Month: March 2023

Are you tired of spending countless hours sorting through resumes and manually tracking candidate progress during the hiring process? If you’re not using an applicant tracking system yet, or the system you’re using isn’t built with ease of use in mind, you’re literally scraping the bottom of the barrel.StaffedUp’s applicant tracking system is designed to streamline and optimize your hiring efforts in 2023. Here’s how our system can help you:

• Prequalifying Resume Screening – Our system allows you to set up pre qualifying application questions to quickly screen and filter candidates, saving you time and effort.

• Efficient Candidate Tracking –Keep track of all candidate information, communications, and progress in one centralized platform, reducing the risk of lost or missed information.
  
• Customizable Job Listings – Quickly and easily create unique and optimized job listings that are easily searchable by candidates and more likely to appear near the top of relevant search engine results.
  
• Collaborative Hiring Process – Invite team members to review and collaborate on candidate information, ensuring a more thorough and efficient hiring process.
  
• Improved Time-to-Hire – With our streamlined and automated process, you’ll be able to fill open roles faster and more efficiently.
  
• Enhanced Employer Brand – Showcase your company’s culture and overall professionalism to recruit and build a positive team dynamic by creating a strong employer brand.

• Better Candidate Experience – Provide candidates with a seamless and efficient hiring process, improving their overall experience with your company.
• Reduced Costs – With our cost-effective solution, you’ll save money on traditional recruitment costs and have more resources to invest in wooing top talent.
  
• Improved Bottom Line – Our tools not only help you make more informed hiring decisions to decrease turnover and improve operational efficiency, but with our innovative WOTC (Work Opportunity Tax Credit) pre-hire screening tools, we can actually increase your 2023 cashflow by up to 40%. 
  
  2023 is already flying by fast.  Don’t waste another second hiring without a system that will actually improve the way you do business.  Contact us today to learn more, or schedule a demo to see why thousands of employers are hiring with StaffedUp, permanently.

The following article was originally written and published to Voyage STL. Link to full article here. 

Today we’d like to introduce you to Billy Giordano.

Thank you so much for sharing your story and insight with our readers. To kick things off, how did you get started?
JP (Jeremy Phillips) and I have known each other for 25 years and started working together in the hospitality industry 20+ years ago. We respectively managed multiple locations until opening up Room 38 Restaurant & Lounge in 2008. We’ve both gone on to open and manage multiple businesses since, but StaffedUp was created out of a need for a better way to hire in our industry in 2016. We started the company with personal funds and began interviewing local developers we thought might have some information on how to start a tech company. One of these interviews led us to Startup Weekend Columbia, where we pitched, got in, worked through all hours of the night, and subsequently won the weekend. From there, we had a team, momentum, and some support in our venture. The company was founded to make hiring processes easier for restaurant owners and managers while focussing on ease of use for the applicant and employer. Our goal has always been to provide a service that our customers appreciate and enjoy using that’s affordable and helps people like ourselves run better operations. We still use StaffedUp to run our businesses to this day and will continue to improve our systems to make hiring the easiest part of running your business. We’re sincere when we say we appreciate the opportunity to help every single one of our customers. We’re tirelessly dedicated to their success just as much as we are ours.

Alright, let’s dig a little deeper into the story – has it been an easy path overall, and if not, what challenges have you had to overcome?
Ha! Let’s start with the fact that we’re 2 past-time personal and athletic trainers, who loved bartending, evolved into managers, and then opened up their businesses, all of which had zero to do with tech. Our road has been uphill, mostly gravel, with massive potholes and collapsed bridges. We’ve raised capital, but that wasn’t exactly easy without much of a tech background. We did build a team, recruit a reputable board, and overcome that hurdle, but again, potholes in building our tool. It’s been a hard road with many expensive lessons learned. We’ve burned a lot of cash on bad development and trusted individuals and entire companies who didn’t deliver for us. However, we stayed focused and determined and crawled our way out of those dumpster fires. Today, we’re operating with trusted team members, contractors we’ve properly vetted and trained, and a solid direction for where we want to go as a company while staying true to our roots.

Let’s switch gears a bit and talk business. What should we know?
The cool thing about us is that we’re an HR service (an Applicant Tracking System) that isn’t built by your standard HR mind. We are our customers, and we build tools that our customers can relate to, enjoy using, and that work. We’re known for our customer service (we’re service industry professionals first) and for how easy it is to use our tools to get hires for your business and find work. Despite the doubt and criticism, I’m proud that we’ve stuck to our vision and let our sales, service, and product reflect who we are. Our competitors have always done things differently, so we’re doing well. Following the pack has never been our route in a highly competitive hiring market. StaffedUp is a simple tool that offers what a high-turnover employer needs to hire and onboard their team. We’re fully customizable for any employer, integrate into our customers’ brands, including their website and social media, and market your jobs for you. Our system is set up with pre-drafted job descriptions, custom message templates, and a ton of automation to make hiring easy. Our team creates hiring marketing around your brand, including social media images and printable “scan to apply” QR code hiring collateral. We even push your jobs out to local job groups and external job boards like Google Jobs and help you get those jobs ranked to get great traffic.

