March Lost Productivity Madness in the Workplace

Is that the sound of a basketball going through the net, or the sound of your productivity slipping away?


Millions of Americans have filled out March Madness brackets and discuss them with friends, and coworkers during work hours. Maybe even some of your workers.

 
Many managers and business owners struggle to keep their employees on-task while the games go on during the workday. There are stories of employees taking extended lunch breaks or calling in sick to catch a little piece of the action.

 
Some companies say that there is so much lost productivity during March Madness, that they have to block popular streaming sites and slow down their office’s
internet connection.
With an estimated 50+ million Americans participating in brackets and office pools, companies stand to lose at least $1.2 billion for every unproductive work hour during the first week of the tournament, according to outplacement firm Challenger, Gray & Christmas, Inc.

 
So why do many companies encourage participation in office pools and brackets? (Flexicrew Staffing is one of them). One survey suggests that 32 percent of senior managers believe activities tied to the tournament boost employee morale, which makes your workforce more efficient and productive.
So, enjoy this annual event while still staying on track so no productivity is lost. March Madness isn’t going away anytime soon, so why not make the best of the situation?

 
Follow your Bracket.

 
Enjoy some friendly trash talk.

 
Who knows? You might even win it all!

 
To your Madness,

 

 

Your Flexicrew Team

Flexicrew makes your recruiting a Slam Dunk!

Yes…March Madness has arrived with excitement and upsets.

 

 

POP QUIZ: How does March Madness Parallel Flexicrew’s mission?Basketball Cleanup Desk Set

 

We started kicking around that March Madness – filling out brackets and picking winners – parallels what we do at Flexicrew to build your workforce every day.

 

For March Madness, fans look at a wide number of teams, review their records and decide among them which they will advance in their brackets to the Sweet Sixteen. Likewise, Flexicrew reviews the resumes of possible candidates, screens them against several criteria, and decides which candidates should move forward in the recruiting process.

 

Finally, the March Madness Championship Game takes place where the two best teams play each other head-to-head and one of them wins.  Similarly, Flexicrew often compares two finalists in detail against each other and recommends to you our favorite candidate that we believe should get offered the job.

 

Like a perceptive team coach, Flexicrew recruiters search for and recruit good talent just the way a team needs to fill out various positions.

 

At the end of the day, whether it’s a basketball team or a work team, it’s all about picking capable people, having a winning attitude and how you play the game!

 

Flexicrew hopes to team up with you to provide winners. Look forward to a small gift coming your way in a few days to remind you of how Flexicrew can help YOU be the CHAMPION!

Sincerely,

Your Flexicrew Team

FTS Welcomed into Goldman Sachs Small Businesses Program

 

Brandon Smith, Managing Partner of Flexicrew Technical Services, awarded scholarship to prestigious, nationwide Goldman Sachs 10,000 Small Businesses Program

Technical Services

 

Metairie, LA, January 10, 2017–

Flexicrew Technical Services Managing Partner, Brandon Smith, was invited to participate in Goldman Sachs 10,000 Small Businesses Program at Delgado Community College where he will attend with a small number of other local New Orleans area small business leaders.

Goldman Sachs 10,000 Small Businesses Program is a $500 million initiative to unlock the growth and job creation potential of small businesses across the United States by providing them with greater access to business education, financial capital, and business support services.

Stated Smith, “I am proud to be selected and excited to be a part of this dynamic program.  I look forward to continued business growth and the ability to create more employment across the Gulf South Region.Goldman Sachs logo

As part of the program, Smith will spend 14 weeks at Delgado Community College starting January 18th.  He will study a business and management curriculum designed by the top-ranked school for entrepreneurial education, and customized by Delgado Community College faculty. The curriculum covers topics including accounting, human resources, negotiation, and marketing. The program also includes one-on-one mentoring, accounting workshops and advice from Goldman Sachs’ professionals. The program culminates with each participant developing a strategic growth plan for their business.

Stephanie Bell of Delgado Community College congratulated Brandon by saying, “The selection process was quite competitive, as we received many outstanding applications from throughout the New Orleans Gulf South Region.  You were chosen from a strong pool of candidates.

We hope that with your dedication and commitment, you will benefit from the program and continue to take your business to new heights.”

Within six months of graduation from this program, nearly 70 percent of program alumni increase revenues and 48 percent add jobs, per a recent report by Babson College, Stimulating Small Business Growth.

About Brandon Smith:

Brandon Smith is the Managing Partner of Flexicrew Technical Services, a leader in technical placements, focused on flexibility, speed of recruitment and skills accuracy in the New Orleans and Gulf South Region.

Brandon has an extensive  background in the Staffing Industry .

About Flexicrew Technical Services:

Flexicrew Technical Services began operations in January, 2015 and is a leader in technical placements, focused on flexibility, accuracy, and efficient recruitment. It was awarded the 2016 American Staffing Association Genius Award, displaying the most innovative and effective communications in the staffing, recruiting and workforce solutions industry.

The Flexicrew companies are family-owned and run since 2008, that’s brought together the best management and support team, resulting in over 95% customer satisfaction.  * Certified survey by Inavero.

If you would like more information about Flexicrew Technical Services or any of our hiring initiatives, please contact Brandon Smith at 504.400.9140 or email to bsmith at flexicrewtech.com.

NOW HIRING RECRUITER / ACCOUNT MANAGER FOR NEW FOLEY, AL BRANCH

JOIN OUR GROWING TEAM!

employee-engagement

 

Flexicrew is looking for talented, motivated people to add to our NEW OFFICE IN FOLEY, AL.

 

We opened our doors in 2008 and have grown into a $35mm company with 12+ branches supporting the southeast region. We have BIG GOALS and BIG DREAMS! If you want to be a part of an environment where YOUR VOICE IS HEARD, then you’ve found your STAFFING FAMILY.

