Super Bowl Sunday is this weekend.
Right now is a good time to think about a few key points of being a team player which include:
Strong Work Ethic
Super Bowl Sunday is this weekend.
Click here for additional tips on : “How to be a Successful Team Player!”.
Many surveys say that the number one issue facing businesses today is finding and keeping good employees. That’s partially because nationally, the average annual employee turnover rate is 14.4 percent – and it can cost companies thousands or even millions of dollars a year.
While companies normally record and report costs such as wages and benefits, workman’s compensation insurance, utilities, materials and space, most companies don’t track and report the cost of employee turnover.
How to Estimate Turnover Costs
Do These Numbers Seem Unbelievable?
Actual turnover costs are usually much higher than we think they are.
If you want to find out exactly how much turnover is costing your organization, find an online employee turnover calculator. Just remember that only tangible costs can be calculated on these sites. Intangible costs are just as real and sometimes much greater than quantifiable costs, but they are difficult if not impossible to measure.
Why Don’t More Companies See This as a Costly Problem?
Many companies don’t realize the true cost of turnover, which costs companies in both expertise and dollars, because they have never examined it. Here are four possible reasons:
1. No process is in place to tabulate the costs of turnover.
2. If they are measured, those costs are not reported to top management.
3. Employers think it’s an inescapable cost of doing business — but it’s not!
4. Costs are underestimated, so they don’t cause concern.
How Can You Measure Turnover Costs in Your Organization?
A comprehensive program measures the following costs:
Separation costs include:
Replacement costs include the cost of:
Training costs include both formal and informal training costs. Vacancy costs include the net cost incurred due to increased overtime or temporary employees needed to complete the tasks of the vacant position.
How can you reduce turnover?
When turnover costs are unacceptably high, do an assessment. Find out who is leaving and why. Exit interviews can help you gain information. Then develop a retention program based on your findings.
As an award-winning employment agency serving central Texas employers since 1993, Priority Personnel can help you lower your turnover costs. Contact us today!
The staffing industry is not what it used to be. In decades past, employers typically viewed staffing services as a “necessary evil” – a last resort when a low-level employee called in sick.
But not anymore.
Today’s staffing industry is comprised of diverse, robust organizations whose services can greatly enhance your company’s productivity and profitability – even in a tough economy. Still, a significant portion of the business community doesn’t really understand what we do, or how we do it.
So if you think that staffing services are too expensive, or that you can’t find an ideal candidate through an employment agency, take a read through this quick post. It debunks five common staffing myths:
Myth #1: Staffing firms are too expensive.
Fact: If you focus solely on bill rates and placement fees, you may conclude that staffing services are more expensive than a DIY staffing approach. In reality, staffing firms can actually save you money. You can leverage their recruiting expertise and economies of scale to quickly and cost-effectively access the talented candidates you need.
You can also reduce overtime, training and payroll administration expenses by using temporary employees to handle your extra workload. Additionally, staffing experts can show you how to lower your labor costs by reducing your core staff to meet the low end of your production cycle, and then bringing in supplemental help for busier times.
Myth#2: Temps are all secretaries.
Fact: Temporary employees now work in virtually every industry and increasingly include highly skilled professionals. In additional to administrative and industrial workers, staffing firms now regularly supply medical, technical, legal and executive-level professionals to tackle mission-critical projects.
Myth #3: You can’t hire a good employee through a staffing firm.
Fact: Staffing firms use rigorous screening, interviewing, skills testing and background / reference check processes to ensure the quality of talent they supply. And unlike an individual you recruit on your own, a staffing service’s candidate comes with a guarantee.
Myth #4: Staffing firms only provide “temps.”
Fact: Today’s staffing suppliers offer a wide variety of services that can be customized to suit your workforce needs, including: temporary help, direct hire, temp-to-hire, contract staffing and payrolling services.
Myth #5: Temps are only good for “fill-ins.”
Fact: Beyond filling in for vacations or illnesses, employers regularly use temporary and contract employees to: provide extra support during busy times; staff special short-term projects; access specialized talent; evaluate talent for permanent positions.
The Truth about Priority Personnel
The truth is, Priority Personnel can certainly fill your last-minute staffing needs. But we can do so much more for your business! With eighteen years of experience serving Central Texas employers, we can help you use staffing to reduce overhead, complete critical projects and improve productivity.
It would be easy (and logical) to use this question as a launching pad for a sales pitch. The true answer, however, is more complex. What’s right for one employer, under a certain set of hiring, employment and market conditions, is not necessarily right for another.
So how do you decide if you should hire on your own, or partner with a recruiter? Here are a few critical questions to consider:
Evaluate Your Current Hiring Practices
Conduct a Needs Analysis
Consider Current Market and Employment Conditions
Consider the Advantages Recruiters Offer
With budget constraints remaining a key concern, you may lean toward a DIY approach for recruiting. But before you start posting to job boards, remember these key advantages Priority Personnel can provide:
When working with a recruiting service makes the most sense for your organization, Priority Personnel is the ideal choice for your placement needs. With over 18 years of experience serving the central Texas area and diligent screening processes, we are uniquely qualified to deliver the talented candidates you need.
Contact Priority Personnel today. We can help you analyze your recruiting needs and determine if our services could help you hire more quickly, accurately and at a greater cost savings.