Aside from recruiting, we have awesome, simple digital onboarding tools to start that new hire quickly. We’re rolling out our newest release this month, which we’re excited about. For employers familiar with WOTC (Work Opportunity Tax Credits), and especially for those who might not be, we’re launching our pre-hire qualification and tax credit maximizing tools to help employers hire to put real cash back into their business and their stakeholder’s pockets. We do all the heavy lifting and make it easy for employers to capitalize on this incredible Federal tax program that most employers don’t participate in, leaving real money on the table. For companies already capturing tax credits like these, we’ve built tools to do it better and make it easier. Here’s a fun ROI calculator showing how we can help our customers do more than hire great staff: https://staffedup.outgrow.us/staffedup-roi-calculator

Before we go, can you talk to us about how people can work, collaborate, or support you?
Working with us is easy. We love like-minded employers and even companies in the same space. We’ve got multiple referral partners who love what we do and sell us a value add to their customers, including POS companies, advertisers, consultants, etc. In terms of support, they are keeping us top of mind and sharing our story with the massive list of employers who struggle to hire or are having issues with cash flow in their business.

Pricing:

• $29/month for our standard recruiting service / location
• $59/month for our standard recruiting service + onboarding / location
• Enterprise and multi unit services and pricing available

Contact Info:

• Website: Staffedup.com
• Instagram: https://www.instagram.com/staffedup/
• Facebook: https://www.facebook.com/staffedup
• Linkedin: https://www.linkedin.com/company/10655425
• Twitter: https://twitter.com/getstaffedup
• Youtube: https://www.youtube.com/@staffedup237

As the job market continues to evolve, it’s essential to stay ahead of the curve when it comes to hiring for your company. Here are 10 ways to help you prepare for the best possible hiring outcomes in 2023:

1. Adapt to Shifting Candidate Priorities: Candidates’ priorities are constantly changing, and it’s essential to keep up with these shifts. Update your hiring practices, compensation, and perks to give candidates what they want, like fair compensation, flexibility, and work-life balance. With inflation increasing living costs, compensation has become even more critical.
2. Re-Engage with Former Employees: Consider reaching out to top performers who have left your company in the past and inviting them back. This powerful re-hiring strategy can be equivalent to adding the productivity of several B and C performers.
3. Build a Talent Network: Build relationships with potential candidates by identifying high-potential individuals, engaging with them through social media or other digital platforms, and maintaining relationships with them. This will provide access to a larger pool of qualified candidates and create a more diverse hiring pipeline.
4. Leverage Sponsored Employment: Make sure your job listing stands out by leveraging sponsored job postings. These premium postings are more prominent in relevant search results and will draw in more qualified applicants.
5. Utilize New Hiring Technology: Use technology to assess candidates’ suitability for a position. This can include combining consistent marketing of high quality job postings with asking pointed pre qualifying questions in your application process to help place candidates in their ideal work cultures.
6. Focus on Company Culture: Look for candidates who not only have the skills and experience, but also fits the company culture and will mesh with your current team. Building the recruitment process around company culture will ensure that company values are upheld in the workplace.
7. Engage in Social Media Recruiting: Use social media to market your jobs and engage with potential candidates. You might even get to know their skills, personality, interests, and qualifications to ensure an overall company fit.
8. Automate Screening: Adopt hiring tools to prequalify and screen new candidates hands-free. This reduces biases and helps find a better fit for every role, while also reducing time spent in hiring and your overall recruitment costs.
9. Develop a Strong Employer Brand: Developing a strong employer brand will showcase your company’s ability to not only provide training but also build relationships and contribute to a positive team dynamic.
10. Craft Unique and Optimized Job Listings: Writing an optimized job listing that touches on relevant keywords can help reach a broader audience and attract the ideal candidate. Crafting a unique and attractive job listing can also improve your overall business brand.

By following these strategies, you’ll be sure to have set your company up for successful hiring, and building the team you deserve in 2023. 

As a restaurant employer, you know the importance of having a stable and reliable team. High turnover can lead to decreased productivity, increased costs, and a negative impact on customer service. The goal of hiring is to find employees who are committed to their job and will stay with your restaurant for the long term. Here are some tips to help you hire with decreased turnover in mind:

1. Define your ideal candidate: Before you start the hiring process, take some time to define the qualities and skills you’re looking for in a new hire. This will help you to identify the best candidates who are a good fit for your restaurant and are more likely to stay with you long-term.
2. Use the right tools:  The right Applicant Tracking System can help streamline the hiring process, making it easier to reach a larger pool of potential candidates through consistent marketing of your jobs.  Once applications start coming in, you’ll want to make sure you’re actively competing for high quality candidates with efficient tools to manage resumes, schedule interviews, and track statuses through the entire hiring lifecycle.
3. Offer a competitive compensation package: One of the main reasons employees leave a job is because they feel undervalued or underpaid. Offering a competitive compensation package can help to attract and retain employees who are happy with their pay and benefits.
4. Invest in training and development: Providing ongoing training and development opportunities for your employees is key to retaining them. This helps employees feel valued, and it can also improve their job performance and job satisfaction.
5. Foster a positive work environment: A positive work environment can make a big difference in employee satisfaction and retention. Encourage open communication, recognize and reward employees for their contributions, and provide opportunities for employee growth and advancement.
6. Regularly check in with employees: Regular check-ins with employees can help to identify any potential issues and ensure employees feel heard and valued. This can also provide an opportunity to address any concerns before they lead to turnover.
7. Offer flexible scheduling: Restaurants often require employees to work long hours and weekends. Offering flexible scheduling options, such as part-time or flexible hours, can help to retain employees who may be seeking a better work-life balance.

By following these tips, you can decrease turnover in your restaurant and build a stable, committed, and productive team. Investing in your employees will result in better customer service, increased productivity, and ultimately, a more successful restaurant.

In conclusion, reducing turnover in your restaurant starts with the hiring process. Take the time to identify the qualities and skills you’re looking for in a new hire, implement the right tools, offer a competitive compensation package, invest in training and development, foster a positive work environment, regularly check in with employees, and offer flexible scheduling options. By doing so, you’ll be able to build a team that is committed to your restaurant’s success and will stay with you for the long term.