 

Recruiter / Account Manager
Job Summary

  • Responsible for communicating with clients, sales managers, associates and others to identify, screen, interview, present and hire qualified candidates for temporary and temp-to-hire positions.
  • Summary of essential job functions
  • Develop recruiting strategies building applicant sources by researching and contacting community services, colleges, employment agencies, etc.
  • Determine applicant requirements by studying job description and job qualifications.
  • Attract applicants by placing job advertisements; using newsgroups and job sites.
  • Evaluate candidates strengths compared to clients requirements by: evaluating, screening and interviewing the candidate.
  • Arranges interviews with clients by coordinating schedules.
  • Evaluates applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications.
  • Manage contract employees while on assignment. Assess and investigate contractor related problems, and administer performance counseling, coaching and disciplinary measures when necessary.
  • Communicate effectively with others in order to create a productive and diverse environment.
  • Maintain relationships with customers and business contacts gaining industry knowledge, and obtain referrals and sales leads.

Requirements

  • Bachelor’s Degree with a minimum of 2 years recruiting experience; or an equivalent industry experience.
  • Experience with Microsoft Word and MS Outlook; recruiting industry software experience preferred.
  • Have a desire to learn and advance in a fast paced sales environment, and be capable of regularly using good judgment and discretion to accomplish goals and work requirements.

Skills/Qualifications
Phone Skills, Recruiting, Interviewing Skills, People Skills, Supports Diversity, Employment Law, Results Driven, Professionalism, Organization, Project Management.

APPLY TODAY!
We look forward to having you join our growing FLEXICREW FAMILY!

Email cover letter and resume to lillian at flexicrew dot com

How to use Social Media to get your next job

Social networking for a job opportunity involves looking for people at your level with whom to network. But almost more importantly, it also means to connect with anyone in your industry and/or geography can be a useful contact regardless of title or experience.

twitter jobs

The key is to network with people who fall into two basic categories;

  • those who might hire you, and
  • those who probably won’t hire you but who have common experience and/or interests.

 

The formula for a winning job search using social media involves engaging in conversation as quickly and as often as you can with the people who can hire you. Social media outlets including Facebook and LinkedIn have made finding and opening dialogue with these people much easier. The most valuable networking contacts for your job search are the people who:

 

  1. Hold job titles one, two, and three levels above your own
  2. Hold job titles similar to your own
  3. Hold job titles that interact with yours
  4. Work in staffing as corporate recruiters and headhunters

These are the people who are most likely to know of job openings, and are the most likely to have the authority to hire you. This is common sense — the challenge, of course, is how to find them.

 

Who wants to connect with you?

 

You might be asking yourself, “Who wants to connect with someone like me? What value do I offer a connection?”

 

The answer is that professionals have always known that strong networks are crucial to any smart job search or career move. They may be looking to you one day for a job opportunity!

 

Social networking sites like LinkedIn and Facebook have vastly improved the ease and speed of building professional networks.  Building professional connections that might otherwise have been very difficult if not impossible is now something every one can achieve.

 

Strive for a goal you aim to reach via social networking. Whether that goal is to land a new job, or establish a relationship with a seasoned professional allowing for picking his or her brain, don’t get discouraged if you reach a dead-end. The beauty is that there are numerous other outlets to explore if one proves fruitless.

 

LinkedIn & Facebook Groups

 

If you’re a seasoned LinkedIn networker, you are probably aware that relevant professional networks are not only desirable — for reasons that extend far beyond job search —but also are surprisingly easy to foster. One of LinkedIn’s strengths is its thousands of special interest groups that encourage you to communicate and connect with other professionals who share a common interest. On LinkedIn, you can join up to 50 different groups.

 

Networkers on Facebook also have the invaluable asset of specialized group pages. Businesses and professional organizations host Facebook Like pages that allow the like-minded to congregate and share ideas and news. Twitter also can be used similarly for connecting with professionals of similar drive and interest.

 

You get on board with social networking by becoming a member of groups relevant to your profession, but don’t just sign up and troll for contacts. Become too brazen with connection requests and you’ll get blocked before you even get started.

 

One of the best ways to utilize LinkedIn is to participate in the many discussion forums within the groups you join — the people you want noticing you. Make time to follow these discussions. Participation in discussion forums gives you a way to advertise who you are and what you do without appearing to do so. With LI groups, anyone can start a discussion and join in.

 

Other ways to boost your social media presence include:

 

  1. Make comments and “like” the posts of people who you want to network with, then ask them to connect.
  2. Start discussions of your own. The easiest way is to post a link to a professionally relevant article, blog or video. Then connect with the people who comment — that they clicked on your link demonstrates a common interest.
  3. Search the group’s membership list for high-value job titles, and request a connection based on a shared profession and group. You can’t connect to just anyone on LinkedIn. You need to share a group or a contact in common with your target if you wish to connect with her.
  4. You can also make high-value networking contacts by searching the LinkedIn database and keying in a job title and location. For example, a staffing sales representative living in Lafayette might use these search terms: “Sales Staffing Lafayette”

 

The profiles that show up in your search — and there will be thousands —will include people holding this and similar titles, plus headhunters and recruiters who work in either this same location and/or area of professional expertise. Your next step is to check relevant profiles to see if you have mutual connections that can justify a connection request. Sometimes these profiles will contain an e-mail address. This makes contact even easier.

 

Shared membership in a group counts as an existing connection, and LinkedIn will tell you about group memberships you have in common. If you don’t have a group in common, you can simply join one of the groups in which your target “sales representative” belongs. Remember to check the person’s “contact info,” listed under “education” at the top of the profile.

 

Cross-Reference Companies and Job Postings

 

When your research identifies companies of interest or you come across relevant job postings, you can also perform a LinkedIn database search. For example, you find a job for a welder at Bollinger New Orleans at the Port of New Orleans and do a search using “Welder Bollinger New Orleans.” You will likely find people with the exact title or one similar who worked at Bollinger in New Orleans – or, at least have connections to someone who does.

