Category: Uncategorized

The unemployment rate is at the lowest it’s ever been at 3.5 percent. There are more jobs than skilled employees to fill them. With a low employment rate comes unique challenges for recruiting. It means employers will be competing for qualified EHS staff and will need to be more innovative to secure top talent. Here are some recruiting strategies to take advantage of in 2020 to help you do that:

1. Flexible Recruiting

Consider offering some degree of job flexibility as a benefit, such as allowing employees to spend time working remotely or choosing their work hours within reason. This will give your organization a competitive advantage over companies that don’t offer flexibility. In a 2019 survey conducted by the International Workplace Group, 80 percent of participants said they would choose a job offer that included flexibility over one that didn’t.

2. Collaborative Hiring

Increasing your connections through networking and current employee contacts is a great way to find top candidates for your company. Consider setting up an employee referral program that gives incentives to staff members who recruit individuals who would be a great asset to your organization.

3. Video Interviewing

Video is becoming an increasingly popular mechanism for interviewing candidates. It’s a great way to meet candidates who aren’t local face to face, provide more information to them about the job opportunity, and learn more about their skills. The use of video even allows hiring managers to record the interview to get feedback on the candidate from other team members who watch the recording.

4. Automated Hiring

With the rapid advancement of technology, we’re likely to see some of the hiring process facilitated through automation. Technology can help recruiters and hiring managers avoid the tedious process of looking through stacks of resumes and find the best candidates to bring in for interviews.

Employers who embrace innovation and technology will have an advantage when it comes to recruiting EHS professionals in 2020. If you’re looking for help to fill a vacant job position in your company, consider hiring a staffing team to serve as a recruitment partner that will understand your business goals and your industry. They will help you save time and money, and enable you to find a high-quality candidate who is the perfect fit for your organization.

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.

Adapted from: Recruiting Trends in 2020: 6 tactics you’ll want to sharpen up on, Angela Harder, HRMorning.

A critical component of running a successful organization is knowing how to engage your team members. Unfortunately, about one-third of U.S. employees aren’t engaged, according to Gallup. Further, actively disengaged workers cost the U.S. economy $483 billion to $605 billion in lost productivity.

Engaged employees are committed to your company and their work, are productive, and have a positive attitude. Your workplace runs much more smoothly when your staff is comprised of these types of workers. Here are some strategies to help you increase employee engagement in your workplace:

1. Provide your team members with the tools and training they need for success. When your employees have everything they need to do their jobs successfully, they are more confident and produce higher-quality work. Making sure staff members have tools and training also ensures less errors and prevents small issues from becoming larger problems.

2. Get to know your employees. Take the time to interact with your team members and get to know them on beyond their work. You don’t have to know everything about their personal life, but ask them how their weekend was, or where they plan to go on vacation this year. When you show workers that you care about them as a person, they become more committed to your organization and producing their best work.

3. Be transparent about the company’s progress. Your employees are the backbone of your company, and its successes and failures depend on them. When you articulate issues, challenges, and achievements, it helps your staff members stay on top of their work and provides them with the opportunity to devise new ideas that your leadership team might not have thought of to help turn failures around.

4. Recognize your employees for their hard work and accomplishments. Acknowledge your workers when they do a good job or complete a project successfully. An employee who’s recognized for their effort at work is much more likely to be dedicated to their job and continue to be motivated and productive in the workplace. 

5. Ask your staff for feedback and act on it. Take the time to talk with your employees about what they need to do their jobs better, their concerns, and their suggestions for improvement. This signals that you care about their input and opinions. Go even further by taking the feedback they provide you and implementing it to help drive your company forward.

6. Encourage teamwork among staff. When employees work together, it motivates them to see the bigger picture for your company and gives them a sense of purpose. Assigning team projects to help staff members work toward a big organizational goal allows employees to collaborate and bounce ideas off each other.

7. Give employees the freedom to work independently. Give your staff members the freedom to organize and manage projects to success. Avoid micromanaging and provide them the space they need to work on the project, lead team members, and interact with clients.

When you take the time to implement these strategies, you’ll cultivate engaged employees who are motivated, productive, and feel a sense of purpose in their work. Managers who fail to take the time to use these practices are much more likely to have disengaged staff members who don’t feel committed to put in the extra effort at work, low morale among their team, and increased turnover.

