Author: Christina Boland

The global coronavirus (COVID-19) pandemic has disrupted many aspects of our lives. As some states begin to reopen businesses, health officials warn that it could cause a spike in cases of COVID-19. Many organizations are wondering whether they should steer clear of hiring for now. However, there are still several ways to carry out the EHS hiring process virtually to keep your company moving forward.

Here are some tips to engage in the hiring process online to ensure the safety and health of you and your EHS job candidates:

1. Take advantage of social media, especially LinkedIn. Social media provides an outlet for you to connect with potential EHS job candidates, as well as reach out to passive candidates who you think would be a good fit for your organization. Social media allows you to start building a relationship with qualified candidates and view their job skills and experience.

2. Host an online job fair for candidates interested in open positions at your organization. You can use an online video communication platform like Zoom for the event. This can help potential candidates learn more about your organization and job roles you’re looking to fill, as well as enable you to learn more about interested applicants.

3. Make sure your company has a positive and professional online presence. This will help you to make a good first impression on candidates who are searching for your organization online. Your company’s social media profiles should be thoroughly filled out and optimized for keywords related to your industry.

4. Conduct your interviews virtually with a video communication platform, such as Zoom or Skype. You can still have a good face-to-face conversation online to help you determine whether a candidate would be a good fit for the job and your organization. Make sure you’ve tested the video communication platform before interviewing to ensure the technology runs smoothly. 

5. Conduct skills testing online. If you typically require your candidates to complete any skills-based testing, you can still do that virtually with a program like eSkill or Prevue HR. Even if you don’t, it might be time to consider it. Because you’re not able to meet with candidates in person, incorporating skills testing into the hiring process can help you better evaluate whether the candidate would do the job well. 

Implementing these tips will help you leverage technology to conduct the EHS hiring process virtually, so your organization can continue to grow even during this difficult time.

Resource:

Should You Suspend Hiring During the Coronavirus Outbreak? Melissa Morse, HR Daily Advisor.

Finding top talent for your organization can be quite challenging and time-consuming. Working with a recruiting firm that specializes in the EHS industry can be incredibly beneficial for hiring managers. A staffing team can help you save time, avoid wasting money, and secure the best candidates for your open positions. Here are some tips for working effectively with a recruiting firm to hire EHS employees:

1. Clearly define the open position.

It’s essential to be as specific as possible when articulating your staffing needs to the recruiting team. Give the position and job description some thought before communicating it to your recruiter. You don’t have to have every detail laid out, but you should know the job title, main responsibilities, and why you’re hiring for the role.

2. Articulate your ideal candidate.

Communicate to the recruiter the skills and experience that your ideal candidate possesses. Provide some examples when you can. Perhaps a current employee has similar skills, or you’ve worked with someone in the past who does who you can show the recruiter on LinkedIn. This will ensure you and your recruiter are on the same page, so they will know exactly what to be on the lookout for when they are screening job applicants.

3. Keep open communication.

Maintaining open lines of communication with your recruiting team is critical. Make sure to provide information they request from you in a timely manner. For example, if your recruiting team sends you resumes of potential candidates, make sure to provide clear feedback as quickly as possible. This helps the hiring process to run smoothly and efficiently, so you’re able to fill your open position fast.

4. Be prepared.

If you know you need to hire someone in a couple of months, don’t wait until the last minute to reach out to a recruiter to begin the hiring process. When you’re proactive and prepared, you can work best with a recruiting team to hire a qualified candidate who will be an excellent fit for the role.

Working with a recruiting team to hire EHS employees frees up your time and energy to focus on the many other responsibilities you have as a manager. Consider working with a staffing firm that specializes in the EHS industry to help you find the most talented candidates. They have experience filling roles and access to a wide pool of job candidates in the industry.

Whether you’re looking to fill a permanent position or add specific skill sets for temporary projects, Aarcher Talent offers a series of staffing solutions, including permanent placement, temp-to-hire, and contracted staff services. We’re happy to chat with you about our services and how we can help you find the right candidate.

Resources:

6 tips for hiring managers in working with recruiters, Rob Long, Resources.Workable.com.

7 Tips to Improve the Relationship Between Hiring Manager and Recruiter, Evelyn Duskey, Avature.net.

Job interviews can be stressful for both candidates and hiring managers. As a manager, it’s important that you use interviews to make a good impression on talented EHS candidates and ensure you’re hiring the best candidate for the role.

