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A Little Help around the Holidays

Wednesday, November 24th, 2010 Main, Personnel Services 2 Comments

It’s that time of year again: the holidays are officially upon us. With the holidays comes a rush of requests for vacation time. It seems like a large portion of your staff wants to take time off, and coincidentally they all need roughly the same days. Along with the requests come stories of already purchase airplane tickets and spending time with aging family.

This time of year can be very difficult for a manager. You have to remember that your staff is comprised of people with personal lives and plans, but at the same time you need them to understand that business does not stop just because it is the holidays. Lost productivity now can easily lead to lost clients or customers after the New Year is officially rung in and everyone is ready to come back to work. Some estimates put the losses associated with planned absences such as holidays at 26.6% of base payroll. If you do not grant requests, you are likely to harm morale and in some cases even lose employees. If you do grant the requests, then the business itself might suffer. Finding balance can be very difficult.

There is a compromise available that will help your employees get most of their time off, while making sure that your business is staffed around the holidays. You can easily cover employee vacation time using temporary staff. You will need to make an internal plan that ensures that you have someone in every department at all times. Then you can fill in the gaps with temporary staff. Think about all of the functions that a temporary worker can cover for you:

  • Answering phones and communicating with your customers
  • Handling mail and ingoing/outgoing packages
  • Data entry

Those functions are aimed at managers who work in an office environment. The hospitality industry also experiences the same problem. In their case, however, the holidays generally mean an increase in sales. While you will want to keep as many key people on as you can, some will need time off. You can replace these employees in their absence with temps as well. Clerks, food servers and even cooks can all take time off to spend with friends and have their shifts covered by temporary workers. Hotels, parking services, caterers, you name it–temporary staff can be a great solution to employee absence around the holidays.

In any industry additional staff might be needed to compensate for members of management to be away. While it is difficult to lose a manager for a vacation, we all know that they need and deserve it from time to time. One strategy to help make sure that everything is covered when a manager is absent is to increase the amount of staff that you have on hand that work directly on operations and not management. A call to a reliable temporary agency is the easiest way to make bring in temporary labor that is prepared to work right away. You will not have issues with the temps showing up, because they all are asking for work, regardless of the time of year.

Sources:

Article Storehouse

The Total Financial Impact of Employee Absence- PDF

Entrepreneur

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3 Staffing Options to Suit Your Needs

Finding Quality Employees-That’s Our Job

Why Go Temp-to-Hire?

Friday, November 19th, 2010 About Us, Main, Temporary Services 5 Comments

One of the most flexible options that any staffing agency can ever offer their clients is the option to try out an employee on a temporary basis and then decide whether or not they would like to hire the employee on full time. This is a great option for both the employer and the employee, as it fuses the best aspects of both temporary employees and direct hire services.

There are many reasons that an employer benefits from finding new staff in this manner. Let’s begin with the benefits that are borrowed from temporary staffing and direct placement as separate entities.

  • Save money up front by not having to fund the hiring process or costs associated with payroll and benefits.
  • Save time by locating a capable employee with a phone call as opposed to the interview process.
  • You can immediately replace an employee who leaves unexpectedly.
  • You can retain peace of mind knowing that your new staff member is coming from a trusted source.

While those advantages exist for temporary staff and direct placement, temp-to-hire offers its own advantages due to its flexibility.

  • You can make sure that your company really needs a new staff member. We have all been there: we identify a gap in our operations and automatically assume that we need a new hire to fill it. Sometimes we regret the new hire because we realize that if we changed some internal processes or simply outsourced something, we could have bridged the gap more effectively and at a lower cost.
  • You can make sure that the new hire meshes from a company culture and personality standpoint. It might take a while to truly gauge new person’s personality and work ethic. The temporary aspect of temp-to-hire gives you this trial period.
  • We handle your probationary period for you. Temp-to-hire employees come in knowing that the job might not last. In spite of probationary periods, regular hires do not usually take this into consideration. This can make termination considerably more difficult and uncomfortable for the employer.
  • You have the ability to easily replace the employee in the event that you decide that you do in fact want another staff member, but feel that the original employee that you located might not work out. It just takes a hassle-free phone call to replace the temp with someone who is a better fit for your needs, which may change slightly after the original employee comes on.

