In today’s “new normal,” companies need employees who can do more with less, adapt quickly to change, and initiate creative solutions to solve tough problems.

It’s certainly a tall order. But as a staffing services firm serving Metro Kansas City, Morgan Hunter can tell you that one way to fill it is by hiring employees who have potential for growth. For instance, a candidate may not have leadership experience today, but they certainly have the potential to lead in the future.

You’re probably thinking: “as if hiring isn’t hard enough.” But when you hire high-potential employees, you get more bang for you buck. You know they can do the job you’re hiring for now…and that they have the potential to take on expanded responsibilities – and add more value to your company – in the future.

So how can you go about evaluating a candidate’s growth potential? By asking the right questions. Here’s a look at 4 of them:

Question #1: Tell me about a time you had to adapt in the workplace.

In today’s business climate, things change fast. As a result, you need employees who can roll with the punches. That’s why it’s important to ask questions in which candidates have to give examples of their ability to adapt, whether it was through taking on an assignment that wasn’t a part of their job description or learning “on the fly” to complete a mission critical project.

Question #2: Tell me about a task or project you completed with a high degree of autonomy.

You can’t spend a lot of time holding the hands of your employees. So you need to hire people who can hit the ground running when tasked with a certain assignment. That’s why it’s important to ask questions about working independently and to gauge a candidate’s comfort level with doing so.

Question #3: What does your dream job look like?

Determining a candidate’s growth potential isn’t just about where you see them going in their career, it’s where they see themselves going. And when both visions are aligned, then you have a great match. Also, by taking into account a candidate’s personal goals and ambitions, you can better identify whether your company and the current job opening are a good fit for them.

Question #4: What do you enjoy learning about?

Regardless of whether a candidate offers you an answer related to their work or personal life, it’s important that new hires demonstrate a willingness and eagerness to learn, from expanding their knowledge base about a certain trend or topic to learning new skills. The last thing you want to do is bring a new recruit on board who is totally uninterested in learning and improving.

Need Expert Help With Your Hiring Process?

If you need to hire high-potential employees, but don’t have the resources to dedicate to the task, turn to Morgan Hunter, a leading staffing services firm serving Metro Kansas City. We have the knowledge, proven processes, and years of experience to help you hire employees who can do the job you need them to today, as well as deliver added value to your company in the future. Contact Morgan Hunter today to learn more.

Do you have an employee who strolls in at 8:47 everyday instead of 8:30; has a reputation as a clock-watcher; has been known to take two-hour lunch breaks; and is just slow and uninspired in everything they do?

If this sounds familiar, you’re not alone. Many businesses have at least one less-than-motivated employee that they can’t seem to get moving. Considering the cost it takes to terminate an employee and hire someone new, though, is there anything you can do to light the fire under a lazy employee?

As one of the leading staffing agencies in Overland Park, KS, we at Morgan Hunter think there is. Here are some tips to help you:

Tip #1: Be Clear About Goals.

One reason an employee may feel unmotivated is that they’re not clear about your expectations and goals for them. So make sure they know what their priorities are and the timeline in which you expect them to complete those responsibilities. After all, if they don’t know what you want them to do and when you want them to do it by, they can’t meet your expectations.

Tip #2: Pop in Unexpectedly.

Swing by your lazy employee’s office or cubicle unexpectedly during the day to check in on them. You may be surprised at the increased level of productivity an employee suddenly demonstrates when they don’t know when to expect you to stop by and check in on progress.

Tip #3: Offer Incentives.

If your lazy employee is getting back on track and you want to maintain their level of productivity, then offer incentives for achieving certain goals or milestones. One word of advice, though…ensure the goals are achievable, otherwise you’ll discourage your employee.

Tip #4: Tap Into Personal Desires.

How well do you know your employee? If you know them well, on a personal level, you can tap into their personal desires and goals to help you motivate them to succeed.

Tip #5: Be a Good Leader.

