The StaffEx Blog

What Is Temp to Hire?

June 6th, 2014

Hiring is not inexpensive. Because of these costs advertising, prescreening, and vetting candidates can seem challenging. The costs also include salaries, benefits, and employment related taxes for each employee. A bad hire can cost a company even more with lost productivity and the need to go through the process again. There is good news. Working with a staffing company can take some of the guess work out of hiring. Temp to hire staffing is an option that agencies offer your business to mitigate the risks of hiring.

4 Things to Know About

Temp-to-Hire Employment

  • The temp to hire process. Recruiters with the agency are responsible for all pre-employment steps for each candidate. They handle the advertising, sourcing, and resume screening. They make the initial contact with the candidates to discuss the open position. They initiate skills evaluations and any pre-screening, such as drug tests or background checks, required by your organization. After they have selected the most qualified candidates they submit them for your review and work with you to schedule interviews.
  • A probationary period of employment. After you choose a candidate they can begin to work for your company on a temp to hire basis. The time frame may vary based on your agreement with the agency but the most common duration is 90 days. While they are on the temp to hire assignment they will work directly with you so you can see how they perform, handle the duties, and fit in with the company. During this time you will be invoiced by the staffing company for an agreed upon amount that will cover not only the employee’s pay rate but also the associated fees with employment.
  • Providing feedback. A crucial component of the temp to hire agreement is to communicate effectively with your staffing provider to share feedback about the employee’s overall performance. Your recruiter or account manager will contact you usually once a week by phone or email to see if there are any issues with performance or attendance. If you are concerned about anything, this is the time to share it. You are also welcome to share positive feedback.
  • The transition to perm employment. After this probationary period is up, you can elect to hire the employee onto your company’s payroll. As long as you have met the terms of your staffing provider’s contract, you can simply roll them onto your payroll system and continue the employment relationship. However, if you are dissatisfied at any time within the 90 day period let the recruiter know and they will replace the employee without any additional cost. If you decide to hire someone before the 90 days is up your staffing provider will assess a buyout fee based on the number of hours the employee did work for you.

Are you interested in temp to hire resources? Contact StaffEx, Tampa Bay Employment Agency, to help today!

Why are You Losing Talented Temps | Retention Tips

May 29th, 2014

Managing temporary employees is a different process than managing permanent staff. It is important to understand the reasons that temporary employees will leave an assignment. The onus is on management to determine if there are any issues in the workplace that can be solved to keep qualified temporary employees on the duration of their assignment or to invite them back when the need is available again. Here are a few things to keep in mind when wondering why you may be losing talented temp employees.

  • They don’t feel like they are part of the team. Temporary employees see their permanent coworkers receiving praise or incentives from the management staff but are almost never on the receiving end. This makes them feel separate from the company as they are working on the assignment. As much as you can, offer positive feedback and in-house incentives to keep them exciting about contributing to the team.
  • They don’t feel motivated to return. Each day temporary employees make a conscious choice to continue their assignment. If they are dissatisfied they can discuss their placement with the staffing service. Occasionally, temporary employees decide they do not want to return to the job. If they don’t feel motivated to return you need to determine what you can do as a manager to incentivize them to stay.
  • They take a job with your competition. Your competition may offer the same job with a higher pay rate or as a permanent position. It is important for businesses to know how their competition is handling temporary employment so they can avoid losing top temp talent to these companies.
  • You don’t know what is important to them. Many managers take a hands-off approach when it comes to managing temporary staff. They push all of the responsibility off onto the account manager at the temporary agency. While the recruiter is responsible for ensuring the success of their temp staff they are not in the office to oversee their work. This means that direct supervisors need to learn and understand what is most important for their temp employees to do a good job and return to the assignment.
  • You don’t keep in touch. Companies are often interested in utilizing the same temp talent for recurring projects. They are disappointed when they contact the agency only to find the candidate is no longer available. Keep in contact with the temp employees so you can gauge their long-term interest in working with you on additional temporary jobs.

Do you want to keep top temp talent engaged in your business? Contact StaffEx Tampa Bay temp agencies to learn more!

How the ACA Affects Temp Employers

May 15th, 2014

Employers are curious how the Affordable Care Act will really impact business moving forward. Because several of the requirements are related to the number of full time employees many companies are making decisions to work with part time or temporary workers. Employees now have more choices for insurance at reasonable prices. Things will still shake out over the next several years but the ACA has already changed the employment market forever. How will ACA affect employers, specifically those who work with temporary staff? Here are a few things to think about.

