ABR Blog

We at ABR Employment Services send you wishes for a safe, happy, healthy, and prosperous 2010.

Happy New Year!

When it comes to effectively staffing your business, the options are endless – and can be, frankly, a little overwhelming.  Today’s post is dedicated to straight talk about a strategic staffing service that may be of real value to your organization:  planned staffing.

The 101

So, what exactly is “planned staffing”?

Simply put, planned staffing is the strategic use of temporaries to accommodate workloads known to vary in seasons or other cycles.  Traditional planned staffing strategies typically allocate between 10 and 20 percent of the total workforce as supplemental (temporary) employees.

To implement a planned staffing solution, a company’s decision makers meet with a highly trained staffing professional to discuss how the organization’s workload changes throughout the year.  The staffing professional then analyzes the company’s workforce needs, and designs a comprehensive plan for managing the peaks and valleys with supplemental staff.

When business surges, temporaries are brought in to handle the additional business volume.  Once the peak cycle is completed, the staffing firm reassigns its employees to other companies.

Planned Staffing Benefits

For businesses with (at least somewhat) predictable surges in demand, a planned staffing option offers a number of benefits:

• Flexibility.  Bringing in supplemental staff allows you to handle surges in demand without impacting fixed expenses.  Your workforce stays lean and flexible.
• Less risk and expense.  Using temporaries during short-term peak periods is less burdensome, risky and expensive than hiring – and then laying off – direct employees.
• Instant access to the help you need.  Your staffing provider will recruit in advance of your needs, to ensure you have qualified candidates ready to work – right when you need them.  At your request, the staffing firm can even develop customized orientation materials to get temporaries up-to-speed more quickly.
• Fewer layoffs.  When business slows, it’s the temporaries who go first.  As a result, core employees enjoy increased job security.
• Less burnout and overtime.  Using supplemental staff reduces overtime and eliminates the burn-out overwork can cause.
• Hiring benefits.  When you implement a planned staffing solution, you have the luxury of hiring employees from a pool of temporaries who are already trained, and have proven their dependability and cultural fit.  Discuss your temporary-to-hire options with your staffing provider.

Is a Planned Staffing Option Right for Your Business?

If your business experiences frequent and/or predictable changes in workload, contact ABR Employment Services.  We’ll discuss your needs, help you weigh your options and determine if planned staffing is right for your organization.

ABR Employment is currently searching for an HR Generalist, to work for a reputable company in Stevens Point, Wisconsin.  This is a direct hire opportunity.

Job Responsibilities

Providing point of contact HR services to allocated departments.  The primary goal of this role is to assist departmental managers in meeting their goals through more effective human capital management.  A key part of this role will be increasing both employee and manager satisfaction by providing:

• daily administration of varous employee benefit plan and company policy inquiries;
• providing capable, aligned and engaged staff through the implementation of strategic recruiting initiatives;
• adapting and leveraging critical human resource programs to the unique needs of individual departments and staff;
• providing any additional key human resource support and customized programs, according to individual department needs.

Job Requirements:

Bachelor’s degree in Human Resources, Business Administration or other relevant field preferred.  Must have a minimum of two years of solid HR experience.

Apply for the HR Generalist job by contacting Heidi Okreglicki at hokreglicki@abrjobs.com or calling our Stevens Point office at 715.344.7146.

Search for other job opportunities through ABR Employment Services here.

The holiday season is in full swing – what are you doing to celebrate?

If you’re looking for new ways to have some holiday fun, check out wistravel.com.  From concerts and craft fairs, to exhibits, light displays, and moonlight hikes, this site provides details on tons of activities to celebrate the spirit of the season.  Here are just a few of the upcoming events:

• December 18th and 19th – Green Bay – NEW Zoo Holiday Fest.  Featuring Christmas decorations, horse-drawn wagon rides, lights, and even breakfast with Santa on Saturday morning.  For more information call (920) 434-7841.
• December 19th – Menomonie – Annual Tour of Lights.  You can either bike or hike your way through this dazzling light display.  The tour starts at Bad Cat Bicycle Shop, meeting at 5:00 p.m.  Call (715) 231-2453.
• December 19th – Nekoosa – Historic Point Basse Heritage Hollyday.  Costumed participants prepare for the holiday season at this 19th century historic Wisconsin site.  Baking, old-time craft demonstrations, caroling, and more.  Event starts at 10:00 a.m. and goes through 4:00 p.m.  Call (715) 423-3120 for details.