If you don’t command respect and haven’t developed a strong bond of trust among your staff, then some employees may not care much about whether or not they do a good job. But when an employee feels loyal to you and thinks you treat them well, then they will be much more likely to work hard and help you reach company goals.

Tip #6: Make Wise Hiring Decisions.

Sometimes, no matter what you do, you can’t motivate an employee to get the job done. This may be due to problems with your hiring process, whether a candidate wasn’t evaluated thoroughly enough or a decision was made under a time constraint. So next time you hire, look for people who are proven self-starters, ambitious, and a great fit for the position and your company.

Need Help Hiring?

If you do, let us know. As one of the leading staffing agencies in Overland Park, KS, Morgan Hunter has been helping local companies secure their most important asset – people – since 1986. Let us help you too! Contact Morgan Hunter today to learn more.

Employee handbooks may sound boring. But, as a Kansas City human resources consulting firm, Morgan Hunter knows they’re an essential tool for running a business, whether it’s large or small. Why?

Because a handbook can cut down on misunderstandings, make clear important policies, and answer basic, yet common, questions. It can also help you if you do face a lawsuit from an employee claiming unfair or discriminatory practices.

Now that you know why you need a handbook, how can you go about creating one? Here are some essential components yours should include:

• Salary & Benefits. Information on salaries and benefits, including how you set and raise salaries; who qualifies to receive benefits, such as health insurance; and any bonus programs you offer. Also be sure to include information on vacation, sick days, and bereavement and maternity leave.
• Working Hours. Cover working hours for full-time and part-time employees, as well as any rules surrounding overtime and related compensation.
• Policies. Explain your company’s policy on issues such as Internet usage at work, regular tardiness, drug and alcohol abuse and drug testing, sexual harassment, and discrimination. Remind your employees of what behavior violates those policies and the consequences of doing so. Also include information on how to report policy violations and/or instances of discrimination or harassment. Another important policy to include is your right to terminate an employee without cause and their right to leave at any time. The purpose of covering “at will” employment is to protect you from a potential legal claim should an employee say an oral promise of job security was made to them.

Besides the information above, also make clear in your handbook that not every possible workplace situation has been covered in it. Otherwise, an employee may claim that certain actions you take are outside of what’s outlined in the handbook and therefore unfair.

Once you’ve developed your handbook, have a legal professional review it to ensure the information you’ve included is in compliance with local, state, and federal employment laws.

And finally, make sure every single employee gets a copy of the handbook and signs a form stating that they did receive a copy. This will protect you from an employee claiming they were fired for rules they were unaware of.

Need Help Creating an Employee Handbook?

Let Morgan Hunter know. As a Kansas City human resources consulting firm, our in-depth understanding of the human resource function, along with our 32 years of combined experience, enables us to help our clients overcome their biggest HR headaches. Let us help you too! Contact Morgan Hunter today to learn more.

With college graduation just behind us, you may be experiencing an increase in resumes from recent grads. While many are eager and ready to learn, they also pose a challenge for employers looking to hire them due to their lack of work history.

But as a leading Kansas City staffing services firm, Morgan Hunter knows there are steps you can take to effectively interview and evaluate them to ensure you find and hire the right candidate. Here are 5 tips to help you:

Tip #1: Ease Them Into the Process.

Entry level candidates require a bit of a softer approach than those candidates with more experience. So before you start the interview, explain to them what to expect during the hiring process and take them on a quick tour of the office, introducing them to a few key people. By doing so, not only will you make them feel more at ease, but you’ll also get a chance to evaluate their listening and interpersonal skills in action.

Tip #2: Focus on the Soft Skills.

While a recent college graduate may not have an extensive work history, you can certainly evaluate soft skills, such as communication, problem solving, and organizational abilities, by asking questions such as:

• What social media platforms are you familiar and comfortable with?
• Tell me about a time when you faced challenges working on a group project. How did you overcome the situation?
• As a student, how did you juggle multiple classes and assignments each week?

Tip #3: Evaluate Motivation.

