Meeting Modern Recruiting Challenges with Paperless Systems

The economy of the last couple years has presented a unique challenge for many employers: more job openings than available candidates. In March of 2019, for example, the U.S. Department of Labor noted there were 7.6 million unfilled positions – with just 6.5 million people looking for work, according to a report from Vox. Needless to say, such a statistic is just one of many recent challenges making it harder for companies to hire. Other obstacles in today’s job market include a lack of qualified applicants and in-house issues such as employer branding problems and inefficiencies in recruitment processes.

When a company has problems hiring, unfilled positions often negatively affect the business’s bottom line. To counter these challenges, organizations may revamp recruiting processes in-house, but more often, working with a staffing agency proves to be an effective solution. By using STS Staffing’s recruiting services, for example, organizations can:

  • Save time and cut costs vetting candidates
  • Have access to larger candidate pools
  • Benefit from fast-track hiring that ensures positions don’t go unfilled for long periods
  • Choose from prospective employees who are prepared for particular industries
  • Hire flexibly – i.e. temp to hire, seasonal, contract, permanent full time

A Paperless System That Makes Recruiting Seamless

To help companies meet the aforementioned recruiting challenges, STS has revamped the system it uses to make recruiting for its clients more seamless than ever. This means harnessing the power of paperless systems. So what are the benefits?

Moving to paperless lessens the time it takes to fill out information. When it used to take hours, it now only takes 15 to 20 minutes. This also gives STS the ability to place prospective employees in positions in just around 30 minutes, when it used to take days. It’s not just about speed hiring, however; we also work to ensure the employees we deliver are both highly vetted and qualified for the jobs they’re filling.

Switching to a paperless system also means STS can also recruit outside of brick-and-mortar locations to expand the candidate pool – meaning that you can benefit from access to a wider selection of prospects. This gives us the ability to onboard qualified candidates remotely and deliver them to you no matter where your business operates. 

STS will continue to improve efficiencies in its systems to better serve clients – enabling them to not only tackle business-centric challenges, but also those presented by the economy at large. To learn more about how our paperless system can make it easier for you to hire, reach out to us by using our contact form or e-mailing directly to

Staffing Special Projects: A Success Story

STS Staffing & Temporary Services has been in business since 1991, and in that time, we have supported all types of client needs — from short-term administrative assistant placements to fill in for someone out on leave, to extended work at a remote mining site providing skilled maintenance welders.

While we work diligently to meet each client’s personnel requirements from a quality and reliability standpoint, our work on special staffing projects for clients is a unique niche for STS Staffing.

What is a special staffing project? Here’s a recent example to highlight the added challenge we encounter in these situations.

The Situation

We received an inquiry via the STS website from a company that was going to be in the Las Vegas area putting on a mini go-kart race at a well-known casino property near the Las Vegas strip. The client needed numerous temporary staff in Las Vegas over the course of a week to make sure the event not only went well, but that things also ran on time, efficiently, and with the safety and security of the participants and attendees in mind.

As further background to this situation, it rarely makes economic sense for a company traveling to a given area to put on a special event or attend a trade show to bring all of its full-time staff to work the event. Thus, there was a need for an experienced firm like STS Staffing to step in and provide the necessary people to support the event. We were able to customize the ideal staffing solution for the unique needs of this client. There is a wide range of staffing companies in Las Vegas that claim to offer similar solutions, so we needed to show that our attention to detail makes a difference.

Our Solution

Back to our mini go-kart race example — we spoke with the client, discussed their needs and worked out a time to meet when they arrived in Las Vegas. We met the client at our local branch office and we proceeded to firm up the details, logistics, preparation, security, set-up, take-down, and coordinate start and end times for the scheduling of close to 25 temporary staff.

As you might imagine, there is a lot that goes into hosting a successful event and the client knew exactly what they needed to accomplish.

Working hand in hand with the client, STS Staffing was on-site each day of the event, checking in our temporary staff and making sure everyone was in place, had what they needed, and that we immediately addressed any questions, concerns, or last-minute direction from the client.

