you’re struggling with a part of your hiring process or you simply don’t have enough time to make radical changes to an existing one?

Simple - take yourself out of the equation by outsourcing a part of the task.

By reaching out to a recruiting firm or a tech staffing agency , you’re receiving access to a large talent pool that you can leverage to quickly fill positions without the extra hassle. In doing so, you’re also eliminating the need to advertise your job postings and review resumes, as well as avoiding losing time conducting phone screening.

In short, an external company may help get these basics out of the way before providing you with a short list of the best candidates you can then interview.

Finding The Right Candidate

By taking on this approach when hiring highly qualified candidates, you’re positioning yourself as a company that can attract top talent even in a challenging job market. Most importantly, you’ll attract only the applicants who are willing to join your organization.

If you need additional help with hiring IT staff, feel free to reach out to Griffin Global today . We can help you with every step of the process and ensure that you connect with the right employee.

Can IT Staff Augmentation Help Solve Your Tech Staffing Problems?

Mon, 19 Dec 2022 09:02:00 GMT

Are you having trouble finding new, skilled employees?

You’re not alone - the job market is currently very tight. In fact, there are around 10 million job openings but only 6 million unemployed workers . The chances of filling an employment gap are very slim, indeed, and it’s even worse when talking about IT specialists who are in high demand.

So what are your options if you’re looking for highly skilled professionals in the current job market?

Three words - IT staff augmentation.

Staff Augmentation Explained

This is a practice of addressing your business needs by receiving a specialized skill set through outsourcing.

Outsourcing gets a bad rep these days because many assume it’s just a simple way for business owners to cut costs. However, it’s a normal practice for small and medium-sized businesses alike to meet their IT needs by outsourcing. Why?

They don’t have the means to hire onboard IT staff.

Since information technology is a central part of most operations today, businesses without a lot of resources might rely on cloud technology because they cannot host physical infrastructure. The same applies to outsourcing the IT staff.

For many, IT staff augmentation is the only way to add members to their team and meet market demands.

Types of Staff Augmentation

Depending on the needs of the business and the skill set involved, staff augmentation can have three distinct types:

1. Commodity: This type of augmentation doesn’t require specialization and is leaning more toward urgently filling staffing gaps. It could include manual labor, retail, factory work, etc.

2. Skill-based: These workers can complete tasks that require a particular set of skills such as typing,knowledge of spreadsheets.

3. Highly skilled: If you require more advanced skills only attainable through training and experience, this is your best bet. Very popular in the IT sector and other industries such as legal

Best Use Cases for IT Staff Augmentation

Even though the prospect of augmenting your workforce sounds good on paper, you should carefully consider if it makes sense to do so.

These are the best situations in which you should supplement your team:

1. Reinforcing your team

This one is a no-brainer - IT staff augmentation is your best option if you need to add more thinking power to your current employees. This is especially useful when completing urgent projects in your pipeline, starting new ones, or releasing a new product.

2. Bridging skill gaps

Most projects require a wide set of skills, and the demand for these skills is constantly changing. You can address this problem by using IT staff augmentation on a project-by-project basis. That way, you can bring in specialized skills when required, without training your current employees to do so or hiring a full-time employee.

3. Meeting deadlines

To avoid crunch time and meet deadlines, you can augment your staff to fulfill the needs of the project. Going down the traditional path of job posting and onboarding could take upwards of two months, which might not be the time you have to spare. But with IT staff augmentation, you have ready access to a wide talent pool from around the world.

4. Expanding your team faster

By looking for an employee specialized in software development or cloud networks locally, you’re losing valuable time. The augmentation model can help you massively cut the time of finding and hiring an expert to expand your team.

Benefits of IT Staff Augmentation

By hiring a carefully vetted outsourced worker, you ensure that your new staff member will have less trouble integrating into your team. With that, you can avoid any bottlenecks stemming from short-staffing or a bad hire

IT staff augmentation relies on a third-party tech staffing company that already has vetted IT professionals at speed dial. Since they’re trying to meet the demands of their clients, they’ll put their foot forward in trying to connect you with someone who is a great fit for your project.

Finding a part-time or a full-time employee this way is also easier as you’ll avoid the hassle of job postings and filtering out candidates yourself. More importantly, IT staff augmentation is usually a lot cheaper than the traditional hiring process which may cost over $4000 per hire .

Lastly, outsourcing is much more flexible, especially when you consider the problems with maintaining staff members. Depending on the circumstances, a staff member might become redundant. With an outsourced employee who is working for you on a temporary basis, you can decrease or increase your workforce depending on the needs of your organization or the project you’re working on.

Are There Any Drawbacks?

While augmenting your IT staff is favorable, there are a few small drawbacks to be aware of. You should carefully consider the following and how it applies to your organization.

Your project might require a lot more familiarity, particularly in scenarios where you rely on non-standardized processes that have a significant learning curve. In that case, you’ll have to perform additional training for the new hire, which may push back your project.

This extra work may seem redundant, especially if your new IT staff member is there short-term.

Still, the biggest problem is the ongoing dependency on third-party employees, which might not be sustainable. If you’re constantly struggling to meet business goals but you have to outsource key roles through an agency all the time, you’ll end up undercutting your own business.

This is also true for small businesses and startups that have no internal IT staff. They may leverage staff augmentation to jump-start their business. But eventually, once they accumulate enough resources, they should build their own internal IT team instead of relying on outsourced staff members indefinitely.

Solve Your Tech Staffing Issues Now

With IT specialists in high demand, you may not be able to find an employee as fast as you’d like. By working with a staffing agency that can help you augment your staff, you may resolve ongoing issues or simply set up a short-term solution - the choice is yours.

Additionally, avoiding the tedious processes that come with hiring and onboarding a new employee can help you focus your attention on the tasks that matter most.

If IT staff augmentation seems like a great solution for your organization, feel free to contact Griffin Global . We can help you find not only short-term candidates, but build a strong internal team that’s in it for the long run.

We’ve already got highly specialized IT employees waiting, so you only have to call (855) 747-4334 or send us an email at contact@ggscorp.com and you’ll be a step closer to your perfect new hire.

Keep Your Top Talent With These Employee Retention Strategies

Mon, 12 Dec 2022 11:33:00 GMT

The U.S. job market is getting increasingly competitive. As a result, many companies struggleto attract skilled employees while also fight to retain their current workforce.

Since your employees are your most valuable asset, you can’t afford to lose them to your competitors.

Thankfully, it is something you can address proactively by experimenting with different employee retention strategies.

How Losing Employees Can Harm Your Company

First and foremost - employee turnover can be very expensive. Studies have shown that the cost of replacing an employee can be double their annual salary.

But it’s not just cost, high employee turnover can have a significant effect on your remaining staff. For starters, it increases their workload and leads to unprecedented amounts of stress. Your employees won’t perform at their peak levels in these conditions. Ultimately, your customers will also feel the effects when the quality inevitably drops.

Worst-case scenario, this may lead to more departures. Just look at what happened when the new Twitter CEO, Elon Musk, asked the remaining employees to pick up the slack after massive layoffs. Key players left the company in droves.

Top Employee Retention Strategies

To keep your talent happy, and in turn, convince them that working for you is the right thing to do, you can try the following employee retention strategies:

1. Invest in your employees’ career development

Most highly-skilled workers understand they need to upgrade their skills to move up the company ladder and stay competitive. To inspire them to stick with you, you can meet their personal needs for career development by investing in additional training.

