SCOPE's Resources for Employers and Job Seekers

How the Salary History Ban Affects You

Posted by SCOPE Recruiting on Nov 15, 2017 8:23:00 AM

As of last week, New York has implemented a new law that bans employers from asking a candidate about their salary history. This same ban already exists in Oregon and New Orleans. More states and cities are following suit and approved bans are rolling out in California, Delaware, Massachusetts, and Puerto Rico over the next few months.

Advocates of the ban hope for it to decrease the gender pay gap and fight wage discrimination, allowing candidates to be paid what they are worth and not be held back by their current or previous salary. 

If your organization operates in one of those states affected by the ban, what does this law mean for you and your current hiring process ?

  • It is illegal to ask a candidate to disclose their salary history throughout the entire hiring process.
  • You are not allowed to rely on the salary history of a candidate when determining or negotiating his/her salary amount.
  • There are significant penalties for violating the law. In New York, penalties can include fines up to $250,000.

What questions can you ask? 

  • You can ask a candidate their salary expectations or anticipated salary.
  • You can consider an employee’s salary history if the applicant’s disclosure is made “voluntarily and without prompting.”
  • You can inquire about "objective measures" that gauge a candidate’s success or productivity such as annual bonuses and commissions.

Often salary history is not used in an effort to “low-ball” the candidate, but in an effort to create an appealing offer, and effectively recruit them for your organization. This can still be accomplished by asking “What would your salary expectations be for this position?”.

This legislative trend is not expected to slow, so employers should educate themselves on the laws and begin adjusting their recruiting process in advance to ensure compliance. Let’s have a discussion--what are your thoughts on the changes?


Interested in learning how SCOPE Recruiting can help identify top talent for your Supply Chain and Operations hiring needs?

Contact Us Today

Topics: Hiring Advice

Wanted: Hard-Working Employees (7 Tips for Using a Recruiter to Fill Supply Chain Jobs)

Posted by SCOPE Recruiting on Nov 14, 2017 7:17:00 AM

Want to make sure you're using the right recruiter to fill the jobs you need?

It can be difficult finding hard-working employees for your company, particularly with the rise of retirees and open supply chain jobs. If you're managing an entire business, you've certainly got enough on your plate to worry about besides bringing on new workers you can trust.

A lot of business owners are turning to recruiters to do the heavy lifting of finding the right employees for unfilled positions. This can be a great solution for many different companies, especially if done in the right way.

Read on to learn more about what you can do to ensure you find top talent through the recruiting service you choose.

1. Make Your Expectations Clear

Before you jump into working with a recruiter, it's important to know exactly what your expectations are. You should know precisely what supply chain jobs you are seeking to fill and the ideal candidates for each.

Be detailed in your expectations. Identify whether or not you are looking for temporary-to-hire, full-time, part-time, remote, or location-based employees. Describe the ideal qualifications you are seeking, including minimum degree earned and desired amount of prior experience.

Making these expectations clear and specific from the start will ensure that you can get what you want in the shortest amount of time. Your recruiters will be experts in your field, but they will also appreciate a client who can bring standards in from the onset.

2. Communicate, Communicate, Communicate

Your recruiters will be highly responsive the moment you reach out to them with your request to fill those supply chain jobs. It's important for clients to be equally responsive to ensure an effective working relationship.

Miscommunication can cause delays in hiring, and can even lead to interviewing of less than ideal candidates. Communicate your needs and expectations frequently and clearly, and respond to recruiter's questions on a timely basis.

3. Trust Your Recruiter's Authority

There are endless types of positions in the supply chain industry, including operations roles, warehousing, transport, and inventory jobs. Even though each of these roles can be highly specialized and unique to your company, your recruiter will have the knowledge, fluency, and authority necessary to fill these supply chain positions.

It's important to trust this expertise when you are working with a recruiter. If you are unsure about the recruiting company's authority, ask about it and communicate your needs.

