The Benefits Of Pairing With A Staffing Agency

December 12th, 2014

Staffing firms have been helping companies find extra workers for decades. Not every company out there takes advantage of the services offered by a staffing agency, but many more are beginning to do so. There are plenty of reasons for this and we will discuss those reasons in this post. The benefits far outweigh the negatives, of which we really cannot find many.

Find out why it’s wise to make Davis Staffing your recruitment partner.

Save Time and Money

Right off the bat, two benefits of working with a staffing agency are the ability to save time and money. It costs close to $58,000 to hire a new worker, according to the U.S. Bureau of Labor Statistics. This number does not include benefits, 401(k) match, the cost to advertise an open job and cost of recruiting. When you use a staffing firm, the firm will help you save money on overhead costs.

Partnering with a staffing firm will also save you time. The average time it takes from a job interview to a hire is roughly 22-25 days. This number does not include posting a job ad, acquiring resumes, sifting through those resumes and then interviewing candidates. Staffing firms will remove some of these aspects for you, helping you save time.

Flexibility of Employees

Pairing with a staffing agency makes it easier for the company to be flexible when it comes to the scheduling of its employees. Temporary workers can be brought in for a job that can last one day, one week, one month, six months, one year or multiple years. You can bring in temporary employees when busy seasons hit, during the holidays, when employees take vacations or when you lose an employee to sick or maternity leave.

Quality of the Hire

When a company pairs with a staffing agency, it will always be provided high-quality hires. Staffing firms are tasked with weeding out the undesirables or inexperienced candidates for all available openings. This means that your company will experience a drop in turnover rate for employees when working with a staffing firm.

Increased Productivity

If you are worried about the workload of your employees and their stress levels, then it might be time to pair with a staffing agency. This will help you spread the workload evenly amongst employees by bringing in new workers. This can be done during the holiday season, when there is an influx of work, or when a major project comes across your desk that needs to be completed quickly using high quality work.

Find Full-Time Workers

Many companies pair with staffing agencies for the sole fact that they can test their temporary workers to see if they will be a good fit with the company on a full-time basis.

Pairing with a staffing agency is an excellent idea for companies of all sizes, because of the above reasons and many more. If your company has not paired with an Illinois staffing agency yet, it might be time to move in that direction to save time, money and drop the employee turnover rate.

How To Turn Temporary Hires Into Permanent Ones

November 14th, 2014

Even though your company brings in Temp to Perm Hires every so often, it does not mean they must absolutely be let go once their contract comes to an end. You have a couple of options; renew their temporary contract for another set period or hire the employee to the full-time staff. It is very easy to turn temporary hires into permanent ones and we will show you how.

Use a Staffing Firm

The first step you need to take in the process is partnering with a staffing firm to find the right Temp to Perm Hires for your open jobs. The staffing firm will handle the application process, the interviews and the paperwork. You will only need to introduce yourself and train the new temp worker when the time comes for them to start the job.

Watch the Temp Worker

The second step is to watch how the temp worker performs. Never make it known that the worker has been chosen to be hired full-time, or has the possibility of being hired full-time because it might cause them to change their work ethic. You want to see how well the temp worker will perform without any expectations.

If they come to work each day knowing their contract will be up in two weeks or two months, yet still work their hardest, complete projects on-time, provide leadership in the office, then you know you have an excellent employee on your books.

Determine the Need for Another Full-Time Employee

Your next step in using Temp to Perm Hires is to determine if your company truly needs another full-time employee. You will need to crunch numbers and determine a budget for another full-time position, which will include salary, benefits and a possible signing bonus.

You also need to take a look at the workload of your current full-time staff. Will adding another full-time employee help them complete work quicker, of higher quality and prevent burnout? If even one of these answers is yes, then you need to begin the onboarding process right now.

Offer the Full-time Spot

Now that you have determined that a temporary worker should be added to your full-time staff, you need to begin the process of onboarding the employee. This includes offering the job permanently to the employee, having them sign the paperwork, putting them through any additional training or introductory meetings required.

