What’s the Best Decision – Paying Overtime or Hiring Temporary Workers?

January 29th, 2016


It should be the goal of every business to be smart when it comes to staffing costs. At times, it’s necessary for regular employees to work overtime to complete time-sensitive projects. These types of situations are basically unavoidable. With some careful planning, companies can save money and time by hiring temporary employees to augment current teams. In this way they can reduce the costs of paying overtime to regular employees.

But the question you may have on your mind is if it’s actually more cost-effective to hire temporary employees or to pay out occasional overtime? If you only have to pay an hour or two of overtime, then it’s not the best decision to bring temporary workers on board. However, there is always a break-even point where temporary workers will be the more cost-effective (and better) solution.

Here’s some simple math:

Employee A: Regular works 46 hours in one week at $15/hour. The regular salary is $600 and the overtime is a cost of $135, for a total salary of $735.

Employee B: If your company hires a temporary worker at $10/hour, the break-even point in salary comes around 13-14 hours.

Your company will have to onboard the employee and provide some training, but you can bring a talented, skilled employee to your team for 13-14 hours instead of getting six hours of overtime from your current employee.

A Better Way of Staffing Your Company

Once you see the above figures and the way hiring a temp worker makes better sense than paying overtime on a regular basis, it’s easy to understand there are better ways of managing staffing costs. Making the smart decision to augment your current workforce with temps has many benefits, including:

* Upfront administrative and other recruitment tasks handled by the agency
* Payroll and benefits managed by the agency allows your company not to worry about ACA compliance or providing vacation time.
* No overtime costs to your company since the staffing agency monitors work hours
* The temp worker improves productivity from day one due to experience and skills
* On-demand staff available for seasonal peaks and replacements of regular employees

If you have developed a great relationship with a staffing company, in those times of stress when you need to augment your staff quickly, the staffing agency can provide temporary help quickly. A boost in your business is great, and you shouldn’t have to worry about turning away revenue because you don’t have the staff to handle the additional workload or don’t want to tax your existing staff with long hours.

Remember to always consider the attitude and morale of your team. If some employees want to pick up extra shifts or hours, then that might be the best decision. However, you don’t want to work your team too hard where productivity drops and attitude becomes poor.

Whatever challenges you face, Davis Staffing has the experience and flexibility to help you overcome them. Contact a leading staffing agency in Chicago today to work with our great team of recruiters!

Make Your Temporary Workers Feel Welcome

January 14th, 2016

Any company will need temporary workers from time to time. A sudden rush, peak times, shortage of manpower, employees calling in sick or going on abrupt leaves, sporadic business growth and any other operational demands can call for temporary workers. Now, companies and the temporary workers, both parties are aware that it is a contractual or time-bound arrangement, and it is not perennial. In such a scenario, it is very normal for companies to ignore their temporary workers. Also, it is obvious that temporary workers will not learn as much about the business or feel as connected as full-time permanent workers. Companies must initiate an attempt to make the temporary workers feel welcome, comfortable and compassionate about the work or at least dedicated to the business. That kind of sincerity will help companies to get the best out of their temporary workers.

Here are a few ways companies can make temporary workers feel welcome and then derive the best from them.

Make a Great First Impression

The initial correspondences are very important. How the temporary workers are welcomed physically, what kind of interaction they have with others and with the employers, the briefs or introductions they get and the manner in which they are made to feel a part of the organization or otherwise, will determine the level of engagement. It is very common for temporary workers to feel that they are unwanted or not integral to the business. This makes temporary workers feel less concerned about the business. You can easily avert this disconnect with a induction session, where the temporary workers are briefed about every relevant policy or information about the company. The temporary workers could be given a tour of the building or the premises and can be shown where the pantry is, the vending machines are and anything or everything which the workers will get access to.

Introduce Temporary Workers to Everyone

• Temporary workers must meet the employees, department heads and more importantly, the owners. Most temporary workers deal with their immediate bosses or managers. The employers or owners don’t have to deal with temporary workers but a quick few words for introduction and getting them acquainted would never hurt any company. On the flipside, the temp workers will feel respected and will consider their place worthwhile.

Provide Some Perks

• Temporary workers should be given a few perks that other permanent employees get. For instance, they can get their own desks, corporate T-shirts or pens, can work with a mentor or get some incentives like the permanent employees. Temporary workers could also be included in group activities or meetings to make them feel welcome. Having a written policy on these perks will avoid any future disputes and make the guidelines clear for everyone.