Temporary employees can do so much for your business.  They can help you:

• meet critical deadlines;
• lower employment expense and risk;
• and free your staff to focus on core competencies, to name just a few.

But while using staffing services is clearly a smart business strategy, the ways you use them can be an equally important consideration.  Here are a few best practices to help you get the highest return from your contingent staff, while minimizing co-employment concerns.

1. Set clear performance expectations.  Determine what you want temporary employees to accomplish and provide those requirements to the staffing firm.  Document tasks to be performed, required skills, and expected standards of performance.
2. Benchmark your staff.  Ask your staffing provider to test one or two of your staff members using their skills assessment software.  This will help you determine which tests your temporaries should take, as well as minimum acceptable scores.
3. Do not tolerate poor performance.  Track each temporary employee’s job performance.  If any of them fail to meet your standards, ask the staffing firm to replace the employee(s) immediately.
4. Prepare your staff.  Foster a  positive work environment by clearly explaining where and why you are using temporary employees.  Open communication will encourage cooperation and keep your staff from viewing contingent workers as a threat to their own job security.
5. Provide a job site orientation.  Provide a facilities and resources tour for new temporaries.  Be sure to introduce them to co-workers and onsite supervisors who can answer questions and provide direction.
6. Do not train contingent workers.  If training is required, ask your staffing vendor to handle the training.  You want the employer of record to be responsible for training of its employees.
7. Do not negotiate the pay rate of your temporary workers.  While it’s fine to negotiate bill rates, all discussions regarding pay, benefits, and raises should be between the staffing service and its employees.
8. Do not coach a temporary on job performance.  Provide all feedback to the staffing firm’s service coordinator and request that they, in turn, coach the employee.
9. Train your service coordinator.  Bring the service representative on-site to inspect your work environment and develop a thorough description of job duties and performance expectations.
10. Do not terminate a temporary employee directly or discuss future job opportunities.  All changes in job status should only be discussed with the staffing firm.  You may refer temporary employees to publicly available job openings.

Achieve More With Staffing

ABR Employment Services wants you to achieve even better results with staffing.  Contact us today to learn more about how our services can help you save time, money, and headaches.

Ever notice how certain people always seem to have great jobs?  You know - the ones who are always working on a consistent basis, even in shaky industries and during uncertain times.  So, what are their secrets to success?

According to Deborah Brown-Volkman, President of Surpass Your Dreams, Inc., these people make their own luck.  Rather than being reactive, and waiting for things to happen, they take a proactive approach to their careers.  And rather than blaming others for mistakes or missteps in their careers, these individuals are passionate about new possibilities.  They are excited about what they do and what they can contribute every day.  Their enthusiasm is infectious, making their superiors committed to keeping them around as team members.

Here are a few practical tips to help you “make your own luck” – and ensure you always have  a job:

1. Tell yourself that you will always be employed.  What you say matters.  Your words have power, meaning, and intention.  If you tell yourself that you are marketable and confident that you will always be working, your words can make this true.
2. Anticipate trends in your industry.  If your job is being eliminated or outsourced, you need to know about it before HR sits you down to let you go.  Research what’s going on in your industry.  Know what’s happening and what the experts say will happen.  Look for trends and train yourself in these areas.  Having the right skills at the right time ensures that, no matter what is happening around you, you will be needed and employable.
3. Keep your resume up-to-date.  Your resume is an invaluable selling tool that showcases your skills and abilities to the world.  So even if you’re not looking for work, keep your resume current to keep track of contributions and accomplishments you may otherwise easily forget.  When you eventually do need it, your resume will be up-to-date and ready to work for you.
4. Create a 30-second introduction.  You never know when a new career opportunity may present itself.  So, create a good first impression with anyone you meet in business by developing a concise introduction with clear details.  Include the following information: your name; type of position you seek specifically; your skills and strengths; your background and accomplishments.
5. Network regularly.  If you start networking only when you need something, you’ll have a lot of catching up to do.  So make networking a part of every day.  Don’t limit yourself to conferences, job expos, or meet-and-greets – networking opportunities are everywhere, even within your own company.  Keep in regular touch with your key contacts, even if only via e-mail, so that you will not feel like you’re “bothering” someone whe it’s time to reach out and ask for help.
6. Always be on the lookout for new opportunities.  Read trade publications.  Read memos from departments outside your own.  Think about what more you could be doing, or how you could be doing things better.  Get your creative juices flowing, and think positively.  Rather than telling yourself that “it cannot happen,” believe that what you want is possible and within your reach.  Then, make it happen.

Of course, registering with ABR Employment Services can help ensure you always have a job.  With offices throughout Wisconsin, we match talented individuals with temporary and direct placement opportunities in the office/clerical, professional, technical, and light industrial areas.  Contact us today to find out more.

About Deborah Brown-Volkman

Deborah Brown-Volkman is the President of Surpass Your Dreams, Inc., a successful career and mentor coaching company that has been delivering a message of motivation, success, and personal fulfillment since 1998.  Deborah Brown-Volkman can be reached at www.surpassyourdreams.com, or www.career-escape-program.com.

ABR Employment is currently searching for a Billing Clerk.  AA/EOE

Job Details:

A local employer in Wausau, WI is seeking a strong 10-key data entry specialist for a full-time temporary position.  This is an excellent opportunity to get a ”foot in the door” with a premier employer.  Dress is business-casual.

Job Responsibilities

Primary duties will be transferring information from an Excel spreadsheet into company-specific software and releasing payments per regulations.

Job Requirements:

9000KPH in 10-Key data entry and strong Excel skills are required.  Must be able to work 7:00 a.m. – 3:30 p.m. Monday through Friday.

Pay Rate:

Pay is $11.50 / hr.

Apply for the Billing Clerk job by contacting schofield@abrjobs.com, or calling (715) 355-7711. 

Search for other office jobs here.

If your company is like most, you may struggle to find effective ways to reward employees without spending a lot.  Thankfully, when it comes to boosting morale in these unpredictable economic times, money isn’t everything.  Here are some creative ideas to keep your staff’s spirits high, while keeping an eye on your bottom line:

1. Keep employees informed.  Make sure employees understand your organization’s current “state of the union.”  Communicate what challenges and goals your company faces, as well as the factors that will contribute to your success. 
2. Let employees know what they can do to help achieve that success.  Explain how increasing customer service and loyalty, increasing efficiency, minimizing waste, etc. can help achieve company goals.  The more employees believe they can have an impact on organizational outcomes, the higher morale will stay.
3. Ask employees for input.  Before making decisions that impact their roles or work – and may possibly lower morale – ask employees for their feedback.  If you attempt to understand their perspectives and feelings, changes will be more readily accepted.
4. Respond to staff members’ questions and requests promptly.  Morale suffers greatly when employees feel their concerns are just ”swept under the rug.”  So if you don’t have one already, create a formal process for addressing employee issues in a timely manner.
5. Give employees a sense of ownership by increasing responsibility.  For example, one Philadelphia-based consulting firm creates voluntary employee committees to set up an annual health fair and ongoing food co-op.  The extra work makes employees feel good and allows potential leaders to hone their skills.
6. Consider alternative rewards to company picnics.  Believe it or not, many employees find forced company socialization a burden.  So instead of spending money on an annual cookout, consider awarding spa or salon gift certificates, movie passes, etc. to thank employees for their individual efforts.
7. Institute a peer-nominated employee recognition award.  An Atlanta business school awards employees for personal achievements as well as organizational contributions that go beyond job responsibilities.  This company finds that recognizing just one employee creates a huge boost in morale company-wide.
8. Offer more flexible work schedules.  For many workers, especially single parents and other caregivers, having the flexibility for personal time to handle family obligations is a huge morale-booster.  And often, your company can offer this perk without incurring additional expense.  Ideas include earlier/later start times; working four 10-hour days; working from home one day a week; and job-sharing.

