The Liberty Group’s Post

Across all industries, companies have a hard time finding and hiring a qualified and educated workforce. CareerPathway.com provides companies an interactive platform to educate and hire job seekers. Learn more about the struggles many industries are facing: https://lnkd.in/gmjvZGMa

A Simple, Low-investment Solution to Closing Skill Gaps; New-Hires and Incumbents by Dean Prigelmeier, President of Proactive Technologies, Inc. Proactive Technologies, Inc. has worked with many employers over the years, establishing and technically supporting cost-effective, task-based structured on-the-job training programs. For each employer, every effort is made to tailor the worker training system to accommodate the employer’s budget, job classifications (even unique training programs for each job classification in each department), business goals and manage the system through all types of change. https://lnkd.in/dx8F_y5q

After investing significant time and money in recruitment, why would any organization not strive to give new employees the best chance to succeed? However, failing to consider proper training for new hires leads to wasted potential. Certainly! Recent college graduates and individuals chosen primarily for their potential clearly need guidance to grasp the intricacies of their new roles. However, even candidates with extensive work experience and a solid background can derive significant value from participating in a new employee training program. The level of employer support from the start can significantly impact retention rates. Research indicates that over one-third of employees who left their jobs within the first six months believed that better onboarding and new hire training would have encouraged them to stay longer.

Understanding the distinction between skills and competencies: Understanding the distinction between skills and competencies can be your secret weapon to success. Although these terms are often used interchangeably, they carry unique meanings that significantly influence both job performance and hiring decisions. Understanding Skills Skills are the specific, tangible abilities you've acquired through learning and practice. For instance, coding, writing, or operating machinery… The post Understanding the distinction between skills and competencies appeared first on K2 Staffing. https://bit.ly/3SRkb4B

It's time to zero in on your weaknesses, upgrade your skills, and transform them into opportunities! Click the link for a transformative journey🙌🏻 https://ow.ly/lvhJ50QlQWB #CareerDevelopment #ProfessionalGrowth #SelfImprovement #CareerGoals #HirewithEASE #EASE #Recruitment

What is your view in retaining a technically qualified person vs hiring a new one for saving money?. My take follows:- Retaining technically qualified employees is crucial for any organization aiming to maintain high performance and efficiency. Experienced technicians bring invaluable expertise and immediate productivity that a new hire with limited experience cannot match, despite potential salary savings. Each working ecosystem has its own specialties, requirements and it keep on varying from one another. Experienced technicians are masters in working this particular systems where they are exposed for longer period. The costs associated with onboarding and training a less experienced employee often outweigh the initial salary difference. This investment in training not only consumes time but also resources, with no guaranteed return on investment and the risk of prolonged downtime as the new hire ramps up. Experienced staff not only reduce the learning curve but also contribute to consistent, high-quality output, making their retention a strategic priority. In contrast, frequently replacing skilled technicians with less experienced personnel can inadvertently transform the organization into a training center rather than a high-functioning, results-oriented team. #technicaljob #expertisematters #employeretention #teambuilding #salarytooutput

The construction industry is growing faster than the general job market, meaning there are many new job openings. However, that means you’ll need more experienced team members to train and manage new hires, provide seasoned business expertise, and help you navigate industry trends. That’s where mid-career talent, or workers 10-20 years into the industry, are especially helpful. In this blog post, we’ll review how your construction company can effectively recruit and hire mid-career talent to help your company reach new heights. Check out the full blog post on our website: https://loom.ly/3TKC0JU #hiring #construction #constructionsector #talent

#ContractStaffing In my view, contract staffing serves as a valuable avenue for both employment opportunities and gaining valuable experience in the workforce. It provides individuals with a chance to showcase their skills, grow professionally, and contribute to various projects and initiatives. However, the challenges associated with contract roles is the uncertainty of long-term stability. Many individuals work diligently under the hope of transitioning into a permanent position, only to find that such opportunities do not always materialize. After dedicating years to a contract role, the realization that time has passed without concrete progression can be disheartening. Reflecting, I have witnessed the impact of long-term contract roles and the importance of evaluating one's career path and goals along the way. While the experience gained during contract assignments is invaluable, it is essential to assess whether the trajectory aligns with personal aspirations and long-term objectives. As we navigate the complexities of contract staffing, it is crucial to seek clarity on advancement opportunities, communicate career aspirations with possible employers, and proactively pursue avenues for growth and development. By fostering open dialogue and actively shaping our professional paths, we can strive to achieve meaningful progression and fulfillment in our careers. My candid advise would be to be best at what you do even as a contract staff, then RUN. #CareerDevelopment #ProfessionalGrowth #ContractWork #CareerAspirations #EmploymentOpportunities #WorkforceNavigators #CareerPathways #CareerProgression #coachwale

I spent over 1,000 hours learning to retain new hires effectively—because college completely failed to teach me. Here’s everything I learned distilled into 11 tweets (that you can start applying today): - 40% of new hires leave within 90 days. Let’s change that! Book a consultation at https://lnkd.in/gxP83K-k 📈 #Recruitment #Onboarding #ExecutiveRecruiter #HappyHire #TheHappyHireMethod #Prehireonboarding Hire Happy. Work Happy.