These tips will help you conduct effective interviews to secure top-notch EHS staff:

1. Prepare before the interview. Make sure you take the time to properly get ready for each interview you’re conducting. Read through the candidate’s resume right before the interview, and have it in front of you during the meeting. Also, make a list of questions that you would like to ask the candidate. This will help you avoid scrambling to think of questions during the interview. It’s not just the candidate who is trying to sell themself. When you go into the meeting unprepared, it’s a negative reflection on your organization and you risk steering away top talent who will then go work for your competitor.

2. Provide the candidate with more information about your company and the job responsibilities. Make sure you start the interview by giving the applicant an overview of your organization, your company history, and mission. Additionally, provide details about the job duties they would be in charge of if hired. Give the candidate time to ask questions.

3. Ask the candidate a variety of basic and big questions. This will help you get a well-rounded picture of whether they will fit well in the role and in your organization. Those basic, but important questions can help you gauge essential skills that are often overlooked, like communication and adaptability. Example: What are your strengths? Asking the big questions will make your candidates think a bit more to help you bring innovative and forward-thinking employees into your company. Example: What would you implement to improve the company’s safety strategy?

4. Ask behavioral questions. You also want to make sure to pose questions related to the candidate’s past behavior and performance in certain areas. This will help you see what their future performance would be if you hired them. Example: Tell me about a long-term project you managed and how you led it to success.

5. Practice active listening. When you’re speaking with a candidate, take the time to truly listen to what they’re saying. Let your candidate do most of the talking. Hiring managers should only talk about 30 percent of the time, according to John Dooney, manager of strategic research for the Society for Human Resources Management (SHRM). Provide the candidate with both verbal and nonverbal feedback to show them that you’re listening to what they’re saying.

6. Consider involving current employees in interviews. Many organizations have current staff members participate in job interviews to ask applicant questions. This is helpful in determining whether a candidate is a good fit for the team. If there is a particular employee who the new hire will work with closely, consider having that current employee take part in the interview.

7. Follow up with candidates after the interview. Don’t just leave applicants hanging. Send an email to each candidate who you did not select for the job to thank them for their time and let them know you decided to go with another candidate. This will leave them with a good impression of your organization. You never know if they could be a good fit for another open position at your company in the future.

Interviewing can be tedious for hiring managers, but if you develop a good process to follow, you can set yourself up for success. Implement these tips to ensure that your interviews run smoothly and you hire the best EHS candidates for your open positions.

Resource:

Interview Tips for the Interviewer, Lynda M. Bassett, Monster.com.

Hiring EHS employees can be a difficult and time-consuming process. You want to make sure you’re securing the best candidate for the job, but you also need to fill the open position as soon as possible. Follow these steps to make the hiring process more productive and effective:

1. Establish a consistent hiring process. When you create clear procedures for hiring, it keeps the process organized and sets up your company to recruit top talent. Determine each step that you need to include in your hiring process. Decide factors like whether you’ll select a group of candidates to contact for initial screening phone calls, how many in-person interviews you’ll conduct with each candidate, and if candidates will meet with other team members. Maintaining a consistent hiring process for each job you’re filling will help you streamline the responsibility and attract well-qualified candidates with organized hiring procedures.

2. Screen resumes efficiently. You likely receive several resumes for each job you’re filling. It can be tedious to read through each one to decide who you should contact for interviews. Look for qualifications, especially measurable achievements, and the top skills needed for the role you’re filling. Consider viewing candidates’ LinkedIn profiles to ensure they match up with their resumes. Additionally, be on the lookout for red flags in resumes, such as large gaps in employment and inconsistencies with LinkedIn profiles.

One way to make the resume screening process easier is to sort the resumes into three piles: the best resumes in one pile, the ones for candidates who aren’t the right fit in another, and the resumes you could consider if the best ones don’t work out in the third pile.

3. Ask the right interview questions. Don’t just ask candidates a list of questions you find on Google. Focus on questions related to the skills and experience needed for the job. Make sure you have each candidate’s resume in front of you during the interview, so you can inquire about the strengths and experience they have listed in their resume.

4. Make a quick offer. Once you’ve decided on the individual you would like to hire for the job, don’t hold off on making the offer. Talented candidates may have other offers, so you risk losing them to another company if you wait.

5. Consider working with a recruiting firm. An EHS recruiting team can help make the hiring process a lot smoother for your organization. They are well versed in the industry and job market, and know where to find the most talented candidates. A recruiting firm can help you refine your hiring strategy, save significant time and money, and hire the best candidates for the job. Aarcher Talent offers a series of staffing solutions, including permanent placement, temp-to-hire, and contracted staff services to help you find the right candidates for your open positions.

