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4 Reasons Why You Should Consider Hiring Temp Workers

Many hiring managers think they know the value temp workers provide. Some believe that temps are a thing of the past. In reality, temp workers are a core part of the U.S. workforce that may even be underutilized. 

Temp workers offer valuable skills, almost on-demand, and they do so without slowing down your business. The story of temp workers in the U.S. is a long one, and these essential employees have shaped the American workforce for the better in surprising ways. Do you need to scale your team? Here’s why you should consider hiring temp workers.  

Scale Up During Your Busy Season 

Whether you’re a ‘seasonal business’ or not, your industry likely goes through predictable peak periods where your teams are run off their feet. 

Hiring temporary workers helps you meet your needs during peak periods without worrying about paying the bills during your slower months. 

For example, you might choose to scale up before the holidays as clients prepare their sites for the season’s traffic. 

Get the Talent You Need During Short-Term Projects 

Do you have new or occasional clients who have unique needs? Taking on specialty projects requires an employee who offers those skills. But few can afford to hire these team members as permanent employees. 

Using temporary or contract workers means you can get the skills you need when you need them without worrying about finding something for them to do 365 days a year. 

Introduce Employees to Your Company on a Trial Basis 

More and more employers hire based on culture and personality rather than skills. Screening for culture isn’t easy. Moreover, even if you think the candidate is a great fit, they may decide the job isn’t for them a few months down the line. All of a sudden, you need to start the process over. 

Choosing the temp-to-hire route allows you to bring on new team members to experience the culture for themselves. The contract gives both of you an out at the end of the working relationship, which saves you from re-hiring a few weeks or months down the road. 

Save Money on Hiring 

Hiring a new employee is expensive. Back in 2015, Deloitte said the average company spent $3,500 on hiring a new employee. Given the talent shortage in IT and other industries and increase costs, you can expect it to be higher in 2020-2021. 

Working with contract employees saves your team from spending resources and productivity on finding one employee and gets you the talent you need faster. 

Ready to expand your team?

At RightStone, we know how vital temporary employees are in IT. We’ve helped change the game. Get in touch to learn more about how we place candidates with the skills and personality to help your business succeed. 


Ready to Expand Your Team? 3 Signs It’s Time to Hire

As a business owner, you know that when you hire is as important as who you are. Adding a new employee too early or too late could derail even your best-laid plans. How do you know when it’s time to take the leap and put out the ad? These are the three signs it’s time to find a new helping hand. 

You’re Missing Out on New Opportunities 

You know you’re ready to grow your business, and prospective clients want to join in on the fun. However, you can’t find time in your production schedule or calendar to bring on a new client much less serve them well. So, you have to let them go, essentially handing their business to your competition on a silver platter. 

Missing out on new opportunities is a classic sign you need to hire. A new member of staff costs money, but they help your current team add value to every account and enable you to take on new ones. 

Your Top Performers Struggle to Meet Deadlines 

Everyone misses a deadline once in a while. However, when you reach a point where you’re paying overtime hours and your team still can’t pick up the speed on their turnaround times, then they may need the extra help. 

Hiring an extra pair of hands takes work off everyone’s plates so they can get the job done on time. 

You Need to Pitch In Every Day 

As a leader, you have a lot on your plate — like the fate of your business. You need to focus on big picture goals and management. If you’re not at the helm of your company, it doesn’t take long for a business to go off-course. Once it does, it could take months to right it again. 

While every leader should get involved in the day-to-day work, it shouldn’t dominate your schedule. Your team needs you at the helm, steering the ship. 

If you find yourself rolling up your sleeves and doing the legwork more often than not, then you could be in need of a new employee. 

Do You Recognize These Signs? 

Hiring strategically has as much to do with the timing as it does the candidate. If you are turning away business, watching deadlines fly by, and find yourself in the weeds, then you likely need to hire ASAP. 

Are you on the hunt for an extra pair of hands? RightStone can help. Get in touch to learn how the RighStone 360 process can help you get the candidates who will grow your business. 


The IT Talent Shortage Is Still On – How Are Companies Connecting with Top Talent?

It’s common knowledge that IT staff with in-demand skills are in short supply. The combination of the allure of big tech and the high demand for specific skill sets are making it harder than ever to attract top talent. At the same time, if you can’t hire those in-demand workers, you can’t compete.

Workers with skills in artificial intelligence, cybersecurity, data science, and Python are some of the most sought-after in the country. Everyone wants them, but they have skills that you can’t learn overnight. Many of these workers dedicated years to building up these skills, and now, they’re reaping the rewards.

How do you connect with top talent if you can’t compete with Google and paying sky-high salaries isn’t an option? 

Improve Your Image

In-demand employees know they can seek out top salaries. While big money is attractive, it’s not what matters most, particularly to many millennials and members of Gen Z. They place as much weight on who they work for as they do what they earn.

Before you start trying to lure in new talent, ask yourself: what makes your company attractive?

Does your website include up-to-date information about what it’s like to work with you? What are your Glassdoor reviews like? What are your current and past employees sharing about you?

Your image needs to be stellar so that when a prospective candidate looks you up, they like what they see.