Resources:

How to Engage Employees – A Complete Guide for Managers, Nutcache, Nutcache.com.

How to Help Your Managers Build Out, Not Burn Out, Adam Hickman, Gallup.

As the year quickly winds down, many organizations are conducting their annual performance reviews. Now is a great time to provide your EHS employees with feedback on their work and establish their 2020 goals.

It’s essential that you make the review process organized to ensure it goes smoothly and both you and your employees get the most out of the reviews you conduct. Implement these tips to prepare for and carry out beneficial performance appraisals:

1. Provide ongoing feedback to employees throughout the year.

The annual review shouldn’t be the only time you give your team members feedback on their performance. This should be something you’re doing on a regular basis. When you’re providing employees with that consistent feedback, they’re more likely to make improvements in their work and become more engaged and committed to your company.

2. Be prepared to provide examples of employee performance and behavior.

When reviewing an employee’s performance and behavior throughout the past year, it’s important to provide examples to back up your positive or negative review ratings. It’s difficult to do this when you’re simply trying to remember everything that happened with each employee over the year. That’s why maintaining documentation will ensure you have these examples when performance review time rolls around. A good way to do this is to create a folder for each team member and put things like customer feedback, performance reports, and summaries of any conversations you have with them in it. When staff members see these clear examples of their performance and behavior, they’re much more likely to turnaround negative performance and make improvements to their work.

3. Ask employees for feedback.

During the performance evaluation, don’t just provide a worker with ratings and feedback on their performance. Be sure to give them the opportunity to comment on everything you’re saying. The team member might have information that you weren’t aware of. Additionally, asking your employees to complete a self-assessment of their performance throughout the year is a good way to get a picture of how they view their performance and determine any blind spots they might have.

4. Review 2019 goals and discuss goals for the upcoming year.

The performance review is a good time to look back to determine whether your employees met their goals, what they did well, and where they could make improvements. Establish clear expectations for 2020 and make sure your workers understand their responsibilities. Communicate how they are contributing to your organization’s overall goals.

Performance reviews are great opportunities for both EHS managers and employees to assess the past year and set up 2020 for success. Use these tips to make sure you’re prepared to conduct reviews and ensure the appraisal process is effective for everyone involved.

Resources:

7 Ways for a Manager to Prepare for a Performance Review, Dan McCarthy, TheBalanceCareers.com.

15 Performance Review Tips to Usher in a New Era, The Robert Half Blog, RobertHalf.com.

As a hiring manager, there are certain soft skills you should be seeking in all EHS candidates. These skills will indicate whether a job applicant will be an engaged team member who is committed to working hard for your company. Here are eight essential soft skills you should look for in candidates:

1. Positive attitude: A good attitude is one of the best things a new employee can bring to your organization. You want new hires who are eager to learn and maintain an optimistic mindset. Staff members with negative attitudes can quickly impact the entire workplace by causing low morale and productivity among the entire team. This usually results in high turnover and can even discourage qualified talent to apply for open positions at your company.

2. Teamwork: The best workers understand that an entire team working together can accomplish more than just one individual. Candidates with strong teamwork skills listen to their colleagues, encourage cooperation, and get along with other team members even when they don’t necessarily agree with an opinion or idea.

3. Problem-solving: The ability to work through problems and devise solutions is vital for any job. When issues arise, good problem solvers are able to use critical thinking and come up with a resolution to keep things running smoothly.

4. Communication: The most successful workers are able to communicate with their team and managers both verbally and in writing. They are able to use tone and body language to support what they’re saying. Applicants with great communication skills also actively listen to their colleagues’ ideas and concerns.

5. Work ethic: Job candidates with a strong work ethic will produce quality work for your company. They’re not the types of people who will start to slack off just a couple of months into the job. They work hard and are willing to go the extra mile for your organization.

6. Attention to detail: When employees make an effort to be meticulous, they make fewer errors, saving your business both time and money. Attention to detail is an important skill for EHS job candidates in particular because you want to ensure that you’re hiring employees who are going to take the utmost care and safety precautions when they’re on the job.