It is this type of experience, coupled with continual vigilance during the course of a special project, that proved highly successful in making this a truly enjoyable experience, both for the client, the participants, and the people who came in from all over the world to be at the race.

The Results

At the end of it all, the client was highly pleased and praised the efforts of our remote job recruitment agency. He commented that he uses staffing at these types of events nationwide, but said that STS Staffing went above and beyond to make sure he was taken care of. Other firms in other areas didn’t do as much. The client also asked about using STS Staffing’s services in other national venues, and we are currently working on those arrangements.

Your Staffing Agency for Remote Jobs

If you are a company with special projects in different locations, we hope this vignette is enlightening and that you take away the key points of coordination, cooperation, hands-on participation, project management, and diligent follow-up/follow-through. If you align yourself with a company that adheres to these principles of performance, your next trade show or special event will be much less stressful, and highly successful. Contact STS Staffing for more details.

How to Conduct a Successful Job Interview: Our 5-Step Guide

Three interviewers shaking the hand of a job candidate after a successful interview
You have compiled a solid pool of candidates from that perfect job posting. On paper, they all appear to be qualified and have the skills you need from your next employee. But what type of person are you hiring?

The interview process is the most important step when it comes to hiring. Face-to-face communication has never been more important in a world filled with misconstrued digital messages and other forms of computer mediated communication.

The interview is going to help determine if that perfect-on-paper candidate is worth hiring. Here’s our guide on how to conduct a successful job interview to find the employee your business needs.

1. Screen the Candidate Over the Phone

The candidate screening process may seem like an extra step when trying to hire fast. However, it’s important not to waste your time in an interview with someone who doesn’t meet the expectations set by their resume.

Once you have narrowed down your list of candidates, set up a call with each of them. These phone calls can take anywhere from 5-15 minutes. A phone interview can tell you a lot about the person behind the resume.

During the candidate screening process, ask them questions about their job experience and how their skills apply to the position you’re hoping to fill. If you feel they don’t adequately fit your needs after a 5-15 minute phone call, then that’s one less interview for you to conduct.

If you work with a recruiting service like STS Staffing, we actually do this step for you. We contact the candidate to gauge their interest and competency for the position. By the time you meet the candidate, your list of second round interview questions to ask will be more thorough, and you’ll learn a lot more about the candidate.

2. Prepare the Candidate for Success

Be proactive and take the time a few days before an interview to plan for situations that may arise. Reach out to the candidate via email or over the phone to make sure they have everything they need.

Confirm the date and time for the interview, send them directions to your office even if they don’t ask for them, and explain where to park. Tell them who they will meet with so they can prepare to ask the right questions.

You can also direct them to the Job Seeker Resources page on the STS website that provides a variety of tips and steps to help candidates prepare to stand out in the interview.

STS Staffing offers these resources and information to help candidates prepare and deliver a high-quality interview that will win you over.

3. Prep for the Interview With A Fellow Interviewer

We’ve seen it a million times. You’re busy with a project deadline that’s quickly approaching and you forget to prepare for your own interview. An interview can quickly turn into a huge waste of time if you’re not prepared.

Remember, hiring isn’t a solo mission. Ask one of your fellow managers or tenured employees to join you in the interview. Schedule a time to meet the day before or day of to discuss the game plan — who will talk first, what questions are you going to ask, who will explain the position, etc. This forces accountability.

Having a second opinion never hurts, either. You could feel that the candidate is qualified and would do a great job, but the other interviewer might sense that the candidate wouldn’t fit your work culture. Another interviewer might see a red flag while you’re thinking of the next question to ask.

When you meet before the interview, make sure you set an agenda for the interview. Agree to only spend 10 minutes on past job experience and leave 5 minutes at the end for questions, for example. Target a time frame for the interview and stick to it.

4. The Right Questions to Ask When Conducting an Interview

While pondering the questions to ask when conducting an interview, start with the job description you posted. What are the skills you are looking for? Base your questions around that to start. Here are a couple customer service related questions as an example:

How would you reply to a negative comment about our business from a customer?
What would you do if a customer asked to see a manager?