 

These results will often give you direct contacts to potential hiring managers, or at least, the people who know the potential hiring managers. Every relevant connection will get you closer to getting into a conversation with someone who has a job opening and the authority to hire you.

10 Skills you need to get a job NOW

You recently graduated. You’ve prepared your resume and sent it to various hiring managers. Your resume is great and the cover letter clearly states Shutterstock - Businesswhy you are the best candidate for the job. You get an interview call. You get there well-dressed and on-time. You make eye contact with your interviewer, communicate effectively, and answer most questions with confidence. You get hired. Why? Probably because you’ve displayed the skills the employer desired.

 

However, these skills do not come easy for many graduates, skills which they failed to learn in their probably very expensive education.

 

What skills are sought by the employers?

 

In a recent GMAT survey nearly 600 employers were asked about the skills they look for when hiring new business graduates. The following statement by a technical recruiter  sums up the response, “Communications, teamwork, and interpersonal skills are critical—everything we do involves working with other people.”

 

The following prioritized set of skills and abilities are the most desirable:

 

  1. Working in a team

 

  1. Making decisions and solve problems (tie)

 

  1. Communicating verbally inside and outside an organization

 

  1. Planning, organizing and prioritizing work

 

  1. Retrieving and processing information

 

  1. Analyzing quantitative data

 

  1. Job specific technical knowledge

 

  1. Proficient with computer software programs

 

  1. Creating and/or editing written reports

 

  1. Persuading and influencing others

 

What makes it difficult for the employers to recruit talent?

 

According to a 2015 Talent Search global survey by recruiting firm ManpowerGroup, including 41,700 employers in 42 countries, one in three employers said that there just aren’t enough applicants. But other major reasons are related to the available applicant’s skills and abilities.

 

  • For example, 34% of them said that the candidates lack the required technical competencies (industry-specific professional qualifications and industry-specific skilled trades’ certifications).
  • In addition, 22% hiring managers cited that lack of experience is behind talent shortages and
  • 17% report soft skills deficits (particularly lack of professionalism, enthusiasm, motivation and a learning mindset).

 

Possible solutions?

 

The single most critical factor in bridging the technical and soft skills gap is improving the quality of “hands-on” education. The students need more real life experiences, project based learning, internships, co-op programs. They will then get to confront, discuss, and solve real world issues/problems.

Business leaders must communicate what skills are desirable, offer tools and resources, and collaborate with educators/institutions to showcase and demonstrate the ‘teamwork and communication’ they expect of their potential new hires.

5 Steps That Will Help You Change Careers

Changing careers takes focus and commitment. To be successful, you’ll need to develop short-term, intermediate and long-term goals, and decide on the steps you’ll need to accomplish them. Once you do that, it will be a lot easier to take the plunge into a new line of work.
time for change

 

 

 

  1. Start by researching the marketplace to identify expanding industries. Search the Labor Department’s Occupational Outlook Handbook, job boards and the business press to see what’s areas are most in demand.

 

  1. Next, take assessment tests to discover your hidden talents and jobs that fit them. Leading tests include the Myers-Briggs Type Indicator, Strong Interest Inventory and Campbell Interest & Skill Survey. Also, ask individuals you know personally and professionally for their insight into occupations that might be a strong fit for your background and skills.

 

  1. Once you’ve decided on a new path, do some online research and networking to determine the skills you’ll need to qualify for jobs that interest you. If you lack key credentials, consider signing up for volunteer work enrolling in classes to bridge the gap.

 

  1. Next, revamp your résumé to highlight skills and experiences that are most relevant to your desired new line of work. A professional career coach may be able to help.

 

  1. When applying for jobs, craft cover letters that will help employers understand why you’re looking to change careers and how you can add value. Similarly, prepare for interviews by crafting 30-second introduction that sums up what you can do for employers.

Want lower Worker’s Comp Costs? Integrity Tests may be the answer

January 5th, 2015   •   employer of record, Employment Agency, jobs, Safety, workers compensation   •   no comments   

Lowering Workers’ Comp Claims:
Integrity Assessment Use Lowers Claims of Workers’ Compensation

Workers’ compensation claims are significantly lower for employers conducting pre-employment integrity testing, according to a recent research report by the Journal of Business and Psychology. The April 2011 study compared screened vs. unscreened workers in the service, manufacturing, and health care industries and examined the effectiveness of using an integrity test to reduce the frequency and severity of worker compensation claims.

Background
The researchers collected data from four different companies in four industries and found the same results in each company. After each company began using an integrity test in it’s hiring process, they found that over the next year those who had been screened with the integrity test had a significantly lower percent of worker compensation claims than those who had been hired before the integrity test screening began, even though accident statistics consistently show that new hires normally have the highest accident frequency rates.

Results
According to the study, the average cost per employee was dramatically less, plus the average cost per accident was also lower. The average cost per claim for the screened group was only 67% as much as the unscreened group – which is substantial enough for employers to justify screening all their job applicants.

Conclusion
These results strongly support the idea that an integrity test would be expected to make a significant reduction in the frequency and severity of worker compensation accidents.

Flexicrew’s test
Flexicrew uses a 100 point integrity test in all of our hiring decisions. We help you make a better choice in your employees.

www.flexicrew.com

Back-to-School Charitable Giving Event

back to school kidsFlexicrew employees enjoy volunteering and supporting our area communities and schools.  This month we had the privilege of partnering with Exterran Holdings, Inc. and participating in the 2014 Brittmore Back-to-School Charitable Giving Eve…nt.  This event benefits less-fortunate K-5th grade students at Bear Creek Elementary School in the Katy Independent School District in Euless, Texas.  Our donation will help supply students with backpacks and grade-appropriate school supplies.  It is our goal to help encourage and support the future successes of tomorrow’s workforce.

5 Things Employers Look For When Interviewing

August 1st, 2014   •   Employment Agency, Staffing   •   no comments   

Job-interview1

 

 

   Employers look for many different characteristics when hiring for a position vacancy with a company.  Depending on the position those characteristics can vary.  For the interviewee, this is where the real struggle can begin, what do I wear, how to do I act, what if they don’t like my answers? These are all questions we have asked ourselves in the past.  Below you will find 5 qualities that employers are looking for when hiring for a position no matter what the job.