7. Dependability: Candidates who are responsibility, hardworking, and punctual are typically the most dependable. Employees who are dependable produce high-quality work and follow deadlines, as well as make sure to keep confidential client and company data secure.

8. Initiative: In addition to hiring employees who have strong teamwork skills, you also want to make sure they can work independently. Having staff members who can drive projects forward and devise solutions to problems without a lot of oversight will save you a great deal of resources and time.

While it’s important to search for EHS candidates that have the hard skills they need to do the job well, don’t overlook important soft skills. This will ensure you’re hiring people who are going to be reliable, hardworking, and get along well with current employees and managers.

Adapted from:

7 Soft Skills You Should Be Looking For In Candidates, Global HR Research Blog, GHRR.com.

9 Critical Soft Skills to Look for In Candidates, Karli Kendall, Blog.CriteriaCorp.com. 

At Aarcher Talent, we are here to assist Environmental, Health, & Safety (EHS) candidates searching for new career opportunities and organizations struggling to find qualified EHS candidates. We’re excited to share some of our outstanding EHS job opportunities and a seasoned EHS Executive Candidate.

Featured Career Opportunities

1) Environmental, Health & Safety (EHS) Compliance Manager – Middletown, NY

We have an exciting opportunity in Middletown, NY, for an EHS Compliance Specialist who will direct, coordinate, and manage activities related to EHS Regulations at the manufacturing operations facility.

Middletown is located in Orange County, NY. It lies in New York’s Hudson Valley region near the Wallkill River and the foothills of the Shawangunk Mountains.

2) Stack Test Project Manager and Stack Test Technician – Starke, FL

We are working with a source testing and consulting company in Starke, FL. They are looking for a full-time Stack Test Project Manager and Technician to join their team. They provide air quality testing and consulting services to a variety of industrial and commercial clients. This individual will work in all aspects of testing projects including, but not limited to, field measurements, equipment repair/maintenance, and data analysis. Must have five years’ experience to be considered for Manager and two years’ experience to be considered for Technician.

Starke, FL, is a small town conveniently located between Gainesville and Jacksonville. One of the areas’ greatest attributes is the different types of water bodies (several freshwater springs, rivers, lakes, and beaches) within an hour to hour and a half radius. Starke is also centrally located between several towns that provide ample restaurants, shopping, nightlife, and outdoor adventures.

3) QSTI Project Manager – Billings, MT, and Tucson, AZ

This is a great opportunity for QSTI candidates to join a growing company and lead emissions testing projects in support of environmental compliance programs. Interested applicants must have at least three years’ experience in emissions testing with instrumental and isokinetic EPA testing methods. Must be QSTI certified in Groups 1-4.

Billings, MT, is the largest city in the state of Montana, and it’s close to mountains, rivers, and lakes. It’s a perfect location if you enjoy the great outdoors but still like to experience “city” life.

Tucson, AZ, is a great place for people who are looking for a smaller town with plenty of beautiful desert scenery and mountain terrain to explore.

Featured Candidate

Environmental, Health and Safety (EHS) Executive with over 20 years’ experience in a variety of industries. Willing to relocate!

• Leadership and strategic planning

• Unique and successful way of changing cultures and improving overall operations

• Dramatically reducing claims cost as much as 72%

• Significantly lowering incident rates as much as 92%

• Implementing sustainable safety cultures and EHS processes that contain best practices

Please email me at cboland@aarcherinc.com or call me at (443) 482-5785 if you’re interested in this featured candidate.

The best EHS managers value and trust their employees. They make a point of ensuring their workers have everything they need to excel in their jobs and grow their careers.

However, there are several mistakes both new and experienced managers can make when it comes to leading their staff. Here are five common mistakes that many managers make that you should avoid:

1. They don’t provide clear direction to employees.

For employees to do their jobs well, it’s crucial for you to provide them with expectations and goals. Many managers don’t do this, and they wonder why their employees fail. They need direction on which tasks to prioritize, the performance metrics they should be meeting, and how you define success in their role.

2. They fail to get to know their staff.

Employees are happier and more productive when they know their manager cares about them as a person and not just the work they produce. You don’t have to know everything about them, but spend some time getting to know your team members and their interests that don’t necessarily relate to work. Ask employees how their weekend was or if they watched the football game the night before, for example. When you demonstrate that you care about them, you build trust with them and they are motivated to do better work.