If you want to dig deeper into the candidate’s past work, do your research. Go beyond reading their resume and look into their former or current company so you can ask good questions about work they are familiar with.

If you did do an initial screening process, find relevant second round interview questions to ask like what they see themselves doing in five years or how they want to grow within the company.

Below is our top 10 list of questions to ask when conducting an interview. Here you’ll find a basic outline for what you should be asking. Make sure you add to this list and ask questions that specifically relate to your industry and job you’re looking to fill.

The 10 right questions to ask a candidate during a job interview
(Click to download)

On one final note about questions, make sure they are legal. Questions about marital status, if they have kids or their age are inappropriate and illegal to ask a candidate in an interview.

5. Sell the Job in the Interview

With the unemployment rate at the lowest it has been in more than a decade, the job market is filled with desirable positions. That’s why you have to make your company stand out.

When you go over the interview agenda with you interview partner, make sure you add another 5-10 minutes after the candidate asks you questions about the position. Use this time to cover your work culture, if they haven’t asked about it already.

Don’t be afraid to share news about the company or any exciting plans down the road that this candidate will be a part of if they’re hired.

Talk about how integral the job is to your company’s overall process and success. People ultimately want to feel valued, so express the importance of the position with the candidate. STS Staffing can also help in this respect. We can get your company and job seen by hundreds of people looking for their next job.

If you’re ready to start collecting candidates, consider STS Staffing. We have the right tools to optimize your job search. Your interview process is ready, now find the right individuals who are ready to knock it out of the park.

11 Common Recruiting Mistakes You Can’t Afford to Make

A frustrated business professional
You lost an employee. Suddenly, the pressure is on to not only fill the position, but to hire someone who won’t miss a beat. It’s a daunting task, and having your remaining employees pick up the slack is making work more stressful by the day. In these situations, you can’t afford to make one of these common recruiting mistakes.

The last thing you should do is hire a person from an old stack of resumes. It’s time to update that old job posting and start vetting candidates. Here’s a list of common hiring mistakes you can avoid as you navigate the recruitment process.

No. 1 Writing an Incoherent Job Description

There is a long list of hiring tips for employers so let’s start at the beginning. Remember, you’re selling your job just as much as these candidates are selling themselves to you. That’s why recruiters need to start with a strong job description.

Before posting the open position, make sure you’re clearly explaining the job you wish to fill, not the type of person you’re looking to hire. You can figure out the personality stuff later. You need to find someone who can actually perform the job first.

Clearly stating the duties for the job will give a potential candidate a transparent idea of what they’re applying for. A good way to go about this is describing what a typical day may look like and what tasks the candidate will be asked to perform.

This is also a good time to include ADA considerations. Remember to always list the physical demands of the job. If the employee will routinely lift 50 pounds, let them know. If the job includes climbing, balancing, stooping, pulling or even standing for long periods of time, put it in the job description.

Next, clearly state the skills it takes to perform the job. The prerequisites needed for the job will give you a good launching point during the screening and interview process. Make them prove they possess the skills you need by having them detail their experience during the interview.

No. 2 Posting Positions to the Same Old Job Boards

Once you’ve crafted the perfect job posting with the proper description and prerequisites, it’s time to share it with the masses. But where?

You may have a favorite online job board you go back to whenever you have a position available, but if you want to attract more candidates you need to cast a wider net by posting to multiple websites. Candidates flow between different job boards, so your listing needs to be where they are.

However, collecting resumes from different sites will take a little more work. If you’re in a specific industry or looking for an employee in a specific department like sales or human resources, go straight to industry-specific job boards. That way, you’re targeting people with the exact skills you’re looking for to fill the job.

No. 3 Getting Hung up on the Degree

Once you have a group of candidates that fit the skills you’re looking for, research their job history. Where have they been, what have they done for former employers and how can they help you?

Candidates have been told to include their education on resumes, too. While it’s important to prove they’re educated, this is something you shouldn’t get caught up on. That’s why the candidate’s education is generally on the lower half of their resume. If anything, a degree proves to you that they can finish a task.

It’s more advantageous for employers to examine and question actual job experience. Education is relevant, but always put more emphasis on what they’ve done in the past, not the grade they got in political science.