Whatever staffing challenges your company faces, Davis Staffing has the experience and flexibility to help you overcome them. Contact our great team of recruiters today, and we can help with any of your Chicago staffing needs.

How to Respond to Workplace Bullying

December 11th, 2015


In our previous article, how to deal with workplace bullies, we shared some tips for preventing bullying at work by employees. Incidents of bullies at work seem to be on the rise, many going undetected for months until a worker goes postal and harms another person. The good news is that human resources leaders and managers are improving at spotting trouble before it starts.

If your workplace is experiencing alleged bullying by an employee, here are some ways to respond legally and ethically. After all, it’s your responsibility as an employer to protect your employees under current workplace laws, and it’s even more important to weed out bullies before they ruin your company in other ways.

1. Be educated on how to recognize workplace bullying.

There are many forms of bullying that can take place in a work environment, from seemingly harmless “teasing” to ostracizing to harassment to outright mental and physical abuse perpetrated on others. It’s important that you understand the signs of bullying at work, so you can address them properly. HR Morning has a good guide for understanding the personality of workplace bullies and their behaviors.

2. Take any complaints or reports seriously.

The best course of action when dealing with workplace bullying is a swift one. Don’t dismiss claims of bullying as minor as any tension or abuse by an employee can quickly spiral out of control. Take claims seriously and use due diligence to get to the bottom of the matter now.

3. Develop a clear written policy on workplace bullying.

If you are concerned there may be workplace bullying going on, now is the time to make sure your employee manual includes a clear policy on bullying, including any disciplinary steps that will be taken with offenders. This should be distributed and a training session should take place so that all employees understand bullying is not to be tolerated in any form.

4. Conduct a confidential workplace investigation.

Within 48 hours of any complaints, be sure to work with the management team to investigate alleged bullying. Talk with the person who has been offended to understand the nature of the abuse. Talk with the person who is being accused of bullying. Offer to mediate a mutually agreement between the parties, because it could be a misunderstanding or there could be a more serious issue at hand.

5. Take disciplinary action with any repeat offenders or employees who endanger others.

If there is a true case of workplace bullying, defined as: Repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators. It is abusive conduct that is threatening, humiliating, or intimidating, or causing work interference (sabotage) which prevents work from getting done, or verbal abuse. (Source: Workplace Bullying Institute) Use the disciplinary steps as outlined in your policy manual, from requiring the employee to take an anti-bullying class to suspension or termination.

Guided by a commitment to maintain the highest standards of integrity and professionalism, Davis Staffing is dedicated to providing the highest quality clerical and light industrial staffing solutions to small and medium-sized businesses in the Greater Chicago Southland and Northwest Indiana areas. Contact Davis Staffing today to get started!

How to Deal with Workplace Bullies

December 4th, 2015

DAVIS_12-2015_ManageBulliesBullies at work are a big pain. Not only are they usually difficult to manage as employees, but they bring down the entire organization by tormenting other workers and even clients. They are not suited to work on teams, and they tear down the productivity and morale of any company. Episodes of workplace bullying seem to be on the rise, due to news stories about workplace violence and harassment. For these reasons, it’s up to employers to nip bullying in it’s tracks through education and swift disciplinary procedures.

How can your leadership team deal with workplace bullies? Here are some guidelines to follow.

1. Make anti-bullying a workplace value.

Establish from day one with all employees that workplace bullying has no place at your company, nor will it be tolerated from anyone. Include this in the company handbook, go over it during employee onboarding, and during regular trainings.

2. Establish a workplace bullying reporting process.

When an episode of workplace bullying occurs, many times the victim(s) may not know where to turn, especially if it’s coming from a superior. They may also fear for their safety or job security. It has to be established by the company that reporting these instances is welcomed and encouraged. Make sure you have a written and easy-to-access policy for reporting workplace bullying, confidentially and to be taken seriously.

3. Investigate and address all reports of bullying.

If a report comes in about alleged workplace bullying, conduct a discreet, but thorough investigation of the claim. Talk with the victim, the alleged offender, and the managers involved. Do these meetings behind a closed door, and treat all parties with respect. Give your findings to the HR director to take action.

4. Educate managers on the signs of workplace bullying.

Workplace bullies can be sneaky, therefore it’s up to supervisors to keep an eye out for subtle signs that trouble is brewing. Is there tension between workers, an employee being singled out as a scapegoat, or an employee who has a group of others tagging along? Watch for the signs that there are the beginnings of bullying, and take action immediately.