Reap the Rewards

Now it is time to sit back and reap the rewards of hiring your temp worker full-time. You were able to analyze how they performed, determine if it is worth it to bring them on permanently and now you can watch how they respond to having a full-time, permanent job with your company.

Steps To Creating A Healthier Work Environment

September 15th, 2014

Finding new and innovative ways to create a healthier work environment can be difficult, especially when employees are stuck in bad habits for a long time. Getting your employees to buy into a healthier work environment can be tricky, but it definitely can be done effectively without causing too much of a culture shock for employees.

Here, we will discuss the most effective ways to create a healthier work environmentin just a few simple steps.

Step #1 – Fostering an Attitude of Cooperation is a Must

One of the first things you must absolutely do when creating a healthier work environment is to create an attitude of cooperation. This means that give and take must be present in the office each day of the week. Part of the cooperation discussion is offering employees ways to balance their work life and their personal life so they are not overwhelmed when they come to work each morning. This includes offering childcare, flexible work schedules, telecommuting, sabbaticals and compassionate leave.

Step #2 – Create Rewards for Employees

Employees love to be recognized or rewarded for a job well done more than once in their career. This means that you need to create some type of recognition program for your employees. This will make it easier to reward them when they complete a project ahead of the deadline, go above and beyond when dealing with a client and much more. These rewards can be gift cards to local restaurants or businesses, extra paid time off from work, a personalized plaque and much more.

Step #3 – Develop an Atmosphere of Trust

Employees also want to have a feeling of trust when they are at the office. They want to be trusted by their superiors, their co-workers and everyone else they come in contact with in the office. Trust goes both ways, which means since your employees want to be trusted, you must provide them with reasons why they can trust you. When you make this a two-way street, the environment at the workplace will be much healthier.

Step #4 – Offer Stress Busting Activities

Work is stressful, no matter how fun the workplace environment might be, which is why you need to relieve the stress of your employees as much as possible. This can be done using various activities at the office such as picnics, casual outfit days, flexible scheduling during the spring and summer months and much more.

Step #5 – Update Corporate Safety Policies

When companies look to make their workplace environment a healthier one, it can be done by updating safety policies. Safety policies will vary from company to company, but most of them are the same. If you feel that your employees are not safe in what they do at the office, you can hold safety seminars and update the policies and make sure everyone is complying when necessary.

Creating a healthier work environment does not have to a complicated process and it should be done immediately in an effort to ensure that your employees are happy and safe. Davis Staffing, a Hammond Staffing Agency can help reduce stress on your current workforce by giving you access to temp employees to take care of routine tasks, augment for larger projects, or work during peak seasons.

How to Improve Profit with Temps

February 13th, 2014

As a well-managed organization, you have probably already realized some of the initial benefits of using temporary staffing services to maintain your human resources. It can be convenient to hire temps for entry level assignments, to fill in for employees who are on leave, or to staff for large projects. But, how well are you doing in terms of reducing overhead and increasing profits using temp employment Chicago IL as a foundation of business growth strategy?

When it comes to running a profitable business, how much your staff contributes to the overall success of your productivity affects the bottom line. In this article, we’d like to give you some ideas for increasing profits by tapping into a temporary workforce.

Cut back on human resource costs

Experts estimate that replacing even one employee can cost as much as a half-year’s salary. However, when you are working with a temps, you can reduce many of these costs because the agency absorbs them. Cutting back on HR costs such as recruiting, screening, background checks, and even benefits and payroll can save your money a great deal.

Give your higher level employees a break

When employees become overloaded with administrative aspects of their tasks, they tend to be less effective of getting any real work accomplished. Temps can alleviate much of this by taking on the routine tasks that higher level employees are burdened with. Giving employees a break means they can be more effective at task management and ultimately make your business more profitable.

Augment critical skillsets to improve workflow

In high demand industries, such as manufacturing, IT and health care there are a general lack of skillsets that are critical to organizational success. Coupled with increasing numbers of retirees who are taking developed skills with them — your business could suffer from skill gaps. Recruit temps who have these skills or are trainable in critical skill areas to maintain business growth.