3. They micromanage.

No one likes a manager who is constantly looking over their employees’ shoulders. Trust your staff members to get the work done and give them the autonomy to make decisions on their projects.

4. They don’t provide feedback to employees.

Feedback is critical to employees’ jobs. It lets them know what they’re doing well and the areas they need to improve in. Provide feedback to your workers on a regular basis to help guide them to success.

5. They fail to listen to their team members.

Managers who don’t listen to their staff tend to have an unproductive, disengaged team. Ask your employees for feedback on their jobs, the company, and how you’re performing as a manager. Practice active listening to signal to employees that you value their ideas and opinions.

When you implement good management practices on a regular basis, employee morale and productivity increases, and your team members are more likely to continue working for your company for the long term.

References:

20 Rookie Manager Mistakes You Want to Avoid, The Manager’s Resource Handbook, ManagersResourceHandbook.com. 

Top 10 Mistakes Management Makes Managing People, Susan M. Heathfield, The Balance Careers.

Ever wonder what a recruiter specializing in filling Environmental, Health, and Safety positions has learned about the industry, the EHS recruiting process, job seekers, and hiring organizations?

We sat down with Christina Boland, Director of Recruiting at Aarcher Talent, to explore some of the challenges faced by hiring managers and candidates.

Q: We wanted to talk with you about your impressions and insights as a recruitment manager specializing in EHS positions.

A: OK, I’m happy to share whatever I can.

Q: Have you always been involved in EHS recruiting?

A: No, I was in Human Resources and Healthcare Recruitment for many years before joining Aarcher Talent. Since then, I’ve been totally immersed in the EHS industry. I believe it’s very important for recruiters to understand the industry they serve. I completed the Aarcher Institute of Environmental Training’s “Original Environmental Compliance Bootcamp™” course, attending class alongside environmental professionals, and since my office is directly across the hall from the Aarcher Institute training room, I have the opportunity to talk with EHS professionals all the time.  I’ve also attended and exhibited at some safety and environmental national conferences. I was lucky to have access to data compiled by the Aarcher Institute and some EHS associations and industry groups, which allowed me to study the fundamental EHS professional skills sets.

Q: So, is recruiting for EHS different than recruiting in other sectors?

A: Yes and no. Fundamentally, it’s the same in that hiring managers want the best candidates that fit in well into the organization, and candidates want a job, or a new job, or a different job. Beyond that, though, I’ve found that there are some unique challenges with recruiting for EHS positions.

In other industries, candidate credentials and qualifications are easier to define and verify. For example, most medical professional are specialized and board licensed, IT professionals often carry program and function-specific credentials, and other industries have required state licensing or at least one dominant certification. Recruiting in the EHS industry is more challenging because there are many different licenses and competing certifications, and in many cases, they aren’t required. People working in this field have a wide range of educational backgrounds. So we need to really understand the functional position requirements and be able to analyze candidate education and experience to determine whether they are actually well-positioned to take on the role.

Q: But if someone needs an air compliance specialist, for example, isn’t that straightforward enough?

A: Well, not based just on that information. I assume you mean Clean Air Compliance and not indoor air, but even so, I would like to know whether the person is going to take the lead on implementing a Title V permit, only taking NOx readings, doing source testing or visible emissions observations, directing the activities of others, etc. The challenge in reviewing resumes is that many will reference the Clean Air Act or “air compliance” or whatever, and perhaps that was part of a candidate’s responsibilities, but understanding whether the candidate has the background to really perform the required tasks requires more analysis.

Q: So how do you determine a candidate’s capabilities?

A: That’s part of our secret sauce, ha. We spent a lot of time building an analysis structure based on the first-hand knowledge and compiled data from both Aarcher, Inc. (our 20-year-old EHS consulting practice) and Aarcher Institute, where we have provided EHS training to more than 7,000 EHS professionals. We systematized the analysis as best as we could, but it also involves close case-by-case scrutiny by senior EHS professionals and recruiters. Our recruiters rely on our Qualifications Team for input. Before presenting candidates to our clients, our recruiters request a qualifications analysis from the Qualifications Team, which is made up of senior-level EHS professionals.