Having streamlined hiring procedures will help you ensure everything runs smoothly throughout the entire process. Implement these steps to create an effective hiring plan to recruit talented EHS staff.

Resource:

Hiring 101: A Quick & Dirty Guide for First-Time Hiring Managers, Abby Engers, MacsList.org.

Women outnumber men in the U.S. paid workforce for just the second time in history. This growth has been fueled by the increased job opportunities in education and health care over the course of the past year, as well as the tight job market.

According to data from the Labor Department, of the 145,000 jobs employers offered to candidates in December 2019, women secured 139,000 of them.

Since 2018, women have been joining the workforce more rapidly than men. Economists attribute this to the fact that women have been pursuing college degrees in larger numbers than men, impacting the job market as they secure higher positions in the workplace.

Industries that have attracted a greater number of women, such as health care and education, are growing much faster than industries dominated by men, like construction and manufacturing. This demonstrates the importance of creating a diverse organization to drive business growth. Implement these practices to foster a diverse workplace culture:

1. Leverage technology. Advancements in technology have made it possible for colleagues to stay connected remotely. Parents of young children are able to work without being in the office or easily incorporate their work into their busy schedules. Additionally, companies that use the latest technologies attract Millennial and Generation Z talent. In research on what motivates these generations at work conducted by Forbes, almost a third of Gen Z employees said slow or poor technology was the most frustrating thing about their workplace.

2. Ensure your hiring process is diversity-friendly. Assess the current level of diversity in your company. Comparing it to industry and regional or national figures will help you to determine where your organization is and make progress. Focus on hiring individuals from a diverse array of backgrounds. Experience and qualifications shouldn’t be the sole things you hire based on. Look for traits like creativity, enthusiasm, and adaptability in EHS job candidates that can help drive your company forward. Candidates with these types of qualities are able to learn quickly and bring a positive attitude to work. 

3. Provide flexible working opportunities when possible. Allowing employees to choose their work hours within reason or telecommute a couple of days a week will attract a broader range of people to your company. Providing these opportunities helps working parents and all employees improve their work-life balance. 

When you embrace diversity in your workplace, you open your organization up to more innovation and improved business performance. Research from Glassdoor found that two-thirds of employees say that the level of diversity is an important factor when evaluating whether to accept a job offer, so cultivating a diverse workforce also allows you to attract top EHS talent. Make it a priority to practice these strategies to create a diverse workplace culture for your business.

Resources:

How to Create a Diverse Workplace Culture, Jason Downes, Forbes.

Women outnumber men in the American workforce for only the second time, Rachel Siegel, The Washington Post.

We look forward to assisting Environmental, Health, and Safety (EHS) candidates searching for new career opportunities and organizations struggling to find qualified EHS candidates. We’re excited to share some of our current EHS job opportunities below. Click on the links to apply.

1) Senior Environmental Engineer/Project Manager – Philadelphia, PA

This is an excellent opportunity to grow into a leadership role with a supportive team. Our client is an established engineering firm with a unique, collaborative culture and a broad base of clients. PE required. Relocation available for out-of-state candidates.

Blue Bell is a suburb of Philadelphia in Montgomery County. Living in Blue Bell offers residents highly rated schools, a variety of great restaurants, coffee shops, and parks.

2) Global Industrial Hygiene Manager – Akron, OH

This position will lead and direct the global environmental, safety, and industrial hygiene program, including design, development, implementation, and maintenance of systems. This role will have autonomy and full support from the leadership team. CIH required. Competitive salary and benefits, 25% travel, relocation assistance available for out-of-state candidates.

Akron is the fifth-largest city in Ohio. It offers a wide variety of family-friendly events, sports, art, culture, and outdoor exploration and history.

3) EH&S Manager – Lawton, OK

This is an opportunity to lead Environmental, Health, and Safety (EHS) improvement strategy development and deployment for the approximate 2500 plant associates. Must have experience in a high-volume manufacturing plant.

Surrounding cities include Wichita Falls and Oklahoma City.

4) Associate Director, EHS – Nationwide (locations include, NC, NE, PA, MN, VA, & KS)

This position will work on a 1- to 2-year assignment/project for a global pharmaceutical company. Must have extensive PHA and executive-level management experience. Exempt position hired directly with the company and will include benefits. Cost of one trip home a month covered, daily per diem, and assistance with lodging.

5) Environmental Compliance Specialist – Eaglewood, CO

Aarcher is an environmental consulting services firm. We provide environmental compliance assistance to private and government facilities nationwide. We have an opening for an Environment Compliance Specialist in our Denver office to help meet the increasing needs of our clients. Must be willing to obtain Certified Hazardous Materials Manager (CHMM) and/or Certified Professional Environmental Auditor (CPEA) certification within 12 months of hire date.

