With every decision you make in the coming days, weeks or months, ask yourself: will this help my corporate event meet expectations and be successful?
Corporate event planning is always limited by two factors: the amount of time you have to plan your event and the size of your event planning budget. So, when planning a corporate event, you should be prepared to make sacrifices—either to speed things up or to cut costs. But, that doesn’t mean you need to settle for a lackluster affair. Follow these event planning tips to give your guests a memorable experience they’ll be talking about for months!
- Identify what is most important to you
- Give your guests compelling reasons to attend
- Gather feedback to help improve future events
Let’s take a closer look at each of these corporate event planning tips and why they can help you be successful regardless of your budget or the time you have to prep.
1. Identify What is Most Important to the Success of Your Corporate Event
Before you do anything else, put serious thought into why you’re planning a corporate event in the first place. What are the most important goals you want to achieve? What do key stakeholders in your organization expect as an outcome?
The only way to find out is to schedule time with the C-Suite and get everyone to align on what matters most. Once you reach a consensus, put it in writing and distribute it to everyone involved. This document is now your compass for deciding where to invest your time, your money and how to manage your corporate event.
With every decision you make in the coming days, weeks or months, ask yourself: will this help my corporate event meet expectations and be successful? If the answer is “no” and you need to make cuts for one reason or another, you’ll have a great place to start.
2. Give Your Guests Compelling Reasons to Attend
Regardless of the end goal of your event, remember that it’s just as much about your guests as it is about you. Yes, you have certain objectives you hope to accomplish or important messages you want to communicate. But, your guests are giving up their time and (in some cases) money to attend, so make sure you give them what they want:
- Compelling, thought-provoking speakers
- Opportunities for professional development
- Time for networking with colleagues and other professionals
- Fun and entertainment: all work, no play = no way
Bottom line? Spend as much time thinking about the value of the event to your guests as you do to your organization.
3. Gather Feedback to Improve Your Next Corporate Event
One of the best ways to save money on your next event is to find out from guests what worked and what didn’t. Was that expensive guest speaker a hit or a dud? Was the venue comfortable and inviting? Did the food and refreshments keep people satisfied? And, of course, don’t forget to ask your guests for input about what you can do differently next time. Who knows, maybe you’ll discover you can host your next corporate event for less without sacrificing quality.
Bonus Tip: Choose a Reputable Hospitality Staffing Solution
Don’t let all your hard work and preparation get overshadowed by an unprofessional hospitality staff. Quality hospitality staffing will all but guarantee your guests have a great time at your corporate event. At Labor Systems Job Center, our flexible hospitality staffing solutions can help ensure your corporate event goes off without a hitch. For more information or to submit a request for a service quote, fill out our form today.
One of your top performers walks into your office one morning and drops a bomb. There’s a family emergency and he needs some time off—effective immediately. An unexpected employee absence isn’t exactly how you wanted to start your Tuesday, is it? Instead of panicking, here’s what you should do:
- Step 1 – Express Empathy
- Step 2 – Offer to Help
- Step 3 – Tactfully Review Policy
- Step 4 – Find Qualified Temporary Staffing
Now, let’s explore each step in a little more detail so you’ll know exactly what to do the next time this happens, or how to successfully cope with your current situation.
Step 1 – Express Empathy
As a good manager (and good person), your first instinct should be one of concern—not for yourself, but for the difficult situation your team member now finds himself in. Before you react, put yourself in his shoes. How would you feel if the roles were reversed? Remember, if given a choice between coming to work every day and dealing with a crisis—whatever it may be—most employees would much rather report for duty.
Step 2 – Offer to Help
Maybe your company offers resources to employees in crisis. Or, maybe you or someone you know has gone through a similar situation and you can provide helpful insight. If not, simply listening goes a long way. The bottom line, you’re talking to a person now—not a just an employee.
Step 3 – Discuss Policy and Set Expectations
If your company has a policy for dealing with sudden employee leaves of absence, gently bring it up so that both parties understand what’s expected. If you don’t have a policy like this, now is the time to work out an arrangement. How much time does your employee need? What, if any, communication can you expect? Is your employee able to work remotely? Try to settle on the details now to avoid uncertainty and confusion down the road.