Reduce seasonal hiring woes

Oftentimes, businesses experience their greatest profits during peak seasons. This can be an opportune time to bring on a temp workforce to handle the increased amount of tasks from every angle of your business. Temps can work for a lower hourly rate, and you can prevent having to pay overtime to your other employees using this strategy. Less overhead means more profits.

Project fluctuations are covered

Like seasonal ups and downs, any business may suddenly experience a project that gets ramped up quickly and then ends abruptly. This can make it difficult to allocate staffing resources correctly. The problem is solved by hiring temps to cover various areas of the project and seamlessly augment your current teams. The better you can manage project fluctuations, the better your business will control costs and experience a jump in revenues.

Davis Staffing offers access to temp employment Chicago IL resources and solutions to meet your business needs. Find out how we can help you increase business profits through a temp staffing plan this year.

How to Lead Your Temp Workforce

January 8th, 2014

As a manager, you may be concerned about how to lead your onsite temporary workforce to greatness as part of your growing team. This is often a gray area that leaves supervisors scratching their heads. However, a temporary workforce is not unlike your other employees – they just need a little guidance to help them assimilate, adjust, and become productive on the job.

In fact, temps can provide unique advantages to your leadership ability and organization, including:

  • They are more prepped and ready for your work environment thanks to the efforts of the staffing firm.
  • They are eager to prove their value to your organization because many hope to stay on permanently.
  • They are very qualified individuals who have a track record of success and want to serve your team.

With the above benefits in mind, let’s look at some ways you can lead your temp workforce as they become an integral part of your team.

#1 – Have a temp orientation ready for day one.

The best way to start temps off on the right foot and demonstrating leadership capabilities is a well-planned corporate orientation program designed just for temporary workers. This is a sped-up version of your normal employee orientation, but one that captures all the most important aspects of working for your company. You can choose to assign mentors to each temp as part of this program for an even better return on investment.

#2 – Make sure all resources are available to your temps.

To help temps become productive from the start of assignments, ensure that all the necessary resources they need are available immediately. This can include any special training, access to technology, and equipment needed to perform the duties of their temp jobs. Plan this in advance of their start date, to show you are on top of things as a leader.

#3 – Create clear expectations and goals for the temps.

A way to boost your status as a leader is to be an above-average communicator. Present each temp worker with a written and verbal explanation of their role, tasks to be performed, and the importance of meeting objectives. Talk to them about special corporate policies and procedures, and give them a chance to ask questions with an open-door policy at all times.

#4 – Demonstrate respect for temps and expect this from others.

A hurdle that many temps face on the job is not getting any respect from perm employees or being treated as not important by others. Use this as an opportunity as a leader to booth demonstrate and seek respect from y our temporary workforce. Remind them that their success is a matter of working to your standards and those of the temp agency they represent. Do not tolerate any disrespectful attitudes from temps or directed towards your temps.

#5 – Provide ongoing feedback and rewarding projects for temps.

To maximize your leadership skills when hiring temps, be sure to have a method for delivering rewarding projects and tasks to them. Make it a point to have regular feedback sessions with temps and praise them for their good work and help them when they struggle. Give meaningful rewards to those who work hard and meet company goals.

Want to learn more? Explore important recruitment and employment topics by reading a few more popular blog posts from Davis Staffing!

If you are looking for temporary employment agencies in Chicago IL, contact us today.

Please feel free to follow us on Facebook and Twitter, and be sure to learn more about us at LinkedIn for company and industry news, job leads and featured updates.

Employer Tips – What Questions to Ask a Staffing Provider in Chicago IL

December 20th, 2013

Working in the real world today takes a lot of time and energy, which is why many companies in Chicago, Illinois elect to hire staffing firms to help fill empty positions within their organization. Before you select a staffing firm to work with, be sure you find out if it the best one available in the region. You can do this by asking the firm a series of questions that, if answered properly, will be able to provide you with all the information you need.

Who (clients) do you work with right now?

When interviewing prospective staffing firms this is a very important question to ask. You should ask to see client testimonials and ask for contact information so you can seek more information. It is best to make a connection with the firm’s clients so you can find out from the clients if the staffing firm is performing to their standards.

Which industries do you provide staff for?