Keep in mind that recruiting services are quickly becoming essential to business success. More and more companies are recognizing how staffing agencies and recruiters can bring on truly the highest quality candidates to your team.

4. Ask Questions

If you are unsure how a recruiting service works, make sure you ask.

You'll want to know exactly what pool, for example, your recruiter is working from when seeking candidates, what the screening and interviewing processes are like, and when you can take an active role.

While most recruiting services operate in generally the same way, they can vary in several key areas. Asking questions is the best way to be clear on the process and ensure you are getting top talent for your supply chain jobs.

5. Know Your Brand

A brand image in the supply chain industry is key to building a solid and credible network, no matter who you service. It's important for your recruiters to know the ins and outs of this image so that they can communicate your brand to candidates.

Make sure you know the nuances of your brand image and message when you reach out to a recruiter to hire for supply chain jobs. When you are communicating initial expectations, spend some time chatting about your brand and what you want candidates to visualize in your company.

6. Don't Settle for Less Than Perfect

At the end of the day, you have the final word when it comes to a new hire for those supply chain jobs. While recruiters will have the authority to lead you to the best candidates in the field, you still get to approve the hiring decision.

It's important not to settle. If you aren't satisfied with the candidate your recruiter recommends, communicate this. Don't make a hire until you are convinced an employee is perfectly suited for the role.

7. Build a Relationship

It can be easy to have tunnel vision when working with recruiting services. Overall, you need employees for those supply chain jobs and you need them fast!

Recruiters will understand this and will do everything in their power to ensure a streamlined and effective hiring process.

Nonetheless, it's important to recognize your relationship with a recruiter as a significant business relationship. It's one that you can nurture for the future with other hiring needs that may arise.

Make sure you build a solid working relationship with your recruiter as you go about the hiring process. You can do this by inviting recruiters to really learn more about your company and its branding image and vision, communicating well and often, and engaging throughout the hiring process.

By building a relationship, you'll get the employees you're needing as well as a key business alliance that will assist you in the future.

Using a Recruiter to Fill Supply Chain Jobs

When it comes to filling supply chain jobs, it's important to find hard-working and dependable employees who can commit to your company for the long haul. Using a recruiting service is a great way to make sure you are bringing on the best workers.

When using a recruiter to fill supply chain positions, make sure you communicate frequently, ask questions, and make your expectations clear. This will streamline the hiring process and ensure you are bringing on the best employees. Make sure you know your brand and how recruiters can play to your brand image, and take steps to cultivate a relationship with your recruiter.

At Scope Recruiting, we can help you find the perfect fit for any position you are seeking to hire. Let us do the searching so that you can do the approving. Our process is streamlined and effective.

Reach out to us today to let us know what supply chain jobs we can start filling for you!

Topics: Hiring Advice

8 Smart Strategies for Increasing Your Employee Retention Rate

Posted by SCOPE Recruiting on Oct 10, 2017 10:02:00 AM
8 Smart Strategies for Increasing Your Employee Retention Rate

Millennials now make up the largest part of the American workforce. One of the many differences between them and previous generations is their employee retention rate.

They care more about the experiences of here and now. They want to telecommute. They want to grow.

This young generation isn't going to work at the same job for 40 years like their parents and grandparents. If they aren't happy, they will leave. Many are finding the grass is indeed greener on the other side -- or at another company.

Keep reading for 8 ways you can increase your employee retention rate.

1. Offer Growth

Millennials want to grow. And they will, with or without your company. Half of them keep an eye out for new employment opportunities and over a third have changed jobs in the last three years.

If you want to keep your talent in-house, you're going to have to do your part to increase your employee retention rate.

Make it clear in the interview process where this role can lead and how the prospect can get there. Reading body language and facial expressions can give you a great idea as to whether or not this person is the right fit for the job.

They'll also tell you if the applicant is willing to grow with your company.

2. Coach, Don't Manage

One of the many reasons people want to work from home or have flexible schedules is the burden of dealing with management. Having a boss constantly looking over their shoulder tells them that the company doesn't trust or believe in them. It also seriously wastes time.