Step 3 – Find Qualified Temporary Staffing
Easier said than done, right? Not necessarily. At Labor Systems Job Center, we can fill in during sudden employee absences with qualified candidates who are ready to hit the ground running. While there’s no replacing one of your top-performing employees, our temps are prepared to work in professional office environments in a variety of roles. They can easily transition to office environments like yours requiring support staff that can work effectively from day one. Who knows, you might even choose to find a permanent spot for them after your employee returns to work.
Don’t Let an Unexpected Employee Absence Slow You Down
Do you know how much money employee turnover costs your company? The Society for Human Resource Management found that employers typically need to invest the equivalent of six to nine months of an employee’s salary just to identify, interview and train a suitable replacement.
So, if you’re replacing an employee with an annual salary of $50,000, it could cost you anywhere from $25,000 to $37,500 to fill the position and on-board the new hire. Remember, that’s for one employee.
This is why it’s so important for all companies, regardless of industry, to develop effective strategies for reducing employee turnover and improving retention. If you aren’t already doing these five things, there is no better time to start than right now.
- Align your compensation package with industry or regional standards
- Empower employees to succeed
- Choose the right managers
- Hire candidates who fit the job and your culture
- Don’t rush the hiring process
Now, let’s explore each of these tips for improving employee retention and reducing turnover.
1. Maintain a Competitive Compensation Package
Believe it or not, reducing employee turnover isn’t always about offering the highest salaries. As long as your salaries and other benefits are reasonable for your industry or your geographic location, improving employee retention often comes down to inexpensive “perks” that have high perceived values.
Consider adding the following perks to supplement employee compensation:
- Casual dress options
- Gym memberships
- Work-from-home privileges
2. Empower Employees to Succeed
There has been a lot of fuss over the millennial generation and what it is they want most in a new job. Forget the stereotypes. A survey of 1,500 millennials by Qualtrics-Accel found the number one thing that keeps them happy on the job is… sufficient training. That’s right—more than anything else, millennial employees want to know they’re doing the right things and contributing to a greater purpose. Companies that maintain open lines of communication, encourage employees to ask questions and offer opportunities for professional development are the ones with the best retention rates.
3. Choose the Right Managers
It’s been said that employees leave managers, not companies. So if you’re looking for ways to reduce employee turnover, start by taking a good look at your management team. According to CarreerBuilder, only 32% of people actually want a leadership role in the first place. In light of that statistic, it’s no wonder that improving employee retention is impossible without improving your managers.
4. Hire Candidates Who Fit the Job and Your Culture
Many employers think the most important factor to consider when hiring a new employee is whether or not he or she has the skills to do the task at hand. Equally important, though, is how well the candidate will assimilate to your corporate culture. A great fit in this area can actually make up for any shortcomings in the person’s skillset.
On the other hand, a cultural mismatch isn’t going to be good for anyone. The new hire will probably feel uncomfortable and may even come to resent you, the company or your happily employed team members.
5. Don’t Rush the Hiring Process
It can take a long time to find a candidate who has the necessary skills and who fits your corporate culture. Unfortunately, time isn’t always a luxury at your disposal. This is where a staffing agency like Labor Systems Job Center can help. We can save your time and your money by delivering employees who are prepared to hit the ground running. Learn more about the industries we serve, or contact us today to get started.
Companies team up with nearby staffing agencies to cover unexpected leaves of absence, seasonal spikes in demand or to fill vacant positions created by employee turnover. Unfortunately, the decision to work with a staffing company is often rushed—driven by an immediate need to find quality employees at a moment’s notice. In a pinch, there’s nothing wrong with this. But there is a better way to use a staffing agency to your advantage.
Tip 1: Be Proactive about Your Current and Future Staffing Needs
Employees get sick. They go on vacation. They take maternity leave. They get promoted within your company. Although you may not be able to predict exactly when these events will occur (wouldn’t it be nice if you could?), you can set yourself up to deal with these vacancies more efficiently with the help of a staffing agency. Start by making a list of the positions you need to fill right now and any positions likely to open up in the near future. As you begin to reach out to staffing agencies near you, a list like this can help you find a great match for your unique needs.