You can also provide them with mentorship programs that might help you upskill your employees and increase their satisfaction.

In turn, this also deepens your talent base, so it’s a win-win scenario for everyone involved.

2. Reassess your industry’s compensation standards

You can try everything to keep your workers happy, but if they’re not adequately compensated, they will look at other options - as simple as that.

This is why you should regularly check the wages your competitors offer in order to stay competitive.

It also doesn’t hurt to implement a strategy to reward your top performers appropriately to make them feel valued. Look at the standard of your industry to determine the right amount.

3. Update your benefits package

Regarding non-salary factors employees consider when assessing a job, a company’s benefits package takes the cake. For instance, something simple like lower healthcare premiums or longer parental leave may be what tips the odds in favor of your employees wanting to stay at their jobs.

4. Normalize working remotely

While some jobs can never be fully remote, you should try your best to create those opportunities whenever possible. For example, you can loosen your approach by offering a remote work option which includes in-person meetings or core office days.

That way, the employees who prefer working remotely can feel satisfied while not losing out on the benefits of a collaborative work environment.

5. Place more emphasis on flexibility

Today’s employees enjoy flexibility in their working schedule, so keep that in mind when building out your employee retention strategy.

It doesn’t have to be anything fancy, simply give your employees enough flexibility to rearrange their working schedule so they can run an important errand in the middle of the day. That way, they’ll feel a higher sense of control even if the number of working hours remains the same.

Even a compressed workweek (working 35 to 45 hours in less than five days) will do wonders for their satisfaction without any negative effects on their output.

6. Improve the work-life balance for your employees

While the previous employee retention strategies are certainly important, they’ll have limited success if your workforce is chronically overworked.

Try to encourage open communication regarding workloads. You can do so by reminding your managers to check in with employees often if they can realistically handle their current work volume.

No one likes crunch, so you should also do your best to avoid it. Try eliminating unnecessary administrative duties that don’t add value and keep unproductive meetings to a minimum. If that fails and your standard workload is unsustainable, consider adding new staff to augment your core team.

7. Consider the well-being of your employees

Burnout, whether from overworking, from high levels of stress in the workplace, or simply the nature of day-to-day duties, is real. It's also really expensive - some reports are saying burnout costs $3,400 out of every $10,000 a worker makes in salaries.

The adage of a healthy body and healthy mind still rings true, so you cannot go wrong with offering reimbursements for gym memberships or perks like wellness. Additionally, if possible, try to obtain insurance coverage for therapy, or at least offer a subscription to an online therapy service.

8. Recognize your employees’ contributions

Humans thrive on validation, which is why you should take that extra step to make your employees feel appreciated.

A 2022 survey has revealed that more than half of employees are less likely to jump ship if they feel their hard work is being recognized and valued .

Instruct your managers to recognize the efforts of the employees, and maybe you can even try implementing a system that offers company-wide recognition of workers who knocked it out of the ballpark.

10. Hire the right employees

While hiring new talent sounds counterproductive in the list of employee retention strategies, it is one of the ways to minimize employee turnover in the long run.

By attracting top talent that’s perfectly in tune with your work culture, you’re getting someone who will stick with your company for the long haul.

Keep in mind that this option should be used as a last resort after other employee retention strategies failed to yield results. Don’t think your effort was in vain because if you managed to introduce all of these improvements, they will also help you attract qualified talent - a double treat.

Building a Reputation

Employee retention strategies can help you avoid the dreaded employee turnover problem. However, you will also see a lot of positive side effects, such as a spike in productivity, a higher quality of output, etc.

Ultimately, the quality-of-life improvements will help you build a reputation as a company that’s a joy to work for. It’s a long-term effort that will eventually help you attract new employees when your company inevitably grows.

The Positive Impact Of Remote Work On Your Company

Mon, 05 Dec 2022 08:30:00 GMT

Remote work isn’t just a way to survive a pandemic, it has become a viable option for different kinds of enterprises.

The reason why is simple - it drastically improves the productivity of both employees and employers. That isn’t to say you should completely switch over to working remotely, only that it’s a nice option you should make use of to solve a few workplace challenges.

Here are some reasons why allowing remote work is a great decision.

1. Enhanced Work-life Balance Of Your Workforce

When your employees can create their own work schedules, they have an easier time balancing work and their private life. For instance, they may work in a coffee shop, their own home office, a co-working space, or even in their beds if they choose to.

However, you’re not only doing this for your employees' sake. Yes, your employees will be happier if they’re allowed to take control of their life, but that also means they are more likely to produce high-quality work.

Keep in mind that everyone is different. Some employees simply function better in a traditional office environment and report that remote work just blurs the line between their professional and their private life.

Some even cannot handle working remotely due to the sense of isolation that comes with it.

This is why offering the option of remote working is the right call, as you can ‘’satisfy’’ the needs of both groups.

2. Increase Productivity On A Company-wide Level

By having your employees work from home you can significantly boost their productivity. Quite simply, offices can be quite distracting. This is especially true for those who have a hard time focusing and are easily distracted by noisy coworkers and would rather spend their time involved in water cooler gossip.

When at home, they can enjoy their own, more controlled environment and may even blast 80’s music to help them stay focused.

This extends even to their schedule as they can work when they are at their most productive. Some may prefer working in the morning while others are at their most effective in the evenings.

We again have to mention the fact that no worker is the same, and neither is their situation. Some employees have children or their home environment is hectic. Some may not be able to focus and will easily get distracted by social media if their coworkers or their managers aren’t keeping them accountable.

3. Cut down on costs

It’s a no-brainer but fewer people in the office directly correlates to less money spent on resources. By introducing the option of remote work, you may reduce expenses on electricity, rent, equipment, and miscellaneous amenities like snacks or coffee.

Additionally, since many remote workers use their own devices at home, you won’t have to cash out as much money for hardware updates.

Even if your teams aren’t strictly remote full-time and are working on a part-time basis, you can still cut down on costs in the long run, especially if you consider the costs of healthcare. Remote workers simply get sick less often as they’re not at the mercy of Jessica who decided to come to work instead of calling in sick. This means your healthcare premiums may decrease in time.

4. Solve staffing problems

Unemployment rates are constantly shifting, so it’s critical to snag the right talent when it’s available to build up your company. The problem, particularly with highly qualified IT employees, is that they’re not that easy to find . This issue gets even worse if you only want to hire employees close to your physical location. That way, the talent pool of available employees will be severely limited.

Compare that to companies that are hiring remote employees. They have access to top tech talent outside their area and can introduce new skill sets into their business, thus outperforming their competitors.

Additionally, since a diverse workforce can be a driver of business growth, adding employees from different areas of the country or the world may add a new perspective to your company.

Diversity can also help you attract new employees who want to work for a company that is open to new points of view. Having people from different backgrounds on your team will be a green flag for fresh new people considering if working for you is the right choice.

Lastly, offering the option of remote work can help you attract top talent . By having the option of working from home, new applicants have that extra bit of incentive to choose you as a company they want to be a part of. At the same time, this may also boost retention rates as your current employees will be more motivated to stick with you.

By retaining your current employees, you can significantly cut down on costs associated with onboarding new hires. You'll also avoid that dreaded productivity slump that often happens while waiting for the rookie to pick up the ropes.

5. Break out of the regular nine-to-five

Remote work means your employers don’t have to adhere to the standard working hours. Don’t think that this only benefits them. A worker who is more flexible with their time may be reachable outside the traditional business hours.