While temp-to-hire is a great option, it may not be for everyone. Some employers know for certain that they need a permanent staff member, while others know in advance that their staffing issue is a temporary situation. If your situation does dictate that you need flexibility you will likely be very happy with the temp-to-hire option. We arrange everything so that you only have to focus on your bottom line.

Sources:

ABR Employment Services

Reference for Business

Business Know How

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3 Staffing Options to Suit Your Needs

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Unemployment and Your Business

Recent figures put unemployment in the state of Arizona at 9.7%, which represents one of the highest figures since the 1980’s. We all know that the economy, both locally and nationally, is in a recovery period, but that does not help with the current state of things. What does unemployment mean to a business owner? Can we take advantage of the situation, or is it just another aspect of the current downtrodden economic cycle?

How Does Unemployment Affect Me Again?

As an employer you likely know that you pay an unemployment tax. As long as you have anyone working for you at least part time 20 weeks per year or pay a worker $1500 in a quarter, you are subject to the tax. The actual costs to individual businesses differ based upon how much your payroll is and how long any former employee that you are currently paying out worked for you during their base period. The base period is a predetermined amount of time that the state deems representative of an individual’s income. If employees receive unemployment, the amount they receive is based upon how much they earned during the base period.

In essence, if a worker was under your employ for the whole base period, you pay the employer’s entire share of their unemployment payments (the State and Federal Governments also contribute to unemployment payments). Likewise if they worked for you for half of the base period you pay half and so on. You are charged by the state and they compile your unemployment payments into an account. When former employees are granted unemployment, the state takes money from your account and uses it to pay part of the payments. If your account ever gets too low, you can expect your unemployment taxes to increase.

Unemployment taxes are an unavoidable part of running a business that hires on workers. As you can imagine, the current economic times mean that a significant amount of money is being paid to citizens who are out of work. Some businesses are likely experiencing increases in taxes due to their accounts being drawn below acceptable limits. Hence it is costing them more money to do business, possibly with less staff. This is definitely a negative aspect of unemployment and the current economy.

So What Can We Do?

Since giving up is not an option for most business owners everyone must find ways to deal with the situation. As a staffing company, we are obligated to point out that using our services could help you bypass the unemployment costs associated with some of your new hires. When it comes to temporary workers, we are the employer so we handle the unemployment costs for you. We can let you bring on new people and try out new positions. Instead of your payroll, and of course your unemployment taxes, going up, your expenses do. While this might sound bad at first, increased expenses equal less taxes in the long run, so by using temps you could actually decrease your taxes and get the workers you need. Not a bad deal.

Otherwise as employers it is important to remain positive and optimistic. We can look at the large pool of unemployed workers as potential opportunity. It means that we have more options to choose from to staff our businesses, so long as you have the time to evaluate multiple candidates. It also means that we should all be focused on growth. The lessons learned from running a lean staff have shown us how to effectively operate with fewer people. They have also shown us the value of having a few more sets of hands around. As we grow, our businesses we will be able to effectively put the citizens of Arizona back to work, while increasing our own profits. That has the potential to be a win-win situation.

Sources:
Business Week
Arizona Department of Economic Security

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Finding Quality Employees: That’s Our Job
The Value Proposition: Labor Systems Personnel Services

Using a Staffing Agency to Grow

Thursday, November 4th, 2010 Main, Personnel Services 5 Comments

There are many benefits of using a staffing agency. While some people feel that only well-established companies or firms that operate in particular industries have enough “extra resources” to properly use temporary labor or direct placement services, this is simply untrue. In all reality, a staffing company itself is an “extra resource,” especially for a smaller business that is growing.

When your business grows, owners and managers find themselves with a lot more on their plates, often in a short amount of time. Partnering with a staffing agency can take some of those responsibilities off of your plate and give you more time and money to focus on the factors that will really drive and organize your company’s growth.