Q: What if a candidate is strong, but lacks some particular experience or capability?

A: Good question, because that’s the case more often than not. The decision to hire is ultimately up to the hiring organization, obviously, but Aarcher Talent’s process allows us to present the candidate along with an analysis of strengths and weaknesses, relative to the position, along with some thoughts on how any gaps might be addressed. We have some specialized tools for doing that. Our approach has helped many of our clients consider candidates they might not have otherwise, and they have turned out to be quite successful in the role.

Q: Is there a specific EHS certification or association membership you look for?

A: No. We look closely at the various certifications, and we have thoughts about their suitability for various job types, but there is no certification or membership that we routinely look for.

Q: Any recommendations for junior or entry-level EHS job seekers?

A: Look for opportunities to build your career early. If you’re willing to relocate, that will definitely open up more options, so try to use that flexibility to find a position that will be challenging and provide a good foundation for your career that will allow your resume to tell a solid story about you. Try to stay at your first job for three or more years – many of our clients are hesitant about candidates that appear to be job hopping. No company wants to invest in onboarding and training someone that isn’t going to stay. Make your LinkedIn profile as good as it can be, and use a good, professional photograph. Create a solid resume, and remember to update it as you gain experience, continue your education, take training courses, and complete certifications. College students should look for an internship that aligns with their career goals. A relevant degree and internship are often enough to get the attention of hiring managers who are willing to train for entry-level positions.

Q: Any thoughts for an in-house recruiter working to fill an environmental, health, or safety position?

A: Talk to the hiring manager and learn what the job really entails, rather than relying on keywords or references to technical or regulatory terms in resumes. If the hiring manager likes a particular certification, that may point you in the right direction. Consider the difference between supporting EHS programs and being on the hook to direct, implement, or develop those programs.

Q: Thanks for taking the time, Christina.

A: My pleasure. I’m really enjoying the diversity of the EHS professionals and the challenges of finding the right people for the right jobs!

2019 is quickly winding down and the new year will be here before we know it. Now is the right time to think about hiring new EHS employees to ensure you start 2020 on a high note. Here are some benefits of hiring now instead of waiting until the new year:

1. Take advantage of the year-end down time.

As the year winds down, you may have more flexibility with interview times and onboarding. Job candidates are also typically less busy during this time of the year. It may be easier for candidates who are already employed to leave their current workplace for an interview without having to explain why. “Between holiday parties and absentee co-workers, as well as a slow-down in the typical workload, they are simply less likely to be missed,” according to a post by Unmanned Power blog.

2. Position your company well for 2020.

At the start of the new year, you’ll likely have several initiatives to executive and goals to meet. Hiring before the end of 2019 will allow you to start the new year strong with new talent to help you drive those initiatives forward. 

3. Avoid losing out on talented candidates.

Unemployment is currently at its lowest. There are more jobs available than qualified employees to fill them. Other companies are on the lookout for talented staff. If you wait until 2020 to start hiring, those well-qualified individuals could already be hired by your competitors.

4. Use your holiday get-together as a time to introduce new hires.

Your holiday party is a great opportunity to bring new employees in to get acquainted with their co-workers in an informal setting. Even if new hires don’t start working until the first of the year, inviting them to the holiday get-together will allow them to get to know their colleagues better before being overwhelmed with projects on their first day.

Take advantage of the year-end down time to hire new EHS employees to prepare your organization to begin 2020 on the right foot. If you need some help finding qualified candidates, consider partnering with a recruiting firm that’s well-versed in your job market and talent pool. 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.

Adapted from: The bountiful benefits of hiring before the end of the year, Bradsby Group, BradsbyGroup.com.

When you hire a new EHS employee, there are some important steps you should take to make sure the onboarding process goes smoothly. It’s essential to provide your new hire with a great first impression of working for your organization. This will help them be successful in their new job and motivate them to stay with your company for the long term.

Here are some strategies for an effective onboarding process:

1. Set goals and expectations early.

When new hires are clear on their job expectations, it prepares them to be successful in their roles. Establishing performance goals and articulating them enables employees to assess their own progress, especially during the first few months of working for your organization. When you keep open communication with workers regarding their goals, it will help them feel comfortable providing feedback on what is and isn’t working for them, potentially pointing out issues in your company that you didn’t even know were there. 