For instance, you can work with your remote cloud technician on an issue at 7 pm because that’s when they’re available instead of waiting for an office-based worker to address the issue in the morning.

Everyone wins

Working remotely can solve many challenges in the modern workplace. If we learned anything from the pandemic, it’s that the switch isn’t as jarring as everyone believed. This holds true today more than ever when technology makes it easy to share knowledge and connect with employees without any issues.

Your workforce will be happy to have the added flexibility, but the biggest winner here is your company.

By opening your doors to remote work, you’ll not only be able to attract new employees but also gain access to employees outside of your geographical area. That way, you can avoid the issue of settling on someone just because they were the only person available.

If you don’t know where to start, reach out to Griffin Global and gain access to ready-to-work remote tech employees. By letting us take charge of your hiring process, you can avoid having to dedicate your resources to hiring a new employee.

With that, you can take your first step to modernization and usher in a new, tech-driven era in your company.

How To Improve Your Hiring Process?

Mon, 28 Nov 2022 08:29:00 GMT

Hiring new employees is something you’re bound to do sooner or later - it just goes with the territory.

Unfortunately, it’s often more difficult than it seems. This is mostly because making mistakes during recruiting can deter new talent from seeking employment in your company.

However, if you manage to improve your hiring and onboarding practices, you’ll be able to attract and recruit, hire, and retain employees of the highest quality.

Here are just a few ways you can overhaul your entire hiring process.

1. Build A Stronger Employer Brand

Finding new employees is a challenge in itself. But when you also consider that the top professionals are passive candidates that aren’t looking for new opportunities, the difficulty is cranked to ten.

It’s even worse if you’re trying to attract top tech talent .

The solution is straightforward - strengthen your employer brand.

This helps attract passive candidates to your company and drastically reduces employee turnover. Proactively working on your company’s profile, sharing updates, and giving an insight into your work environment and work culture will do wonders for your recruiting efforts.

Soon, you’ll see more respondents applying for a job in your company, but you will also be able to minimize active recruitment - a win-win situation for both you and your new employees!

2. Act Quickly

Improving the speed and efficiency while recruiting can make a world of difference in the success of your hiring process. This is because, according to relevant statistics, the best candidates stick around in the job market for 10 days only .

If you’re interested in a particular client don’t lose any time. Follow up with them often, discuss additional details of the position they are applying for, and address any questions and concerns right away to stay on top of their mind.

3. Change The Way You Write Job Descriptions

If you emphasize the responsibilities and requirements of the position in your job description, you run the risk of alienating highly qualified applicants. This was standard practice in the past, but in the digital age, it’s quite outdated.

To update your hiring process, you should also update the way you write job descriptions. The best way to do so is to leverage the needs and supplies approach - emphasizing what your company can do for the candidate, instead of the other way around.

While it might seem counterintuitive, this approach will help you attract candidates who are a better fit for your company.

4. Use Social Media To Research Employees

Standard background checks can only get you so far. To go a bit deeper, you can use the public social media profiles of your candidates to do further research. This might give you insight into the personality of the individual and help you gauge if they’re the right fit for your company.

Additionally, you can look up their personal and professional connections on social media to deepen your pool of available talent.

5. Improve Your Interviewing Process

The way you interview candidates can have a massive impact on the quality of your hiring process. One way to shake things up is to have multiple interviewers present. This might shorten the interview process and might make it easier to give candidates the necessary feedback.

Another thing you can try is giving the candidates a chance to interview you too. That way you can receive an insight into what matters to them and cross-check if their values align with your company goals.

More importantly, it also lets potential employees learn if the position in your company is the right fit for them.

6. Reconsider The Employee Benefits You’re Offering

Top-tier candidates will look beyond competitive salaries when choosing who they want to work for. This is why you should offer more benefits and perks to attract a larger pool of qualified professionals .

For starters, you could offer your employees flexible work schedules and remote-work abilities. Some employees prefer working remotely , some may prefer a hybrid approach, and some might be at their best when they’re at the office.

By covering all bases, you can appeal to modern workers and you can also increase retention rates.

You may also have a lot of success from offering creative and unusual perks such as bike share, yoga classes, and massages - the sky’s the limit.

7. Consider Outsourcing Your Hiring Process

Depending on your current financial situation or the size of your organization, you might not have the necessary funds to update your hiring process. The cheaper and more effective alternative may be outsourcing.

By partnering up with a staffing agency, you can solve the inherent challenges of hiring new employees and unlock some additional benefits .

Here are just a few things a staffing agency can do for your hiring process:

Recruitment

With a staffing agency , you don’t need to worry about finding a perfect candidate, they do it on your behalf! An agency has an extensive talent pool, but to connect you to the perfect hire, they may go through social media networks and a wide variety of online job boards.

They can also find passive candidates if needed.

Advertising

A huge part of the hiring process costs usually goes to advertising job postings. By outsourcing, you don’t need to worry about budgeting for advertising as agencies may take those costs on themselves.

Resume reviewing

Reviewing hundreds of resumes takes a lot of time, especially for smaller companies without enough resources. A staffing agency will take on this task and they’ll ensure all the candidates they find match the job description perfectly.

That way, you can focus on the core processes of your business instead of wasting time reading candidate histories.

Interviewing

After reviewing resumes, your new staffing partners will come up with a short list of candidates that can enter the next phase - interviews. The agency might first complete a short phone interview to ensure all the candidates are still interested in the position.

In the face-to-face interview phase, the staffing agency will leverage expert reviewers who know exactly how to weed out the candidates who aren’t a good match.

Once they narrowed the candidates down to a few people, they’ll send their applications to you for approval and further interviews.

Are You Still Concerned About Recruiting?

The hiring process is one of the most important things for a company, especially if the business is entering a stage of growth. After all, employees are the lifeblood of any company, and without the right people, all growth efforts would screech to a halt.

Improving your hiring process will require a step-by-step approach that involves updating your company practices from the ground up.

This is the only way to ensure success in times of employee shortages.

7 Things You Can Do To Attract Top Tech Talent

Mon, 21 Nov 2022 09:00:00 GMT

Finding tech talent can be challenging, more so if you’re looking to hire top professionals. In fact, many business owners simply give up and hire the only employee they can find, even when they know they're not the best fit.

Many smaller companies are also unable to compete with large tech companies that have the resources and can offer unmatched salaries and benefits.

Is There a Solution to This Problem?

Yes, but it will require a proactive, bottom-up approach to improving your hiring practices and company culture in order to attract top tech talent.

Here are some of the things you could try:

1. Build a strong employer brand

Sometimes, it’s not just about the money. This is especially true for highly skilled tech employees who want to be associated with a positive brand in their professional lives.

This means you should harbor a positive reputation and ensure that both word-of-mouth and the available information online present you in a positive light. This also includes employee reviews on websites such as Glassdoor which can provide a nudge in the right direction.

The top tech talent needs to be nurtured so they can be proud of the company they work for. For instance, this could include the company supporting charities they care about, helping their workers with work-life balance, or in some cases, having progressive stances on going green and switching to an eco-friendly office.

If you align your message with the issues that matter to your employees (i.e. building your brand with your employees in mind), you’ll have a better chance of attracting the best of the tech talent.

2. Improve your company culture

By making your workplace a comfortable environment, your staff will capitalize on the opportunity to grow and prosper. This is crucial for tech talent as these individuals are not only highly ambitious, they are usually aware of their high worth.