Tip 2: Ask the Right Questions during Your Search for Temp Agencies
If you’re using a staffing agency to hire employees, don’t let your desire to fill open positions quickly lead you to make an uniformed decision. By asking the right questions—and getting the right answers—you can help ensure the staffing agency you choose is a good fit right now and six months from now.
Tip 3: Maintain Open Dialogue with Your Staffing Company
A great staffing agency will do whatever it takes to find qualified, trained employees who are ready to hit the ground running for your company. However, that doesn’t mean every employee who comes your way is right for the job or your environment. This is why it’s in your best interest to let your agency representative know if things just aren’t working out with an employee. The reverse is equally important. The more your staffing agency understands what you prefer to see in an employee, the easier it will be to fill your future positions.
Tip 4: Find a Staffing Partner, not a Staffing Vendor
One way to separate the best staffing agencies from the rest is to pay attention to how they speak about their pool of employees. Do you get the sense that they truly value their employees, or do they seem like commodities? Are they interested in understanding your company, your goals and your pain points? Remember, you’re not necessarily looking for the agency that can fill your positions the fastest or the cheapest. You’re looking for a partner that is interested in forming a mutually beneficial relationship with your company.
Reliable, Flexible Staffing Solutions for You
We’ve been in the temporary staffing business for more than two decades, and we’ve learned a thing or two along the way. Most importantly? Temporary staffing works best when both parties understand how to get the most out of the relationship. No matter who you choose to partner with, we hope that’s exactly what you find—a true partner. Give us a call to see if we’re the right solution for you, or fill out our form for more information.
If you’re reading this post, there’s a good chance your company needs to find qualified employees to fill a temporary or long-term position. We’re also willing to guess you don’t have time for a lengthy hiring process to find the perfect fit for the task at hand, not to mention finding candidates who match your corporate culture. This is exactly the position many of our clients find themselves in before reaching out to us for help with staffing.
However, although you’d like to fill your open positions quickly, it’s important not to rush into an agreement with a staffing agency until you’ve done your homework. In this post, we’re going to explore three questions to ask a staffing agency before moving forward with a solution. The best staffing agencies should be prepared to answer these questions to your satisfaction. The ones that can’t? Well, you might want to cross them off your list and move on.
How to Choose a Staffing Agency – The Best Questions to Ask
1. What Type of Staffing Solutions do You Offer?
The answer to this deceptively simple question can speak volumes of the staffing agency’s ability to meet your hiring needs as they directly pertain to your industry or your goals. For example, are you looking for temporary staffing services in construction—either for a short period of time or long-term? Or, maybe you’re looking for personnel staffing in an office environment. Either way, take a few moments to get familiar with the full extent of the staffing services available through the agencies on your short list.
2. What Type of Training do Your Temporary Employees Receive?
If anyone off the street was qualified to fill your open positions, you wouldn’t need a staffing agency to help find the right people for the job. In addition to sourcing quality employees on behalf of clients, some staffing agencies go the extra mile by providing relevant training to ensure a great fit. At Labor Systems Job Center, we work together with our clients to better understand the responsibilities, equipment and necessary skills to work productively from day one.
3. What Happens if My Staffing Needs Change Suddenly?
Whether you’re staffing up for a busy seasonal period or you’re enjoying a year-over-year increase in demand, the temporary staffing solution you need today may not be the one you need tomorrow. This is why it’s important to partner with a staffing agency that offers a variety of solutions without the need to sign binding contracts.
We Can Help You Find the Staffing Solutions You Need
For over 25 years, we’ve offered flexible, reliable staffing services that help our clients find quality employees at a moment’s notice. The secret to our success? We know what we’re good at, and we’ll be the first to tell you if we think there’s a better staffing solution out there for you. If you’d like more help with how to choose a staffing agency, contact us today to learn more about what we offer. Or, find a Labor Systems staffing agency near you.