This might seem like a commonsense question to ask, but it is always worth repeating. Ask the staffing agency what their niche is so you can weed out any firms that do not operate in your industry. It is best to work with a firm that specializes in your industry instead of one that has its hands in multiple industries.

Are there candidates available for hire right now?

A major selling point for some companies is the fact that staffing agencies have prospective temporary employees in Chicago ready and waiting to begin work. If you need to hire a staffing firm and then bring in prospective employees immediately, it might be best to ask this question during the interview process.

What is the firm’s screening process?

Find out how the staffing agency screens its job applicants. Do they simply read cover letters and resumes or do they perform full background checks? Do they contact references for you or do they have the hiring company do so? Will the staffing firm check employment dates and interview the candidates? These are all excellent questions to ask the firm prior to signing a contract for their services.

How does the fee system work?

Some staffing firms charge a percentage of the hire’s first-year salary as their fee while others use a fee system. Find out in advance how the fees are determined and then charged so there are no surprises when the bills arrive.

Does the firm offer any other business services?

Most staffing firms provide more than just employees to their clients. Some even offer on-site HR support, compliance, and the creation of training programs for employees. Not all firms provide these services, so be sure to find out if these are items your company would like assistance with in the future.

Is the firm local, national, international?

There are staffing firms out there that operate locally, nationally, internationally, and in multiple realms. Depending on what you need, you should find out how the firm operates so you can make your decision. The advantages of working with a local firm are that you may get more personal attention from recruiters who understand your market and community better than a larger staffing agency.

Want to learn more? Explore important recruitment and employment topics by reading a few more popular blog posts from Davis Staffing! Please feel free to follow us on Facebook and Twitter, and be sure to learn more about us at LinkedIn for company and industry news, job leads and featured updates in the Chicago, IL area. If you are looking for temp agencies in Chicago IL, contact us today.

Should You Promote In-house or Hire from the Outside?

December 12th, 2013

A large part of succession planning involves deciding whether to promote employees from within the company or look to new employees by recruiting from the outside world. This can be a tough decision, particularly when you have a great deal of talent within your existing teams. However, each business needs specific skill sets and knowledge in order to remain competitive in their market. Therefore a plan to develop employees who have potential coupled with the benefits of  recruiting temp employees can boost your business the most.

To help you decide what’s the right option for your particular business situation, here are some general guidelines to follow as part of succession planning activities.

#1 – Evaluate what skills are in biggest demand for upcoming projects and objectives.

Your business is likely to have a number of upcoming growth initiatives that may include special projects, new clients, and he development of innovation. As part of these activities, you will find yourself needing to either develop your in-house skills or hire new staffers who have the necessary skills. Decide what skills are in the highest demand and then make a plan to train potential employees and recruit when needed.

#2 – Conduct a complete skills and performance assessment of your current employees.

Chances are, you have some onsite employees who have the skills needed to get the job done, but you have not tapped into them yet. Do a review of the most recently conducted performance reports, talk with your supervisory team, and identify who among your current team members possess skills you can better use. Then you will have a good idea of who you can develop as part of your succession plan rather than recruiting.

#3 – Identify top performing employees who have demonstrated loyalty to the company.

As part of your quest to develop and build upon the skillsets among your current teams, you will want to evaluate staffers on their longevity and dedication to your company. The reason you want to focus on this area is because employee development takes time and money to accomplish, therefore your efforts will want to be investing in employees who will stick around for the long haul – not those who will jump ship soon after earning ne credentials.

#4 – Recruit temporary employees to develop into permanent employees to fill in skill gaps.

Once you have developed all your in-house human resources, then it’s time to recruit new skilled employees in Oaklawn, IL and other areas where you do business. You can do this two ways. (1) Partner with the staffing agency to recruit entry and mid-level temp employees to replace those who have moved up in your company. (2) Hire specialist temps for specific skill gaps among your existing teams where you have not identified employees who have potential.

The decision to hire or to train, or both, should be based on your ultimate time and costs associated with these efforts. Luckily, Davis Staffing has the resources to help you maintain cost effective succession planning and recruitment efforts.