Thankfully, by updating your hiring strategy, you can attract and engage clients by offering well thought out, yet inexpensive benefits. For example, you can offer language lessons, yoga, or other activities your workforce can enjoy.

You also have to offer an opportunity for constant training and development. By introducing and finding new ways to leverage innovative technology and a more modern way of conducting your day-to-day operations, you can create an environment that is a hotbed for tech talent.

3. Promote someone from your organization

Hiring or replacing staff can be quite costly. What’s even worse is the drop in productivity that will last until the new employee can perform up to scratch. In some cases, this might take months.

For some companies, promoting may be a better option than attracting new tech talent, especially when money is tight.

Look at your current employees and consider whether there is an individual who only requires minimal training and development to become successful at something else. This can be particularly effective for filling scarce roles in the competitive technology sector.

4. Offer more competitive salaries

We recommend matching the competitive salary ranges in the current marketplace. All of the above will certainly help, but not if you’re lowballing the top talent.

This is predominantly true for tech talent whose specific skill sets are in high demand, compounded by the fact that these individuals are aware of their value. They know they can simply find another company that’s willing to pay enough for their high-tier expertise.

The best thing you can do is to research the market before starting the interview process in order to come up with a realistic salary for these sought-after workers.

5. Allow your staff to work remotely

A majority of modern members of the workforce prefer a flexible approach to their day-to-day activities. This is why you should be open to the idea of introducing the option of working remotely.

While it’s not for everyone, for some, remote work might improve productivity and work-life balance. The pandemic revealed working from home is a viable option and one that you should offer to employees who prefer working in the environment of their choosing.

While some may have a problem switching off while working remotely, others find it to be the best way to promote positive well-being and a productive workplace.

6. Streamline your hiring strategies

Have you ever considered that maybe your hiring process is to blame? If you have unnecessary steps in the hiring process, a qualified candidate may accept an offer from another employer simply because they cannot wait for the upper-level execs to greenlight your decision.

You can solve this by minimizing the amount of red tape in the hiring process.

We recommend leaving the decision to executives who are familiar with the technology, as well as the roles that the new hire will have to fill. This may also include reducing the time between the client interview and your offer. That way, you can make sure you snag that employee while they’re interested.

7. Hire new employees through a tech staffing agency

Highly skilled candidates with a lot of experience can pick and choose which company they work for since so many companies are trying to recruit them. The problem is that hiring managers and HR departments are usually unable to entice top talent or don’t have enough time to address the specific hiring process.

It’s also worth noting that the top tech talent is usually passive and isn’t on a hunt for new job opportunities. In other words, the best employees are usually hidden and you can’t find them on the regular job boards.

So how do you find these elusive beasts?

You can try hiring through a tech staffing agency that has a deep talent pool and utilizes exclusive networks and technology tools. A staffing agency specializing in tech is adequately equipped to connect you with candidates willing to change jobs if the right opportunity opens.

Don’t Settle For Less

Attracting and retaining tech talent is a challenge you can conquer only if you switch up your approach. First, you have to make company-wide changes that will make your organization attractive to highly-skilled candidates who are not only concerned with the salary but how they can thrive within the context of your company.

This may include offering something your competitors aren’t but also projecting a sense of an organization that is willing to evolve to keep up with the times.

Nevertheless, if you are unable to fill the tech roles you need, you can outsource this task to professionals. That way, you can focus on your business tasks without losing your mind over the intricacies of the hiring process. Better yet, you can go to bed knowing that you won’t have to settle for low-quality hires.

How Agencies Can Help You Avoid IT Staffing Problems

Mon, 14 Nov 2022 06:19:00 GMT

The evolution of technology has opened up the need for highly educated employees. These new roles are becoming more and more specialized as new technologies are getting introduced into the workplace.

As a result, finding IT employees is a challenge in itself as you cannot rely on one employee to handle all IT tasks. Let us also remind you that highly specialized IT workers aren’t exactly easy to come by.

So what’s the solution? How can an average business find the best candidates to fill specific IT roles?

Simple - with IT staffing!

IT Staffing Explained

The process of tracking down and hiring highly specialized IT workers has aptly been named IT staffing. Regardless of whether you need an employee to complete a certain project, work full-time or just complete certain tasks, you can connect with the right people through this process.

Typically, you can accomplish this by working with an IT staffing service agency.

Why Use An Agency?

Why work with an outsider to connect you with employees instead of relying on your HR staff?

It harkens back to what we said in the beginning - IT roles are becoming more complex and specialized. It’s only logical that recruiting should follow suit. At the moment, there are multiple specialized areas and tiny little subgroups such as cybersecurity, software development, and data management specialists, to name a few.

It’s not enough to hire just an ‘’IT person” these days’.

You can easily address these challenges by leveraging agency services . In fact, the entire IT recruitment process is there to help your business unlock the following benefits:

1. Gain Access To Industry Experience

We’re not criticizing your HR department - they’re most likely well-equipped to find the right people for your business. Information technology is a different beast though, and your average ‘’Toby’’ probably doesn’t possess the necessary knowledge to find the skills required to fill IT openings for different industries.

IT staffing agencies, on the other hand, do.

Not only that, they already have access to a large pool of IT professionals around the nation so they can connect you with exactly the right skillset that you need. After all, they are also experts at hiring, so they know what it takes to reach others.

2. Save Time And Money

An agency allows you to avoid the painfully slow onboarding process that usually happens when hiring someone on your own. They’ll take over all the challenging and time-consuming parts of the employment process such as background checks, scheduling, and drug screening.

Because you’re also getting top IT talent introduced into your ranks, this new employee will probably be productive from the very beginning. That means less downtime and money saved.

But what’s the most exciting part?

Staffing agencies usually handle benefits and the payroll of the new employee, so you and your HR guy or gal won’t have to worry about it.

3. Improve Your Flexibility

When hiring through an agency, their talent pool is always at your disposal. What does it mean for you?

You will be able to increase or decrease the number of projects whenever you see fit. For example, this helps you if an urgent IT project materializes or you’re severely understaffed during certain periods.

4. Find The Perfect Employee

An agency allows you to test-drive the employee before you settle for a full-time commitment. Look at it as a short-term relationship. By hiring temporary IT employees, you can appraise their performance without feeling pressured to offer them a permanent position.

For instance, you may evaluate how they adapt to their new work environment, and more importantly, how they gel with the other members of your organization.

What Should You Do Before Hiring Someone?

While an IT staffing agency will find a perfect employee for your company, this doesn’t mean you can just kick back and relax. The success of your new IT recruitment process depends on your needs and how your company is organized.

That means you’ll have to identify the objectives and needs of your company. List all potential projects you want to pursue and figure out the skills required to complete the project.

Once you’ve got all that figured out, you need to determine the strong and weak areas of your current team. Simply ask your IT employees to assess their current skill level. This will provide valuable insight into what role your new employee might fill.

That way, you’ll avoid the risk of wasting resources on someone new if it’s more viable to train an existing employee.

The right IT staffing process starts with finding skill gaps that a new IT employee will help you fill. Since you’ve now got a better understanding of the skill level of your current team, you can cross-reference the skills of your team with the list of your goals and needs.

For example, you might learn you need someone who has deep knowledge of cloud engineering. You can then evaluate if any of your employees can actually learn this skill, or if you’ll have to contact an IT staffing agency.

However, you may have to (if you haven’t already) change your stance on remote workers. Even with an IT staffing agency, you may learn that there is simply no one available in your geographical area who has the required skills to meet your needs.