No. 4 Skipping the Phone Interview

Once you’ve collected a solid group of candidates who prove they meet your prerequisite and experience standards, give them a call.

This is what we call “screening the candidate” and it can save you a ton of time. During the phone call, make sure they are clear on the job description and your expectations of them if they’re hired. Then, ask them about the prerequisites you listed in the job posting.

Can they articulately prove they have the skills you are seeking, and have they applied them in a work setting? You will be able to tell quickly who is padding their resume and who actually has the experience you need.

Screening is also an easy way to assess their communication skills.

No. 5 Rushing Your Hire

Hiring is a big task. One of the best ways you can make it easier on yourself is to set specific steps in the hiring process and eliminate those who are unqualified from the pool of candidates as you go.

Start with a large group of resumes. Eliminate the ones that don’t fit your prerequisites, then eliminate half after screening the candidates over the phone. Eliminate another half of the candidates again after you bring them in for in-person interviews.

Make a short list and the further you go in the hiring process, continue to cut it down.

No. 6 Trusting First Impressions

Hiring a candidate based solely on their skills is a big mistake. What if they don’t fit with the culture of your company or the team they’re joining? It could become disastrous.

The same goes with personality. It feels good finding a candidate who is a great interview because they’re easy to talk to. They could be a great boost to the team’s morale, but the harsh reality is all that is meaningless if they can’t perform the job.

Personality is great, but remember you’re hiring someone to complete a job, not hang out with once you’re off the clock.

No. 7 Talking Instead of Asking

Interviewing can be an entirely different animal inside the massive task of hiring. But there is a golden rule you can turn to if you’re having a difficult time.

When interviewing a candidate in person, you should spend 20% of the time talking and asking questions. The remaining 80% should be left to the candidate.

Ask them open-ended questions that force answers with explanations. And while they’re giving you an answer, don’t start thinking about your next question, genuinely listen.

Follow-up questions are advantageous for you and the candidate. They allow the candidate to clarify an answer and get their message across clearly and they allow you to extract more information from the candidate.

No. 8 Not Sticking to the Script

Guarantee you have the next question ready by writing down a group of questions you’re going to ask in every interview. This will help in 2 ways:

First, you’ll be able to listen to the answers and ask better follow-up questions.

Second, using a script will also give you a chance to assess each candidate’s answer objectively. You can go back to your script and compare the notes from each interview and asses fairly.

No. 9 Hiring for Favor

This next common recruiting mistake piggybacks off trusting first impressions. When you find yourself in a position to hire, you may hear from your network about someone who would be great for the job.

Someone you went to college with grandson’s girlfriend could be new to the area and is looking for a job. Resist the temptation to hire them based off a personal relationship built a long time ago.

Nobody knows your company’s culture better than you — you know who and what your company needs. If that college buddy’s grandson’s girlfriend doesn’t fit what you’re looking for, don’t entertain the idea of hiring them.

No. 10 Following One Person’s Opinion

Hiring isn’t a solo mission. You can rip through resumes by yourself or with a staffing agency. You can even screen the candidates yourself. But when it comes to in-person interviews, pull someone from your team into the conversation.

This will help you get a second opinion on an individual. They may notice something you didn’t that might be good — or bad — for your company. Take someone else from the team if there’s a second interview. Multiple opinions will spark a healthy conversation about what you’re looking for in a hire.

However, you don’t want too many chefs in the kitchen. Keep your decision-making team small, consisting of employees who have a good feel for what the company needs.

No. 11 Not Talking to References

By now, you might have found the perfect person for the job. But before you send that offer email, call one or two of the references your candidate listed.

Getting an opinion from someone from outside your organization will ensure you’re not making a hiring mistake.

References are generally going to give a good review of the candidate so it’s important to ask about some of the weaknesses they showed at their former job. This will give you an idea of what to work on with the candidate once they become your employee.

The laundry list of common hiring mistakes can become overwhelming if you’re not careful. If you don’t feel comfortable or don’t have enough time, STS Staffing is here to relieve the pressure of hiring. Our team of recruiters will find the perfect employee for your full-time, temporary or seasonal staffing needs.

