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.

What NOT to do During Employee Onboarding

September 24th, 2013

Employee onboarding is the process of providing new hires with the information they need to feel comfortable in their new position. It is essentially the period of time that counts the most as new hires get oriented to the company, policies and culture.

Therefore, it is highly important to consider what to do and not to do during this process. Onboarding not only helps new hires feel welcome in their new job, but speeds up the transition and helps your company as a whole. The first few days of an employee’s new job are critical to their long term success, both for the employee and the rest of the staff.

When creating an onboarding program, try not to make the following common mistakes.

Failing to Create a Formal Onboarding Program

The first and most common mistake made is not having a structured onboarding program. If you think you can simply have a new hire start without some type of structured schedule laid out, you’re going to find those first few days or even weeks, very hectic.

It can take a few months for a new employee to feel comfortable in their new position and with their fellow colleagues. It is important to have a program in place for this period of time. This includes starting with their first day and providing them with all the resources they will need, introducing them to employees, giving them orientation and explaining your company’s policies. Have a training program in place for their position, so they are not just forced to start working right away with little help.

Requiring Too Much of New Hires

Just like any new experience, the first day at a new job should not be too overwhelming for employees. The majority of the day should be about allowing the new hire to get familiar with their surroundings, meeting new people and only beginning to see what their job will be like. Have them watch someone else perform the job, if at all possible, before giving them the reigns. Try to stretch out the onboarding process for several days or weeks, instead of trying to get everything done in one day. Remember that new hires need time to overcome their learning curve and become comfortable in their role.

Not Outlining the Job Responsibilities

During the interview, you most likely summarized the job and responsibilities, but the employee is going to need more detailed job information when they start the job. Preparing a packet for their position is an effective way to show them exactly what their job entails and all of their regular duties. If you can, contact someone who previously had that position and ask them to make a list of all the duties required, both large and small. This lets the HR department and management explain their responsibilities so they don’t fall behind. It can also potentially hurt your business if new employees don’t fully understand what is expected of them and things get lost in the shuffle.

If you create a solid onboarding plan and avoid these mistakes, you shouldn’t have no problem introducing the new hires to their new positions. If you are looking for Chicago temp agencies, contact Davis Staffing today.

4 Ways to Get the Most out of Temporary Workers

September 13th, 2013

Congratulations are in order if you’ve decided to utilize a temporary workforce to augment your current staffing needs. This is an important step in the growth and improvement of your organization. In fact, over time you will likely experience the benefits of hiring temporary workers, which can include:

  • Lower costs of recruiting and onboarding staff
  • Higher levels of productivity and employee morale
  • Ease in managing fluctuating projects and seasonal work
  • Access to quality and pre-screened employees

To get the most out of your temporary workers there are some steps you can take as you work with the temporary staffing agency. These factors will help you to gain a more positive return on your investment.

  1. Hiring and Training – It’s true that your temporary workers will come from the agency, but still you must be invested in their success through a strategic hiring and training program. Develop clearly written job descriptions and requirements to provide to the staffing agency and to review with each temp. Have a training process put together to bring temps quickly up to speed during their first few days on the job.
  2. Improved Onboarding – Every business can improve the onboarding process with an orientation for both regular and temporary employees. Give your workforce a good introduction to the business, the mission and values, the corporate culture, and company leadership from the very first day. Assign mentors from among your more experienced employees to act as an initial point of contact for all new hires. Frequently check in with temps to help them understand and reach their goals.
  3. Task Management – It’s critical to provide training and orientation to all new temps, but it’s also important to provide them with the tools and resources needed to manage their tasks efficiently. Make sure all temporary workers have access to the systems they need to complete work, as well as guidance and support from your permanent employees. Let your teams know that they will need careful supervision to make sure tasks are not overlooked. Meet with your team leaders to ensure this is happening.
  4. Communication – The key to successful temporary workforce implementation is open and frequent communication. This includes communication between you and the agency, as well as floor managers and temps. Explaining work tasks and expectations is critical, otherwise the temporary workers may not know if they are meeting the needs of the company. Any special requirements need to be communicated early on so that the agency can provide the best possible temporary workers for the job.

By following the above steps, your organization should have a long and fruitful relationship with the temporary agency and workforce of your choice. This will give your business an advantage in the industry, enabling you to take on bigger and better projects.

Strategies for Onboarding Temp Employees

August 29th, 2013

Did you know that the single most important aspect of retaining your best talent is by onboarding new hires correctly from day one? In a report from the Society of Human Resources Management (SHRM), it was revealed that nearly half of new hires resign within the first four months in a new assignment when a formal onboarding process is not in place. This is also true when it comes to onboarding temp employees, who someday may become permanent leaders within your organization.

From the corporate culture you present to temps to the way in which tasks are delivered, you can give your business an advantage with a temporary employee onboarding process. Let’s take a look at the elements of a temp employee onboarding program for your business.

Streamlined paperwork process

Do candidates have the ability to apply for an assignment in a few minutes, submit their new hire paperwork and complete training all in one place? If not, then you may be creating frustration for your new temps. Work with your staffing agency to streamline the onboarding process for new temps.

Inform current employees in advance

Before you bring temps onboard, have a brief meeting with your perm employees to let them what to expect when the temps arrive. Ask for volunteers to mentor to the temps and let your employees know that the temps are there to augment their efforts, not replace anyone. Emphasize that you want all temps to be treated with respect.

Regular open communication

To get temp off on a good start, let them know that you rely on open and continual communication to make sure things are going well. Give them at least two people they can go to if they are having any problems or need support. Maintain communication with a brief 5-minute meeting with each temp every day.

Orientation and resource training

Your temp employees will fare better if they have a solid introduction during the first day on the job. Schedule an orientation day to review company policies, objectives, and work station setup. Give temps access to an online training portal where they can learn more or find answers to common questions.

Take the time to work directly with the recruitment team at the temp agency you choose. This is a resource for you in terms of arranging for an orientation, handling new hire and payroll matters, and monitoring temporary employee performance.

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