We hope you enjoyed this post and will share it with your networks! Also, we look forward to your comments and feedback! Want to learn more? Explore important recruitment and employment topics by reading a few more popular blog posts from Davis Staffing in Oaklawn IL!

Please feel free to follow us on Facebook and Twitter, and be sure to learn more about us at LinkedIn for company and industry news, job leads and featured updates.

The Assembly Line Turned 100 in 2013 | Manufacturing Industry Insights

November 22nd, 2013

Get out the balloons, the streamers, and blow out your candles manufacturing world – the assembly line turned the ripe old age of 100 this year!

When Henry Ford first rolled his Model-T’s off the production line in April of 1913 in Highland, Michigan; little did he know that he would transform the world’s leading industries by inventing manufacturing as we know it today. In fact, over the last century, many of the foundations of manufacturing practices are still the same as they were on that bright sunny afternoon.

The Dream That Started a Revolution in Manufacturing

Before assembly lines were dreamed up by Henry Ford and his team of automobile manufacturers, much of what was built was done by hand, each finished product carefully put together at once in a tedious exchange of skills managed by a small team of craftsmen. This was a painfully slow process, indeed, but it was the way things had been done for many years. According to an article in Car & Driver magazine, “Henry Ford’s much publicized Model T mission was ‘to build a car for the great multitude,’ and the key to the quest was economies of scale, making the car affordable to as many potential customers as possible.” It took the foresight and keen business sense of a man like Ford to dream big.

Society Was Changed by Manufacturing Assembly Lines

It’s this same sense of innovation that led to societal impacts as well as much improved manufacturing practices. Henry Ford was the first to announce a minimum wage for his workers, something virtually unheard of at the height of the industrial revolution. At $5 per day a man could earn a decent living wage and raise a family in the burgeoning suburbs of Detroit in the 1920s.

Human Resources and the People Side of Manufacturing  

But the assembly line also helped to transform a new workforce in other unique ways. Businesses began considering the actual people aspect of revenues. They began understanding the connection of training and productivity. They also began to value the concept of team work. It’s this spirit of collaboration along the assembly lines of Ford’s plant, and later on Chrysler, and GM.

With careful human resource management, companies could get the most out of the assembly line. By reducing the time and cost of manufacturing, the assembly line could produce more, faster. This high level of productivity meant that companies could grow at a rapid rate, because revenues would be generated at higher rates too. Thus, in turn, workers could be paid a higher wage and have more money to buy the products produced. In a virtuous cycle of growth, the Central US automobile giants were born.

If you are looking for assembly jobs in Olympia Fields, contact us today.

Temp Employee Onboarding Kit

November 7th, 2013

Once you’ve decided to work with a temporary workforce, it’s time to organize the process for managing temp employee onboarding. The temps who will be joining your organization were carefully selected out of numerous candidates, specifically because they have the right skills and knowledge to do a great job for your business. Therefore, you will want to make an effort to make their time at your company a pleasant and productive one.

Putting together a temp employee onboarding kit doesn’t take a great deal of effort, but it does make a big difference. Studies have shown that when employees have access to well-managed onboarding, they tend to ramp up their productivity quickly and stay engaged in their assignments. They also develop above-average work habits and understand how critical they are to the success of your company goals. Research indicates that:

  • Close to 90 percent of all employees make the decision to leave a new job within 6 months from their first day. (Aberdeen Group)
  • Almost 70 percent of all employees who went through a structured onboarding program were retained for at least 3 years. (BTS)
  • Organized onboarding programs can greatly reduce employee turnover for 57 percent of all new hires. (Workforce)

To build a temp employee onboarding kit, you will want to consider the assignment type and length of the contract. Your staffing agent can also provide you with some advice on how to handle onboarding of new temps so that they provide the best return on investment to your business. Here are some ideas for your onboarding kit.

Welcome Letter

Make a positive impression by welcoming each temp employee to your company. This can be handled by writing a personal welcome letter to the temp, with an overview of the company and its mission. Provide your direct contact information and invite the temp to talk to you about any concerns or questions he or she may have.