Think about what a staffing company can do for you

  • Save Time- As you are growing, you will need to devote time to welcoming new clients while making sure that your existing ones are still serviced. This means you might not have time to go through the hiring process. Staffing agencies go through the hiring process as part of their business model, so why not save the time and call in reinforcements that can be there on short notice?
  • Save Money- Hiring staff costs money. Once you calculate in your (or your hiring manager’s) time, along with the money involved in listing job ads and increased insurance and payroll costs once you find your staff, you likely have a large figure. Some HR managers have estimated that the figure can be as high as $2,000.00. It doesn’t take much math to realize that a phone call to a trusted staffing partner costs less.
  • Put You at Ease- Staffing companies evaluate and hire every single day. They know how to spot good candidates and determine whether an applicant would be good fit for the positions you need filled. When you hire someone, you never know how the person will work out. A staffing company can send employees who have proven their value by working for previous clients of the staffing agency and already shown that they can work out. You also have the ability to try out a temporary worker, so if you choose to let them go, it is an easier process than firing an internal hire. You can also replace them with a phone call, so that you always have the level of staff that you need on hand.
  • Give you Flexibility- Perhaps this should have been first on the list for benefits to a growing company. As you grow, you do not need to be hampered by anything, especially the staff that is helping you expand. Staffing agencies make growing and downsizing your staff easy. You do not have to worry about difficult terminations as temporary workers know from the start that they are not permanent. If you originally want temps, but later decide you want to keep them full time, a staffing agency allows your business to be nimble.

As your business expands, you have a lot of things to worry about. Staffing should be an important thing but not a costly and time consuming one. The economy is gradually starting to improve, not just in Phoenix or Flagstaff, but all over the country. Think about the solutions that temporary labor can provide for your growing company.

Sources:

American Staffing Association

Canada One

Business Knowledge Source

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3 Staffing Options to Suit Your Needs

Labor Systems Job Center

Human Resources: Let Us Take Care of it

Thursday, October 28th, 2010 Main, Personnel Services, Temporary Services 1 Comment

Running a business requires a dedication to the industry and the ability to compete within it. Once a business begins to grow, it starts to require more attention to details outside the core competency or function of the business. One of the things that has become an issue is human resources. While your staff literally is a group of human resources, most business owners know far more about what their business does, than about what a hiring process is or how to make sure that they are in compliance with regulations as they pertain to employing people.

For many business owners and managers, the requirements that human resource management places on them tend to add unneeded stress and take time away from their core functions. If they choose to hire employees to handle HR matters, then they must foot the bill for additional payroll, benefits, and sometimes even space to accommodate those employees.

One way to avoid this stress or the necessity of hiring a large HR department is to outsource some of the HR functions to a staffing agency. It makes sense if you think about it. A staffing agency exists to perform HR functions. They hire, stay on top of insurance and regulation and perform other HR functions, not as a required part of their business but as the business itself. They have the dedication to the staffing industry that many people in other businesses do not. This dedication allows them to perform most HR functions better than individual Human Resources departments.

Take the hiring process for instance. Individual HR managers take time to list jobs, audit resumes and applications, and bring people in for interviews. Hiring is an occasional part of their job, whereas it is a huge part of a staffing company’s job. They have more time to focus on coming up with the best interview questions and have more experience actually interviewing people, which often makes them better judges of candidates. Hiring is their business so it doesn’t have to be yours.

The biggest issue that HR departments have to deal with is compliance. To have employees in Arizona an HR manager must consider:

  • Keeping payroll and related expenses within budget
  • Workers’ compensation, the laws associated with it and making sure that their company has the right coverage at the best price
  • Occupational safety and health standards that dictate what a workplace must have and how it must operate (although you’ll need at least passing knowledge of this regardless of how you source your staff)
  • Youth employment laws
  • The vast and specific employment laws

Not only do these issues take a sound knowledge base, but they also take time and money. If you choose to let someone else handle these issues for you, it can really help out. Staffing agencies that can provide you with temporary or even permanent staff have their operations set up around these issues. They can focus on them and streamline processes like hiring or constantly keeping up with changes in employment law. The ability to streamline means they can usually address these issues at less cost than businesses that focus on other things.