  • Part time hours. Businesses are now currently required to provide insurance coverage to any employee who works more than 30 hours a week. If they are unable to comply a fine will be changed. To avoid fine and the mandate some organizations are electing to hire talent on a part time basis. Since many companies already offered insurance coverage this appears to be less of a challenge than many analysts originally believed.
  • Temporary staff. Another way to avoid the additional cost of insurance for large numbers of employees is to work with temporary staff. Temporary staffing allows for short term projects or part time work. Those who work on a temp basis are the employees of the staffing agency, not the client company. If a temp employee works more than 40 hours a week the staffing company may be required to offer insurance or pay the fine.
  • Worker’s compensation. One aspect that may be overlooked by both critics and fans of the ACA is how will affect worker’s compensation. More access to healthcare means that affected employees are likely to seek preventative medical care or treatments for injuries or illnesses. This will improve the health of the American workforce overall and reduce reliance on worker’s compensation claims.

Do you have questions about how the ACA will affect your employees? Contact StaffEx, Tamp Bay temp agencies, to learn more.

Creative Temp Incentives for Tampa Employees

April 23rd, 2014

Because of the unique nature of the role, temporary employees often compare themselves against their permanent counterparts. Temps are passed up when incentives are offered to staff members. It can become frustrating when you know you are working as hard as everyone else but don’t see any added benefits. Even though temporary employees understand the nature of their jobs it can be difficult to control very natural feelings. The good news is that a business can do something about this. Here are a few creative incentives you can offer to your temporary employees.

  1. Gift cards. A very small investment can make a very big impact. Purchase gift cards from local stores or restaurants to provide to temporary staff when they perform well. It can help motivate them to continue the good job or can be a reward for excellent work. You can create a contest so temporary staff members can work toward the goal.
  2. Offer a bonus. Your staffing provider can help you with ways to reward temp staff on the job. Talk with them about awarding a bonus to your temporary staff. You may be able to offer a completion bonus for temps who commit to an entire project. Or you can offer an additional bonus for a temp who helped solve a major problem.
  3. Paid days off. Temporary employees don’t get the same benefits as permanent staff. If they miss a day of work they also miss a day of pay. This means that when emergency situations arise, temps have to choose between money and health. Be generous and provide a couple of paid days off throughout the assignment. Your staffing company can help you with this process.
  4. Awards for teamwork. Permanent employees sometimes make the situation more difficult for temp workers. They may feel threatened by someone coming in to their territory. Instead, offer team based bonuses for temp and permanent staff who work together on a project.

Do you need to hire temp workers to help with a short term project? StaffEx, one of the leading Tampa Bay temp agencies, can help you today!

Warehouse Safety Tips for St. Petersburg Employers

April 16th, 2014

When managing a warehouse facility it is extremely important to pay special attention to safety in the workplace. Permanent and temporary workers should be able to perform at top levels without having to worry about the safety of the equipment and facility. Here are a few warehouse safety tips for your manufacturing facility.

  • Train your staff. Your permanent staff should be trained with safety procedures and provided with any equipment that can make their job easier and safer. Temporary employees should also be provided a safety orientation when they arrive on the job before they start to work.
  • Keep it clean. Accidents happen in warehouses when items are out-of-place or spills are not cleaned up from the floor. Work with your staff to establish a cleaning routine to keep everything as safe as possible.
  • Reasonable time requirements. Rushing is also a cause of accidents on the job. Don’t expect your employees, permanent or temporary, to perform the job at unsafe rates of speed. Encourage them to take their time when they are learning so they understand all of the components and challenges. Unless their slowness becomes a hazard on its own don’t be alarmed when an employee works at their own pace.
  • Zero-tolerance. Your safety policies should include zero-tolerance for unsafe behaviors on the job. If an employee does something to jeopardize the safety of themselves or others they should be reprimanded appropriately. This may also be a good time to reinforce training. Issues that include alcohol or drugs should be cause for immediate dismissal.
  • Forklift safety. Forklifts offer their own challenges on the job. Only allow employees who have been tested and certified to operate your specific forklift machines to work with them. Make sure they are always in good repair. Train your staff to observe safety procedures around the forklifts.
  • Personal safety. Individuals also need to feel empowered to be safe on the job. Offer them information and training for personal safety. If the facility is open at night have a parking lot escort to ensure that everyone feels safe when going to and from their cars.

Do you need additional information on warehouse safety procedures? StaffEx, one of the leading Tampa Bay employment agencies, can help you today!