Orientation Schedule

To help temps settle in quickly, schedule an orientation day. Provide an agenda that lists the order of events for the first day on the job. Give the temp a tour around your business facility introducing key personal and the management team. Show the temp around any production areas, noting safety precautions and vital areas they will be working in.

Job Duties and Goals

As part of your onboarding program for temp employees, give them a print out that describes the total job duties, responsibilities and goals of their new assignment. Go over this in detail and stress how their performance matters to your business. Let the temp know you support their success and are available if they need resources to make this happen.

Employee Manual

Break up your onboarding by sharing your printed employee manual with temps and going over all corporate policies in detail. Stress your corporate environment as a secure, substance free, and professional place to work. Have temps sign off that they have had this information explained to them. You may also choose to share safety, harassment, and other policy videos with temps.

Remember to make your temp employees feel valued during their time with your company. Stress to other employees that temps deserve the same respect they get. Give temps a company t-shirt, pens, and a great desk to work at while they are with you. Offer them a rewarding experience.

If you are looking for temp agencies in the Chicago area, contact us today.

Why You Cannot Neglect Onboarding New Hires

October 2nd, 2013

Onboarding is the process of showing new employees around, providing detailed orientation and training, and making sure they have all the necessary information to start work successfully. Too many companies hire employees and give just an hour presentation to the new hire and then let them fend for themselves. This is not only damaging to the employee but to the rest of the company too.

By taking the time to onboard properly, everything runs more smoothly. A well-managed new hire onboarding process can provide many benefits to your company, including improved performance and retention rates. Learn more about the reasons why your business cannot afford to neglect new hire onboarding.

Retain Employees

Providing successful onboarding helps you retain employees from the get-go. New hires are more likely to quit their job after a bad day at work than employees who have been around for a while. It is essential that after all the time, energy and money spent in choosing a new hire, that you take the time to educate them on how your company works,  what their position entails and help them feel more comfortable. This will help keep employees on for the long term.

Avoid Mistakes Early On

Mistakes are often made by new employees because they don’t know any better. After all, new hires do not have your policies and procedures memorized and they have not completely assimilated within your corporate culture. While you should expect a rocky start by most new hires, there are many mistakes and larger disasters that can be avoided by not rolling out a proper onboarding process. Make sure new hires have considerable training with someone else watching everything they do, until the new employee feels comfortable. Get feedback from the trainer or mentor employee to make sure they feel confident that the new hire can do their job with minimal supervision.

Get New Hires and Current Employees Comfortable

It is not uncommon for new hires to not feel entirely comfortable in their surroundings immediately. This is especially true if your work facility is located in a large building with many floors or departments. On their first few days, you are given an opportunity to help new hires socialize with others, find their way around, and create a way for new hires to get along well with existing workers. This is going to make the transition much easier for everyone.

Reiterate Your Company’s Culture

Every company has a unique culture, so make sure your new hire understands just what that is. Share stories about the company, from its founding to interesting milestones reached over the years. Provide insight into the types of clients you work with and introduce new hires to key players in each department. Give employees a sense that they now belong to something greater. These are just additional methods of helping new hires fit in, feel comfortable and confident in their new position. If you don’t onboard new hires, you can expect negative issues to come up later on.

Set Immediate Goals

After outlining their position and providing training, make sure that all new hires are aware of their immediate performance goals. Provide a list of things for them to accomplish in the immediate future, as a way to get into their job role quickly. Continue setting short-term goals at first, followed by ongoing, long term goals. Review goals with each new hire on a weekly basis, addressing any problems or obstacles that may occur. Praise the new hire for good performance and offer incentives for staying onboard during the learning curve.

Multi-faceted Training

You should also have multi-faceted training with onboarding of new hires. Because people learn in different ways, they also need different delivery methods of training an education. By not neglecting this process, you allow new hires to learn about your company’s culture and policies, how to do their job effectively, conflict resolution and customer service in a consistent manner.

Onboarding doesn’t have to be an overly complex process, but it is one that is vital for a successful transition of new hires. Develop a written onboarding process so that all new hires have the guidance and support they need to become valuable members of your team.

If you are looking for employment agencies in Hammond IN, contact Davis today.

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