We are located in a small, comfortable office located on the south end of the Denver Tech Center, adjacent to a golf course.

Writing strong job ads is a crucial part of finding the best EHS candidates for your open job positions and organization. It’s your opportunity to connect with potential employees. When your job ads are well written, you’re able to provide a good first impression of your company. Clear job ads also encourage qualified candidates to apply and help you reduce the amount of time it takes to fill the role. Implement these tips to ensure you’re writing effective job ads for your open EHS positions:

1. Write clear and concise job titles.

Make sure the title you put in the job ad correctly portrays the role you’re looking for. Some companies will use non-traditional titles, such as EHS Rockstar. However, these are typically confusing and unclear to candidates. You want to avoid attracting the wrong job applicants and missing out on people who would be a great fit for the role.

2. Clearly describe the job responsibilities.

Break up the responsibilities of the job into bullet points that help candidates see what a typical day working for your company would look like. Don’t simply write something like: Manage the EHS department. Instead, describe each of the main tasks involved in that responsibility. Keep the tasks clear and succinct to make sure candidates can determine whether they are well qualified for the role before applying.

3. State the job requirements in a positive tone.

List the requirements, like specific certifications and degrees, as well as any strengths critical to the job role. Avoid including an enormous list of requirements unless the job is extremely specialized. Remember that many skills, such as training in different programs and software, can be learned on the job once you’ve hired an employee. That’s why finding candidates with positive attitudes who are motivated to learn is extremely important.

4. Explain the benefits of working for your company.

The most talented candidates are likely working for another organization right now, so your job ads need to include how getting hired by your company will benefit them. Make sure your ads state benefits, like health insurance and a 401(k), that you provide employees. Additionally, describe any perks, such as a flexible schedule, telecommuting opportunities, or free lunches, that you offer.

5. Give candidates a glimpse of your company culture.

Your job ad is a good opportunity to show potential employees your positive company culture. Consider mentioning team activities you’re involved in, including a photo of your department at a team event, or using a testimonial from a current employee in your job ad.

If you want to attract the best EHS applicants for your open positions, it’s essential that your job ads are clear, concise, and give candidates a look into what it’s like working for your company. Follow these tips as you go through the process of writing ads to ensure they’re structured to effectively capture the attention of people who are well qualified.

Resources:

How to write a good job description, Christina Pavlou, Workable.

How to Write a Job Description That Strikes a Perfect Balance, Robert Half, RobertHalf.com.

Recruiting is continuously evolving with the help of technology and marketplace growth. Here are some trends in recruitment to keep an eye on in 2020. You also should consider incorporating these into your own recruiting strategy.

1. The importance of keeping candidates engaged.

We’re currently in a talent labor shortage with more jobs available than qualified candidates to fill them. That’s why it’s essential to provide a great experience for all applicants. Talented applicants have many choices on where they can work, so they can easily decide to go work for your competitor instead. Make sure to respond promptly and reach out regularly during the hiring process to keep them up to date. Additionally, consider providing candidates with information and resources via email to educate them on your company and culture. This will help them keep your organization top of mind.

2. More use of technology in recruitment.

There are many new programs and software that help hiring managers with initial recruitment responsibilities, such as sorting through resumes and screening candidates. We’ll see an increase this year in these technologies that are allowing managers to save time and hire the best candidates for open positions.

3. Offering new hires a flexible work schedule.

As employers must be increasingly competitive to secure top talent, they need to offer attractive benefits to their job candidates. We’ll see an increase in organizations that offer flexible work schedules and remote work opportunities to their employees to help them achieve a better work-life balance.

4. Optimization of mobile recruitment methods.

More and more people are using their mobile devices to search and apply for jobs. Companies must ensure their job ads and application forms are mobile responsive to allow candidates to access them. Reaching potential employees is easy, but a critical focus for organizations this year will be to actually get those candidates to apply for open positions. Ensuring the application process is streamlined and using mobile apps will help employers to do so.

As technology continues to evolve and a flexible work environment becomes more of the norm in 2020, watch for these top recruiting trends and consider implementing them this year.

Resources:

7 Recruitment Trends to Watch for in 2020, James Haley, Human Resources Today.

How to Keep Candidates Engaged Through a Long Hiring Process, Naviga Recruiting & Executive Search, NavigaRecruiting.com.