Less cost for them often means their customers save money when they use their employees. The can also buy larger insurance policies which can sometimes bring their costs down as well–yet another way they can afford to provide you with employees at reasonable prices. There is nothing wrong with not being able to outperform a well-run staffing agency; after all it is what they do.

Especially right now, as the economy seems it might be taking a slight upturn, why not save time and possibly even money by using a staffing agency? You can go about your business while they send over workers who have already passed a screening process. Using temporary labor is a great option because it allows you to see if your recent successes will last and allow you to bring on full-time staff. If you bypass temps and hire people on full time you might have to fire them in a few months. If they have worked for you long enough they may even qualify for unemployment benefits which can cost you in raised premiums.

Yet another example of the finer points of human resource management getting in the way of running your business. HR functions must be addressed, just not necessarily by you.

Sources:

Find Law-Small Business

Industrial Commission of Arizona

Workers’ Compensation and Compliance in Arizona

Tuesday, October 19th, 2010 Main 3 Comments

One of the finer points of being an employer is workers’ compensation. According to Arizona State law, any business that has employees is legally required to carry workers’ compensation insurance. It does not matter what kind of business you are registered as, be it a corporation, LLC or proprietorship; if you employ people, you must carry coverage.

Managing workers’ compensation can be time consuming and expensive. While it is a part of doing business and a safety net that makes employees more comfortable, the fact is it would be easier to have someone else handle it for you. Let’s go over your options for carrying workers’ compensation insurance in Arizona.

  • A State Licensed Provider- Arguably the easiest way to approach workers’ compensation insurance (aside from having us handle the detail for you of course) is to purchase a plan through an approved provider. Many companies are licensed to provide this coverage to business owners in Arizona. If you would like to find out more about individual companies who are licensed, contact the Arizona Department of Insurance. These companies will price out a plan for your business based upon several factors including:
    • Your total number of employees
    • How risky they asses your industry to be
    • How your business stacks up against competitors in your industry from a risk standpoint ( this is called Experience Modification or E-Mod)
  • Do it Yourself- If you are the detail-oriented type, and can show the state that you are capable, you can apply to provide your own workers’ compensation coverage in Arizona. Aside from the obvious extra work that this route requires, you must also give your employees the legal right to reject your coverage.

Now that you have spent the time to set up workers’ compensation–and consequently spent less time on your core business functions–you will need to think about the future. Your insurance will be responsible for paying out almost every time an employee is injured or falls ill due to a work-related cause. Arizona is a “no fault state,” meaning that even if the injury or sickness is directly caused by the employee, your insurance will pay out so long as the employee didn’t intentionally injure himself. In the event of an injury, you can expect to devote more time to workers’ compensation. If a staff member is injured on the job:

  • You must provide them information about your insurance carrier and then contact your carrier to notify them.
  • You can refer them to your preferred medical provider for an initial check-up, but after that employees have the right to seek medical care from their preferred providers.
  • You can expect to have your premium increase as your insurance coverage will likely be paying for both medical care and up to 2/3 of your employees’ wages for any time that they are not available to work due to the injury.
  • Be sure to keep in touch with the employees’ medical care providers so you know the extent of their injuries, how long they should be out if work, and what to expect your insurance provider to report back to you.
  • Keep up with injured employees to make sure that they are being diligent in focusing on treatment and healing; if they are not, you will end up paying for a lot more medical bills.

Keep in mind that you will need to stay on top of workers’ compensation coverage. Aside from taking the time to cut a check every month, you should be actively in contact with your insurance provider. Remember, if you choose to incur the cost, it is your responsibility to manage it and keep it reasonable.

  • Make sure that your provider is updated if you have any changes to your business, whether that be to the number of staff or the types of operations you are involved in due to expansion or discontinuing particular operations.
  • Make sure your provider closes claims on time so that you do not have extra costs on your books.