You shouldn’t be closed off to this possibility, as the right approach could be to supplement your existing IT team with a remote worker. By expanding your search to a wider area, you’ve got a bigger pool of talent to choose from.

For instance, if you’re based in Fort Lauderdale and you find a perfect employee in Ontario, why miss out on the opportunity?

Limitless Possibilities

Most businesses today are under pressure to catch up to their competition and stay relevant at this time when job requirements are getting more and more complex. The problem is that there is currently a worker shortage, especially in the IT sector.

Without proper hiring practices, you may simply settle for someone who can’t bring value to the company and who may end up being a bad hire.

By taking the complicated recruitment process out of the equation, you can focus on your core business processes without having to worry about limited IT talent pools and such. You can rest easy knowing that your business will stay relevant and up-to-date, without making any compromises.

A Key To Success For Professional Services Organization

Mon, 07 Nov 2022 05:41:00 GMT

The professional services industry has become a force to be reckoned with as it grows in different regions of the world. Yet, every professional services company has common challenges it has to deal with regularly.

Since almost every industry has to account for the new client-centric marketplace, everyone must leverage every tool available to facilitate growth and solve the challenges of the modern age.

One of the ways to do so is project management for the professional services industry, which has the potential to help companies thrive and keep their clients happy.

But first, let’s take a closer look at this industry and the challenges every professional services company has to overcome.

What Are Professional Services?

A professional services company is any organization that doesn’t sell a product. Rather, their main ‘’export’’ is a service or expertise. For instance, they could be anything from a marketing company to an accounting firm.

This definition also applies to all kinds of consultants since they also sell their expertise to clients.

In short, the main role of professional service providers is to supply their clients with specialized knowledge and help them reach their goals.

A professional services company can be independent or embedded. The independent firm exists outside the company’s internal structure, and embedded teams are a core part of a larger company.

While they might do a similar job, their goals are different. Independent companies are more driven by client satisfaction while embedded teams are focused on reaching KPIs that are of the interest of their parent organization.

A professional service firm caters to a business in different ways. They can provide services that support the growth or even fulfill the technology goals of their client.

For example, a larger company may want to modernize its IT network by switching to a cloud-based service. To ensure the migration goes smoothly, they may hire a cloud migration consulting firm.

On the other hand, a business might plan to refresh its online brand image and use its in-house (embedded) marketing and creative team to develop all the new promotional materials.

Lastly, there are different levels of sophistication of the services that these companies offer, ranging from helping clients with simple routine problems all the way to companies that solve complex issues and help clients with mergers and acquisitions.

Challenges In The Professional Services Industry

While it’s hard to pinpoint a specific set of challenges faced by one type of professional service company since they’re all so different, in general, many firms report facing one of the following challenges:

1. Problems with billable hours

Your average professional services company is most likely tackling the issue of low employee utilization rates. This is usually a sign that resources are managed poorly or that the project the team is working on isn’t as profitable as it could be.

This is why firms offering legal services and such prioritize billable hours instead of abstract metrics like client satisfaction. Since they spend a lot of time working on tasks like filing documents, they have to account for their work.

However, this doesn’t mean that other professionals who offer services can’t hold billable hours in higher regard. By implementing tools that help with time tracking and automation, they could make sure they spend less time on non-billable tasks and focus on work that matters.

Following tactics such as this provides valuable insight into productivity levels, how profitable the work is, and which projects are even worth investing in.

2. Poor definition of the project

One of the biggest challenges plaguing any professional services company is a poor outline of a project, which usually leads to many problems like the dreaded scope creep (uncontrolled growth of a project’s scope after it begins).

This causes all sorts of havoc such as client dissatisfaction and even wasting valuable financial resources.

To avoid running into this situation, a professional services company must establish correct project parameters from the outset.

Nevertheless, this might be easier said than done since clients can have changing and unreasonable expectations. So if a company decides that client satisfaction takes priority without accounting for resource constraints, a team might end up in a difficult position allocating their resources and executing the project properly.

Professional Services Management Is Vital To Success

A professional services company can avoid the challenges listed by paying extra attention to proper project management. By planning the project and managing team members so they contribute to achieving goals set in the project, companies can deliver projects in time within the constraints of their budget.

The brunt of professional services management is built around team coordination and managing contributors in the project to make certain deadlines are met, the project stays under budget, and is completed up to standard.

This includes tracking expenses, generating progress reports, receiving client feedback, and leading meetings.

The Role Of The Professional Services Manager

The person leading the charge, so to speak, is a professional services manager. They see to it that a professional services company can deliver the project on time and per the client’s standards.

A project manager is an important role filled with multiple tasks which are crucial in ensuring that the team and the client are perfectly aligned on the objectives and direction of the project.

In short, they’re in charge of overseeing all processes essential for planning and executing successful projects. They have responsibilities such as:

1. Client communications

They are generally in charge of handling all the communication with clients. In a lot of ways, the entire client relationship hinges on their communication style and how skilled they are in negotiating expectations from the project by sharing accurate updates.

2. Fulfilling client needs

Since all industries are advancing at a rapid pace, a professional service company might need to create a new solution for the client. Professional service managers are the ones who make it possible by staying on top of the latest trends in their clients’ industries. They use this knowledge to come up with new ideas that will help their client. Usually, they’re also responsible for fine-tuning their services to better suit the needs of the client.

3. Keeping their team up to date with new technologies

Since new technology can drastically increase an organization’s efficiency and ultimately make its operations more profitable, professional services managers ensure their teams are up-to-date with the latest technology.

4. Hiring talent

Sometimes for a project to be successful, it requires hiring top talent. The talent you have on board can make or break a project. Here at Griffin Global, we’ve connected companies with the best professionals, and we've seen how just one skilled individual can turn a project around. Professional service managers are usually in charge of the task of hiring and retaining the best candidates, including finding highly qualified remote workers, if needed.

5. Managing stakeholders

Professional service managers don’t just lead their team into the battle - they are also primary liaisons to stakeholders.

Winning Against All Odds

As the industry grows, your run-of-the-mill professional services company is in a great position to capitalize on new business opportunities.

However, while the challenges these companies are facing are real, the solution lies in hiring highly skilled professional service managers that can keep the entire team in check. This is one of the best ways to make certain your clients stay happy and the budget set aside for the project isn’t broken.

If you want to learn more about hiring top talent for your professional services company, get in touch with Griffin Global by filling out our contact form .

What Are Professional Services And How You Can Benefit From Them?

Mon, 31 Oct 2022 05:22:00 GMT

Sometimes, completing projects and accomplishing certain tasks is challenging for small organizations. While hiring a few employees is practical for larger companies with more resources, their smaller counterparts need to go about it differently, especially when money is tight.

In many cases, it’s just more feasible to work with a company that offers professional services .

In this article, we’ll define what these companies are and what they’re offering, as well as explore whether there are any drawbacks to relying on them long-term.

What Are Professional Services

These services are provided by individuals or companies to their clients, typically to help them manage or improve a certain aspect of their business. Outside of the business world, a good example would be a private piano teacher offering piano lessons.

These companies offer non-physical commodities and usually hold a high degree of expertise in a niche area. They might offer freelance, private practice, or contract work, and they charge billable hours or fixed rates.

A lot of skills can be ‘’sold’’ as a service. Most commonly, companies outsource some of their operations to companies offering professional services such as:

1. Information technology

Services in this field are in high demand at the moment. Thus, companies may look to hire some of the following:

1. IT support: includes troubleshooting technology problems, installing new software and updating existing, and assisting in coding or improving business technologies .

