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The Overlooked Values of Working With a Staffing Service

Mon, 27 May 2013 18:50:53 +0100

The Overlooked Values of Working With a Staffing Service

Partnering with a staffing service can be defined as an agreement between a business and a staffing service where both parties profit from the relationship. Exactly what is that relationship? And how does each benefit? The answers to these questions are as varied as the types of problems businesses have. Consistent elements, however, are that both parties respect and trust each other, and by working closely, they find solutions where otherwise none might have been found. Partnering is more than just a good position fill, quality service or being responsive to business needs. Successful partnering brings long range strategic value to each organization, helping to increase productivity, control expenses and improve profitability.

Partnering is occurring for strategic purposes in countless businesses today. To illustrate the point, here are three case studies of how businesses are profiting by partnering with a staffing company.

Case Study #1

Industry: Public school district: substitute service, custodial, clerical and warehouse departments

Challenge: All substitute employees must meet the same employment requirements as current district employees. A strong union must agree to the staffing arrangement as part of its collective bargaining agreement. Finally, employees must be integrated into the system quickly and efficiently.

Objectives: Reduce payroll expenses, maintain high standard of employment and centralize scheduling and dispatching of staff while meeting the union's approval.

Partnership: A staffing service accepted the challenge and developed an innovative program. The staffing service agreed to accept current substitute employees onto their payroll. They also recruited new employees that met the district's standards (reading, background checks, etc.), and they centralized notification and dispatching of substitute employees to the appropriate work location.

Results: Working closely with the school district, the staffing service implemented a program that is proving to be a winning program for the district, its supervisors and the substitute employees. Due to the efficiencies gained from centralized staffing, the average hours worked per substitute increased over 200% from 15 hours to near 40 hours per week. This made the substitute employees happier and reduced turnover. Subsequently, the district spent less time on non-productive activity. The supervisors spent less time on paperwork and more time managing the staff. Also, the payroll and accounting departments had less paperwork due to less turnover and more work from fewer substitute employees. The district accomplished its overall goals of reduced payroll expense (less overtime due to more efficient scheduling) and greater productivity from its employees. The staffing service secured a long term contract for the partnering program allowing better planning and recruiting.

Case Study #2

Industry: Healthcare, fully accredited network of HMOs

Challenge: In an industry that is being driven by cost control, a regional HMO in Orange County, California was experiencing growing labor costs and difficulties in finding and keeping temporary employees.

Objectives: Retention of a flexible workforce due to an internal headcount restriction and cost control.

Partnership: The HMO and a staffing service teamed to provide an innovative solution where after six months the contingent staff would transition to the staffing service employ. The employee would receive a comprehensive benefit package where costs would be shared between the staffing service and the HMO. Also, a cost reduction plan was implemented based on length of service of each employee. A partial list of the benefits are: holiday and vacation pay that mirrors that of the HMO's regular employees, health insurance, a 401k plan, direct payroll deposit, annual merit review, credit union and child care discount.

Results: This program began with seven employees, and now has over 40 employees participating. This comprehensive program has resulted in higher self-esteem of the contingent workers, higher productivity, lower turnover, reduced training expenses and increased employee referrals. In addition, the HMO has lowered its labor expenses and enjoyed increased profits.

Case Study #3

Industry: Manufacturer of cast aluminum products

Challenge: The client needed a variety of skilled workers for positions such as assembly, shipping, production lead, CNC machinist and CNC programmer. They traditionally used the temp-to-hire process but over the past year had been unable to find applicants with sufficient skills and experience.

Objectives: Find highly skilled employees to help reduce turnover.

Partnership: The staffing firm suggested that the manufacturer consider direct hire. The firm acknowledged that there are advantages to temp-to-hire, particularly the ability to "try the person out" before committing to hire, and the ability to avoid paying a direct hire fee. However, the disadvantage they have been experiencing is that temp-to-hire gives them access only to the unemployed. That group of workers is less than 10% of the available workforce. Direct hire opens up the pool of potential candidates to all those currently working, which is a much more substantial number of people.