If you choose to have employees, you will want to stay on top of workers’ compensation. If you are found to be out of compliance by the state you can expect:

  • Fines for not having coverage: The fines start at $1,000 and go up to $10,000 in a 5 year period if you do not comply.
  • To have your business shut down by the Industrial Commission of Arizona (the government entity that oversees workers’ compensation) until you are in compliance.
  • To be sued by an injured or under-informed employee. If you do not have coverage, or fail to inform an employee about their rights involved in self coverage, you can expect to be hit with a civil lawsuit. If you lose the suit you might have to pay medical costs, lost wages, legal fees (yours and the employees), pain and suffering or any other costs that the courts deem necessary. Remember it is a class 6 felony to not carry workers’ compensation insurance in Arizona.

If this sounds like a lot (and to be honest it is the tip of the iceberg), we can help you save time and money. As a staffing agency we carry workers’ compensation coverage so you don’t have to.

Sources:

CP Safety and Environmental

Industrial Commission of Arizona

Industrial Commission of Arizona- Informational PDF

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Labor Systems Job Center

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3 Staffing Options to Suit Your Needs

Tuesday, October 12th, 2010 Main, Personnel Services, Temporary Services 4 Comments

Running a business can be hectic job. It doesn’t matter if you own the company or are charged with managing a firm for someone else–you have a lot to get done. In some cases it pays to outsource some of the day-to-day tasks so that you can focus on your core functions. One of the tasks that can take up a good portion of your time is the hiring process.

There aren’t always enough hours in the day to post job openings, screen applications and set up interviews. Then you actually have to set aside time to facilitate the interviews and decide whom you want to bring on. While you are doing this you aren’t managing your budget, making sure that your customers are happy or working with your current employees so that everything stays on track.

So why not save a little time by letting an experienced staffing agency take some of the workload over for you? At Labor Systems we know that you have individual needs when it comes to staffing. We also understand that you are a dedicated manager who is focused on bringing in the right people. That is why we offer three different ways to use our staffing services.

Temporary Labor

Sometimes an employee needs time off for vacation or family matters. Other times you need extra sets of hands, but only for a limited amount of time. A temporary worker, or maybe a few, can make times like this easier for you. We can provide workers for a limited amount of time, who will come in and help you get the job done. Once you are back to normal and don’t need them they are sent on to another company. There is no stress associated with firing an employee or cutting back hours to keep staff on. Temporary workers can help hotel mangers staff housekeepers in Phoenix for a week-long convention or make sure that a contractor in Tempe has the unskilled workers they need to help out with a construction project.

Temp-to-Hire

This is one of the most flexible options out there when it comes to staffing. In some instances you might want to bring someone on, but are not sure if you will need the person full time. In other instances you want a full-time employee, but need to make sure that the person is the right employee for your business. In either case request a temp to hire employee. The worker shows up with the understanding that he is working on a temporary basis. If personalities and demand work together, you have the option to keep the temporary hire as a full-time employee; if not they move on to another assignment. While this option is great for any industry, it is especially good for professional businesses. A construction company might want to feel out their need for a secretary, or an office manager might want to try out a new mail clerk. Either way temp-to-hire leaves your options open. We have left managers happy from Bullhead City to Flagstaff.

Direct Placement

Hiring can be a lengthy process. If you don’t have a large Human Resources department, you might not have the time for the process. Regardless, you still need full-time staff. That is where direct placement comes into play. We have interviewed and evaluated candidates. You tell us what you are looking for and we match you with a fitting employee. You will have the opportunity to evaluate the employees once they arrive to make sure that they work out for you. If you prefer to go in a different direction, we understand and will send over a more suitable candidate; if not, then all the better. Nothing pleases us more than our ability to match our workers to your needs. Going through a staffing agency for your hiring process can be win-win, except in this case you win twice. You get a great new employee and you don’t have to devote a significant amount of time to doing it!


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Finding Quality Employees-That’s Our Job

Wednesday, October 6th, 2010 Interview Tips 4 Comments

How long does your hiring process take? Realistically it’s a while from the time you decide that you need to make a hire, to the time that you go through the process and locate a candidate. The shortest turn-around period you can produce is probably about a week. If you value quality, like we do, and want to interview multiple candidates a week can turn into two, maybe three. By now you know that a portion of our value proposition rests on the fact that we can provide you a quality, qualified worker often within the same day. Think about all the time that you can save by skipping the interview process and having an employee start working right away. With Labor Systems, you have peace of mind because you can bring in a temp and try them out before you bring them on. If you want to go with a different worker, no problem, let us know and we will send over someone who better matches your needs. We want you to know that you can trust our interview techniques and that we offer an unconditional guarantee on our temporary workers. On top of not having to interview, you also do not have to deal with the termination process. But what else do we do to ensure that you are happy with our services?