       1. How do you present yourself?

First impressions are important and they are not only for the personal side of relationships.  During an interview, the first time a potential employer lays eyes upon you they will start to decide if you are right for the position.  When coming in for an interview you want to be at your best which also means your clothes and hygiene.  Coming in jeans and t-shirt doesn’t exactly tell them “I really would like this job”.

       2. Are you a likeable person?

Employers want to feel like you would be a good fit into the company.  Are you warm, friendly, and easygoing?  Becoming part of a work family is very important in the cohesiveness of a company you will be spending a lot of your time with.  Willingness to work as part of a team is something a company looks for because it takes more than just one person to keep the business running.

      3. Do you have the knowledge and skill needed to get the job done?

Employers want know that you can get the job done.  They will be hiring you for a specific purpose and if as the employee you cannot get it done that will just delay other aspects of the business.  Employers want to see past successes in the position in which you are applying; they want to know you have the experience.

       4. Do you have Integrity?

Are you willing to be true to yourself and others?  Will you admit honestly what your strengths and weaknesses are?  Employers look for integrity out of all of their employees because they are the ones willing to be honest and true with themselves and others.  Employees with integrity admit their faults along with their successes and they are willing to talk about how to make themselves better.   Integrity brings loyalty.  Keeping the negative of the past out of a job interview will earn bonus points.  Talking bad about previous employers or co-workers will look bad on you.  Keeping the positive of past jobs in the forefront is most important.

      5. Do you have a strong work ethic and enthusiasm?

Anyone can do a job but employers want employees that will give all they have to a job.  Are you willing to get the job done no matter what it takes?  Would you rather just do the bare minimum and give yourself free time during the day?  Employers look for employees what will strive to do their very best and are excited for the position they will hold.  Employers want their employees to have enthusiasm for the job they doing, not to just be here for the paycheck.  Employers want to see your passion.

   While these are only 5 qualities that employers look for when interviewing they are not the only ones.  The position itself will depend on how many and what specific qualities a potential employer might be looking for.  Don’t stress about it, just be yourself.  Dress nice, relax, and don’t try to be something you are not.  Employers know what they are looking for and they know when you are not showing your true colors.  Go into the interview with your head held high and confidant that you can do the job.

What should you NOT include in your cover letter?

July 11th, 2014   •   Employment Agency, Staffing   •   no comments   

 

confused-man-in-suit

Have you ever felt unsure about what to include in your cover letter?  A cover letter can be just as important as a resume but how do you when there is too much?  James O’Brien looks into the “avoid at all costs” examples in this article.  It is one that will make you wonder how someone came up with that idea.   Cover letters and resumes should be clean, clear, and accurate; putting information that isn’t true on a resume can only harm the prospective employee in the end.

Check out the full article here.

Can Eyewear Measure Your Fatigue?

July 8th, 2014   •   Employment Agency, National Safety Week, Safety, Staffing   •   no comments   

Edge_Safety_GlassesIn an article posted on Rigzone.com, Karen Boman takes a deeper look into how that is possible. An Australia based company called Optalert Limited has created drowsiness detection glasses.  These glasses have the ability to capture worker’s eyelid blinks through a tiny LED that has been built into the frame of the glasses.  Optalert Limited is the only safety system worldwide that has the ability to continuously provide information in real time. The system measures how fast and how far a person opens their eyelid after closing it.  The glasses then show a rating from 1-10 based on the John Drowsiness Scale.

Multiple things can factor into fatigue, irregular hours, shift work, and even poor eating habits. Worker safety has come to the forefront of employers mind’s given the long hours they spend working or traveling.  When designing a plan, companies try to take into account the shift and how long in between shifts in order to ensure the employee can have enough time for sleep before the next shift begins. It can be hard sometimes given the type of shift and even the number of employees on hand but thinking about employee safety is also important and should be held at a high standard.

The full article can be found on Rigzone.com.

Distracted Driving is on the Rise – Pledge to Stop With Us!

July 1st, 2014   •   Employment Agency, National Safety Week, Safety, Staffing   •   no comments   

The-Cost-of-Distracted-DrivingAccording to the National Highway Traffic Safety Administration, 387,000 injuries occurred in motor vehicle crashes in 2011 due to distracted drivers.  Distracted driving is a daily occurrence that is growing among teens as well as working business professionals as they make their way from meeting to meeting.  As citizens, we have a responsibility to our fellowman to reduce the amount of motor vehicle crashes and traffic violations.

On June 24, 2014, 19 Flexicrew Staff members joined in taking the “Texting and Driving…It Can Wait” pledge on Itcanwait.com.  The Flexicrew Corporation feels  there are valid reasons why we should stop with distracted driving.  First, in most states, it is illegal ; if you must talk on the phone while driving, the reasonable solution is to acquire a hands free device in order to limit the distraction a cell phone in hand creates. Second, being considerate of those around us whether they are our passengers, other motorists, or other pedestrians will  lessen the guilt that could ultimately become our responsibility if an accident were to occur. Third, but certainly not last, distracted driving  strengthens the chances of being in an accident.  Drivers have a 23% more risk of getting in an accident while texting and driving.

At Flexicrew, we are agents of change and will  do our part in making our roads safer.   While we have made the pledge, we ask that you also make the pledge with us!  You can pledge at http://www.itcanwait.com and if you do, please be sure to let us know!

Hurricane Preparedness Week – Be Ready

 
When a natural disaster does strike, Flexicrew has a team that can help with the aftermath. Call us for any Environmental Techs that you might need.

 

Flexicrew also offers OSHA  Hazmat/Hazwopper training.

 

 GET READY!