The staffing firm also pointed out that their direct hire guarantee allowed them to "try the person out" and the fees compared well to the cost of cumulative temp bill rates.

Results: The manufacturer is now able to hire people for jobs that have been open for a year. In one case, a machinist who was working for $14.00/hour at another company was looking to find a job with pay more equal to his experience level. He was attracted to their position, which paid $18.00. He would not have considered the position had it been temp-to-hire.

6 Ways to Have a Great Relationship with Your Staffing Service

Mon, 27 May 2013 18:51:12 +0100

6 Ways to Have a Great Relationship with Your Staffing Service

1) Advance notice.

Have an upcoming project or other big staffing need? Try to notify us as far in advance as possible. The more time we have to recruit, the better candidates you'll get. And when you have a last-minute need, we understand. Just help us to prioritize your hiring requirements, so we can refer the best fit candidates.

2) Ask for updates.

Be sure to let us know when you'd like to see progress reports on how your orders are being filled. If we ever run into a situation where we can't find the right person, we'll let you know in plenty of time to contact another firm.

3) Provide great job descriptions.

The toughest positions we are asked to fill are those where the requirements are not well-defined. The more you know about the skills, experience and personality traits of the job candidates you seek, the more accurately we'll be able to fill your requirements.

4) Give lots of feedback.

A great staffing relationship is built on open communication. Let us know what you like, or don't like, about our service. Challenge us to find ways to improve. And ask us for suggestions that might help you improve your hiring process. We work with hundreds of employers, and we can use our experience to make your hiring a lot easier.

5) Benchmark pay rates.

You'll get better job candidates and fill your openings faster when you offer competitive wages. At the same time, you don't want to overpay for talent. We can help you determine the correct pay rates based on what others are paying for similar positions.

6) Be a great employer.

Try to create a welcoming atmosphere for the temporary workers on assignment with you. Give them a strong, positive introduction to your company and their co-workers. Clearly define your performance expectations. And work with us to provide honest and direct feedback. The more positive your work environment, the more people will want to work for you!

How to Reverse Negativity in the Workplace

Mon, 27 May 2013 17:48:25 +0100

How to Reverse Negativity in the Workplace

Do any of these workplace issues sound familiar?

Morale is low.
Employees are making preventable mistakes because they don't seem to care.
No one seems to have fun at work anymore.
Employees spend a lot of time complaining and griping.
Gossip, whispers and rumors are distracting people from their jobs.
Employees talk badly about management, other departments, customers or each other.
Many employees are requesting transfers to another department, or even quitting.
Absenteeism is increasing.
People stop talking when the manager comes in.
Even your best people are losing their enthusiasm.
You're spending more time than usual soothing feelings and putting out fires.

If you answered yes to two or more of the above statements, you might have a serious negativity problem. And when negativity goes unchecked, morale nosedives, productivity suffers, communication comes to a halt and people stop working well together. Business, of course, will suffer.

The typical workplace has its ups and downs in terms of employee negativity, but when you've been in a down cycle for too long, it's time to take control and turn it around. When employers understand the causes of employee negativity and implement measures to prevent it, they can create a more productive and positive work environment.

What really causes employee negativity?

A study conducted by Towers Perrin and researchers Gang & Gang surveyed a randomly selected group of 1,100 employees and 300 senior human resources executives working for mid-sized and large-sized companies in the United States and Canada. Participants were asked to describe their feelings about their current work experience.

The study determined that the reasons for most of the employee negativity included:

An excessive workload
Concerns about management's ability to lead the company forward successfully
Anxiety about the future, particular longer-term job, income and retirement security
Lack of challenge in their work, with boredom intensifying existing frustration about workload
Insufficient recognition for the level of contribution and effort provided, and concerns that pay isn't commensurate with performance.

The study also found that some employees with a negative outlook were seeking new jobs, but the majority were planning to stick it out, despite their unhappiness.

How Can You Reverse Employee Negativity?

