Relate Search’s Post

🛑 Let's talk about Safety Staffing, babee. Let's talk about all the good things and the bad things. ☺️ Small businesses face unique challenges when it comes to safety staffing, including limited resources, budget constraints, and the increasing demand for compliance with industry regulations. SafetyPro Staffing, a division of NSCN, offers a tailored solution that addresses these needs, making it an ideal partner for small businesses. Expertise Without the Overhead SafetyPro Staffing provides access to highly trained and certified safety professionals without the need for small businesses to bear the full cost of hiring in-house experts. This allows companies to stay compliant with safety regulations while avoiding the financial burden of full-time salaries, benefits, and training costs. Flexible Staffing Solutions Small businesses often experience fluctuating project needs. SafetyPro Staffing offers flexible staffing models that can adapt to a business’s evolving demands. Whether you need safety professionals for short-term projects or ongoing support, SafetyPro Staffing can scale up or down to meet your requirements. Compliance and Risk Management For small businesses, staying on top of constantly changing safety regulations can be daunting. SafetyPro Staffing ensures that companies remain compliant with OSHA and other regulatory bodies, reducing the risk of penalties and potential shutdowns. This peace of mind allows businesses to focus on growth while leaving compliance to the experts. Cost-Effective Solutions By leveraging SafetyPro Staffing’s resources, small businesses can benefit from industry-leading safety expertise at a fraction of the cost of developing an in-house safety department. This cost-effective approach frees up capital for other critical areas of the business, such as product development or marketing. Tailored to Industry Needs SafetyPro Staffing understands that every industry has unique safety requirements. The team works closely with small businesses to provide industry-specific safety consultants who understand the particular hazards and compliance needs of the sector. In summary, SafetyPro Staffing offers small businesses the opportunity to enhance their safety protocols, reduce risk, and comply with regulations—all without the heavy financial and operational burden of in-house safety staffing. This makes it an invaluable partner for small businesses looking to thrive in a competitive and regulated environment. Follow the Link to learn more: https://lnkd.in/gicXfuph

Less is more in my view. A detailed search for a role shouldn’t result in 10-15 cv’s for a role, hence the term ‘short list’.  Getting the detail up front is SO important. Working with Talent Teams there needs to be an openness to discussing the role directly with the recruiting manager – it’s vital to get those thoughts someone is mulling over in their head, out in a discussion.  After that, you know the spec and should be searching for that specifically with maybe the odd wild card that stands out.  No more. As someone said last week “you get it right every time”.  Great feedback. We listen and dig for the nuances – detail and devils and all that.  In recruitment, the ‘more the merrier’ doesn’t work. Before everyone heads off to the sun for a few days or just switches off for some well-earned rest, we are conducting search work for a Production Manager, Engineering Manager, Maintenance Manager for the North West and General Manager roles in the South and the North. As hinted at above, all very specific briefs for each role. #recruitment #foodmanufacturing #talentacquisition #collaboration

Want to attract and retain top talent in construction? Discover four essential tips for building a safety-first culture that not only protects your team but also boosts recruitment and retention. #NationalSafetyMonth

Improving Retention in Emergency Services Control Rooms: Recruitment “Not while I have a hole in my bottom…!” In my years training operators, the right attitude and aptitude were often identifiable on day one. A colleague often accurately said, “Not while I have a hole in my bottom, will they be a good operator!” Given the high stakes, selecting the right individuals for emergency services control rooms is crucial. Getting it wrong is expensive and increases risk to the public. So why is it happening? Often, there’s a disconnect between HR's recruitment criteria and control room needs. What can be done? 1. Job specific competency assessments Rationale: Standard interviews and forms often fail to capture the practical skills needed for control room roles. How? - Tailored competency tests: Collaborate with control room managers to design assessments mimicking real-life scenarios. Evaluate critical skills like decision-making under pressure, questioning and listening, communication, and IT skills. - Scenario-based interviews: Use scenarios to assess how candidates handle emergencies. Present suitable high-pressure scenarios and ask candidates to explain their priorities and actions. - Simulation exercises: Observe candidates in action, providing insights beyond traditional interviews. 2. Revise scoring criteria to include real-time judgement Rationale: Restrictive scoring criteria can prevent full assessment through additional, spontaneous questions. Just one critical answer can reveal a candidate’s unsuitability. How? - Flexible scoring models: Allow control room managers to include scores for responses to additional interview questions. - Weighted scoring for key competencies: Assign higher weight to critical competencies specific to control room operations. - Feedback loop: Enable control room managers to discuss and adjust scoring criteria with HR based on past recruitment outcomes. 3. Integrate practical skill tests early in the selection process Rationale: Identifying unsuitable candidates early saves significant time and resources. How? - Initial screening assessments: Incorporate practical skill tests into the initial application process, including risk assessment, IT, and scenario-based problem-solving. - Immediate Feedback: Provide immediate feedback to candidates based on test performance, helping them understand job demands and self-assess fit for the role. So what’s the conclusion? By implementing job specific competency assessments, revising scoring criteria to include real-time judgment, and integrating practical skill tests early, emergency services can significantly improve recruitment for control room positions, reducing turnover and enhancing operational efficiency. #PoliceControlRooms #EmployeeWellbeing #WorkLifeBalance #MentalHealthSupport #StaffRetention #EmergencyServices #LeadershipDevelopment