Hurricanes are strong storms that can be life-threatening as well as cause serious property-threatening hazards such as flooding, storm surge, high winds and tornadoes. Preparation is the best protection against the dangers of a hurricane. Know the difference between the threat levels and plan accordingly. Know the difference between watches & warnings.

 

Hurricane Watch is issued when hurricane conditions are a threat within 48 hours. Review your hurricane plans. Get ready to act if a warning is issued, and stay informed.

 

Hurricane Warning is issued when hurricane conditions are expected within 36 hours. Complete your storm preparations and leave the area if directed to do so by authorities. Follow these tips to make sure you and your  family are prepared to stay safe during and after a hurricane.

 

PREPARE

 

  • Listen to a NOAA Weather Radio for critical information from the National Weather Service (NWS).
  • Check your disaster supplies. Replace or restock as needed.
  • Bring in anything that can be picked up by the wind (bicycles, lawn furniture).
  • Close your windows, doors and hurricane shutters. If you do not have hurricane shutters, close and board up all windows and doors with plywood.
  • Turn your refrigerator and freezer to the coldest setting. Keep them closed as much as possible so that food will last longer if the power goes out.
  • Turn off propane tank.
  • Unplug small appliances.
  • Fill your car’s gas tank.
  • Create a hurricane evacuation plan with members of your household. Planning and practicing your evacuation plan minimizes confusion and fear during the event.
  • Find out about your community’s hurricane response plan. Plan routes to local shelters, register family members with special medical needs and make plans for your pets to be cared for.
  • Obey evacuation orders. Avoid flooded roads and washed out bridges.

 

SUPPLIES

 

  • Water—at least a 3-day supply; one gallon per person per day
  • Food—at least a 3-day supply of non-perishable, easy-to-prepare food
  • Flashlight
  • Battery-powered or hand-crank radio (NOAA Weather Radio, if possible)
  • Extra batteries
  • First aid kit
  • Medications (7-day supply) and medical items (hearing aids with extra batteries, glasses, contact lenses, syringes, etc.)
  • Multi-purpose tool
  • Sanitation and personal hygiene items
  • Copies of personal documents (medication list and pertinent medical information, proof of address, deed/lease to home, passports, birth certificates, insurance policies)
  • Cell phone with chargers
  • Family and emergency contact information
  • Extra cash
  • Emergency blanket
  • Map(s) of the area
  • Baby supplies (bottles, formula, baby food, diapers)
  • Pet supplies (collar, leash, ID, food, carrier, bowl)
  • Tools/supplies for securing your home
  • Extra set of car keys and house keys
  • Extra clothing, hat and sturdy shoes
  • Rain gear
  • Insect repellent and sunscreen
  • Camera for photos of damage (Insurance Purposes)

 

WHAT TO DO AFTER A HURRICANE

 

  • Continue listening to a NOAA Weather Radio or the local news for the latest updates.
  • Stay alert for extended rainfall and subsequent flooding even after the hurricane or tropical storm has ended.
  • If you evacuated, return home only when officials say it is safe.
  • Drive only if necessary and avoid flooded roads and washed out bridges.
  • Keep away from loose or dangling power lines and report them immediately to the power company.
  • Stay out of any building that has water around it.
  • Inspect your home for damage. Take pictures of damage, both of the building and its contents, for insurance purposes.
  • Use flashlights in the dark. Do NOT use candles.
  • Avoid drinking or preparing food with tap water until you are sure it’s not contaminated.
  • Check refrigerated food for spoilage. If in doubt, throw it out.
  • Wear protective clothing and be cautious when cleaning up to avoid injury.
  • Watch animals closely and keep them under your direct control.
  • Use the telephone only for emergency calls.

 

Hurricane Ivan flooding, Asheville, NC - September 2004/Leif Skoogfors, FEMA

 

Struck-by injuries – Look for Flying or Falling Objects

Am I In Danger?

You are at risk from falling objects when you are beneath  cranes, scaffolds, etc., or where overhead work is being performed.  There is a danger from flying objects when power tools, or activities like pushing, pulling, or prying, may cause objects to   become airborne. Injuries can range from minor abrasions to concussions, blindness, or death.

How Do I Avoid Hazards?

HardhatGeneral

  • Wear hardhats.
  • Stack materials to prevent sliding, falling, or collapse.
  • Use protective measures such as toeboards and debris nets.
Safety gogglesPower Tools, Machines, etc.

  • Use safety glasses, goggles, face shields, etc., where machines or tools may cause flying particles.
  • Inspect tools, such as saws and lathes, to insure that protective guards are in good condition.
  • Make sure you are trained in the proper operation of powder actuated tools.
CraneCranes and Hoists

  • Avoid working underneath loads being moved.
  • Barricade hazard areas and post warning signs.
  • Inspect cranes and hoists to see that all components, such as wire rope, lifting hooks, chains, etc., are in good condition.
  • Do not exceed lifting capacity of cranes and hoists.
BarricadeOverhead Work

  • Secure tools and materials to prevent them from falling on people below.
  • Barricade hazard areas and post warning signs.
  • Use toeboards, screens, or guardrails on scaffolds to prevent falling objects, or,
  • Use debris nets, catch platforms, or canopies to catch or deflect falling objects.
Air CompressorCompressed Air

  • Reduce compressed air used for cleaning to 30 psi, and only use with appropriate guarding and protective equipment.
  • Never clean clothing with compressed air.

Staffing Companies Help a Struggling US Economy

Since 2008, most Americans have struggled right along with a lagging economy. But job growth through the staffing industry has helped fight both unemployment and underemployment.

More than 2.91 million people are employed by staffing agencies every business day, according to the American Staffing Association. A total of 11.5 million contract employees are hired by staffing firms every year, 80 percent of them working full time.

 

   

   

   

Four out of five clients believe staffing firms provide a good service in finding people who can become permanent employees.

   

   

   

Among other benefits of contract work, the staffing industry offers employees a path to permanent employment, according to the Association. Workers benefit, too, as 88 percent of contract employees believe that working in a temporary or contract position made them more employable overall.

