Common Red Flag Phrases Companies Should Never Use

One thing employers often forget when hiring is that it’s a two-way street. Candidates are evaluating your business just as much as you are screening them. When writing job postings and company descriptions, it’s essential to be aware of red flag phrases that can turn off potential candidates or create false expectations about the company culture. Certain phrases have become so popular with toxic workplaces that when job seekers see them in postings, they’re an immediate turn-off. Here are some red flag phrases that companies should never use.

 

“We’re a family” 

While it may seem like a positive way to describe a close-knit team, using this phrase can create unrealistic expectations and lead to a lack of boundaries between work and personal life. It can also be exclusionary to those who don’t feel like they fit into the “family” dynamic. This is one of the most triggering phrases for candidates, and it will send them running for the hills. 

 

“Fast-paced environment” 

This phrase can be a euphemism for a stressful work environment with long hours and little work-life balance. While some candidates may thrive in a fast-paced environment, it’s important to be honest about the expectations and potential challenges of the role. If you would accurately describe the industry or role as fast-paced, it’s better to qualify that than use this term. 

 

“Self-starter”

While hiring motivated and independent employees is important, this phrase can be a red flag for a company that lacks support or training for new hires. It can also signal that the company values individualism over teamwork. This phrase can also signal to candidates that they’re expected to take on a lot of work without adequate compensation. 

 

“Work hard, play hard” 

This phrase can be a red flag for a company that prioritizes long hours and high pressure over work-life balance. It can also create an expectation that employees must socialize outside of work to be successful in their roles. Some employees prefer to keep their work and personal life separate and may have valid reasons for not wanting to create close relationships with their co-workers.  

 

“Rockstar/ninja/guru” 

Using overly trendy or hyperbolic language to describe job titles or roles can be off-putting to potential candidates and signal that the company values style over substance. These terms were heavily used during the height of start-ups, and unfortunately, many people quickly realized that these were empty terms that hyped-up underappreciated positions. 

 

Companies should strive to be transparent and authentic in their job postings and descriptions. By avoiding red flag phrases and focusing on the specific skills and values required for the role, employers can attract qualified candidates who are a good fit for the company culture and job expectations. If you need help with the hiring process and finding the best candidates for the job, contact Nova Staffing today. 

 

6 Tips for Successfully Onboarding New Drivers

6 Tips for Successfully Onboarding New Drivers- Nova Staffing

The transportation industry played a vital role during the pandemic, and increased demand for delivery services has resulted in job growth in this sector. Grocery stores, restaurants, online retailers, and warehouses are all looking to hire qualified drivers in Canada right now. As your company expands, being able to quickly and successfully onboard new drivers will be essential to the success of your business. Here are a few simple tips to help you efficiently train new drivers.

 

Plan Orientation

One of the most common issues cited for driver turnover is lack of training and support. It’s essential to provide a structured orientation to smoothly onboard new drivers. It can be tempting to toss new employees into the deep end and hope they can figure it out, but even the most experienced drivers will need to be eased into a new company culture. Orientation is the perfect time to create a positive long-term impression for new hires so that they feel comfortable staying with your business. Most drivers will decide within the first 72 hours if they’ll stay with their new employer, so it is important to have a positive orientation experience.

 

Structure Training

Orientation is all about introducing new drivers to your company, but make sure you have formal training as well. Every company does things differently so even the most qualified drivers will still need to be trained on how you want things done. Outline all of the expectations and rules for the job, provide all necessary documentation and answer any questions they may have. 

 

Provide Introductions

Being the “new” person is never easy. Companies that take the effort to make new drivers feel more comfortable are more likely to retain talent. Be sure to introduce new drivers to others in the company such as fellow drivers, warehouse staff, management, and anyone else they may work. Employees that build relationships within the company are more likely to stick around and be happier.

 

Cover New Policies

The transportation industry was crucial during the pandemic but in order to keep drivers and other workers safe a lot of new policies are being adopted. Many of the health and safety policies being introduced in companies are new for everyone but don’t forget to take extra time explaining everything to new employees. Clearly go over all new policies you may have around social distancing, cleanliness, and what protective equipment you want them to wear.

 

Check-In Regularly

Onboarding shouldn’t be a one-time deal. Companies that want to retain talent should be sure to check in regularly during the first few weeks of employment. Keep a close eye on new drivers to make sure they’re keeping up with the workload and happy. You can even assign a fellow driver to act as a mentor to guide them in the beginning.

 

Ask for Feedback

Once your new driver is settled into their role, check-in again and ask for honest feedback on how they thought the onboarding process went. They might have valuable opinions on how you could improve things for future new hires. Research shows that nearly one-third of new driver hires will quit within 90 days so it’s important to have a great onboarding process to reduce turnover.

 

Nova Staffing is one of the top recruitment agencies in Toronto and we can assist you in finding qualified candidates for your driver needs. We’ll provide your business with the support in needs in expanding during this time. Contact us today to discuss your hiring needs!