The most direct way to reverse negativity is to talk to your employees. Find out who is unhappy and why. Then try to address these concerns--and include employees in the decision making process, especially when you're making decisions that affect their everyday working life.

For example, if too many employees are feeling overworked, try to divide the work more equally across several employees or see if there are any duties or responsibilities you can eliminate altogether.

Companies that experience a business downturn will hear employees expressing concerns about both management and their future with the company. Following a period of financial woes, management will have to work to regain employee trust. Earn this trust by offering consistent, transparent communication--that is, share information about the company, its successes and its future plans. Be honest but not alarmist about any bad news.

If several employees tell you they feel they've been passed over unfairly for a promotion, take a hard look at your promotion system to make sure it's fair and equitable. Make sure your employees know exactly what is expected of them if they want to make the next step up the ladder.

If you hear that an employee is bored or frustrated in his current position, work with him or her to create a professional development plan and possibly add some new projects or responsibilities.

Finally, they might not tell you this, but employees love recognition for their work. They gain a sense of professional self-worth and feel more confident and competent when management takes the time to commend them for a job well done--or even compensates them somehow.

Nothing affects employee morale more insidiously than persistent workplace negativity. It saps the energy of your organization and diverts critical attention from work and performance. Negativity can come from one person, one event or one policy. It will become stronger unless you acknowledge it exists and work out ways to make things better. While you may not win over every chronic complainer, others will appreciate your willingness to listen and provide solutions. You'll know you've succeeded when your employees return to being productive and positive.

The Holidays: Your Wellness Program's Worst Nightmare

Mon, 27 May 2013 17:42:20 +0100

The Holidays: Your Wellness Program's Worst Nightmare

Tips for promoting wellness during a tough time of year

The eating. The shopping. The never-ending string of parties, entertaining and impromptu get-togethers.

The eating.

That's right; the holidays are just around the corner! And along with all of the good times and cheer comes a ton of stress, overeating and skipped workouts.

Simply put, the holidays are your wellness program's worst nightmare. But 'tis not the season to give up hope. If you want to:

promote a new wellness initiative in 2013;
increase participation in your existing wellness program; or
help workers jump-start New Year's weight-loss resolutions...

...here are some great ideas for renewing enthusiasm about--and participation in--your company's wellness program.

Appoint a Wellness Coordinator
If you don't already have one, assign an employee to be your company's official wellness champion. This individual should have primary responsibility for developing and promoting your initiatives, answering employee questions, increasing engagement and measuring results.

Break Out of the Newsletter Box
Yes, you should set aside a section in your newsletter to inform staff members about offerings--but frankly, that's just thinking inside the box. Brainstorm new ways to communicate your wellness messages via your intranet, social media, weekly meetings, message boards, etc.

And make your message fun! Wellness is a serious issue, but that doesn't mean you can't use a lively, conversational tone (kind of like this article) when writing about it. The more your message resonates with employees, the more likely your employees are to take notice and take action this time of year.

Hold a "Biggest Loser - Holiday Edition" Contest
A little friendly competition may be just what employees need to achieve weight loss goals during the holidays. Hold a six- or eight-week weight loss contest that culminates after the New Year. Each participant pays a small fee to enter. One employee should be the designated record keeper, who runs the weekly weigh-in. The person (or team) who loses the highest percentage of their starting weight wins first prize.

Create a Wellness Initiative with a Holiday Theme
Design simple, short-term programs to keep employees on the wellness bandwagon during the holidays. For example, you could create a "Give Thanks for Your Health" program. This could be customized to accomplish anything from increasing employees' awareness about healthy eating during the holidays, to recruiting workers for an exercise program that lasts through the end of the year.

The key is to put a fresh spin on your idea to spark employee interest (at a time when wellness is typically low on their priority lists).

Dangle a Carrot
Staying healthy during the holidays takes extra will power. Consider offering extra rewards (cash, vacation days or holiday-themed prizes) to provide the additional incentive employees need to stay on track.