 

Flexibility a growing desire among workers
Some staffing opponents say that the lack of permanency for contract employees adds stress to their situation, but many workers believe differently. Most surveyed employees cite that the added flexibility in projects and daily work is seen as a plus. An amazing 23 percent outright prefer the shifting responsibilities of contract work to traditional employment, according to the Association’s figures. A third of staffing employees said they enjoy the challenges of tackling different jobs .

 

Flexicrew wants to recognize all those who make an impact to our nation’s workforce and economy as a contract worker. We are proud to be part of something bigger than ourselves.

 

Contact us to learn more about Flexicrew’s job opportunities and staffing services.

 

www.flexicrew.com

251-443-1130

info@flexicrew.com

National Safety Month – Slips Trips and Falls

According to the U.S. Department of Labor, slips, trips and falls make up the majority of general industry accidents, which account for:

  • 15% of all accidental deaths per year, the second-leading cause behind motor vehicles
  • About 25% of all reported injury claims per fiscal year
  • More than 95 million lost work days per year – about 65 percent of all work days lost

Fall-chart

 

In general, slips and trips occur due to a loss of traction between the shoe and the walking surface or an inadvertent contact with a fixed or moveable object which may lead to a fall. There are a variety of situations that may cause slips, trips and falls.

  • Wet or greasy floors
  • Dry floors with wood dust or powder
  • Uneven walking surfaces
  • Polished or freshly waxed floors
  • Loose flooring, carpeting or mats
  • Transition from one floor type to another
  • Missing or uneven floor tiles and bricks
  • Damaged or irregular steps; no handrails
  • Sloped walking surfaces
  • Shoes with wet, muddy, greasy or oily soles
  • Clutter
  • Electrical cords or cables
  • Open desk or file cabinet drawers
  • Damaged ladder steps
  • Ramps and gang planks without skid-resistant      surfaces
  • Metal surfaces – dock plates, construction plates
  • Weather hazards – rain, sleet, ice, snow, hail, frost
  • Wet leaves or pine needles

Here are six guidelines to help you create a safer working environment for you and your employees.

 

1) Create Good Housekeeping Practices
Good housekeeping is critical. Safety and housekeeping go hand-in-hand. If your facility’s housekeeping habits are poor, the result may be a higher incidence of employee injuries, ever-increasing insurance costs and regulatory citations. If an organization’s facilities cleaning up spillare noticeably clean and well organized, it is a good indication that its overall safety program is effective as well.

Proper housekeeping is a routine. It is an ongoing procedure that is simply done as a part of each worker’s daily performance. To create an effective housekeeping program, there are three simple steps to get you started

  • Plan ahead– Know what needs to be done, who’s going to do it and what the particular work area should look like when you are done.
  • Assign responsibilities– It may be necessary to assign a specific person or group of workers to clean up, although personal responsibility for cleaning up after himself/herself is preferred.
  • Implement a program– Establish housekeeping procedures as a part of the daily routine.

 

2) Reduce Wet or Slippery Surfaceswetfloorsignweb_
Walking surfaces account for a significant portion of injuries reported by state agencies. The most frequently reported types of surfaces where these injuries occur include

  • Parking lots
  • Sidewalks (or lack of)
  • Food preparation areas
  • Shower stalls in residential dorms
  • Floors in general

Traction on outdoor surfaces can change considerably when weather conditions change. Those conditions can then affect indoor surfaces as moisture is tracked in by pedestrian traffic. Traction control procedures should be constantly monitored for their effectiveness.

  • Keep parking lots and sidewalks clean and in good repair condition.
  • When snow and ice are present, remove or treat these elements. In some extreme cases, it may be necessary to suspend use of the area.
  • Use adhesive striping material or anti-skid paint whenever possible.

Indoor control measures can help reduce the incidence of slips and falls.

  • Use moisture-absorbent mats with beveled edges in  entrance areas. Make sure they have backing material that will not slide      on the floor.
  • Display “Wet Floor” signs as needed.
  • Use anti-skid adhesive tape in troublesome areas.
  • Clean up spills immediately. Create a procedure for taking the appropriate action when someone causes or comes across a food or drink spill.
  • Use proper area rugs or mats for food preparation areas.

 

3) Avoid Creating Obstacles in Aisles and Walkways
Injuries can also result in from trips caused by obstacles, clutter, materials and equipment in aisles, corridors, entranceways and stairwells. Proper housekeeping in work and traffic areas is still the most effective control measure in avoiding the proliferation of these types of hazards. This means having policies or procedures in place and allowing time for cleaning the area, especially where scrap material or waste is a by-product of the work operation.

  • Keep all work areas, passageways, storerooms and service areas clean and orderly.
  • Avoid stringing cords, cables or air hoses across hallways or in any designated aisle.
  • In office areas, avoid leaving boxes, files or briefcases in the aisles.
  • Encourage safe work practices such as closing file cabinet drawers after use and picking up loose items from the floor.
  • Conduct periodic inspections for slip and trip hazards.

 

4) Create and Maintain Proper Lighting
Poor lighting in the workplace is associated with an increase in accidents.

  • Use proper illumination in walkways, staircases, ramps, hallways, basements, construction areas and dock areas.
  • Keep work areas well lit and clean.
  • Upon entering a darkened room, always turn on the light first.
  • Keep poorly lit walkways clear of clutter and obstructions.
  • Keep areas around light switches clear and accessible.
  • Repair fixtures, switches and cords immediately if they malfunction.

 

5) Wear Proper Shoes
The shoes we wear can play a big part in preventing falls. The slickness of the soles and the type of heels worn need to be evaluated to avoid slips, trips and falls. Shoelaces need to be tied correctly. Whenever a fall-related injury is investigated, the footwear needs to be evaluated to see if it contributed to the incident. Employees are expected to wear footwear appropriate for the duties of their work task.