According to recent data from The Society for Human Resource Management, the average cost-per-hire is more than $4,000, and it takes about 42 days to fill any given position. Needless to say, hiring the right employees can cost you a lot of time and money. Hiring the wrong employees? That costs even more. Luckily, there are a few things you can do to ensure you’re not only hiring the right people, but you’re reducing your company’s cost-per hire.
How to reduce your average cost-per-hire:
1. Clean Up Your Careers Page
2. Utilize Social Media
3. Look for Internal Solutions
4. Clearly Define the Position
5. Focus on Employee Retention
Ready to learn how to put these tips into practice today? Let’s get started!
1. Rethink Your Careers Page
How much thought went into the careers page on your website? If you’re like many businesses, not nearly enough. Think of your careers page as a portal into your corporate culture where you can showcase your core values and your vision for the future—not just the place where you list your available positions. The best careers pages give candidates a true sense of what it’s like to work for your company while making it easy to apply for a position online.
2. Get the Word Out on Social Media
Social media channels like Facebook and LinkedIn are relatively inexpensive to use for hiring new employees. Even a modest investment can put your job opening in front of many qualified candidates targeted by experience, job title, location and many other user-definable characteristics. And, Facebook even allows you to publish job openings right on your company’s page for free, with applications getting sent right to your Facebook messages inbox.
3. Hire from Within Your Company
Do you have a part-time intern who is already trained and proficient at the role you’re trying to fill? Maybe it’s time to talk to her about going full-time. You’ll save money on the job search and you’ll already know what you can expect—both in terms of performance and cultural fit within your organization.
Alternatively, solicit current employees for recommendations. If your team members are generally happy working for you, there’s a good chance they know other people who would fit right in. Some companies even offer employees a bonus if a candidate is hired as a result of a recommendation.
4. Make Sure the Position is Clearly Defined and Agreed Upon
You’d be surprised how many companies stumble here. You might have one idea for what the position entails while your co-workers may have something different in mind. Before you list the position on your website or a job board, align internally on the scope of the position. This will help candidates self-filter their applications so you can focus on people with skillsets that more closely match the responsibilities.
5. Keep the Employees You Have
Remember the number at the top of this post? That $4,000+ investment for hiring a new employee doesn’t include onboarding time. It also doesn’t include the time it takes the average person to become efficient in a new position with a new company. So, by far, the single most important thing you can do to reduce cost-to-hire is to improve your employee retention strategy to keep your best workers on your team.
Take the Guesswork Out of Hiring New Employees
While these tips can definitely help you reduce your hiring costs, there’s always going to be a certain degree of unpredictability around the hiring process. That’s where we come in. Labor Systems Job Center specializes in temporary and personnel staffing solutions that match the right people with the right jobs. Fill out a staffing request today, or learn more about our services.
Replacing any employee unexpectedly can be stressful, especially if it’s your star bartender. You don’t want to make a rushed decision, but you also don’t have time for a lengthy hiring and vetting process. So, how can you quickly find a skilled or experienced bartender for hire?
Three qualities of a great bartender to speed up your search:
1. Charming, charismatic and friendly personality
2. Attention to detail and excellent memory
3. Extensive knowledge and passion for mixology
Luckily, all three of these bartender characteristics will be fairly obvious from the beginning. This means you can focus your attention on candidates who are more likely to be a good fit for your restaurant or bar. Want to learn more? Take a scroll with us.
1. Great Bartenders are Charming, Charismatic and Friendly
Your bartender is the heart and soul of your establishment. This is why it’s critical to find someone who embodies the qualities and values you want your restaurant to be known for. As you’re interviewing candidates, put yourself in your customers’ shoes and ask yourself these questions:
- “Is this someone I want to spend time with?”
- “Does this person make me feel like I belong here?”
Unlike a server, who checks in with customers a few times throughout the course of a meal, a bartender is always front and center. If you don’t get a positive vibe during the interview, there’s a good chance your customers won’t during their next visit.