Guided by a commitment to maintain the highest standards of integrity and professionalism, Davis Staffing is dedicated to providing the highest quality clerical and light industrial staffing solutions. Contact us today to learn about working with one of the top staffing agencies in Chicago and northwest Indiana.

Enforce These Basic Reminders for Forklift Safety

November 30th, 2015

Remember how vigilant you were when you first received your driver’s license? How long did it take before you started to slip into the bad habits that you have today? Before you suggest that you don’t have any, take a look at the basic safety rules in the driver’s education handbook and see how many of them you now routinely gloss over.

The same thing can happen in the workplace when forklift drivers get in the habit of cutting a few corners here and there in order to get the job done sooner. It is important that this doesn’t happen, as the safety of everyone in the building is at stake!

Forklift Safety Starts Before Starting

Safety begins before the forklift has even been turned on for operation. Getting on and off the vehicle sets the tone for the rest of the work shift, which means taking every precaution from the very start. Drivers should make sure that they are wearing the proper footwear, and that there is no grease or other potentially slick substance on the shoes. They should be aware of the head clearance space when getting on and off, and should also use handholds to make the job easier.

Before starting work for the day, the driver should ensure that the vehicle is fully operational, which includes checking the battery life and that the horn is working. Before moving away from a parked position, the horn should be sounded to ensure that everyone knows the forklift is approaching. This is something that should be done at every turn and opening, as there may be blind spots around the corner. The driver should bring the forklift to a complete stop before entering a new aisle or room.

Forklift Safety Accounting for Loads

The forklift should always be parked in assigned areas only, and when in operation, speed limits should be strictly adhered to. These may not be the fastest vehicles in the world, but stopping them when they are carrying a heavy load can be tricky. The driver should always be looking at the road ahead, and be prepared to adjust the speed of the forklift when coming upon inclines, wet floors, blind spots and other potential hazards or blockages. This also includes being aware of forklifts coming from behind or from either side.

Most companies that operate forklifts require that their operators pass some sort of test, and that they are up to date with the most recent rules and regulations set forth by OSHA. The steps covered here are really nothing more than a brief overview of what the forklift driver has to know and adhere to every time they operate the machinery. It may seem like a lot to learn and remember, but the rules are in place to protect everyone that works on and around heavy machinery. If everyone is aware of the rules beforehand, the likelihood of a workplace injury or accident is greatly reduced.

Work with a local, experienced staffing service partner who will provide service beyond your expectations – and help your business achieve greater success. Contact Davis Staffing today to partner with a top staffing agency in Chicago!

Convey the Importance of Customer Service to Your Manufacturing Team

November 13th, 2015

CustomerService In manufacturing_v02

When one thinks of customer service skills, it’s easy to picture companies that cater to retail, financial, technology, health care and hospitality. All of those industries consistently deal with customers on a face-to-face basis. But in truth, all industries need to prepare and train their people for excellent customer service because it reflects a dedication to positive relationships with clients. In this age of transparency and online customer service reviews, your company needs a solid plan for training employees on customer service skills.

How to communicate good customer service as a value in your manufacturing company

Relationship building is bigger than ever in the business world. Even though your team might not see customers all the time, one positive interaction based on solid customer service skills can make all the difference. Therefore, make good customer service a core value at your manufacturing company. Communicate this value from the top down, starting with the executive leaders in your company emphasizing good customer service policies. If the leaders show they are bought in to safety being a priority, then it’s much easier to get the rest of the company to buy in.

Create customer service training campaigns to encourage participation

Another way to let your manufacturing personnel understand the principles of good customer service is to educate and train them on specific examples of how they can use this at work. Bring in trainers who specialize in customer service for this market, for hands-on training sessions and practice before interacting with clients. Offer ongoing training and mentoring for all manufacturing employees. When onboarding employees, teach them the fundamentals of quality customer service.

Hire customer service savvy manufacturing employees

A good method for boosting the customer service level in your manufacturing company is to hire people with a track record of already dealing with customers in a positive way. Hire from a staffing agency that can provide candidates who have strong experience with customer service. During interviews, ask candidates about their customer service skills and what they believe they can do to support this effort at your manufacturing plant. Consider candidates who have strong verbal and written skills, because they may be dealing with client through live, telephone and written communications.