Keep in mind that skills can be learned; drive and enthusiasm cannot. So evaluate a candidate’s level of motivation by asking questions about their extracurricular activities in college, career goals, and what drives them to succeed. The answers you get will help to reveal their values, work ethic, and motivation.

Tip #4: Find Out if They Did Their Homework.

Researching the company ahead of time is “interviewing 101,” even for an entry level candidate. So find out if they did their homework by asking questions such as:

• What do you know about our company?
• Why do you want to work for us?
• What questions do you have for me?

Tip #5: Ask for References. 

Recent graduates may not have references from past employers to offer you. So if they don’t, ask for references from professors and other personal reference sources, such as coaches, advisors, and mentors. Also, don’t just ask for them. Be sure to verify them, as well.

Want to Outsource the Hiring Process?

If you don’t have the time to source candidates, screen resumes, and conduct interviews, give Morgan Hunter a call. As a leading Kansas City staffing services firm, we can handle the process for you – and help you find and hire your next great employee. Contact Morgan Hunter today if you’d like to learn more.

Imagine this scenario: You just hired the smartest guy in the room. He’s bright, articulate, has a brilliant background…and he doesn’t get along with anyone in your office. In fact, he’s causing divisions wherever he goes. Not a good thing.

But you hired the top job candidate. So what gives?

When it comes time to hire, it may be better to have a candidate who has less in the way of experience, but who has a great attitude, is eager to learn, and will mesh well with your team.

And in fact, the most successful brands in the world pay big bucks to design hiring processes that ensure a good fit between employer and employee. For instance, Whole Foods uses a probationary period to make certain an employee is really the right choice, after which co-workers vote on whether a new hire should remain on board.

But cultural fit isn’t the only important factor when it comes to a good hire. Supervisors and systems also play an important role.

It makes perfect sense when you think about it, really. Even if you hire the best, if they’re not being supervised by effective leaders, then they’ll likely fail on the job or jump ship as soon as possible. In fact, leaders are the most important influence on a new hire’s morale and productivity. In addition, if the systems being uses aren’t cutting edge, then even the top talent can’t produce the highest quality work.

So the bottom line is that when it comes time to hire, don’t point a laser-like focus on hiring only those top job candidates with MBAs or Ivy League graduates only. Remember, you need to hire people who are talented, but who are also a good fit culturally speaking; then make sure their leaders and the systems and support they have access to enable them to be as effective as possible.

Now that’s a recipe for a good hire.

Don’t Have Time to Hire?

Let us know. As a leading staffing company in the Midwest, Morgan Hunter can help you secure your most valuable asset – your people. Contact Morgan Hunter today to learn more.

The candidate looked great on paper, knocked it out of the park in the interview, and assured you they could hit the ground running if hired. Six months later, they’re barely meeting expectations.

So who’s to blame?

Well, you might be.

As a leading staffing agency in Kansas City, Morgan Hunter knows that many managers tend to think when a new hire isn’t performing well, that it’s the employee’s fault. In other words, the new hire simply doesn’t have the skills or know-how to get the job done.

But really, many times, the fault lies fully or in part with the manager. Why? One reason is that they tend to make a common mistake when it comes to new hires – they fail to communicate expectations. As a result, the manager has one set of expectations in their mind, while the new hire is completely unaware of the bar they’re being measured against.

So what are some key expectations you need to communicate with all new hires within their first few days, so they can succeed on the job? Here’s a look:

Job Responsibilities

• What are some typical problems or challenges the new hire will encounter in their position, and what’s the appropriate way to handle them? At what point should a manager be notified?
• What are the indicators of successful performance in the position?
• What are key projects that must be completed within the first three to six months?
• What are key deadlines that must be met?
• How will their performance be measured?
• How are promotions and raises decided?

Company Policies

• What is your company’s social media policy?
• Are employees allowed to make personal phone calls or check personal email accounts at work?
• What is your company’s dress code?
• What is company protocol for conflicts between co-workers?