Is this really the kind of message you want to convey to the people who are making your company better?

3. Dig Deep in Your Pockets

Want your employees to stick around?

Pay them a living wage.

The cost of living, especially that of housing, is increasing faster than wages. One survey by the Society for Human Resource Management found that nearly 40% of regular employees left their job because of inadequate pay.

We aren't telling you to overpay. But if you have a talented person working for you, why not pay them what they deserve? Between the hiring and training process, you'll spend less in the long run by giving the best employees what they need to be successful.

4. Company Culture

What is company culture? In essence, it's the personality of your business. This includes how formal or casual your office is, your mission and core values, as well as your expectations and goals.

Why does it matter? People want to enjoy going to work every day. They're more likely to enjoy it if the company's culture blends well with their own.

The traditional culture of wearing a shirt and tie, sitting in an isolated cubicle, and being forced through one verbose meeting after another is becoming a thing of the past. People don't want to work like that anymore. They're putting their foot down and forcing businesses to listen.

Here is a list of companies who are doing it right. What should come as no surprise is most of them are in the tech industry, which has always had a knack for pioneering innovative work culture.

5. Alternative Benefits

Insurance is great. You know what's even better? Tuition reimbursement.

This is just one of many alternative benefits you could (and should) offer to maximize your employee retention rate.

One way you can do this is by paying for education they receive while working for you. Another is to help pay back their student loans.

You can increase your employee retention rate by making them sign a contract stating how long they must work for you before this benefit is implemented. Or, you could pay it in full up front, and the contract could require a certain amount of years of employment in return.

6. Work-Life Balance

This is the crux of the modern work environment. People don't want to work 60 hour weeks. And they won't.

Their lives away from work are taking precedence over their work life. Millennials want to be healthy and free. They want to be home for dinner, take off to go to their daughter's recital, or make their son's soccer game.

If you and your company cannot provide a decent balance for your employees, your retention rate will plummet.

Another major reason many people leave their jobs is because they feel overworked. This leads to stress, which has been linked to a plethora of health concerns.

For the best employee retention rate, build a team of talented individuals and make sure they're challenged without being overworked.

7. Flexibility With Scheduling

Not every business is capable of letting employees work remotely. But freelancers now make up a large portion of the workforce.

People see their friends, neighbors, and family working from home in their pajamas -- and they desperately want a piece of the action. Compromising on this can help convince your employees to stay with your company.

Offer them one day a week of working from home if you can. Modern technology is capable of keeping you in touch with your team with just the push of a button.

You can use programs like Slack and Discord to communicate with everyone at the same time. Not only will this give your employees a feeling of independence, but it can free up your management team to spend more time on top-level projects.

8. Hire Wisely

Don't hire people because they're "good enough." Instead, hire the right people. Those who fit in with your company culture and your existing team.

Discontent breeds discontent.

Giving a job to someone with a toxic persona will continuously poison the rest of your team and eventually the business itself. Weed out the bad, hire the right people for the right job, and then go out of your way to keep them happy.

The result will be a better business that makes more money.

Final Thoughts on Employee Retention Rate

The bottom line is that you need to treat your employees well.

Prove to your employees, clients, and customers that you are the business you say you are.

If you are the best business in your field but you're struggling to keep your talent in-house, Scope recruiting can help. Contact us to find out how.

Topics: Hiring Advice

Engagement and Retention Start Day One

Posted by SCOPE Recruiting on Jul 13, 2017 3:15:00 PM

Bringing in a new Supply Chain or Operations employee is a large investment to your business, and a successful onboarding process is an important facet in developing a strong relationship with the new employee. This leads directly to increased employee retention, employee satisfaction, and better performance—all critical areas in maintaining a successful Supply Chain and Operations team.

Take Care of Necessities

Send as much paperwork to the new hire ahead of time. For what can’t be sent in advance, ensure that it is ready to go on their first day of the job. This will allow for the employee to spend their first day learning about the organization, team, and role specifics.