Work with a local, experienced staffing service partner who will provide service beyond your expectations – and help your business achieve greater success. Contact Davis Staffing today to get started on meeting all of your manufacturing employment needs!

Focus on Feedback and Expectations in a Candidate Market

October 30th, 2015

Focus on Feedback and Expectations in a Candidate Market
As a recruiter, it’s easy to get caught up with sourcing and processing candidates as quickly as possible, without giving much thought to their actual experience. But, in a candidate-driven job market, the way in which you treat candidates has much to do with how effectively you can place them into jobs. A poor experience will send a good candidate bolting to a competitor. This is why your focus should always be on creating reasonable expectations and gathering feedback from candidates as often as possible. Here are some ways to accomplish these goals.

Create an easy application process

The number one reason why good candidates avoid applying for a job is because of a lengthy or complicated application process. To improve the chances of getting great candidates to apply for work, make the application smooth and simple. You don’t need to know every piece of information, just the vital parts. Use social tools to allow people to apply using their LinkedIn profiles, for example.

Get on those follow-ups, fast!

Being responsive to candidates matters when it comes to high-level candidates. This is an expectation with most job seekers today. Millennials are eager to hear from hiring managers and they understand the technology of email autoresponders – they are looking for something more personal. Take the time to check the application updates daily and follow up with suitable candidates. The response doesn’t have to be in two minutes, but a timely response will meet their expectations.

Conduct phone screenings effectively

Taking the time to acknowledge applicants is a start, but the next step in honoring the candidate experience is to conduct live phone screenings. Call each applicant and invite them to schedule a brief introductory phone call to learn more about the company and see if there is a career opportunity they may be interested in. During phone screens, be personal and ask relevant questions while using the candidate’s name often. Invite candidates for an in-face interview once they pass the phone screen.

Ask for Feedback After all Interviews

Send out a brief survey to gather feedback from candidates on the quality of your interviewing and application process. There are free survey programs to accomplish these goals. Use this data as the basis for improving your application methods and interviewing process. Ask candidates to be specific about what they expect, what they liked, and what they didn’t like about learning more about career opportunities with your company.

Use a Staffing Agency to Get Feedback

Another way to streamline the application process and get good feedback on your hiring practices is to work with a staffing agency to handle these initial details. Let the staffing agency work with candidates, only sending those who meet your criteria. This sets up clearer expectations, and you can ask the staffing agents what you can do to improve the way candidates are handled on your end of the hiring process.

Davis Staffing strives to provide excellence in service with personalized attention and gainful employment opportunities to our employees. Contact our great team of recruiters today to work with the top staffing agency in Chicago.

Evaluate Bilingual Job Candidates with Testing

October 16th, 2015

Evaluate Bilingual Job Candidates with Testing

In a global economy, candidates who are bilingual are considered to be valuable for their ability to communicate with a wider range of people. Many workplaces are seeking bilingual job candidates, therefore job seekers often mark this on their applications in order to get noticed ahead of others. But, what if a candidate is somewhat bilingual and cannot perform well in the job, or worse yet, not bilingual at all? This is where a little testing can help out.

Test Bilingual Candidates during the Application Phase

It’s possible to build a little testing into the application process for any new candidates. At the conclusion of the application, add a set of screener questions in the alternative language that the candidate has indicated they can speak. If they can answer the questions, the candidate at least has the basic skills to move to the next step.

Utilize a Bilingual Interviewer

A member of your staff who is bilingual can help with interviewing candidates. Ideally, this should be someone on your HR team, but can also be someone you use on a contractual basis for recruitment purposes or borrow from another department to handle interviews. Ask some of the questions in the alternative language type, and then find out if the bilingual candidate has the skills to move forward.

Hire from a Staffing Agency

A staffing agency in the area that works with bilingual candidates can screen people ahead of time who are suitable for positions in your company requiring this skill. They conduct screening in a variety of ways, from candidate assessments and testing to verifying work skills with past employers. A staffing agency generally has a pipeline of great candidates who are bilingual and ready to go to work immediately too.

Evaluate Candidates in the First 2 Weeks

Once you have hired a candidate who is bilingual, be sure to observe their progress in the first few weeks on the job. Look for any issues that are related to language and communication. Someone who is bilingual may be a little “rusty” in some areas of alternative language use, but this should improve over time. Consider if a temporary assignment is a good way to get started until the candidate proves himself.