2. Cybersecurity: these professionals manage the protection of online data and provide the expertise for security vulnerability management and cloud security. They may also be hired if any security breaches occur.

3. Software development: when companies wish to create technology solutions to provide a better user experience, they hire specialists who develop and test programs, engineer solutions, and maintain applications.

4. Web design and development: assist with coding, as well as both back end structure of the website and its visual aspect.

2. Marketing

Marketing is one of the most popular professional services. While some companies focus on offering expertise in one area such as paid advertising, more commonly, marketing agencies cover multiple services that include:

1. Brand development: developing and maintaining a brand identity of the client, which might include brand awareness strategies and logo design, among others.

2. Public relations: promoting a business and its brand, and offering and organizing different PR opportunities such as ad placements or television promotions.

3. SEO: improving the search engine rankings through optimization of content on a website. This might also include copywriting services.

4. Social media management: managing social media accounts of companies and researching industry trends to increase the business’ competitive position.

5. Paid ads: helping clients with buying advertisement slots to increase their traffic, sales, and boost brand awareness.

3. Finance

Due to its complexity and fluidity, companies often leverage professional services in the field of finance , such as:

1. Accounting: advising clients on managing wealth and helping with trust planning or taxes.

2. Investment management: assisting companies and individuals with creating investment portfolios and developing investment strategies.

3. Evaluation: identifying the financial value of items or assisting with business appraisals.

4. Financial advising and planning: providing roadmaps for meeting financial goals and helping companies put together financial plans.

Pros And Cons Of Leveraging Professional Services

Professional services companies are getting increasingly more popular for a wide variety of reasons. Consider digital marketing. You might not have an expert in this area on your staff or you might not be able to afford an in-house marketing team. In that case, hiring experts to build and implement a marketing plan is your best course of action.

The same applies if you want to free up your staff or yourself to focus on the core tasks in your business instead of losing precious time on issues that you’re not well equipped to handle on your own.

Additionally, outsourcing tasks also helps control costs by decreasing the payroll and extra expenses such as benefits.

Leveraging professional services can also help you achieve a higher standard than what you would achieve if you dumped the task on your current staff. For example, you want to update to a cloud-based service. Instead of relying on your IT technicians to handle what’s outside of their area of expertise, you can hire cloud migration specialists to complete the task for you.

When it comes to drawbacks, most companies are concerned about whether they’ll be able to find a professional services provider open to their vertical market or corporate culture that’s on the same level as the internal staff.

This is a viable concern, as most service providers aren’t willing to take extra time to understand their clients on a deeper level. They might have other clients they also have to provide work for, so it’s to be expected that you might not get the same level of commitment as when working with internal staff.

The biggest challenge with outsourcing tasks is the loss of internal company knowledge or serious knowledge gaps.

Many companies are unable to find a perfect employee, especially in areas such as IT. As a result, many give up as they don’t want to risk making the wrong hiring decision after a costly hiring process. As a result, they consider and usually go for an external service provider.

Since the lack of internal knowledge might make it difficult to introduce the services back at a later date, you can benefit from hiring a long-term employee.

There is a solution, still. If you’re concerned about not finding the right person and cannot dedicate enough time or resources to go through a full-on hiring process, you can work with a staffing company like Griffin Global .

We have an almost limitless supply of carefully vetted tech employees, so we can connect you with and ensure you find a perfect employee for your company without going through an arduous hiring process.

Making The Most Out Of Your Outsourcing Efforts

Professional services are a great way to maintain a high level of competitive viability for companies that might not have enough resources to hire or expand in-house staff. However, keep in mind that not all providers are the same.

Make sure to evaluate the provider using a variety of sources. Check everything online, from their reviews to their website and social media. It also doesn’t hurt to ask any of their previous clients about their experience with the services provider in question.

Ultimately, trust yourself. If everything online checks out and other businesses had a great experience with them, it might be wise to trust your gut.

Who knows, maybe it’s going to be the beginning of a wonderful partnership!

Why You Should Leverage Technology Staffing?

Mon, 24 Oct 2022 09:38:00 GMT

Finding the right people for your company is a hard task. While the technology industry is booming, it’s unfortunately not exempt from staffing challenges.

This is especially true if you go about hiring employees the traditional way which might cost you a lot of time and money. To make matters worse, you still might not be able to find the employee that suits your company.

Thankfully, technology staffing exists, and it not only helps connect businesses to the right tech specialists but it also helps them save money, and then some.

Here are some of the main benefits of technology staffing services that you can easily unlock by working with a dedicated staffing company.

Let’s explore technology staffing in a bit more detail.

What Are Technology Staffing Firms?

This agency can be simply described as a mediator between employees and employers that matches companies who need to fill out job positions to highly qualified candidates. They help businesses save a lot of time and resources by identifying and interviewing suitable employees and determining whether they are the right person to fit that position.

While staffing is nothing new, in recent years it has become a lot more important. Instead of filling last-minute gaps for entry-level jobs, technology staffing can provide top talent to fill full-time, contractual, and temporary positions at different levels of the company.

It’s also important to note there is a global demand for talent which has driven IT companies to integrate technology staffing agencies into their talent acquisition procedures.

However, finding qualified employees is not where the story ends as working with a staffing agency also helps organizations save valuable time and money. This provides organizations with newfound flexibility so they can focus on the main drivers of their bottom line - their day-to-day business functions.

The Core Methodology of Staffing Agencies

Tech staffing agencies recognize that the entire world is tech-driven, as such, they use technology as a core strategy. By effectively using all the available resources, companies specializing in staffing make the process of recruiting employees as effortless as possible.

In other words, the core methodology of these companies is leveraging a modern digital recruitment process to identify, attract, and hire highly skilled people for valuable job positions.

Some of the tools used to their maximum potential by tech staffing companies are:

1. Social media

2. Data science and analytics

3. Video interviews

The Benefits of Hiring Employees Through Technology Staffing

Staffing agencies have a bad reputation, mostly due to practices that were popular while the industry was in its infancy. For example, you might still hear that staffing services are too expensive and that they only hire sub-par candidates. Our favorite myths are that tech staffing companies fill only entry-level jobs and that they even charge money from candidates.

None of the statements above are true. In fact, the reality is quite different.

With tech staffing, everyone wins, the candidates looking for jobs, as well as employers that want to hire top talent.

The main benefits include:

1. Time and money savings

To put it bluntly, with staffing services , organizations save money primarily because the fee they offer for connecting a highly skilled professional with a job opening in a company is significantly lower than the cost of finding and hiring an employee in-house.

The same applies to time. Hiring someone through an agency is simply faster than going through the process of creating job postings and shortlisting candidates that fit the bill.

Tech staffing companies have another advantage: they have a list of candidates who are pre-vetted, thus making the whole process a lot more straightforward. This saves their clients a lot of time as they can practically onboard a new employee faster without any negative effects on their workflow.

2. Hiring the most skilled employees

The tech industry is very competitive and hiring standards have to remain high. Tech staffing companies can help you meet those standards in your company by hiring only the most skilled professionals that meet the strict industry requirements.

In a sense, agencies spend the most time providing the perfect candidates. For example, in our technology staffing company, Griffin Global , we have strict criteria when it comes to our talent pool. Only the most qualified candidates can pass our extensive screening process and get considered approved candidates.