Offer Healthier Options at Work Celebrations
Set the example you want your employees to follow. At your holiday work celebrations, make healthy options available that are appropriate for the season. Meet with the person responsible for organizing food and drinks to come up with healthy holiday-inspired appetizers or festive, lower-calorie drinks. Tons of ideas and recipes are available online. If your affair is catered, meet with the chef to review options for including healthy menu choices.

Provide Wellness Gifts
Package and wrap wellness-related items like pedometers, water bottles, gym memberships or sporting goods gift cards. Hold a holiday wellness "white elephant" gift exchange in conjunction with kicking-off or concluding one of your initiatives.

Whatever options you choose, always strive to make your wellness offerings exciting, fun and positive. Inject a little creativity and holiday cheer into your company's wellness program, and you'll be sure to keep employees engaged.

Get Better Temporary Staffing Results--Permanently!

Mon, 27 May 2013 17:43:54 +0100

Get Better Temporary Staffing Results--Permanently!

No less an authority than The New York Times recently trumpeted, “The Rise of the Permanent Temp Economy.” While so many other industries have faced downturns, the staffing industry has been on the upswing as many companies realize the value of the contingent workforce.

But like so many other tools, a staffing agency is only valuable if you know how to use it right. To ensure you get the best results from using their services, follow these 10 best practices.

Shop Around.

People are your organization's most important asset, and that includes temporary employees. Treat temporary staffing as an investment, not an expense. This is not a time when cheaper is better! Instead of going for a cut-rate service that will promise you anything just to get your business, find a firm that takes the time to fill your needs correctly.
Be Descriptive.

Temp positions need job descriptions, too! And those descriptions should be well-defined, prioritized, current and submitted, in writing, to your staffing firm. They should include your expectations for candidate abilities and experience along with specific performance goals and standards.
Educate Your Account Rep.

Make sure to tell your staffing agency everything you can about your organization's mission statement, goals, culture, history and current performance. Tell them what types of work styles or personalities will fit best in your organization. Familiarizing your representatives with your company's needs and preferences will help them become a more knowledgeable extension of your human resources department.
Educate Yourself.

You should also take the time to learn about your staffing vendor's full range of capabilities, so you can take maximum advantage of their resources. A good vendor not only provides qualified candidates, staffing flexibility and cost savings, but they can also offer a great deal of staffing expertise and employee relations support.
Take a Closer Look.

Today's temporary workforce consists of many amazingly talented people who prefer a flexible work schedule. Forget that old idea of temps being just a warm body to fill a seat; today, the types of people who are “temping” are likely to be:
Establish Expectations.

Start your relationship with your staffing agency off right by setting up mutually agreeable expectations for interaction. This can include development of an order-placing procedure, appropriate quality control checks and feedback methods. Setting expectations should ensure clear communication and expedient service.
Prepare Your Staff.

Foster a positive work environment by clearly explaining to your staff where and why temporaries are being used. Open communication is the best way to encourage cooperation and keep your employees from seeing temporaries as a threat to their job security.
Provide Feedback.

Does your staffing agency deserve praise and excitement, or do they need a gentle reminder? Give them useful feedback on their service and the performance of the employees they place with you. Meet regularly to obtain their input on what you can do to enhance interaction with them and ultimately improve quality service and placements.
Be the Early Bird.

The most talented temporaries are always in high demand. To ensure you get the best people, plan your hiring needs as far in advance as you can, and make sure to respond quickly when candidates are referred to you.
Consider a Strategic Staffing Option.

If your business has frequent, predictable ebbs and flows in workforce demand, strategic staffing may be right for you. Ask your agency to work with you to examine year-round fluctuations in workload and identify peak demand periods. A top agency will be able to customize a staffing plan for your business that provides employees to handle your busiest times and reduces or eliminates your need to lay off employees during slow periods.

High quality staffing firms focus on more than filling orders. They want to help you save time, save money and make it easier to find the qualified people you need to get work done. Do your part, and you'll find that while all staffing firms are not created equal, the good ones can be worth their weight in gold.