Guided by a commitment to maintain the highest standards of integrity and professionalism, Davis Staffing  strives to provide excellence in service with personalized attention and gainful employment opportunities to our employees.  Contact our great team of recruiters today to work with one of the top temporary agencies in Chicago.

Bring the Next Generation of Manufacturing Workers to Your Organization

September 30th, 2015

Bring the Next Generation of Manufacturing Workers to Your Organization
Not every company is planning on where new manufacturing workers will come from in the next five or ten years. This topic should be on the minds of all hiring departments within the manufacturing industry. Your company must have an idea of where these workers will come from, what it is they will look for in the industry and how to retain them.

Expectations of Next Generation

Because of the various career opportunities out there today, employees do not have to stay with their current employer if they are stuck in dead-end or repetitive jobs. Companies must begin to pay attention to development paths available and the working environment provided to their employees. Providing leadership training or sending employees to personal development seminars shows a dedication by the company to its staff members. Assigning projects or tasks tailored to employees’ strengths will also set them up for success and lead to a happier staff.

Create a Collaborative Culture

Many employees leave one job for another one because they were not part of a collaborative culture. It is also more common for employees to quit on their direct manager and not the company as a whole. Because of these reasons, companies must not only create a collaborative culture, but also train their managers better so they can get the most out of their staff members.

Millennials are used to working in groups because of their educational careers and their social lives. These employees want to work in groups so they can collaborate on different projects and run ideas by co-workers in order to get as much feedback as possible.

Embrace Technology

Your company must be more open to embracing technology as it becomes available if you want to attract the next generation of manufacturing employees. Employees get annoyed when their employers take too long to adopt new technology that can make life at work easier or allow employees to focus on more important or innovative projects.

Having to complete tasks using outdated technology when there is new technology available that can make the process less repetitive or difficult will only frustrate employees.

Switch to a Temporary Workforce

A strategic way to find the next generation of manufacturing workers is to create a policy of hiring from a temporary staffing agency in the industry. Many companies find fresh skilled laborers this way, for entry level and mid-level positions, as well as seasonal peaks in production. Staffing agencies will produce quality additions to your organization for whatever needs you have.

Work with a local, experienced staffing service partner who will provide service beyond your expectations – and help your business achieve greater success. Contact Davis Staffing today, one of the best staffing agencies in Chicago.

Find Great Job Candidates at the Next Job Fair

September 15th, 2015

Find Great Job Candidates at the Next Job Fair

An excellent way to find new employees is by setting up a table at the next job fair in your area. Or, if you really want to expand your employee search, consider attending career fairs outside of your region. The trick here is that you must do a little extra work when attending job fairs because the great candidates will not just present themselves to you asking about your company and the openings you have. That is why we have compiled this strategy for your company to use at the next job fair it attends.

Refrain from Using Your Phone

Even if you attend the event by yourself and are bored, do your best to stay off your phone during the career fair. Job candidates will see you on your phone and not want to stop by your table because they think they will bother you. This is a big-time no-no. Playing around on your phone also shows others that you might be bored. What kind of message does this send possible employees? Not a good one.

Dress Appropriately

It is understandable that companies want to see job candidates dressed appropriately when they attend job fairs. Well, the same can be said for representatives of companies or recruiters. Just because you are doing the hiring does not mean that the candidates will excuse your appearance. If you don’t want to wear a suit or a tie, consider wearing dress pants with a polo that has your company logo on it.

Be Punctual and Ready

One of the worst things you can do when representing your company at a job fair is to walk in after the event has started to set up your table. Make every effort to arrive to the event on time and have your table ready when the doors open to the job seekers. Unpacking containers as job seekers walk around will prevent you from finding a great candidate because they will not waste their time waiting for you to unpack.

Refrain from Eating at the Table

Do your best to eat breakfast or lunch prior to the doors opening. You do not want to eat at your table while job candidates are walking around trying to speak with you. This shows poor manners and the notion that you do not care about those in attendance.

Contact Candidates Within 24 Hours

If you met some candidates who piqued your interest at the job fair, be sure to contact them within 24 hours after the event so they do not forget about your company. For all you know, they could be receiving three or more phone calls from other companies that were in attendance as well. The competition just got stiffer.

If you follow this strategy the next time you attend a job fair as a representative for your company, you should have no trouble attracting top candidates.

Davis Staffing strives to provide excellence in service with personalized attention and gainful employment opportunities to our employees. Contact our great team of recruiters today to learn about Chicago careers and how we can help meet all of your job search needs.

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