The Hiring Process

Our quality controls begin with the hiring process. We accept resumes and applications online and in person to ensure that we begin with a substantial pool of candidates. Once we have collected this basic information the quality control really begins.

Once we have identified suitable candidates whom we feel confident about representing us in the field, we begin our hiring process. Each hiring manager knows the full array of jobs that a candidate may be placed in. Our hiring experts are also up to date on industry best practices and what it takes to perform effectively in each individual work environment. Due to the fact that we staff workers for a variety of industries, we look for a variety of skills and personality traits in candidates. Our hiring process gives us an idea of where each applicant’s skill set lies and which particular jobs they would excel in. We then take this information and use it to match the right candidates with the right customer. We spend a significant amount of time talking to candidates to ensure that they will be able to perform well for our customers.

Candidates are questioned not only about their skill set that relates directly to the industry, but also about other factors that cue things about them as people and ultimately as employees. We look for things like:

  • Body Language- How people carry themselves plays directly into how they may perform in a work environment. Is their posture relaxed yet not lazy? Are they engaged in the conversation by facing the interviewer and making eye contact? We use body language as one way to gauge how excited they are about their potential employment opportunity.
  • Communication Skills- Without the ability to communicate, a great sounding candidate may not perform effectively. Are they listening and involved in the conversation? Can they answer questions directly and honestly? Do they come across as being friendly or hostile? The ability to communicate is very important in the workplace. Without sound communication skills we will not place a worker in a role that requires skill in this area.
  • Do They Have any Questions? – While we do most of the questioning, we like to see engaged candidates. Are they asking questions about how to best be prepared to provide quality labor to multiple employers? Do they ask questions to clarify anything, ensuring that they want to stay on top of the potential positions? When a candidate has pertinent questions we are able to discern that they can think on their feet. The ability to think and problem solve will make them a better fit for all of our clients even in cases where the job requirements do not call for a great amount of decision making or an advanced skill set.
  • Competency- While we staff many unskilled positions, we hate the stigma that unskilled laborers might not be competent. After all, every construction foreman and office manager started somewhere. We specifically look for signs that an employee is capable of reacting in multiple situations. How do they answer questions from a “what would you do” standpoint? Can they come up with multiple reasonable points of view on a given issue or topic? Can they tell a story from their past that illustrates their ability to tackle out-of-the-ordinary situations? We look for employees that can perform effectively in multiple positions in the field.

It is generally easy to assess how well a candidate knows a given industry. Our interviewers can ask direct questions and find out about each candidate’s background as it is relevant to the industry in which they will be a temp. Some candidates have the skill set to work in multiple industries and in those cases we know we have found a worker that will prove their value to our customers.

After our hiring process we select the best candidates from the applicant pool. All of our temps can be made subject to background tests as well as drug tests at the request of our clients. Our policies are very clear about our intolerance of intoxicants as they relate to work and of our expectations for their on-the-job behavior. If you are ever unhappy with a temp for any reason, take advantage of our commitment to flexibility and ask us to send you one of our workers who better fits your needs.

Sources:
Entrepreneur
Hire Success
Work Coach Cafe

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The Value Proposition: Labor Systems Personnel

Hospitality Staffing

Wednesday, September 29th, 2010 Hospitality Staffing 1 Comment

Support staff is needed in every industry. When it comes to the hospitality industry, temporary staffing can be a very useful resource. Increases in business volume or unexpected changes can leave you high and dry from a staffing standpoint. Wouldn’t it be great if you had someone that you could call that would be able to send over reliable staff to meet your hospitality staffing needs? You do.