By simply educating new hires about what’s expected of them, and then giving them the tools and resources necessary to meet those expectations, you can help new employees succeed, while ensuring your goals are met.

Need Help With Your Hiring & Orientation Process?

You’ve come to the right place. As a leading staffing agency in Kansas City, Morgan Hunter has helped thousands of area companies find and train their most valuable assets – their people. Let us help you too. Contact Morgan Hunter today to learn more.

As a leading staffing agency in Kansas City, Morgan Hunter knows that good employees can give you the edge over your competition; bad employees, on the other hand, can cost your company big time.

So how can you ensure you hire right – the first time? Start by avoiding these 5 deadly sins of hiring:

Sin #1: Not Knowing Exactly What You’re Looking For. 

The whole “I’ll know when I find it” attitude doesn’t cut it when you’re looking to hire the best job candidates. So while you might want to get right into the process and start sourcing and screening candidates, take a step back. Think not only about the specific skills and aptitudes a candidate will need to do the job, but also the kind of personality that will fit well within your culture.

Sin #2: Hiring Out of Desperation. 

When you’re desperate to hire, you make decisions based on emotion, not on fact and reason. And this is when hiring mistakes happen. Despite your best intentions, hasty hiring can lead to poor choices and regrets. Instead of hiring out of desperation, consider bringing in temporary or contract workers to fill the talent gap until you find the right person.

Sin #3: Letting Personal Biases Impact Your Decision. 

You might not think you have any biases, but the truth is that we all do – from thinking that someone who wears glasses is smarter to believing that someone who is short is not as competent as their taller counterparts. Sometimes these biases creep into the hiring process…to our detriment. So be aware of any personal biases and keep your assessments focused on ability and fit.

Sin #4: Not Being Prepared. 

Properly preparing for an interview involves a lot more than taking a quick peak at a candidate’s resume five minutes before an interview. And in fact, a sloppy hiring process can lead to expensive mistakes.

So be prepared with thoughtful questions that help you determine the kind of person you need, what specific skills and knowledge is required, and what kinds of accomplishments and backgrounds would lend themselves well to the position.

Sin #5: Not Checking References. 

This is the single easiest way to screen out a bad candidate from the process. When hiring, ask for a mix of references. For instance, if you’re hiring for a management position, ask for referrals from supervisors, peers, and subordinates. Oftentimes, subordinates are more open about what it’s like to work for a particular candidate, so they’re a great source of information.

Want to Avoid the Deadly Sins of Hiring?

Then let us handle the hiring process for you. As a leading staffing agency in Kansas City, Morgan Hunter Corporate Search has more than 25 years of experience in sourcing, recruiting, screening, interviewing, and testing candidates – all so our clients can make the best hiring decisions for their companies.

Contact Morgan Hunter today to learn more.

Did you ever wish you could get a true sense of how well a candidate would perform on the job – BEFORE making a commitment to hire them?

With temporary-to-hire staffing, you can. And according to recent numbers, more and more companies across the U.S. are taking advantage of this “try before you buy” approach to hiring.

In fact, in March, the demand for temp employees grew to 1.86% of the U.S. labor force, marking the eighth straight monthly increase. In addition, companies that provide temporary labor are seeing more of these temp workers hired as permanent employees. The high rate of temporary-to-hire conversions offers a positive sign that job gains may be broadening as U.S. employers gain confidence.

So what exactly is temp-to-hire staffing? And how can your company benefit from it?

With temp-to-hire staffing, you simply work with a firm that provides temporary employees in Kansas City– like Morgan Hunter Corporate Search – to bring in someone for a pre-determined period of time (usually around 90 days). During this time, you can evaluate the potential new hire to ensure they are the right fit for your company. If all works well, then you can hire the person onto your payroll.

One important benefit of this approach to staffing is that it dramatically reduces the risk of a hiring mistake. If, at the end of the set period, you decide the candidate isn’t working out, then you both simply go your separate ways. No harm, no foul. The temporary employee has been told upfront that they aren’t guaranteed the job.