 

6) Control Individual Behavior
This condition is the toughest to control. It is human nature to let our guard down for two seconds and be distracted by random thoughts or doing multiple activities. Being in a hurry will result in walking too fast or running which increases the chances of a slip, trip or fall. Taking shortcuts, not watching where one is going, using a cell phone, carrying materials which obstructs the vision, wearing sunglasses in low-light areas, not using designated walkways and speed are common elements in many on-the-job injuries.

It’s ultimately up to each individual to plan, stay alert and pay attention.

 

Great Paying positions – HIRING TODAY

June 3rd, 2014   •   Employment Agency, Job Postings, jobs, Texas Job Openings   •   no comments   

Great paying full-time positions – Share with anyone you know…

 

Service Manager          $29 hr     Exeter, NH (North of Boston)

Technician                     $34 hr     South Brunswick, NJ (Near Manhattan)

Engineering Sales       $100K     Texas/OK Market – Engineering Services

Project Engineer          $120K     NLG Experience required

Sr. Pipeline Engineer  $144K     HDD experience required

Geologist/Sales              $48 hr     Houston/Midland TX

Compression Sale          $75K+    Houston TX

Email resume to Dale@flexicrew.com

Rash hiring decisions – how much can they cost you?

bad_hireIt happens: You have a position that needs to be filled right away, so you hire quickly so that the job gets done. After spending time (and money) hiring, training, and paying this new employee, you realize…this just isn’t going to work. They’re not the worst employee, but their performance is no more than “ok.” What next? And how do you avoid making the same mistake in the future?

Making these rash hiring decisions can cost you big – think almost a cool million $ big.  In fact, hiring a mid-level manager for 2.5 years, terminating, and replacing that person, what with costs of onboarding, compensation, severance packages, and other factors can cost around $840,000, according to recruiter Jorgen Sundberg (via inc.com).

The cost of hiring a mediocre employee comes in various forms. As pointed out, there’s the monetary cost of hiring, training, firing, and replacing someone. Consider as well that these employees tend to need more time and training in attempts to get them to improve. And “average” work will filter through the rest of your business…and to others who work with you. You don’t want to lessen your competitive status or mar your corporate image by keeping employees who bring you down.

If you feel you have employees that don’t quite meet your expectations, you can help them improve through training, mentoring, and regular performance meetings and benchmarks. This may well help an average employee rise to the challenge, especially if you make your objectives specific, measurable, and concrete. To cut off the problem before it begins, start by making your job description thorough: Make it a written record of exactly what you’re looking for with regard to experience, qualifications, and job duties/requirements. You can then use the latter as benchmarks for the employee to follow.

 

Why we hire bad employees

 

 

 

 

Remove the candidates who don’t meet your standards — bearing in mind that someone who doesn’t have the exact set of skills you’re looking for but has qualified transferrable skills can fit the bill as well. Perform phone interviews with qualified applicants and finally, do in-person interviews with the final candidates, using that job description as a screening tool. Remember to utilize staffing agencies to help streamline the process for finding quality candidates.

The time and money you take to hire the “right” employee versus an “acceptable” one is absolutely worth the cost because a quality employee will give you a superior long-term investment.

To work with a recruiter to find these employees, reach out to the experienced staffing team at Flexicrew for more information.  www.flexicrew.com

National Safety Month – Prescription Pain Med Abuse

This week’s focus – Prescription Drug Abuse.

Please take a few moments to inform yourself of the dangers and how it affects all of us.

Death from painkillers higher than prescription drugs

 

 

image 5 poppingpills-image 5  poppingpills-image 3 poppingpills-image 4 poppingpills-image 2

Hurricane Preparation

June 2nd, 2014   •   Employment Agency, National Safety Week, Safety, Staffing   •   no comments   

Hurricanes are strong storms that can be life-threatening as well as cause serious property-threatening hazards such as flooding, storm surge, high winds and tornadoes. Preparation is the best protection against the dangers of a hurricane. Know the difference hurricane tropicbetween the threat levels and plan accordingly. Know the difference between watches & warnings. Hurricane Watch is issued when hurricane conditions are a threat within 48 hours. Review your hurricane plans. Get ready to act if a warning is issued, and stay informed. Hurricane Warning is issued when hurricane conditions are expected within 36 hours. Complete your storm preparations and leave the area if directed to do so by authorities. Follow these tips to make sure you and your  family are prepared to stay safe during and after a hurricane.

PREPARE

 

  • Listen to a NOAA Weather Radio for critical information from the National Weather Service (NWS).
  • · Check your disaster supplies. Replace or restock as needed.
  • · Bring in anything that can be picked up by the wind (bicycles, lawn furniture).
  • · Close your windows, doors and hurricane shutters. If you do not have hurricane shutters, close and board up all windows and doors with plywood.
  • · Turn your refrigerator and freezer to the coldest setting. Keep them closed as much as possible so that food will last longer if the power goes out.
  • · Turn off propane tank.
  • · Unplug small appliances.
  • · Fill your car’s gas tank.
  • · Create a hurricane evacuation plan with members of your household. Planning and practicing your evacuation plan minimizes confusion and fear during the event.
  • · Find out about your community’s hurricane response plan. Plan routes to local shelters, register family members with special medical needs and make plans for your pets to be cared for.
  • · Obey evacuation orders. Avoid flooded roads and washed out bridges.