2. Great Bartenders are Detail-Oriented
Whether your cocktail program is sophisticated or more traditional, you need to hire a bartender who has an eye for detail and has the memory to recall those little nuances under pressure. What is that regular’s name? How does she like her bourbon—neat or on the rocks? What goes in the featured cocktail this month? To help identify this necessary bartender characteristic, ask your candidates to describe their favorite cocktails and how to make them perfectly.
You aren’t necessarily looking for the most complicated, labor-intensive drinks. You’re listening for the little details your candidate chooses to include—or to omit.
3. Great Bartenders Love What They Do and Do It Well
Even if your establishment only serves craft beer, tending bar is about more than pulling tap handles. It’s about sharing your passion for what goes into the glass with every customer who walks through your doors. Like all great cocktails, the whole is more than the sum of its parts. Same goes for the best bartenders. Yes, knowledge and skill are important, but without passion, everything else falls flat.
During the interview, it will be easy to separate candidates who are genuinely excited about this line of work from people just going through the motions.
Need Help Finding a Bartender for Hire?
When a bartender quits unexpectedly or takes a surprise leave of absence, you may not have the time you need to personally interview enough candidates to make an educated hiring decision. That’s where we come in. Labor Systems Job Center specializes in hospitality staffing solutions that match the right people with the right jobs. Fill out a staffing request today, or learn more about our services.
According to the Associated General Contractors of America, 83% of contractors are having trouble finding qualified skilled labor, while the Bureau of Labor Statistics predicts the construction industry will have a shortage of 1.6 million workers by 2022.
In other words, if you feel like you’re having trouble finding qualified workers for your construction business, you’re not alone.
The good news is that while you may not have control over how many qualified candidates are out there, you can take steps that increase your chances at finding those diamonds in the rough.
1. Always Be Hiring
One of the most common mistakes contractors make is hiring at the wrong time. If your business is seasonal and peaks in July, don’t wait until June to seek candidates because the best ones will likely already be taken.
2. Widen the Candidate Net
Speaking of finding quality candidates, you should also be mindful of how to “widen the net” so that more candidates are aware of your business when you need to hire.
A great way to do this is to establish a formal relationship with a local trade school or technical college. Not only does this give you a potentially steady flow of candidates, you can rest a little easier knowing they already have some training.
If you aren’t sure where to begin, search on TradeSchools.net or simply do a Google search for [trade schools near me].
You can also find quality construction candidates by:
- Attending local job fairs
- Offering referral bonuses to existing employees
- Looking at Craigslist under the “Jobs Wanted” section
3. Create a Detailed Job Description
It’s important to take the time to create a detailed job description for the role before you look to fill it. Doing so will help unqualified candidates filter themselves out of the hiring process, which saves you time in the long run.
Job descriptions can also send a positive signal to quality construction candidates. Higher performers are more likely to seek understanding of not only the daily responsibilities of the job, but how that role fits into the bigger picture success of your company.
Finally, job descriptions make it easier for you to match the right person to the right role. After all, a great candidate can’t be a great employee if the role isn’t right for him or her specifically.
4. Consider a Temp Agency
Of course, hiring is just one of the millions of things to manage when running your construction business, and there’s only so much time in a day. That’s where temporary staffing agencies can help.
As with finding the right employee, it’s important to know whether a temp agency is a good fit for your business. If you’re currently considering an agency, here are some questions you should ask up front:
- How many construction companies do you work with?
- How many construction workers have you placed?
- What are the rates / guarantees for temp-to-permanent employment?
- What is the rate of workers who experience temp-to-permanent employment?
- What can I expect from you if the temp worker doesn’t work out as expected?
- How can I reach out with questions outside of “normal” business hours (after 5 p.m.)?
- What is your typical response time?
Remember that you’re not alone in figuring out how to find the quality construction workers that you need to grow your business. If you can define your expectations for the role, dedicate time to consistently make hiring a top priority, and are able to focus on networking, you’ve greatly increased your chances at finding the right people to help your business succeed.
However, also remember that as a business owner, finding the time needed to manage all of these things yourself may not be realistic. If that’s the case for you, give us a call at 1-877-836-7527 to learn more about how Labor Systems can help.