Want to attract and retain top talent in construction? Discover four essential tips for building a safety-first culture that not only protects your team but also boosts recruitment and retention. #NationalSafetyMonth

1. Safety officers face unique challenges that often go unnoticed. During interviews, they may be rejected by HR professionals lacking safety knowledge, leading to missed opportunities due to ego and incompetence. 2. Qualifications for safety officer roles often require a Bachelor's in Technology (B.Tech), a requirement that did not even exist before 2016. This can be a barrier for experienced professionals seeking to enter the field. 3. Implementing changes to improve safety within a company can sometimes be met with resistance, as it may be seen as a waste of company resources. 4. Taking a stand and halting work for safety reasons can lead to being viewed as an adversary within the company, despite prioritizing the well-being of employees. 5. When accidents occur or legal compliance is not met, safety officers are often held accountable and face the repercussions, highlighting the immense pressure they operate under. 6. There is a need for companies to shift their perspective and recognize the crucial role safety officers play in maintaining a safe work environment. However, changing attitudes and practices within organizations may be challenging due to entrenched bad HR practices and political dynamics. Let's advocate for a workplace culture that values and supports safety officers, ensuring they have the resources and respect they need to effectively carry out their vital roles. #SupportSafetyOfficers #WorkplaceSafety.

#3, #4 and #5 apply to those experienced in Operations, too. Managers, Directors and VPs want to hire the experience, but push-back is almost guaranteed. It's a real dilemma to determine how to force implementation of safe work practices, especially in a PSM-regulated environment, while being seen as helpful and experienced rather than disruptive and adversarial. If you have tips, I'd love to hear them.

5 months. That's how far in advance you should be starting your FM hiring. 🔎1-2 weeks for sourcing suitable people and getting their applications in 🗣 2 weeks for 1st and 2nd stage interviews 🤝 1 week for offers and contracts to be sent and signed 📩 3 months for them to serve their notice period ⌚ Aaaaand 4 spare weeks for delays in case of sickness, annual leave, train strikes, and/or counter-offers. 🤒 🏝 🚂 🔄 Don't have 5 months' heads up? Then it's even more important that you run a tight hiring process to avoid any more disruption to your business. Drop me a message and lets work together to make your Facilities Management hiring a success! #facilities #facilitiesmanagement #buildingmanagement #hiring

Are you facing challenges in recruiting for Functional Safety roles? 🤔 Let's start a conversation and work together to find solutions. The demand for professionals in this field is growing rapidly, but finding the right candidates with the necessary skills and expertise can be a daunting task. From understanding complex technical requirements to attracting top talent in a competitive market, the obstacles are plentiful. 🛠️💼 Whether you're an experienced recruiter or a hiring manager, I'd love to hear your insights and experiences in overcoming these challenges. How do you source candidates with the right qualifications? What strategies have worked for you in engaging and retaining top talent in Functional Safety? Let's collaborate, share ideas, and support each other in navigating this dynamic industry. After all, a little humour and camaraderie can go a long way in tackling recruitment hurdles! 😄💬 #RecruitmentChallenges #FunctionalSafety #IndustryInsights