Provide the Tools They Need

In addition to making sure your employee has their designated workspace, make sure their computer, phone, other technology needs, and necessary credentials are set-up or you have coordinated the set-up with your IT team. Go the extra mile to stock their desk with office supplies, PPE (as needed), and provide a welcome card from company leadership or their new team.

Show the Big Picture

Immerse the employee in the company’s culture. Teach them about the history, organizational structure, and products or services. Share the company’s direction and how their role will be able to impact that strategy.

Make It Personal

Meet the new employee when they arrive, and make formal introductions to their colleagues explaining each person’s role. Try to arrange lunches for their first week or few days – with their direct manager, with HR, and with several of their immediate colleagues. Throughout the first week, coordinate short introductions to important stake-holders and extended colleagues.

Create an Initial Schedule

Set a realistic task for the new employee to work on during their first few days and week. Keep them engaged with some useful work mixed in with necessary training. Create a schedule to provide them in advance with deadlines, meetings, and orientations. If they will be shadowing certain people in the Plant, Distribution Center, or office include those details as well. Defining expectations for the new-hires will calm their nerves and show the efficiency of your business.

Create Regular Check-Ins

Set reoccurring meetings to discuss their progress, address questions, and continue integrating them into the fold of ongoing activities and initiatives. Leave the door open for questions and continued immersion into the business.


Following these key pillars in your onboarding strategy will help shape the future or your organization's culture for years to come.


Needing Supply Chain & Operations talent to fill your open vacancies? Learn more about how SCOPE Recruiting can help.

Contact Our Recruiting Team Today!


Topics: Hiring Advice

How to impress your Supply Chain and Operations Candidates

Posted by SCOPE Recruiting on Jul 7, 2017 9:57:00 AM

Candidates aren’t the only ones that need to make a good impression during an interview. In today’s competitive Supply Chain & Operations recruiting market, it is critical that a company not only has a strong value proposition, but creates a positive interview experience for the candidates.

Creating a positive experience really comes down to focusing on 3 key areas – Consensus, Process, and Communication.

The quickest turn-off for a candidate is when they see a lack of consensus from the interview team. Before kicking off interviews for a role, the stakeholders should ensure that the hiring team has a clear understanding of the particular role, how it fits into the organization, and what key things they need for the candidate to be able to contribute.

During the consensus phase, interview teams should also formalize the interview process—defining the who/what/when of interview steps and what they should be assessing. By formalizing the process beforehand the total time and travel will be minimized for the candidates, and time and travel expense will be minimized for your organization as well. Skype or other video conferencing tools are a great supplement to an interview process, and can limit candidate traveling and expenses particularly for follow-up interviews or for interviewers based at other locations.

At least 3 days prior to an on-site interview, aim to provide the candidates an agenda which includes times, locations, and names and job titles of the interviewers. Share what interview format they should expect and if it will include any type of plant tour, personality analysis, or skills assessment. The candidates should be informed of any specific directions around parking or entrances, who to ask for upon arrival, if they need to wear any specific attire or bring safety gear, and have a contact’s phone number in case of travel issues or other circumstances.

Most importantly, maintain regularly communication to keep the candidates engaged. While coordination and feedback can be a slower process due to heavy travel schedules and busyness of the interviewers, maintain the priority of keeping candidates warm. A quick e-mail (even if it is “Still Waiting”) goes a long way in keeping a candidate engaged. Whether you move forward with a candidate or not, providing prompt and constructive feedback is important at every stage. Feedback is incredibly appreciated and leaves them with a positive impression of your organization.

If you aren’t already, aim to focus on these few areas when you kick of your next search. And remember, your Supply Chain & Operations Recruiting firm is a great resource to lean on to facilitate this process and keep communication flowing with your prospective candidates.


Interested to learn more about how SCOPE Recruiting can ensure your Supply Chain & Operations candidates have a positive interview experience?

Contact Our Recruiting Team Today!


Topics: Hiring Advice

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