What Can Staffing do for Your Company?

How to solve your labor shortage problem!

Posted by Tiffani Trainito, Resource Options, Inc. on 10 November 2016 | 0 Comments

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Have you ever found yourself in the middle of a project, with a second or third project about to start? You don’t have the resources to spread over multiple jobs and you don’t have the time to go through the interview process with new employees. Everyone in your network is already working. What do you do? Simple! You turn to staffing.

Staffing companies provide a flexible, skilled workforce on an “as needed basis”, as well as permanent options for contractors. It is the recruiter’s job to ensure that their company has the skilled manpower that is being asked for. Recruiters spend their days utilizing Indeed, LinkedIn, Monster, Craigslist and other search engines to source the necessary candidates. One would imagine that this could be a time consuming process. The truth is, it IS a time consuming process; that is unless you know how to utilize the sources. Recruiters do this day in and day out. Why not let a professional do the legwork for you?people searching the internet

Now, I know what you must be thinking. How do I get involved with a staffing company? How does it all work? Staffing companies are becoming more and more abundant throughout the United States. Make sure to find one that has been established for a good period of time. Typically, this will ensure that the staffing company has screening processes in place to weed out those who are just “not the right fit”. Ask your subcontractors if they’ve used staffing before. Would they recommend a certain company? Reach out to your local networking group and chances are you know someone who has worked with a staffing company in the past.

If you’re choosing to use a staffing company for an immediate temporary need, that staffing company will cover all of the costs to employ the skilled worker. These costs include workers compensation, general liability and all state and federal taxes. If the skilled worker does not work out, you the contractor are not legally obligated to pay any unemployment to that worker. On the other hand, if the skilled worker meets the expectations of the contractor; most staffing companies provide an option to bring that worker onto the contractor’s payroll (provided the contractor pays a fee). This fee can vary depending upon the staffing company, but is typically a percentage of that worker’s annual salary.

Now, you’ve taken advantage of all that a staffing company has to offer and you have a new hire starting. There are certain things that will make this transition smooth for all. When starting a new employee, whether that person is a temporary or permanent hire, expectations must be set for that employee to succeed. On day one of any new start, contractors are encouraged to onboard temporary hires as if they were hired by their own company. Have the employee do a full site walkthrough with you, have a list of tasks ready for that individual to complete and walk them through how you would like them done. Set a timeframe for the tasks to be completed, and be available to check in on that worker. Far too often contractors bring an individual on, assign them a task and send them on their way. At the end of the day, they check in on that person, and are displeased with the results and want a different worker. Over the years, best practice has shown that if you set a worker up with expectations and follow up on those expectations, the work will be completed to your standards.

So, the next time that you find yourself overwhelmed with the amount of work in front of you, turn to staffing.

Resource Options, Inc.

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