Ask for Referrals

You already have one of your best recruiting resources: your employees. Employee referrals are a phenomenal way to hire new staff. Not only are they cost-effective compared to advertising a position, but employees only refer the kind of people they want to work with.

Let your employees know that you have a referral scheme in place. You might be surprised by the number of employees who have a friend who would be a good fit!

Consider Contract Staff

The current hiring landscape means more and more skilled employees are also using contractor roles rather than hunting down full-time gigs. What’s more, today’s IT landscape also means that you don’t need to hire full-time permanent employees for every role. 

Contractors add real value and desirable skills to your team over the short-term. By turning to contracts, you get access to desirable skills when required without requiring a full-time commitment from either party.

Are you on the hunt for someone with cybersecurity or AI skills? We’re ready to help connect you with talented candidates who will add real value to your team. Get in touch to learn how we do what we do.


How to Ask Interview Questions that Help You Uncover the Character of a Job Seeker

Every employer understands that the interview is a critically important stage in the course of the recruitment process. By building a successful interview strategy, employers are much more likely to gain a clear and reliable picture of a candidate’s unique strengths, weaknesses, and career goals. A poorly-defined or underprepared strategy, on the other hand, can often lead employers to miss a golden hiring opportunity or, conversely, to hire someone who is unfit for the role.

So what does an ideal interview strategy for employers actually look like?

Asking questions that are designed to get a sense of a candidate’s technical skills and professional background is obviously vitally important. That said, those questions should not take up the entire interview. In addition to probing a candidate for his or her particular technical skills, it’s equally important for interviewers to ask questions aimed at uncovering a candidate’s unique personality and character traits. This distinction – between technical expertise and characterological strength – is often referred to as “hard skills” versus “soft skills”.

Here are some examples of interview questions that will help you to gain a better sense of a candidate’s personality, character, and interpersonal abilities:

  • Do you prefer to work alone or within a group setting? Can you explain why?

 

  • Tell me about a time that you experienced conflict with a coworker. What happened, and how did you go about resolving it?

 

  • What are your greatest passions?

 

  • What are the activities, hobbies, or pastimes that you engage in while you’re not at work?

 

  • What adjectives would your best friend use to describe you?

 

  • Who is your greatest professional influence or inspiration? Why?

 

  • Is there a book that you would recommend to someone working in this role? Why? What were the major lessons that you gleaned from reading it?

 

  • Tell me about a time that you experienced failure at a past job. What did you learn from that experience?

At the end of the day, employers should be seeking to build a comprehensive picture of a candidate during the interview process. By balancing your “hard skill” interview questions with questions that are geared towards building a picture of a candidate’s unique character, you’ll be much more likely to find someone who’s the right fit not only for the role but also for the broader culture of your workplace.

If you’re ready to connect with talented candidates who will be a perfect match for your organization, contact us today!


How to Improve the Candidate Experience During Your Next Hiring Campaign

For job candidates, the search for a new role can often be a frustratingly slow and tedious process. Unresponsive prospective employers, long and arduous email threads, automated email responses; all of these are factors which job candidates encounter all too often in the job search and which can quickly disenchant them from a particular role. A smooth, efficient, and rapid recruiting process, on the other hand, is sure to make a positive impression on job candidates and will maximize an employer’s chances of receiving an application.  

It can be challenging, however, for employers to identify the specific aspects of their current recruitment and hiring models that are in need of improvement. With this in mind, this post will walk you through four simple ways to improve the candidate experience in your next hiring campaign. 

Write a clear and up-to-date job description.

It’s not uncommon for job candidates to apply or even to interview for a role, only to discover down the line that the skills and responsibilities required by that position do not, in fact, match with their own experience. In many of those cases, a considerable amount of time and resources could have been saved if the employer had taken the time at the early stages of the process to write a comprehensive job description. 

Set expectations early on about your recruitment process.

In the search for a new role, time is of the essence. It’s important, therefore, for candidates to understand early on what they should expect in terms of timeline and communication. Every company will have a slightly different recruitment process; clarifying the details of yours to a prospective employee will make it much less likely that they’ll become frustrated and disappear.  

Keep the ball rolling with communication.

This one is crucial. Recent research has demonstrated that a lack of communication on the part of employers is the number one most frustrating part of a candidate’s job search. It stands to reason, then, that devising a strategy aimed at consistent and helpful communication is perhaps the most effective thing that any employer could do to improve a candidate’s recruitment experience. 

Go the extra mile when conducting interviews.

The interview is arguably the most critical point of the recruitment process. It is the first opportunity for candidates to meet with their prospective managers and colleagues in person and to get a glimpse of their potential future workplace. In order to ensure that it’s a positive experience for candidates, it’s important for employers to prepare appropriately. This goes beyond merely preparing the appropriate questions (although that’s important, too); proper interview preparation also means gathering the right people into the room, respecting a candidate’s time, and (as we mentioned earlier) being clear about what they should expect for next steps. 

At RightStone, we’re working with IT candidates and top employers to make connections that last. To learn more about how to get connected with top talent, we’re here to help. 

 


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