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Possible Solutions for High Turnover We live in a non-stop, ever-evolving world. People have become busier and more equipped to handle a wide array of tasks, which leads to multitasking. If you are a person juggling multiple tasks each day, you aren’t alone. Multitasking is a prominent component of the current work culture. When implemented…
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Possible Solutions for High Turnover Are you a micromanager? If you’re not sure, you could be making a costly mistake. A successful leader knows the difference between managing and micromanaging. Micromanaging can lead to an unmotivated workforce that doesn’t give their best effort. Strong leaders demonstrate trust and support to improve employee morale and inspire…
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Possible Solutions for High Turnover The demands today to be the best in your profession are at an all-time high. From families pressing their kids to go to college to have a brighter future, to your boss needing you to cover extra shifts to keep their business running, the pressure is all around us, and…
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Possible Solutions for High Turnover In a demanding world that appears to look for perfection and 100% commitment, stress is at an all-time high. Pair that with a pandemic that we are trying to recover from and a war overseas that is affecting the economy, and it is easy to see why employers are putting…
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Possible Solutions for High Turnover Exploring Motivation as a Possible Solution for Injuries and Employee Compliance Issues Many manufacturers take the precautions to be a step ahead of other industries when it comes to workplace safety. Unfortunately, they must be due to the use of heavy machinery, excessive noise, and hazardous materials. Keeping team members…
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Possible Solutions for High Turnover Exploring Motivation as a Possible Solution for Low Morale Achieving high employee morale does not always mean that a business needs to crank up its incentive programs or provide higher than average wages. In fact, there are many cost-effective ways to increase motivation sitewide and help teams excel in all…
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Modern businesses often struggle to develop a company culture that attracts the right talent and ensures that employees remain committed to the goals that are in place. But what happens when the individuals who are supposed to oversee the success of incentive programs are not keeping up with the demands placed on them? Employees can quickly become disenfranchised if they are not motivated like any other job. But what can be done to encourage the motivators and ensure that programs are working as intended?
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Modern businesses often struggle to develop a company culture that attracts the right talent and ensures that employees remain committed to the goals that are in place. But what happens when the individuals who are supposed to oversee the success of incentive programs are not keeping up with the demands placed on them? Employees can quickly become disenfranchised if they are not motivated like any other job. But what can be done to encourage the motivators and ensure that programs are working as intended?
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Modern businesses often struggle to develop a company culture that attracts the right talent and ensures that employees remain committed to the goals that are in place. But what happens when the individuals who are supposed to oversee the success of incentive programs are not keeping up with the demands placed on them? Employees can quickly become disenfranchised if they are not motivated like any other job. But what can be done to encourage the motivators and ensure that programs are working as intended?
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In the manufacturing industry, it is incredibly easy for a stellar employee to quickly lose motivation simply because they are completing the same job duties in repetition each day. Since this can quickly lead to turnover, businesses should constantly be implementing counseling, socialization, incentive programs, and recognition programs to ensure motivation remains at an all-time high.
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In the manufacturing industry, it is incredibly easy for a stellar employee to quickly lose motivation simply because they are completing the same job duties in repetition each day. Since this can quickly lead to turnover, businesses should constantly be implementing counseling, socialization, incentive programs, and recognition programs to ensure motivation remains at an all-time high.
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One of the biggest problems most managers face is keeping their employees motivated and productive. This is even more of a challenge in the manufacturing industry because the workforce is required to do the same monotonous tasks every day to ensure that a specific product is made.
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Possible Solutions for High Turnover Most business owners are invested in their employees and want to see them thrive and grow. Not only is this a reflection of outstanding leadership, but it is also a clear sign that the organization is moving in the right direction. But how do you know when an employee is…
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Possible Solutions for High Turnover If you are looking for a job or want to continue your existing career with a new company, there is a good chance that you do not want to submit your resume only to have it buried in a stack of other hopeful applicants. The truth is, you want to…
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Possible Solutions for High Turnover When you started your business or took on a management role, there is a good chance that you had set clear and defined goals about what you wanted to achieve. While things may have gotten off to a great start, it is easy to quickly fall back into old patterns.…
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Possible Solutions for High Turnover For most people, the start of the New Year is a chance to lose weight or stop smoking. While these are admirable goals, they are only a few options you could choose to better your circumstances and improve your quality of life. If you want to take a tremendous step…
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Possible Solutions for High Turnover Modern businesses face a common threat – finding and retaining top talent. To compound this problem further, it has never been more challenging to find the right candidates for vacancies as skills gaps have become much more common. But what do employers need to know to ensure they are meeting…
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Possible Solutions for High Turnover Each new year, it seems like more jobseekers decide that they want to see what greener pastures are available. The ultimate goal of looking for a new job shouldn’t be just to get a paycheck; it should be to find a new career path that you will love to continue…
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Modern businesses need to be able to focus on targeted recruitment and retention strategies that provide meaningful results. If an organization can retain its valued employees, it can often decrease the need to recruit new ones.
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It isn’t uncommon for employees within certain roles to receive increased compensation based on the danger they face each day in many industrial and manufacturing industries. Often known as “Hazard Pay,” this additional compensation is offered to assist with potential physical discomfort or distress that can occur while on the job.