Are You a Boss or Leader in Your Tampa Organization?

March 19th, 2014

While the words “boss” and “leader” are often seen as interchangeable in business it is important to note the subtle differences. Which characteristics do you want to embody? Let’s take a look at the things that separate bosses from leaders and how you can develop your skills to become a better leader for your team.

  • Be sure to look at the spaces between. Bosses tend to see a world in black and white. A boss will insist that something be done only one way and not allow for creative freedom, changes in efficiency, or new ideas to change the way things have always been done. A leader, however, sees all the shades of gray in between. They can evaluate a project or candidates based on their own specific merits and encourage growth within the organization.
  • Teach rather than tell. The very term “boss” implies a sense of domination and control. When we call someone bossy it isn’t usually said with admiration. A boss will tell their employees how to do their jobs, but a leader will teach them. A leader will share knowledge and understand the different learning styles of every member of the team.
  • Gain trust rather than fear of your employees. One of the biggest reasons exiting employees cite for leaving a job is that they didn’t get along with their manager. When an employee does something out of fear of retaliation it can negatively affect the quality of work and breed resentment. Instead, a leader will gain the trust of their staff. They will be someone with whom they can speak about difficult subjects and feel good about being in their corner.
  • Embrace collaboration and don’t be afraid to get your hands dirty. The image of a boss sitting in their corner office not doing any real work is prevalent in pop culture. Unfortunately, the stereotype is all too often true. To be a leader you need to be willing to work with your team and collaborate with them to determine the best solution. You made it to your position because you possessed skills and knowledge that can benefit the company so put them to use.
  • Coach your staff rather than criticize them. Bosses often resort to intimidation and criticism to correct negative situations in the office. However, a leader understands that positive reinforcement and praise will achieve better, longer lasting results. When an employee is not performing up to standards create a coaching plan that plays to their strengths to encourage them to improve.

Do you want to improve your leadership skills to make your office a better place? StaffEx, one of the leading Tampa Bay employment agencies, can help you today!

Job Search Goals to set in 2014

December 18th, 2013

Ringing in the New Year means a lot of things to a lot of people. Many will set New Year’s resolutions and most of will be abandoned by February. Rather than challenging yourself with these typical resolutions consider your job search for the New Year. This is a perfect time to reconsider what you’ve been doing and make changes as we head into 2014. As we celebrate the beginning of a new year, take a look at your career and job search goals and what changes you can make for 2014.

  • What were your goals in 2013? The best way to determine where you are going is to look at where you have been. What kind of goals did you set for yourself this past year? How did they work? Now would be a good time to review what you did and how you can make changes to make your job search more effective after the first of the year.
  • Reassess your accomplishments. Updating your resume is about more than just your skills and experience. Look at your accomplishments and determine the best way to show potential employers what you can do for their company. This is a perfect time to brag about the things you’ve accomplished in your career.
  • Be realistic with your goals. If you are looking for a complete career change, it might not be feasible to simply jump from one job to another. If you are looking for another position with the skills and experience you already possess there are some things you can do to make your background stand out to potential employers. Think about your goals and what small steps you can take to make big changes in your job hunt for next year.
  • Embrace your ability to be flexible. Nothing will ever go exactly as you have planned it in your mind. It is important to be able to roll with the punches throughout your job search so that you keep all of the possibilities open for the future. When things come your way, think about how they can help or hinder your search and act accordingly.

Are you ready to jump start your job search for 2014? If you are looking for employment agencies in Tampa, contact us today.

6 Ways You Can Improve Your Professional Productivity

September 19th, 2013

Manager and employees alike have a responsibility to their careers and their companies to consistently improve their skills and productivity. Have you reevaluated your personal productivity in the work place recently? As we begin the downward slope of the year heading for the holidays and 2014 it is a good time to look at the way you work and make changes to improve. Here are six things you can review and improve on before the end of this year.