Staffing as a Morale-Booster

Here are two more ways ABR Employment can help keep your staff’s spirits high:

• Treat an employee to a day off.  Allow us to provide a temporary replacement for the day.
• Reduce employee burnout.  Bring in our temporaries to help ease the burden of overtime.  Remember, you can avoid paying overtime by using our employees to handle the extra hours.

Well, it’s official – the recession is technically over.  The economy grew 3.5% in the third quarter this year, according to the BEA’s (Bureau of Economic Analysis) quarterly GDP report.

Sure, the recovery is going to take awhile.  Consumer spending is still down; unemployment is still high; the foreclosure crisis is still playing out nationwide.  And unfortunately, your business may still be stuck in a rut of stale, survival-mode thinking.

But as sure as the sun will rise tomorrow, our economy will improve.  So get a jump on your competitors by planning now for the growth that’s around the corner.  These quick tips will show you how to leverage staffing to prosper in 2010.

Test new ideas.  Before you commit to hiring direct staff to implement a post-recession business concept, you can test your idea with temporary employees.  These temporaries can assume a direct role, or they can fill in for your staff members involved with testing the new idea.

Try before you buy.  Once your need for staff increases, temp-to-hire services can mitigate hiring decision risks.  You can literally try employees out on the job, to see how they perform and fit into your corporate culture – before extending an offer for direct employment.

Manage rapid growth.  A good staffing service can function as an extension of your human resource department.  By taking the time to learn and understand your business, they can help you quickly and cost-effectively recruit temporary employees and direct hires who will succeed in your work environment.  Establish a good relationship now, so that you’re ready to “explode out of the box” when the upturn hits.

Access the knowledge you need.  Staffing firms allow you to bring in the expertise you need on a short-term basis.  These experts, especially temporary technical and professional staff, can be used to complete growth initiatives related to anything from new business lines to system upgrades.  Alternately, these highly skilled temporaries can teach new skills to direct employees in your organization.

Meet immediate placement needs.  Most staffing companies maintain robust applicant databases.  They can often instantly identify candidates who have the skills, experience, and personality traits that match your work environment.  They can also supply competent temporary employees who can fill in until you’ve found the right people for immediate openings.

ABR Employment Services is ready to help your business grow.

Even if your business isn’t experiencing post-recession growing pains yet, now is the time to prepare.  Contact one of our staffing experts today to discuss your goals for 2010.  Let us show you how we can provide the staff to realize and exceed your expectations.

How many years of experience do you have?  What kind of work are you looking for?  How many hours per week are you available?

As a candidate registering for employment with a staffing service, you expect to answer questions like these during the interview process.  But did you know that you should also come prepared with your own list of questions?

Staffing and recruiting firms come in all shapes and sizes.  The range of services, niche specialties, industries served, employment policies and payroll schedules can vary greatly from company to company.  And logically, you’re more likely to find rewarding employment with a firm whose services match your needs.  So how do you choose the company that’s right for you?

Consider the following list of questions:

1. Who are some of your clients?
2. What industries and/or job assignments do you specialize in?
3. Do you charge any fees for finding me work?
4. What pay rate can I expect for my skills?
5. What is the best time / way to contact you, to check if there’s work available?
6. How / when will I be paid?
7. Do you offer any employee benefits?  Skills training?  Referral bonuses?
8. What happens if I show up for work, but the company doesn’t need me?
9. What is your overtime policy?
10. Will my job search be kept confidential?
11. If a company wants to hire me full-time, what is your policy?

Most reputable staffing services, like ABR Employment Services, have comprehensive web sites - including  FAQ pages - that provide answers to questions like these.  Still, it’s always best to ask for clarification of anything you do not understand.  So do your homework and come prepared to your interview with a list of your own questions.  Turn the tables, and get the answers you need to choose a staffing firm that’s the right fit for you.