Because of that, we can afford to be selective when choosing candidates who are qualified enough to be moved forward in the recruitment process. This also ensures we connect companies with the perfect candidates.

Just like other staffing agencies, we have a comprehensive talent pool and necessary backups that contain only the most qualified candidates. This is one of the biggest advantages for companies who want to hire new tech-savvy employees - a diverse talent pool not available to companies that hire workers internally.

3. Extensive network

Staffing agencies usually have an extensive network of not only workers but organizations that have no geographical limits. With that, a technology staffing company has the necessary insight into the company culture of the employer as well as their demands. Ultimately, this makes all the difference in finding the most qualified and suitable employee for the role at hand.

A Perfect Employee Can Transform Your Business

If you’re rightfully concerned about the notoriously short employee tenure in the tech industry, you need to ensure you always have the perfect workers at arm's length.

Staffing agencies are a perfect solution for that problem.

The main goal behind staffing services is discovering the perfect candidate for the role you’re looking to fill. Through these services, we make it possible to finally find a worker who is nothing short of perfect for your company. All the candidates are chosen to meet the needs of your business and your business alone.

This is only possible through the extensive talent pool technology staffing agencies offer.

Lastly, the process of hiring someone through a staffing agency is simply faster and more cost-effective.

So stop wasting resources and time on hiring employees who aren’t going to fit in. Get it right from the very beginning.

Top Skills Needed to be Successful in Today's Workforce

Mon, 06 Apr 2020 06:26:00 GMT

Over the last few weeks, as a society we have learned the true meaning of an essential workforce. From front line hospital teams, to grocery workers and delivery drivers, how we view what is essential in the age of a pandemic is pretty clear to identify. It is also in many ways different than the way we defined essential prior to March 2020.

"As experts in hiring, the team at Griffin Global Systems has been identifying ways to help applicants find their role in this diminishing economy which caused reflection into the meaning of essential in a post-pandemic world."

The word essential takes on a different meaning in corporate America than it does in society overall. For example, someone who is tasked with selling for a Company may be at a full stop during these crazy weeks. Some of these folks will take the time to prepare for the next selling cycle. Others will plug into mission-critical functions to offer an extra set of hands to support the overall Company mission in weathering the storm. In both scenarios, the employee is still working. But in the latter, this employee is closer to essential.

In the technical space, many are trying to find ways to mobilize a workforce into an at home- work environment. This may require some basic skills to configure computers with the appropriate security settings or logging them out to employees. Again, technical resources can offer their expertise to support fellow team members even if they are not in the same department. This will help the company mobilize and stay productive sooner which will support the overall health of the corporation.

In last week’s article, we shared tips on ways to emerge better after this quarantine. Those tips included learning a different language or a skill set. Those are ways to emerge more marketable, but a different view is that it will help you be more essential.

Our message here is simple: being essential can mean many different things in this strange new world. Helping a co-worker to help the overall mission of your Company is one simple way that we can all be essential even if we are not on the front lines of this massive virtual war. And feeling productive during these times is good for the mind and soul as well which offers an added bonus.

Tips for Staying Marketable During the Quarantine

Mon, 30 Mar 2020 05:57:00 GMT

During these surreal times of working from home, not working, and having to stay home in general, many workers are feeling anxious about the future. Most of America is finding themselves with idle time as we weather this storm. Parents are getting a break from shuttling kids to sports and activities, and social gatherings are at a full stop.

"A recent report cited that Rosetta Stone is in dire need of employees as there has been a surge of people using this time to learn a second language. How can employers and job seekers alike make best use of this time? We’ve come up with some ideas to help!"

Techies can expand your technical skills . If you are a techie, are there skills that could make you more marketable in your current or future job? If so, find online resources to get smarter and expand your skill sets. This will help pass the time on weekends and make you stronger on the other side of this pandemic.
HR teams and recruiters can become experts, too . During normal times, the phrase “I wish I had more hours in a day” can be heard everywhere. Well, you have some time now. This is a great opportunity to dig deep into the intricacies of the business environment for your industry, or the talent trends for the positions most needed in your tech environment. Look at this as an opportunity to add more value to your Company and emerge stronger and better than before.
Stay connected. Checking in on contacts is something that falls into the category of needed more hours in a day. Whether it is a former boss or colleague, there never seems to be a good time to just check in. Now is a great time! Go through LinkedIn and see what people are up to during this slow down. Message people to catch up. I’m sure most people would welcome the social distraction from a social distance.

Griffin Global Systems is looking to do its part to help employers and applicants get back to full momentum.

We are following our own advice and leveraging this time to be prepared and more aligned with our clients’ needs.

Feel free to contact us during this work at home period to discuss ways that we can emerge stronger and better—together.

Tips for Hiring & Virtual Onboarding

Fri, 20 Mar 2020 06:29:00 GMT

Our world has turned around in a matter of days. Although many businesses are slowing down, others are seeing how investing in the right technical talent will help them weather the longer- term storm. There are still many companies in need of talent to fill jobs such as software engineering, programming, data analytics and so many others.

"With social distancing in full force, hiring cannot stop when business demands need to be met. Plus, the highly qualified and skilled US-based workforce needs to continue to move forward wherever possible! "

Here are some simple tips for virtually hiring and onboarding right:

Leverage technology to personalize the interview experience. Yes, a phone call could suffice, but using Skype, Zoom, or any of video conference technologies—most of which are free—will help you deliver a personal hiring experience and read the candidate’s body language and professionalism more effectively.
Leverage technology to personalize the on-boarding experience. Managing virtual teams and building successfully relationships is not difficult, but it does require a little more creativity. Use video capabilities to have one-on-one onboarding sessions with the new hire’s peers, boss, and internal clients. This will set the relationship up for long term success while operating in this virtual model.
Ship the new hire a welcome gift. With Amazon and other retailers still delivering, take the time to welcome the new hire with a small gift like a book, a mug, or something relevant to the job they are performing. The new hire working virtually will appreciate the token of appreciation and will always remember their day ‘one’ on the job. These types of actions build long term loyalty which will be critical when the days of during of low unemployment return.
Stay connected. The hiring manager should stay involved with the new hire for 30-days if possible. Check in from time to time or schedule a virtual ‘coffee’ break to see how the new hire is doing. Taking the extra time to connect with the new hire will give hiring managers incredible insight that can come from the fresh set of eyes.

Griffin Global Systems is a hands-on partner for filling technical staffing requirements. Now more than ever is the time to trust a partner like Griffin Global Systems with the task of hiring the right talent for your project or company.

Understanding The Time Value of Money

Thu, 27 Feb 2020 06:33:00 GMT

According to the Bureau of Labor Statistics, the unemployment rate in January 2020 was 3.6%, as low as it was in 1984. Identifying the right talent that is not underqualified or overqualified is becoming increasingly more challenging for businesses in this economy.

The concept that ‘time is money’ has never applied more to the technology staffing industry. Internal Human Resource teams are stretched more than ever before to keep employees engaged and happy, so they stay loyal. Similar to consumer brand options, finding a new job with more pay and comparable benefits is not so difficult in today’s environment.

"The C-suite for companies have to ask what the highest and best use of their talents’ time and budget dollars is given this dynamic playing field for ‘talent.’ Let’s do the math."

Although the statistics may vary, the cost to set up the necessary tools to recruit effectively in this market—the ever-changing technology and talent—is roughly $150,000-$250,000 per year if not more. Add to this the time it takes to find the correct person for the role with the spot-on skill set that you need. Plus, each day that a position stays vacant is a financial drain on the Company and on the humans—the same ones that you are trying to retain—who are doing their best to fill the gap in workload until the new hire is confirmed. It adds up quickly.