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Employees are generally considered one of the most valuable resources that a company can have. Unfortunately, while many businesses have graduated pay plans for their employees, they may be garnering high employee costs unnecessarily.
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Employees are generally considered one of the most valuable resources that a company can have. Unfortunately, while many businesses have graduated pay plans for their employees, they may be garnering high employee costs unnecessarily.
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It’s no secret that many employers find it hard to increase wages. Between organizational changes, economic conditions, and a laser focus on corporate growth, certain factors make it difficult for an employer to offer highly competitive salaries.
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When modern businesses expand, wages and other associated benefits are often left behind in the growth process. This, in turn, results in non-competitive wages and high levels of employee turnover that make meeting headcounts even more difficult.
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Most business leaders try to ensure that their employees are getting a fair wage for their services. When employees fail to meet expectations placed on them, yet annual raises continue to occur, an entry-level or mid-level position may become incredibly lucrative – especially when the employee is paid too much from the start.
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When employees feel like they are not being paid a fair wage, it can often lead to poor work quality. Not only can low wages have devastating effects on the morale of the company’s workforce as a whole, but it can also lead to feelings of anger, stress and resentment. Finding the right salary range for the type of work being completed through a wage analysis is often one of the best ways to attract top talent and eliminate poor quality employees.
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Certain positions in the manufacturing industry tend to have high rates of employee turnover, resulting in a never-ending revolving door of new employees. The impact that this turnover has on a business is abundantly clear as managers and coworkers vent their frustration and productivity levels reach an all-time low.
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Manufacturers nationwide, from New York to California, are facing a common problem – meeting headcounts while controlling the cost of labor to meet designated profit and loss (P&L) targets.
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Knowing the best time to bring on additional employees is often an ongoing struggle for business owners. While getting busy means more profit; it also means that not having enough staff will mean that your current employees have to work even harder.
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Looking for a new job can be an incredibly stressful experience for most job seekers. Ultimately This leads them to accept a position that is great for right now but does not provide the career path they are looking for.
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If you are a business owner, there is a good chance that you are constantly looking for the best talent possible to add to your existing teams. And while your HR teams may know the best places to post your job listings,
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(Tulsa, OK, 8/17/2020) – Inc. Magazine recently revealed its annual Inc. 5000 list to showcase the nation’s fastest-growing companies. Ranking at 1074, Certified Source is honored to be included among the honorees.
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Our unique attention to detail and focus on local markets has not only allowed us to create strong bonds with our clients, but it has also established our business as an emerging leader in the professional staffing industry.
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While there are many things candidates should avoid throughout their job search process or interviewing, there are certain common shared experiences that many of the top hiring managers nationwide have observed.
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As a team of support specialists that are directly interfacing with patients, entry-level, front office medical jobs will often require many administrative tasks that may not be suited the unique skills that each job seeker has; however, many of these skills can be learned in as little as six months of schooling.
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In the modern job market, it is not uncommon for businesses to take the time needed to ensure a candidate is a right fit for not only the position they are working but that they also fit into the company culture as a whole.
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Onboarding a new hire is often a critical period of any business. The faster a new employee can be assimilated, the sooner they will start being able to make a positive impact on the company’s goals and returning the investment that has been put into them.
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Business leaders are always looking for ways to improve processes and ensure their business is as efficient as possible. And, although many businesses already outsource their advertising and marketing, they tend to not think of recruiting or hiring new talent in the same way.
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For most hiring managers, recruiters are an invaluable part of their employee discovery process. And, in an ideal world, these two will work in tandem to find and retain the best hires possible for an organization’s needs.
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As the COVID-10 crisis continues to transform business as usual for many industries, new technology developments have made it possible for businesses to perform “socially distant” interviews by relying on Zoom and other video chat platforms.
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Discussing money in the workplace can be tricky to navigate for both employees and their employers that are responsible for determining the appropriate wages they deserve.
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Although many businesses have invested in applicant tracking systems to automate resume storage and find candidates that demonstrate desired skills, these systems are often unable to make a judgment call of which candidates are the best fit for a position.
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Although many employers do not realize it, many candidates are looking for honest feedback after an interview to determine how they could make a better impression in future endeavors if no position is extended.
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Although COVID-19 resulted in widespread layoffs and a halt to hiring, businesses are finally starting to reopen nationwide and need employees to help facilitate daily requirements.
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Although it may be tempting to take the first job offer thrown your way, there is a chance that it may not be what you are truly looking for in a career.
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For most college graduates, the search for their new career begins just after graduation. And while this may be a time of great transition, it is important to ensure you are putting the work in to find the perfect job that meets your goals.
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As the workplace continues to evolve, company culture as well as new benefits and employee programs are taking the forefront when enticing the top talent to join your team.
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In recent years, the corporate world has seen a major influx of employees who quit or stop performing to their full capacity due to employee burnout. To counter this, many companies have adopted various systems and ideas
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As a result of the COVID-19 pandemic, many members of the workforce have faced layoffs as companies struggle to stay afloat. While you are not to blame for the predicament that you are currently facing, it is important to take the steps necessary to bounce back into the job market following a layoff.
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While there are many different things to consider when searching for a job, it is important to also learn more about the potential work environment that you will be a part of if offered a position
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