No business can run without employees. Often businesses hire a full-time staff that they keep on year-round. This is not always the case, however. Seasonal fluctuations, projects that need labor for a limited amount of time, or even covering for staff that are on leave can sometimes leave managers wondering how to bridge the gap. That is where we come in. We are Labor Systems Job Center. We make it our business to help your business.
We know that sometimes you need staff in a pinch. We also know that you might be busy running your business and do not have time for the hiring process. We are the answer to both challenges. With over 25 locations in Arizona, we can make sure that you have reliable workers ready to show up and help you get the job done. From one worker to 300 workers, no job is too big or too small! Whether you need labor for a construction project in Phoenix, warehouse help in Kingman or you need to staff multiple catered events in Tucson, we can help.
What We Do
A privately-held business, Labor Systems Job Center has been providing staffing and labor solutions in Arizona since 1985. Over the past 25 years we have learned what it takes to find the right people for the job. We provide temporary labor to companies of all sizes spanning all industries. Our staffing specialties comprise of administrative, hospitality, light industrial and construction workers. We also act as a placement service or temp-to-hire agency, saving you the time and costs associated with the lengthy hiring process.
We interview and screen candidates based on skills to make sure that they will be a good fit for particular types of jobs. Safety is a top priority and all temporary employees receive general safety training on a regular basis. For our temporary employees working on construction sites, we provide basic safety equipment such as hard hats and ear plugs, as well as equipment such as rakes, shovel and brooms at no charge so that our workers are prepared when they get to the job site. We do what it takes to ensure that our customers get high-quality labor without having to do more than make one simple phone call. We even offer an unconditional guarantee to make sure that you are happy with our services.
Full-Service Staffing Solutions
We mentioned the lengthy hiring process before. That’s what we save you. We recruit, screen applicants, hire and E-Verify employees to meet your needs. Of course we have to bill you, but instead of your payroll department cutting multiple checks, matching payroll taxes, dealing with workers’ compensation issues, as well as government compliance for all those employees, you cut us one check. We take care of the details after that. This gives you more time to concentrate on making money for your business.
This is the first blog entry that we will be making. There will be more to come, so stay tuned. Our goal is to keep you informed about labor, staffing, and human resources issues, and to help you find and implement staffing solutions that work for your business.
How many hours have you put into your business? All that hard work needs the protection of a bulletproof insurance policy. Business insurance will keep your company safe from accidents or potentially bank-breaking lawsuits. Depending on what kind of business you run, Arizona might require certain types of insurance for your employees. Look into what you need, legally and practically, to keep your business running for many years to come.
There are three main types of business liability insurance. General liability covers medical bills or legal fees resulting from injuries, accidents, libel, or negligence. Product or professional liability insurance will protect your business from lawsuits dealing with a product or service offered by your company. Many business owners choose umbrella liability insurance, which is a comprehensive insurance plan that ensures your business isn’t left vulnerable by holes in your policy.
If you run your business from a store or office building, you will need business insurance that covers your property. This coverage will not only financially assist you after natural disasters, fires, or vandalism, but it can help make up for losses during business interruptions caused by property damage.
Despite the common myth, homeowner’s insurance will not automatically protect you from business-related damages and losses at home. If you run your business from your house, even partially, you will want to add a rider to your homeowner’s insurance that will cover business losses in case of an emergency.
If you hire full-time employees for your business, you will need to offer them health insurance. Arizona laws dictate what kind of coverage will need to be provided. Requirements include coverage for mammograms, newborn babies and handicapped children. Health insurance cannot exclude employees based on pre-existing conditions, and no limitations can be placed on maternity
Workers’ compensation not only provides employees with lost wages and medical coverage after an injury on the job site, it also protects your business from lawsuits after an accident. Depending on the work environment, workers’ compensation could
be vital to the survival of your business. Construction businesses are required by Arizona law to have workers’ compensation insurance.
Insurance for your business is necessary, but the premiums can start to add up. Hiring temps who don’t need additional insurance coverage could help you cut back on expenses. For more information on our pre-trained and highly-qualified temporary workers, visit us online or call 877-836-7527.