Finding out how a candidate will fit into your corporate culture is nearly as important as technical skill, education and professional background. As competition for positions remains fierce, some candidates are also skilled at giving the “right” answers to popular interview questions. So how do you break through and determine if a candidate is the right fit?
Time Out! U.S. Workers are Foregoing Vacation Plans, But is This Really in Your Company’s Best Interest?July 5th, 2011
Work/life balance. It’s one of those nebulous issues with which employers continually wrestle. On the one hand, work needs to be done. On the other hand, the pressure to get that work done can lead to a host of problems which zap employees’ productivity.
Financial constraints and demanding work schedules have made work a higher priority than ever for Americans. A recent study by CareerBuilder shows that, as a result, many U.S. workers are foregoing vacation plans this year:
While these statistics may mean more total hours worked in your organization, your company might actually see greater benefits from encouraging employees to take time-off.
Overwork can increase absenteeism, burnout and turnover, and make employees more prone to errors on the job. Conversely, workers with a healthy work/life balance tend to have less burnout, greater creativity and higher quality output. And when things get stressful on the job, “balanced” employees are better equipped to handle the burden. Bottom line, taking time-off is vital not only to an employee’s well-being and performance, but to your company’s, too.
As our economy heals, here are a few recommendations for encouraging your workers to take the time-off they need, while keeping your business running smoothly:
The use of credit checks has grown over the last several years. According to a 2010 survey by the Society for Human Resource Management, 60 percent of employers used credit reports for some or all of their background checks.
Employers use credit reports as a screening tool for a number of reasons:
But checking a job applicant’s credit is not without its potential drawbacks:
Given the potential benefits, as well as the potential drawbacks, are credit checks a legitimate screening tool? It depends on whom you ask.
According to Christine Walters, a representative for the SHRM during last October’s EEOC public hearing on the practice, effectiveness and impact of credit checks as a screening tool, “SHRM believes there is a compelling public interest in enabling our nation’s employers – whether that employer is in the government or the private sector – to assess the skills, abilities and work habits of potential hires.”
She and other hearing panelists pointed out that the Fair Credit Reporting Act (FCRA) of 1970 restricts employer use of credit reports to employment purposes. Under the law, the employer must give a job candidate the right to defend himself against (including refuting, explaining or correcting) any collected credit information that might weigh against him.
Chi Chi Wu, staff attorney with the National Consumer Law Center in Boston, expressed a different opinion. Given the state of the economy, she said that using credit history as a screening tool is “a practice that we believe is harmful and unfair to American workers. The use of credit history for job applicants is especially absurd when you are looking at an unemployment rate of 10 percent and have many workers looking for a job.”
As an employer, you are within your rights to check a job candidate’s credit. Before you do so, you should consider:
Ensure Successful Placements with Priority Personnel
Finding the perfect candidates for your organization requires experience, in-depth knowledge of your business and a comprehensive screening process. Priority Personnel combines all of these to ensure the success of your next hire. Partner with Priority Personnel today and connect with Central Texas’ top light industrial, office/clerical, technical, professional and retail talent.
Can staffing services really drive profits? In a word, “Yes!”
In today’s economy, businesses need to do everything possible to maximize the R-E=P equation. And if your company is like most, your employment-related expenses are among the biggest line items on your company’s P & L. The more actively you manage these expenses, the more profitable you can become.
Of course, driving profits is about more than just cutting costs. It’s also about maximizing workforce productivity and effectively matching your human resources to the changing challenges and opportunities your business faces. Used properly, staffing services can play a vital role in achieving all these ends. Here are just a few ways temporary employees can drive profits in your organization:
Priority Personnel – Driving Profits for Central Texas Employers
Need to aggressively manage staffing expenses? Looking for new ways to increase productivity? Have a great business idea, but lack the human resources to turn it into a reality? Contact us today. Priority Personnel has the knowledge, business expertise and highly skilled candidates you need to get work done and become more profitable.
Benefits. Perks. Extras. Whatever you call them, they really make a difference in today’s changing job market. Here are a few key ways the benefits we offer our temporary employees directly benefit you and your organization:
Priority Personnel Benefits – The Right Thing to Do
The economy is still tough and we realize that many people who come to us have lost their jobs and health benefits, too. Admittedly, Priority Personnel offers benefits to gain a recruiting advantage and deliver the best results for our clients. But honestly, the main reason we do it is because it’s just the right thing to do.
Still on the fence about using social media? Consider these statistics from the recent Cone Business in Social Media Study:
The truth is, social media can help expand your business network, enhance your career, recruit employees and more.
According to HR expert Susan M. Heathfield, About.com Guide, HR professionals need to participate in social media for career success – and she should know. She is a management and organization development consultant who specializes in human resources issues and in management development to create forward-thinking workplaces. Susan is also a professional facilitator, speaker, trainer and writer.
Heathfield’s About.com article “10 Reasons Social Media Should Rock Your World” details the rationale behind making social media time investment mandatory for every HR professional:
Priority Personnel – Leveraging Social Media for Recruiting Success
Priority Personnel leverages social media to locate the talented, experienced and hard-working individuals you need. Contact us today to learn more about our staffing and recruiting services for San Marcos, Texas employers.