Another important benefit is that it provides you with more peace of mind in your hiring decision. Not only will you have a strong sense of the candidate’s skill set and talents, but you’ll also be able to tell whether they mesh well with your company’s culture. This is vital considering that “lack of cultural fit” is one of the main reasons new hires quit.

Want to Take Advantage of All Temp-to-Hire Staffing Has to Offer?

If you do, let us know. As a leading staffing services firm, Morgan Hunter Corporate Search has delivered quality temporary employees to Kansas City companies since 1986. And we can do the same for you too!

Contact Morgan Hunter today to learn more about how we can help you.

How you represent your company can be as simple as what is included in a job posting. Think about it. Each company has a certain style to its job postings. An established bank has a different tone from a startup technology company. What you say within your posting will determine the type of applicants you will get. The information you include in your job posting speaks volumes about your company, recruiting practices and professionalism.
Here are some tips to consider:
Personality: If you are reissuing a posting sent to you from another manager or from years past, rewrite it. As a human resources representative, you are responsible for projecting the pulse of the company. Who best to write a job description? Include information that entices the applicant, from your knowledge about the entire company, not just a single department. Write your postings to reflect the personality of the type of employee the company is looking for. Show why your company is unique and special, just like the potential employee looking at you.
Search Engine Optimization: Make sure your job posting includes the relevant keywords relating to the position, so it is easier to find for job seekers on the internet. Cross posting the exact same job description to numerous websites and job boards does not increase your position in search engines. In fact, it makes the ability to find the position more difficult. If posting to numerous sites, make sure to change the wording of your posting, so it does not get overlooked by search engines.
Be Specific: Include information about the office environment, benefits and the hiring process. Include your requirements and qualifications, but also present the detailed goals and achievements for the position’s potential.
Social Sharing: Make sure all job posts have social sharing buttons, meaning the ability for job seekers and others to share the posting on Twitter, Facebook, LinkedIn, Google Plus and e-mail. Just because one person may not feel a job is right for them, they may know someone else who is. Not sure how to do this? Contact your webmaster.
Job postings are the best opportunity to showcase your organization and win the best candidates. For more information on job posting, contact Morgan Hunter Corporate Search today.

The last thing you want, as a boss or a HR manager, is to hire someone with a risky background or a tainted past. And if a candidate has faked expertise, it can set projects back and make you lose face with clients. So what can you do? Consider doing any or all of these background checks:

Education Verification

This is a background check that should be performed for every applicant. Information listed on resumes might be embellished and or even fictitious. At the very least, ensure that your applicants have been honest about their education and experience.

Reference Check

As with education verification, a reference check will ensure that an applicant has been honest on their resume. It will also help you to verify their work ethic, character and values.

Criminal Checks

A criminal background check may be conducted through local and state government offices, law enforcement and other resources to determine if someone has a criminal past in that area. This type of check will look for arrests, Department of Corrections records, court records and even sex offender information.

Credit Checks

These are not always performed as part of employment verification, but are often saved for specific roles—such as those in finance or the government. Credit checks will identify any individuals whose credit record is so poor that it may affect their work performance or show a history of irresponsibility.

Motor Vehicle Checks

Motor vehicle record checks are obviously reserved for those who work in the transportation or driving industry, or any individual who may have driving responsibilities as part of their employment. It will ensure that the individual’s driving record is clean and they will be safe and responsible while in charge of a motor vehicle.

Drug Screening

Drug screening is a cost effective way to discover whether any of your employees or job applicants are involved in drug use that could affect their work abilities.

Personal Background Checks

If you simply want to know more about someone’s personality, character or values, you can easily check social networking sites to see if they have posted unsettling comments or incriminating photos online.

Pre-employment background checks are a very useful tool in the business world. They can help your organization save time and money and avoid legal expenses.

Or, for quality pre-screened candidates, consult with the staffing experts at Morgan Hunter today!