Here are some of the TOP benefits we’ve heard:

1. We save you a lot of time digging through resumes, screening initial applicants, and coordinating schedules and interviews.
2. We allow you to see only the best, most qualified candidates, after they’ve been screened and interviewed – leaving the company with just a few interviews to conduct.
3. We know how to properly screen and filter applicants.
4. We save you time and energy in coordinating the process, from posting on job boards, to gathering the information for the position, to screening applicants.
5. We understand how culture works, and look for candidates that not only match the position, but match the culture of the company as well.
6. We are able to make the process happen much faster, as it’s our sole focus, whereas a hiring manager within the company is often tasked with many responsibilities.
7. We specialize in finding individuals within finance and accounting.
8. Before the company sees any candidates, we’ve taken the time to understand your company, the culture, and the needs of the position and then deliver exactly what you are looking for. The process doesn’t stop there, with frequent check-ins, follow ups, and ongoing support.
9. We focus on a solution for the company, and not filling a position.
10. We make the process less stressful, less complicated, and at the end of the day make the hiring manager look good!

Do you have a staffing need within your company? Have a question about how we work? Contact us today.

Here are 3 ways to restore morale after you’ve fired an employee.

1. Be transparent. Be honest about the reason for firing, within guidelines of protecting the employee. Transparency is important in retaining trust and keeping morale when an employee is fired, let go, or laid off.
2. Communicate. Whatever you do – don’t hide behind the fire. Meaning don’t act like it didn’t happen, and don’t downplay the seriousness of the event. Employees often fear for their own job security after someone is fired or let go.
3. Educate. In order to do both #2 and #3 above you’ll need to educate your team on what’s expected of them. The more informed they are about your expectations – the more they can safely assess their own stability and performance.

After some time has passed be sure to utilize other morale building strategies such as team-builders, company events, and other rewards for employees who are doing a good job or going above and beyond their expected roles.

And always remember – reward positive behavior before reprimanding negative. It reinforces what you want to see happen within your team, over what you don’t want your employees doing.

And if you’ve ever been a co-worker or a colleague of someone who is long overdue to be released from their duties, then you know exactly what we are speaking of.

Let’s face it – firing is tough. It’s hard. It’s uncomfortable, and no one likes to do it. But it must be done. Not only for the sake of the company – but for the entire staff as well.

Here’s where your bad employee may be costing you.

1. Productivity. It’s unlikely that a bad employee is productive. It’s more likely that they are not only unproductive, but also destructive. They typically have terrible customer service, miss deadlines, and dismiss company protocols and policies. Missed productivity costs companies countless dollars in revenue, even if your bad employee isn’t selling a thing.
2. Virus/Germs. Just like a bad cold will spread through the office virtually overnight, a bad employees attitude will infect those around them. Even your greatest employees may get caught up in the “office virus.” These employees are often referred to as energy vampires, as they can literally suck the life out of your staff. While this may sound harsh, it’s true. Don’t let one bad employee take out your team.
3. Morale. Just like cancer spreads through the body, or a bad strawberry will mold the rest of the container. Don’t let one bad employee steal your office morale. The bad employee is likely negative, under producing, and causing others to decrease their morale right along with them. Company culture is one tough cookie to replace – if you let this bad employee go too far – you’ll easily lose control.

Regardless of what affects you have seen from your bad employee – there’s only one thing you can do – fire fast. And next time, hire slow.

1. You don’t have time to fire – if you’ve postponed firing an unfit employee, or you’ve delayed keeping the wrong person in a position, it’s definitely time to seek some outside help.

2. Your team is suffering because they are doing an unfilled job. Is your team working overtime, filling in for a lost employee, or are their overwhelmed working on tasks that are out of their normal scope?

3. You haven’t made time to post an ad about your opening. You have a job opening, yet you haven’t posted it on the company website, outside sources, or other places where you normally find a new hire. If you aren’t looking for a new candidate, it could be a long time before they walk in your day.

4. You’ve got stacks of resumes to reviews and no time to review them. Resumes have come through, yet you haven’t the time to review them, schedule interviews, and move on to the next phase.

5. Your recent new hires haven’t worked out. If you’ve hired unsuccessfully and don’t want to make the same mistakes again, it’s a good time to consider working with an outside source.

A staffing service can take away the demands of these five symptoms of needing outside source. If you would like to know more about how our services could support your hiring endeavors, please visit our services page.

Well, that’s one side of the argument.

The flip side to this is an objective, third party, who can understand the cultural dynamics yet still be able to choose a candidate solely on skill, qualifications, and personality without letting any previous discord get in the way.

If you’ve questioned whether or not it’s possible for a third party to choose the best candidate consider these factors:

1.  An outside company generally does the hard work for you – meaning they get to choose through the hundreds of candidates to find the few that are a good fit for your company.

2.  You still get to ultimately choose who is RIGHT for you – but it’s easier on your end because all of the backend work has been done for you. (They’ve been prescreened, pre-interviewed, and are already noted as qualified candidates).

3.  A lot of companies and hiring managers are more emotionally involved in the choice of the applicant, an objective third party is often able to see the potential pitfalls with a candidate and company match prior to the company being able to see them.

These are just a few of the differences that are seen when utilizing an outside 3^rd party in hiring your next candidate.   To find out if FORTIS is right for you, simply give us a call or email to find out how we can be of service to you.

The first thing to assess BEFORE you begin the interview process is what qualities this new opening requires. Is this an admin role where you need an organized, consistent, and dedicated person or is this a sales role where being assertive, money-motivated, and outgoing are desirable traits?

While interviewing it’s important to assess if the person’s natural qualities and abilities match your desires for the position.

Second, remember that SKILLS are teachable, but willingness, openness to change, and capabilities are much harder to change in people. If someone has all the desirable traits, a willingness to learn, and a strong dedication to what they are doing they will be able to quickly pick up on the new type of work and will more often than not prove to be a great team member. On the other hand, a person who looks great on paper, has a lot of experience, but isn’t open to change and doing things the way of the new company will cause more grief than good.  In both situations the outcome will vary, so you have to apply some practical judgment to your decision.

It’s critical that your interviewee has PASSION for their work. While it may be difficult to administer a passion test during your interview, be sure to ask what the person enjoys both in life and in work. Often we hire the wrong person simply because they are good or experienced at something, but they may have lost their passion for it which can lead to an unhappy employee and an even unhappier you.

Overall, look at the total package a person has to offer. At times one strength can outweigh several weaknesses. During the interview process be sure to LISTEN a lot more than talk, you want to give the person a chance to talk you into hiring them, or even better to talk you out of it.

Do you know the feeling?

A hiring-crunch isn’t any fun and can often lead to making a bad hiring decision just so you can be done with it and get back to your regular to-do list.

This is where a reputable, dependable, and trustworthy staffing service can literally save your…. Well you can fill in that blank. When using an outside third party to find your next key staff member you not only save the time, the stress, and the hassle but you could literally save money too.

You’ve heard the statistics before; it takes more money to hire the wrong person than it does to find the right person and spend money doing it. When you hire right the first time you get someone who is qualified, fits into your company culture, and can easily provide the skills you need to get the job done. However, when you do it on your own and when you are in a crunch an emotional sense of urgency can cloud judgment – making it even more critical to have an outside objective third party help with the decision.

It’s best to think and plan ahead so you can avoid this “crunch” – even if you don’t need someone right now begin looking at various companies who specialize in your industry so if you ever do get in a crunch, all it will take is a simple phone call to smooth things out.