The new year is a great opportunity for a fresh start for your EHS team. As a manager, make a commitment to boost employee engagement and accelerate business growth in 2020. Here are some ways to start the new year on the right foot:

1. Assess what went well and what needed improvement over the course of 2019.

Take some time to reflect on the past year. Make a list of team accomplishments that happened during 2019 to use as inspiration for the new year. Also, examine areas where things could have been done differently and how they can be improved in the new year.

During your assessment of 2019, ask yourself questions like:

• How did each employee perform?

• How well did I perform as a manager?

• Did my team meet or exceed our goals?

2. Sit down with each employee to map out quarterly goals for the upcoming year.

This is a critical exercise to set up your staff for success in the new year. Work with your employees to review their achievements from 2019 and determine where they can make improvements in 2020. Make sure they have clear goals and objectives for their projects in the new year, and be sure to articulate your expectations. Now is also a good time to review your staff members’ job descriptions and update them with any new responsibilities they acquired over the course of 2019 or will take on in 2020.

3. Write your own quarterly goals.

Not only do you want to set goals for each of your team members, you also should write goals for yourself. Focus on both business growth goals and management goals. Examine whether you’re having enough one-on-one meetings with your staff members, if you’re giving your employees enough recognition for their accomplishments and hard work, and whether you’re providing team members with sufficient feedback to do their jobs effectively.

4. Meet with your entire team for a 2020 brainstorming and planning session.

Organize a meeting with the whole team to discuss what’s in store for the new year. This is a great time to brainstorm important projects for the new year and pave the way for a successful 2020. This is also a good way to get everyone on the same page with team goals.   

Here are some other things you should plan to do to start the new year right:

1. Put together plans for potential employee promotions or raises.

1. Determine if there are any conferences or other training events your staff could benefit from attending.

1. Look at areas where your team can save the company money. For example, maybe there is a software or online program that you have a subscription for, but are no longer using.

If you’re ready to make 2020 a great year for your EHS team and entire organization, implement these strategies to start the new year on a high note.

Resource: 5 Things You MUST Do to Start the Year Right, The Manager’s Resource Handbook, ManagerResourceHandbook.com.

In today’s current labor shortage with more available jobs than talented candidates, retaining your top EHS performers is more important than ever. As a manager, it’s your job to ensure your employees are engaged, productive, and committed to their work and your company. These tips will help you retain your best team members:

1. Provide training and professional development opportunities.

Your best employees strive to continue to build their skills and grow their careers. When you allow them to attend training conferences, webinars, and other events, it gives them the chance to develop their abilities. Additionally, consider creating a mentorship program to pair senior-level professionals with your top talent. This gives employees training to help them do their jobs better and also enables you to build a pool of potential new leaders.

2. Leverage the onboarding process.

When you bring on a new employee, it doesn’t mean the entire hiring process is over. Ensuring the worker has a positive onboarding experience will help them get acclimated to their job faster. Make sure your new hire has all the tools and resources they need to do their job effectively and check in with them on a regular basis to see if they have any questions or feedback. New employees will be much more likely to stay with your company long term when you demonstrate that you care about your workplace team and its success.

3. Recognize your employees for their hard work and accomplishments.

Take the time to thank your employees for the work they’re producing and recognize their achievements. According to Gallup’s annual study of the U.S. workforce, only one in three employees strongly agrees that they were given recognition for their work in the past seven days. Employees who feel as though their work isn’t appreciated are much more likely to quit in the next year. That’s why it’s critical to thank your staff members for their hard work regularly. For example, you could stop by an employee’s office to congratulate her on a recent work accomplishment, or recognize a worker’s effort on a project during a team meeting in front of the entire team.

4. Provide effective feedback and communication to your team members.

When you communicate with your employees on a regular basis, it helps them to stay up to date with the status of company projects, and allows them to know what they’re doing well in their jobs and the areas they need to improve in. Set aside time at least once a month to sit down with each of your team members to see how they’re doing with their projects and what they need from you to do their jobs better. Showing staff members that you’re committed to their success through frequent communication will help them stay committed to their jobs as well.

5. Consider offering flexible schedules.

More and more companies are offering telecommunicating opportunities and flextime, which allows employees to choose their work schedule, as employee benefits. This helps staff members to better manage their work-life balance, which in turn, allows them to be more productive when they are working.

Retaining your top-performing EHS employees isn’t an easy feat with an abundance of available opportunities in the job market for them. Managers must go above and beyond to ensure their employees don’t start looking for greener pastures. Implement these strategies to keep your team members happy, productive, and committed to sticking around your company for the long term.

Resource: 10 Tips for Great Employee Retention, Paycor, Paycor.com.