Check out what we can do for you and your business by getting a free quote.

How to Write a Job Posting to Land the Best Hire

Woman uses smartphone to find job postings

First impressions are important, especially when it comes to hiring new employees. A solid job description sets your company apart from competitors who are also looking to hire the best talent available for a specific role. In order to pique a person’s interest with a job description, it’s essential to put thought into every sentence. Staying accurate and concise will set your ad apart from others that are targeting the same pool of talent.

The job market has improved over the past several years, and potential hires no longer need to take whatever work they can get. More often than not, a qualified employee has options for their next place of employment, and your job description could be the reason they choose your business. There is someone out there who is the ideal fit for your available position, but you may be missing out on the opportunity to start a conversation with them. Read on to learn how to write a job posting that gets results.


It might seem simple, but you’d be surprised how often companies mishandle position titles in job descriptions. Some hiring managers attempt to use a job title to make a position seem more glamorous than it really is. Not only will this type of title mislead anyone who finds it, it makes it difficult to find in the first place. In order to create an effective job title, keep the following things in mind:

  • Conciseness matters: use as few words as necessary
  • Be honest and accurate with the title
  • Reflect ranking order in the title (if it is a junior position, the title should include the word “Junior”)
  • Use common industry-accepted titles

Remember — you don’t need to sell a potential hire on a position before they get to the body of your description. For instance, you shouldn’t use the title “Aquatic Vitality Specialist” for a lifeguard position. A title like that might attract plenty of clicks due to its vague wording, but probably not many qualified or interested candidates.

Job Summary

Job hunters like to imagine themselves in a role before they step foot in a workplace. It’s important to accurately describe the responsibilities they will face on a daily basis, otherwise you could sink time and resources interviewing a candidate who misunderstood the position.

Although a job description should paint a picture of what it’s like to work at a company, you should use as few words as possible to do it. Create short 2-3 sentence paragraphs that describe specific responsibilities for the role. A person applying for a job is skimming as many opportunities as possible, so they will appreciate conciseness in your description.

Outline the top duties associated with the position, and mention the purpose or outcome of each. For the lifeguard example, one responsibility might be: “Ensure the pool area is clear of debris that could lead to trips and falls. Continually clear the space of these hazards to maintain a safe recreational environment.” When applicants know exactly what they’re signing up for, they can more accurately assess their qualifications for a job. Speaking of…


A job candidate’s resume doesn’t tell their whole story. There are certain intangible skills and characteristics that your company is probably looking for in an employee, and a job description is the place to describe them. Create a section that characterizes the type of employee you want on your team to attract the right fit.

A person’s skill set includes more than specific proficiencies. A lifeguard applicant might be an excellent swimmer, and have the certificates to prove it, but they might not have the right demeanor to work in a position that requires constant awareness and focus. So while you should include short sentences describing the background of your ideal candidate, you should also describe their personality to an extent.

If you are open to training a job candidate, make that clear in your description. Oftentimes, a hard worker who is coming from a position in an indirectly-related industry will be able to learn the ropes quickly. In cases like this, it’s especially important to write about the work ethic characteristics you’re seeking for the role.


A job description is not the right place to settle on employee compensation. Instead, include a pay range that communicates the minimum and maximum wage an employee can expect for the role, depending on experience. This approach ensures that you will get a wide range of applicants who already understand what type of compensation they can expect.

A recruitment ad example that includes a payscale for a lifeguard would feature wording such as: “Compensation for this position is $12-$15 per hour, depending on qualifications and experience.” When your job description is transparent about compensation, with some wiggle room for negotiations, you strike the perfect balance between enticing and realistic.

Get Started

You don’t have to go it alone in your recruitment process. STS Staffing is able to work closely with your team to create job descriptions that attract qualified candidates for temporary or long-term positions at your company. When you need to assemble a capable workforce quickly, our experts can help you make it happen.

From job descriptions in the recruitment phase to employee onboarding, STS Staffing is by your side to help your team stay productive. Contact our team to learn more about our temporary staffing services.