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What business isn’t looking to control expenses?

Show me the money!

Containing Costs?  Accomplish Your Objectives with Staffing Solutions


What business isn’t looking to control expenses? Staffing firms offer many effective solutions for reducing overhead, managing operating costs and improving organizational performance.

In today’s business economy, you are faced with a challenging marketplace. Your goals and long-term strategies are tested and modified by global competition, government regulation, and the explosive growth of new technologies. Your role is to determine the most effective methods to help your company achieve its objectives. Can a staffing service help? Used effectively, staffing services can save you more than they cost.  You decide.

 

Cost Area How a Staffing Service Can Help
 

Fixed Expenses

  • Develop a plan to staff your business strategically. Minimize the number of permanent employees on your staff to the level needed to sustain your core volume of work. Proactively plan to bring in extra help when it’s needed.
  • Bring in expertise on an as-needed basis. Temporaries can deliver the experience and skills you need without impacting fixed expenses. As an added benefit, temporary “experts” are often less expensive than consultants.
 

Benefits

  • Limit benefits expense by using temporary employees. Most temporary employees receive only limited benefits which are paid by the temporary staffing service.
  • Companies with extensive benefits programs may not want to offer full benefits to all employees. Using a temporary staffing, payrolling or employee leasing service may make it possible to offer more limited and cost effective benefits programs to these employees.
Overtime
  • Use temporary employees to reduce the amount of overtime worked by your permanent staff.
Training
  • Reduce training costs and learning curves by bringing in temporary employees who are trained and have experience using the skills you need.
Recruiting
  • Use a permanent placement service to eliminate the costs and time involvement associated with advertising, screening resumes, interviewing, testing and reference checking applicants.
Payroll Administration
  • Eliminate the costs associated with processing and administering your company’s payroll and benefits by using a payroll or employee leasing service.
Unemployment Claims
  • Using a temporary in place of a short-term employee prevents an unemployment claim from affecting the client company.
  • Legally, pay-rolled or leased employees work for the company providing the payrolling or employee leasing service. All claims affect the staffing service’s unemployment rating, not yours.
Operating Inefficiencies
  • Inefficient functions can be outsourced to services that can perform the work more effectively. The outsourcing service should be able to reduce expenses and improve performance while allowing your company to focus on its core competencies.

 

 

6 Steps to Market yourself with LinkedIn

http://www.inc.com/jeff-haden/how-to-market-yourself-with-linkedin-profile-6-steps.html

Avoid resume content that makes a recruiter laugh

Avoid resume content that makes a recruiter laugh

Read More Here:

http://www.bizjournals.com/baltimore/blog/2012/02/avoid-resume-content-that-makes-a.html

5 Suggestions on How to Keep Your Current Employees

It is much easier and less expensive to keep your trained employees than to hire new ones.  Recruiting, interviewing, reference checking and employing new personnel is also inconvenient.  During the recent economic crisis many employees stayed put more out of fear than allegiance.  As business owners and managers, we learned how to squeeze out more production while we have created a disgruntled workforce.

But exactly how do you make your employees stay motivated and happy?  Let me give you a hint; it has nothing to do with money. Although most employees are motivated to earn a lot at work, their salary does not define the employee’s loyalty to the company. Thus, you should think of ways far beyond that. Here are some pointers to make employees stay at your company:

1.      Family.
The foremost reason why most employees are working is because they want to support their families. If they can sense you are family oriented you can make great strides towards keeping them happy.

If you can afford it, allow workers to work from home when their children are ill and must stay out of school.  You can also allow your employees to leave early, come in late or take mid-day breaks in order to attend family functions such as school meetings, cub scouts or sporting events. Think about having a children’s day when your staff can bring along their kids at work.

 

2.      Help them take care of their health.
Too much stress can be detrimental to your employees’ health. If their immune system suffers, they get sick and they find it more difficult to take care of their loved ones and themselves. They cannot even perform their duties well.

 

Try to affiliate with health clubs and gyms, ask for discounts based on volume. Train your staff in stress and time management. Honor their leaves, and as much as possible, spare their weekends.

 

3.      Provide training to enhance their skills.
Many of the employees that decide to resign  are those who have found better opportunities elsewhere, including the ability to be trained to enhance their skills or gain new ones. You can help them develop a much better career path. Moreover, you can benefit from it since their new techniques can be applied into their work.

 

You should conduct regular appraisals or evaluations to determine the level of skill and needs of your employees. This way, you can develop training programs for them. You can do it in segments to make sure the employees improve their skills at their own pace.

4.      Performance versus seniority.
There are still some companies who offer promotions to those who have been around in the organization for the longest time. But longevity does not really tell you about a person’s effectiveness. Many of your new employees have proven themselves to be equally good, if not better than their older counterparts.

 

Give more emphasis on performance than on time on the job. Offer incentives to those who can exceed your quotas and expectations. Provide recognition to those who have contributed to your company, regardless of their tenure.

 

5.      Be more transparent.
Do not treat your staff like mere employees.  They would also want to contribute to the growth and success of your company.  You can make yourself more open or transparent, so they would know what they can do to help you out.

 

Conduct meaningful meetings to discuss company issues that concern them.  Delegate tasks and allow them to head smaller projects. Develop an information portal that they can check when they want to read the latest news about the company.

 

Studies conducted by the American Staffing Association show that 82% of all employees that stay after you make a counter offer based solely on salary increases will leave within 18 months.   If you act now on company culture you can keep the talent that you have developed.

 

Kevin J Kowal

Mars & Venus in the Workplace

      According to John Gray, relationship adviser and author of “Men are from Mars, Women are from Venus”, men complain about problems because they are asking for solutions while women complain about problems because they want their problems to be acknowledged.   I believe these different approaches can be found in the workplace.   Good leaders understand and act like they are from Mars.  Great leaders recognize that they need to treat their direct reports as if they are from Venus, listen to them, and guide them to solving their own problems.

      On the way up the corporate ladder most managers make their mark by being innovative problem solvers.  They stay late, work weekends and do “whatever it takes” to get the job done.  And like Pavlov’s dogs these behaviors are reinforced by the heaping of praise and promotions.  Is it any wonder why there are career coaches who make their mark by teaching middle management delegation skills?

The great leaders are those that figure out when to stop taking on everyone else’s problems.  They understand that the best course of action is not to act like the issue is from Mars, not to solve an issue outright, but rather to ask questions about what the team thinks should be done to resolve their issues and allow them to do it.

      That’s why I know that I’m good, but not a great leader.  I am practicing delegation, but I find myself faltering.  I often preach that forgiveness is easier to get than permission, but I find my day is interrupted with listening to someone else’s problem and further wasted by resolving their issue.  In other words I make the mistake of doing the work that my company is paying someone else to do.  If I would only ask those four precious words, “What do you think…” my work day would be so much more effective.   When I do delegate I see my employees begin to solve their own problems and I’m amazed as I watch their confidence grow.

      So why am I self-disclosing?  Because through past experience I found that admitting a problem is the first phase in correcting it.   That and perhaps my employees will read this and take the hint that I no longer will try to solve their problems until they at least come up with their own solution.