Hospitality staffing means several things. We can provide staff for a variety of employers:

  • Landscapers
  • Hotels
  • Caterers
  • Banquet Halls and Special Event Centers
  • Restaurants
  • Social Clubs
  • Party Planners

Success in the hospitality industry requires a team effort. Banquet directors need servers who can interact well with guests and work well with other staff. Hotel managers need housekeepers who can get their job done effectively, but also communicate with front desk personnel so that rooms can be booked. We could go on and on, but the truth is, we don’t have time. We are busy making sure that our temporary staffers are ready to make seamless transitions in the workplace.

We train our temporary staff to be team oriented and dedicated to their jobs. We ensure that they are prepared to work with other employees regardless of whether they are fellow temps or your full-time staff. In addition to teamwork, we stress the importance of customer service. Hospitality staff is often on the front lines, directly interacting with customers. Our temps know how to treat your guests with respect and provide over-the-top service when they are on the job. We all know that in any business happy customers make for long-term relationships and referrals. When it comes to hospitality, we know what an employee needs in their skill set and we make sure that our temps are:

  • Well groomed
  • Courteous
  • Diligent at completing Their responsibilities
  • Flexible

As we offer hospitality staff for a variety of industries, we can provide staff to fill multiple positions. Call us when you are in need of:

  • Gardeners/Landscapers
  • Housekeepers
  • Servers
  • Bartenders
  • Dishwashers
  • Support staff to set up before and clean up after events
  • Greeters
  • Hosts/Hostesses
  • Ushers

We have the hospitality staff you need. When you are trying to focus on organizing for a busy holiday season or a large upcoming event, you will not have the time to interview multiple candidates for unskilled positions. You do have time to call us and discuss what you need. Tell us what kind of employee you are looking for, and we will send the temps that best fit your needs.

We offer staffing option to fit your needs

  • Temporary staff- In the event that you only need some extra support staff for a limited time or for select events
  • Temp to hire- If you want to take your time to decide whether you need a temporary employee or a full time. This option let’s you try out a new employee while being able to keep your options open.
  • Direct placement- For instances where you know from the beginning that you need an employee to join your team, but your schedule does not afford you the necessary time to properly select an employee from the large pool of applicants out there.

Spotlight: Temporary Staff

Wednesday, September 22nd, 2010 Main, Temporary Services 1 Comment

When it comes to construction staffing, temporary labor is not only a good option; it is a necessary one. Granted, construction companies and foremen might have particular skilled laborers in mind who can save them time when they are going through the staffing phase of a new project. But what about the support staff who may not need specialized skills? Every job site needs clean up and staff to work in assisting roles. We all know that the craftsmen would not get the job done without backup.

That’s where we come in. We provide unskilled workers for any job site with as little effort as a phone call. You do not have to spend time interviewing candidates or worry about paying the various costs associated with full-time employees, like insurance or payroll services. We can send workers in right away who are ready to help your more advanced guys get the job done. Interviewing is a main focus of our business, so we know how to spot a good candidate and then make sure they work out in the field. You also get to choose how many workers you need and on which days, so every job stays within budget.

We know that experience is essential. Even unskilled workers need to know their way around a jobsite. Our temporary staff goes through safety training courses to ensure that they are aware of how to react in any situation. After that we place them in the field where they gain they experience they need to perform. Between training and time in the field, our workers evolve into assets in their position. They need less supervision and micro-management than employees hired fresh off the street. They are often cross-trained as well. Our guys can clean up job sites and equipment, unload materials and back up skilled workers like carpenters and electricians. This is really all that you can ask for from an unskilled worker.

One last point to make is preparation. How many times have you seen laborers show up without the proper equipment and wondered how they intended to work? You can’t get a job done if you don’t have the material–it’s that simple. We get it, and that’s why we make sure that our laborers are ready to work before they get to your site. If the job calls for it, we supply:

  • Back Belts
  • Dust Masks
  • Ear Plugs
  • Gloves
  • Hard Hats
  • Safety Boots
  • Safety Glasses
  • Safety Goggles

When you call us, you’ll have no headaches first thing in the morning because a low-level guy showed up unprepared. We make sure of it and so should any agency that works with you to staff your project. We advise that you make sure anyone who sends you staff has thought these things through in advance, you will see the difference in the quality of the work.

Sources:

All Business.com