This reality is causing a shift in the way companies and HR teams view external staffing firms . Just a few years ago, staffing firms were given a chance to perform once the internal teams had exhausted their runway. Today, the smartest thing that internal HR teams can do is to leverage the technology and talent that external staffing teams bring to the table, particularly those in technology staffing. The math makes simple sense.

Griffin Global Systems stands ready to support companies who share this mindset. We become and extension of the internal recruitment and HR teams so that their time can be put to its best use. And, with concierge level service to those team matched with full goal alignment, the ROI is easily achieved. Your time is money. Let us deliver concierge level service to you with your technology staffing needs so that you can focus on your business.

Finding The Right Job Fit

Thu, 13 Feb 2020 06:35:00 GMT

Fit is important with shoes, jeans, parking spaces, suitcases, puzzle pieces…and new hires. Of course, finding a candidate to fit the job is a top priority, but that person has to fit the team too. We work with and for people after all.

As people, we want to feel comfortable in our environments. That includes the work environment. Attitudes, expectations, behaviors, and values blend to create a company’s work environment, and the resulting culture is developed as people learn how to work together. A person who can enhance and adapt to this organizational culture in the workplace as well as fit the required qualifications for the job is a good fit for the position.

In order to get a good fit, the professional beliefs and behaviors of employees need to align with the core values and organizational culture of the company.

"Key areas of alignment are: motivation or work ethic, relating to the team, response to structure, and work pace."

There is obvious value in looking for compatibility between employees and the company in the way they work. Things like harmonious relationships, collaboration, and productivity spring to mind. There are more subtle benefits too such as reduced turnover and increased employee engagement.

In as much as it’s important to find someone who fits in, hiring “clones” can stagnate a company. Although alignment with values and behaviors are crucial to a well-functioning work environment, each person will express those characteristics individually. Think about how a candidate can add to the corporate culture. A diverse workforce injects new ideas and problem solving into the established organizational structure. This often leads to innovation which then creates a competitive advantage.

It’s all about balance. The goal is to build a well-oiled team that’s united by a shared sense of purpose and made up of unique individuals who bring many ideas to the table from of a variety of viewpoints. It’s similar to the concept of style vs substance. Styles can vary, it’s the substance that matters. Challenges to conventional thinking can be a very good thing.

The future looks bright for organizational cultures where different opinions are encouraged and heard. Don’t miss the opportunity to hear a new way of thinking that can influence the future success of the team. Adaptability keeps companies agile enough to handle market changes and continue growing.

Successful employees are proficient with the tasks and productive with the people at the companies where they work. If you need help finding the best candidate to suit your needs and fit in seamlessly with your corporate culture, partner with a true market leader – Griffin Global Systems . We know our talent pool well. We’ve verified their skill sets, checked their references and backgrounds, and built relationships. Contact GGS today and let us help you achieve your goals.

Keeping Your Team Together

Sat, 01 Feb 2020 06:38:00 GMT

Economic and employment statistics have given us lots of good news lately. It’s a welcome relief after years of economic stagnation, but it doesn’t come without its share of new challenges for companies to handle. With all the choices available to employees, how do employers hang on to their workforce?

Millions of Americans leave their job for another opportunity every month. Finding a replacement for an employee who has left is an expensive prospect. Not only does the recruitment and hiring process cost in company personnel and resources, but the loss of experience, working and client relationships, productivity, and efficiency that go with that employee has a high cost too.

"Human resources industry analysts estimate that the cost to replace an employee can range from equal to their salary or up to three times their salary depending on the industry."

You need a good plan to face a tough challenge. Developing an employee retention strategy is the framework for that plan. Effective retention strategies include a mix of programs and policies to address priorities like:

Selecting the right person for the position
Onboarding, orientation, and training
Employee development and mentorship programs
Competitive salary and benefits
Work-life balance
Keep employees engaged and challenged
Communication and feedback
Recognition and rewards system
Flexible working arrangements
Culture of teamwork and collaboration

The strategy is a conceptual overview. It takes some creative thinking to find and implement real world actions tailored to your corporate culture. For example, honesty and transparency during the onboarding and orientation processes help to ensure that the right person is in the right position. Work-life balance and flexible working arrangements can be part of a competitive salary and benefits package. Open and direct communication within an organization can help to develop training and development programs that will keep employees challenged and engaged. Mentoring builds relationships which strengthens teamwork and provides an environment ripe for creative innovation.

A retention strategy isn’t a stagnant couple of pages in an employee handbook. It requires regular reviews to keep up with market standards, thoughtful evaluation of your corporate culture to find any hidden problems, and fresh feedback from your workforce. Thinking about things from the team’s point of view is the key to developing a successful employee retention strategy. Get the formula right, and you can build a team that’s loyal, engaged, and productive.

The first step to keeping talent on your team is finding the right talent in the first place. If you need help finding the best candidate to suit your needs and fit in seamlessly with your corporate culture, partner with a true market leader – Griffin Global Systems . We know our talent pool well. We’ve verified their skill sets, checked their references and backgrounds, and built relationships. Contact GGS today and let us help you achieve your goals

Employee Work Milestones - What Are They & How to Celebrate Them

Sat, 04 Jan 2020 07:07:00 GMT

In this current climate of record-setting low unemployment, talent is scarce. And the more specialized a company’s workforce, the more difficult it is to find a qualified employee. So how do you hang on to your team in this employment “buyers” market?

"Long gone are the days when people work for the same company for 20 years or more and the only conversations about employee appreciation center around improving profit margins. Today the emphasis is on work-life balance. One important way to maintain an environment that keeps the work side of that equation healthy is to recognize the contributions of employees."

Everyone likes to be appreciated. Traditionally, appreciation at work has been expressed in many ways ranging from a financial bonus to a pat on the back. So does appreciation play an effective role in the workplace today? Yes. In this competitive employment market, formal and informal recognition of employee accomplishments fosters an environment of respect.

We spend more than 1/3 of our day working to enhance a company’s bottom line, and that deserves some gratitude. Of course, a salary commensurate with an employee’s contributions goes a long way to showing appreciation. Acknowledging a job well done by saying thank you and celebrating milestones are also part of an overall effort to reward employees. This provides tangible value to employees’ lives just as they provide real value to the company. Employees are a company’s most important assets after all.

Not only is showing appreciation to employees important for a vibrant work environment, but it can play a key role in a company’s employee retention efforts. Retaining top talent is crucial to success in the areas of institutional knowledge gained from experience, customer satisfaction, and productivity.

In regard to employee retention, the cost of failure is high. Recruiting, hiring, and training a new employee is expensive. The loss of market and company knowledge as well as efficiency when a valuable employee leaves is costly. There are also impacts to the employees who remain behind such as feelings of insecurity, increased workload to compensate, and low morale. High turnover can also affect the recruitment of new talent since it creates the impression of disharmony in the corporate culture. All of these factors can add up to a cost that’s more than double the salary of the employee who left.

Little things like saying thank you to employees or buying a cake for employment anniversaries make investments in people that pay off at the bottom line. If you need help finding the right talent to suit your needs and fit in seamlessly with your corporate culture, partner with a true market leader – Griffin Global Systems . We know our talent pool well. We’ve verified their skill sets, checked their references and backgrounds, and built relationships. Contact GGS today and let us help you achieve your goals.