2. Provide effective and thorough training.

Make sure you provide your new EHS hire with the training they need to do their job well. Don’t just throw them into the fire. It’s crucial that you ensure your employees are following important regulations and protocols. Every new hire from entry level to veteran can benefit from on-the-job training to make sure they stay in compliance and excel in their new position.

3. Practice cross-departmental onboarding.

Consider pairing up your new hire with a few experienced employees, including those who are outside of their immediate department, to learn the ropes of the company. This will help an employe understand how their new position fits within the larger organizational structure, and can result in collaborations between departments in the future.

4. Don’t wait until Day 1 to begin the onboarding process.

Don’t give new employees the silent treatment during the time between offering them the job and their first day. Consider sending them an email with the information they need to know on their first day, mailing them a welcome package, or having their manager give them a phone call. This helps to start providing the new hire with a positive onboarding experience.

Onboarding is a good opportunity to ensure your new EHS workers succeed in your organization. When you take the time to provide them with a great onboarding experience, it makes such a positive impact on employee productivity and morale, and your company’s overall growth.

Adapted from:

Five Onboarding Best Practices New Hires Will Thank You For, Scott Wardell, SmartRecruiters.com.

How to Onboard and Train Employees into a Safety Culture, Travelers Risk Control, Travelers.com.

Each organization has a unique process for hiring based on their industry and needs. However, there are some critical etiquette guidelines that all EHS hiring managers should follow when recruiting new staff.

Follow these guidelines as you go through the hiring process in order to secure the most talented EHS employees:

1. Ensure that the candidate feels welcome. Every job applicant should leave your workplace after the interview thinking that your organization is a great place to work. Even if the candidate isn’t the right fit, they should still feel positive about their interview experience with you. Make sure you give them enough time to discuss their strengths and learn more information about your company.  

2. Be prepared for the interview. Just like candidates need to prepare for a job interview, as a hiring manager, you need to as well. When a candidate comes to your office for an interview and has to wait for you for a long time, or you’re not prepared with their resume in front of you and a basic knowledge of their skills and experience, it gives the candidate a bad first impression. This makes them less likely to accept an offer with your company if they are well-qualified for the job. In today’s environment of labor scarcity, you can’t afford to miss out on talented employees. Have a list of questions ready to ask the applicant based on the information you learned from their cover letter and resume, and be sure to avoid asking illegal questions.

3. Involve other employees in the interview process. The new hire will likely be working with other team members and departments. When you involve other staff members in the hiring process, it increases the changes that they will embrace the new hire and collaborate more effectively with them. Involve in the interview a few key employees that would be interacting with the new hire and take their feedback into consideration when making the hiring decision.

4. Reply to unsuccessful candidates. Many companies simply ghost job applicants who come into their workplace for an interview but are not offered the job. Take the time to send them an email letting them know that you appreciate that they took the time for the interview and that you chose to move forward with another candidate. You never know when an applicant could be a great fit for another job opportunity in your organization. If you leave them with a bad impression by ghosting them, they will likely turn down the offer.

5. Communicate your company’s core values. It’s essential for hiring managers to communicate their company’s values and mission to potential employees. This will put into perspective for candidates how they will help fulfill the business’s goals and objectives through their job role. When you help applicants feel as though they’re contributing to something larger than just their ole, it enables your company to stand out to talented workers as a great place to work.

6. Model the behavior that you would expect to see in a new hire. Hiring managers should demonstrate the behaviors they want to see in new employees. They should be knowledgeable in the job they are hiring for, as well as demonstrate strong communication skills. If they don’t, they shouldn’t be surprised if new staff members have similar poor behaviors at work.

7. Rely on a recruiting team to help the hiring process run more smoothly. Recruiters are well-versed in your industry and job market. A recruiting firm can be a valuable resource for hiring advice and revamping your hiring strategy to match the evolving job market. Consider partnering with a recruiting team to help you hire the best candidates, so you can focus on all of the other responsibilities that you have to manage.

Adapted from: 13 Essential Etiquette Tips for Today’s Hiring Managers, Forbes Human Resources Council, Forbes.