  • The difference between Goal and Objective. Often in business these two words are interchangeable but they do have very different meanings and purposes. Goals are broad and often un-measurable. They are what you are trying to achieve. An objective can be validated and are often a means to reach the goal. Review your goals and establish objectives to achieve them.
  • What are your specifics? There are a lot of questions to ask yourself when you are determining how to be more productive. Beyond knowing your goals and objectives it is important to know the benefits and the actions required. The more focused you are with your achievements the more likely you will finish them.
  • Measure your progress. As you look at your goal and the objectives that can lead you to it you need to establish benchmarks along the way. Each time you reach a set point on your timeline you can measure the progress of your project. All of the quantifiable data will be important to understanding the success of your task.
  • Establish your control. Of course, each of your objectives is only possible in as much as you have control over the process. What is your role in the project and is your goal attainable? Don’t just look at the physical objectives but consider the psychological ones. Is this a goal that you have a desire to accomplish? You will only be engaged if the project enriches you.
  • Have the right tools and resources. You are only able to complete the project if you have all the right tools at your fingertips. Look at what you need to accomplish each objective and, ultimately, your goal. If the objective is not realistic for you to accomplish you may need to rethink the scope of the project and your role in it.
  • Give yourself a time limit. Once you set a deadline you begin to focus on the project differently. Without it the steps can take far too long and the goal may no longer be important as you meander across the finish line. This gives you a clear picture of how quickly you need to work to accomplish each objective and will help keep you on track.

Are you looking for more ways to stay motivated in the office? If you are looking for staffing agencies Tampa FL, contact us today.

Hiring Is Your Most Important Investment

September 11th, 2013

Too often hiring managers treat their decision as an impulse purchase. For example, you met a candidate who seems to check all the boxes and you are immediately in love with their personality. They may even remind you of you early in your career. Your decision is made on the spot but it doesn’t take long for you to realize you’ve made a mistake. After the employee begins working you notice the flaws you should have seen during the interview process. Change the way you think about the hiring process and treat it like an investment. Here are some ways you can be successful at hiring the right candidate the first time.

  1. Develop interviewing benchmarks. Before you schedule the first interview develop a list of questions to ask each candidate. This will give you an opportunity to compare apples to apples and determine which candidate is best suited for your job environment. Don’t only focus on their resume and job experience, ask questions that allow you to see their critical thinking skills. After all of the interviews go back and review all of the answers together.
  2. Utilize drug and background checks. This type of independent information can help you determine if a candidate is suitable for your employment. You want to hire responsible candidates who match your company core values. Establish criteria for acceptable results and test each and every candidate you’re considering. Your local staffing company can assist by providing these services as part of their cost.
  3. Don’t skip references. While many corporations have a policy to only provide dates of employment it is important to try to get as much background information as possible. Your candidates should have a few connections that can give more than cursory facts and can tell you a bit about their work style. This is also a service your local staffing agency can assist with so talk with them about how they can help.
  4. Provide stellar training and support. 22% of new employees leave before they have completed 45 days on the job. Most cite lack of training and support as their reasons for failing. Spend some time onboarding your new employee to educate them about the company culture and find out more about how they learn best. Don’t wait for their 90 day review to follow up with them.

Do you want to know more about how a staffing service can help you recruit your next employee? If you are looking for staffing agencies in Tampa, contact the StaffEx today.

Soft Skills Needed In the Tampa Workplace

August 8th, 2013

It is exceptionally important that you are able to find a candidate who possesses all of the technical skills to perform for your open position. Have you thought much about their soft skills? Soft skills are those personality traits that are hard to define and often the reasons so many clients describe their ideal candidate as “I’ll know it when I see it.” If you are able to define the soft skills that you are looking for you will have better success hiring the right person from the start. Here are some soft skills to look for in your next interviewing process.

  1. Must be adaptable.  Companies are looking for individuals who are not easily stressed out by changes in direction or priorities. Some individuals don’t handle change well and when new systems are introduced they can breakdown or it can take them an excessive amount of time to come back up to speed. If you can adapt quickly to changes in the office you may be a great fit for their position.
  2. Must be good at building relationships. Good interpersonal skills between you and your coworkers is a very important skill to bring to the table. A manager doesn’t want to handle personal vendettas, bullying, or other negative situations that could affect the entire office team. If you’re good at getting along with all types of other people you will have an advantage.
  3. Must have excellent communications skills. Some people don’t like confrontation so they use passive aggressive communications techniques to try to avoid negative situations. Other people are overly aggressive suggesting that they are just “telling it like it is” or being honest. Good communications skills can walk a fine line between honesty and compassion. It is important that you can explain your thoughts well both verbally and in writing.
  4. Must be willing to learn. So often individuals become stagnant in their duties and experience. Companies want to work with people who will take on challenges and grow within the company. They want to know they can trust their employees with projects and tasks that they may have never done before. If you can and are willing to learn new things your experience will be enhanced.

Do you have exceptional soft skills that you would like to share with your next employer? Contact StaffEx to see what we are working on today!