Blog

You’ve made the decision to partner with a staffing firm to support your workforce needs. With so many vendors competing for your attention, now you have another choice to make – which one to select.

There are numerous things to consider when determining which staffing firm is right for you: experience, reputation, and pricing, to name a few. Of significant importance is an organization’s recruiting approach – even with the most experience, the best reputation, and the lowest pricing, if an agency is unable to attract qualified candidates, you end up back at square-one.

Here, we explore the recruiting differentiators that position Malone Workforce Solutions above our industry peers.

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Your company can’t afford to be short-staffed, but right now, that’s exactly what’s happening. Maybe an employee just quit or perhaps you’ve received an influx of new business. Whatever the situation, you needed to hire someone yesterday. As a savvy employer, you know hiring in haste can lead to costly mistakes. The secret to avoiding this is taking on a staffing partner. Here’s what you have to gain by delegating your hiring to the experts.

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Working circles around their coworkers and solving problems others can’t, your best employees are the backbone of your team.

It would be a major hit to the company if they ever decided to leave, so you need to do everything in your power to ensure their continued happiness. Follow these best practices to keep them firmly intact on your team.

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A company has numerous options regarding hiring employees for their organization. They may manage the process internally or partner with a staffing firm. What’s more, they can choose full-time, part-time, contract, or temporary associates to fill positions. While having a variety of staffing models may appear beneficial, oftentimes, one model is clearly the better choice.

Here, we explore why direct-hire recruiting via a staffing partner is the best option for many organizations – especially in today’s job market.

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Everyone brings something different to the table, and that’s wonderful, but managing a diverse group of people is incredibly challenging. You want to be the best possible boss to each person, which can be tough when you’re dealing with different backgrounds, skill sets, and personalities.

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When searching for job candidates, don’t just search for active candidates – in other words, candidates who are actively looking for a job. Passive candidates are those  who currently have a job and though might not be actively seeking a new one, are open to change if the opportunity arises. Typically these individuals are moreRead more

Your current team is great, but they don’t have all the skills needed to take your company to the top. Knowledge gaps have begun to hinder productivity, so it’s time to tighten things up. Conduct a skills assessment — if you haven’t already done so — to determine exactly what your team is lacking toRead more

Attracting and hiring quality talent is tantamount to the success of any company. And one often overlooked piece of that equation is the job description. Job descriptions are essentially marketing pieces for your business. To use them effectively, you want your message to target quality talent and deter anyone who might not be right forRead more

When filling light industrial positions, you have a non-negotiable set of hard skills that must be had by all successful candidates, but soft skills are just as important. These abilities aren’t necessarily listed on a resume or called out in a job interview, so you have to look closely and read between the lines. TheRead more

Finding the right light industrial professionals to join your team is essential to the success of your company, but selecting them is often easier said than done. Rushing through the hiring process typically doesn’t end well, so take your time to make an informed decision. Everything from the manner in which you present your companyRead more