 

SUPPLIES

 

  • Water—at least a 3-day supply; one gallon per person per day
  • Food—at least a 3-day supply of non-perishable, easy-to-prepare foodhurricane road
  • Flashlight
  • Battery-powered or hand-crank radio (NOAA Weather Radio, if possible)
  • Extra batteries
  • First aid kit
  • Medications (7-day supply) and medical items (hearing aids with extra batteries, glasses, contact lenses, syringes, etc.)
  • Multi-purpose tool
  • Sanitation and personal hygiene items
  • Copies of personal documents (medication list and pertinent medical information, proof of address, deed/lease to home, passports, birth certificates, insurance policies)
  • Cell phone with chargers
  • Family and emergency contact information
  • Extra cash
  • Emergency blanket
  • Map(s) of the area
  • Baby supplies (bottles, formula, baby food, diapers)
  • Pet supplies (collar, leash, ID, food, carrier, bowl)
  • Tools/supplies for securing your home
  • Extra set of car keys and house keys
  • Extra clothing, hat and sturdy shoes
  • Rain gear
  • Insect repellent and sunscreen
  • Camera for photos of damage (Insurance Purposes)

 

WHAT TO DO AFTER A HURRICANE

 

  • Continue listening to a NOAA Weather Radio or the local news for the latest updates.
  • Stay alert for extended rainfall and subsequent flooding even after the hurricane or tropical storm has ended.
  • If you evacuated, return home only when officials say it is safe.
  • Drive only if necessary and avoid flooded roads and washed out bridges.
  • Keep away from loose or dangling power lines and report them immediately to the power company.
  • Stay out of any building that has water around it.
  • Inspect your home for damage. Take pictures of damage, both of the building and its contents, for insurance purposes.
  • Use flashlights in the dark. Do NOT use candles.
  • Avoid drinking or preparing food with tap water until you are sure it’s not contaminated.
  • Check refrigerated food for spoilage. If in doubt, throw it out.
  • Wear protective clothing and be cautious when cleaning up to avoid injury.
  • Watch animals closely and keep them under your direct control.
  • Use the telephone only for emergency calls.

 

 

 

TURN AROUND DON’T DROWN

May 29th, 2014   •   Employment Agency, Environmental Disaster Cleanup, Safety, Staffing   •   no comments   

During hurricane preparedness week, and together with safety awareness month, Flexicrew wanted to stress the importance of knowing when NOT to drive in standing water.

 

What Can I Do to Avoid Getting Caught is This Situation?

Most flood-related deaths and injuries could be avoided if people who come upon areas covered with water followed this simple advice:  TURN AROUND DON’T DROWN.

The reason that so many people drown during flooding is because few of them realize the incredible power of water.

  • A mere six inches of fast-moving flood  water can knock over an adult.
  • It takes only two feet of rushing water to carry away most vehicles. This includes pickups and SUVs.

If you come to an area that is covered with water, you will not know the depth of the water or the condition of the ground under the water. This is especially true at night, when your vision is more limited.

 
Play it smart, play it safe. Whether driving or walking, any time you come to a flooded road,  TURN AROUND DON’T DROWN.

Follow these safety rules:

turn around don't drown

  • Monitor your favorite news source for vital weather related information.
  • If flooding occurs, get to higher ground. Get out of areas subject  to flooding. This includes dips, low spots, canyons, washes etc.
  • Avoid areas already flooded, especially if the water is flowing fast.Do not attempt to cross flowing streams. TURN AROUND DON’T DROWN
  • Road beds may be washed out under flood waters. NEVER drive through flooded roadways.  TURN AROUND DONT DROWN.
  • Do not camp or park your vehicle along streams and washes, particularly  during threatening conditions.
  • Be especially cautious at night when it is harder to recognize flood dangers.

 

When approaching water on a roadway, always remember Turn Around Don’t Drown.

10 Hot Twitter Hashtags for Job Seekers

twitter jobsIt was only a matter of time, in a tough job market, that Twitter would be flooded with both job seekers and job offerers. The way they find each other is through certain key hashtags, the best of which we have laid out for you to help you in your quest for employment. Some of these will give you broad search results and take a while to sift through, but a job is waiting for you on the other end.

  1. #hiring: Here it is, your No. 1 word to find a hiring company is … hiring.
  2. #nowhiring – An alternative to the above.
  3. #tweetmyjobs: It’s a pretty clunky phrase, but #tweetmyjobs has been tagged nearly a million times, so include it in your search.
  4. #HR: The folks handling the headhunting for the company will be from human resources, so go straight to the      source.
  5. #jobopening: Now we’re talking. This tag is almost exclusively used by people offering people work. Easy.
  6. #jobposting: “Jobposting” is another efficient tag to search, only it’s used a bit less than #jobopening.
  7. #employment: Often listed along with #jobs at the end of a tweet, #employment is a major keyword used by businesses in the market for talent.
  8. #jobsearch: Sometimes this will be the only hashtag a hiring company will use, so be sure to make it one of your search terms.
  9. #joblisting: Attention! I’m a hiring employer and this is my way of telling you that I’ve got a job right here just waiting to be filled.
  10. #jobs – just stating the obvious.

It’s also a good idea to search for specific jobs like #welder  #receptionist  #oilfield  and combine that with one of the above. We’ll be posting, so keep an eye out!

https://twitter.com/GetAGreatJob

twitter jobs pic

NATIONAL SAFETY MONTH – JUNE

May 27th, 2014   •   Employment Agency, jobs, Safety, Staffing, Uncategorized, workers compensation   •   no comments   

June is National Safety Month and we want to see our employees working safely on the jobsite and of course show it off on our Facebook page. As our recruiters conduct random site audits and jobsite visits, we’re going to be snapping a quick picture of one employee or a small groups who are working safely.

Photos will be judged by a committee. Contest will last from June 1- June 30 and winners will be announced July 7th.

1st PLACE:$25 Gift Card-Contract Employee(s) in Photo Flexicrew Employees

2nd PLACE: $20 Gift Card-Contract Employee(s) in Photo

3rd PLACE: $10 Gift Card-Contract Employee(s) in Photo

Employee Referral Program

We’re excited to announce that we’re rolling out a brand new Employee Referral Program.

Refer a friend to Flexicrew and make sure they tell us who sent them.  After they work for 90 days, just give us a call and you’re qualified to receive a $25 gift card. It’s that easy.

So start referring today!

$25 Referral Brochure

Would it help your business to have a Flexicrew manager/recruiter onsite?

What is an “On-site” and how can your business benefit?  

The On-site management program looks different for every company. It might consist of simply checking in employees and getting them assigned to lines at the start of each shift. It could be as extensive as a full time on-site representative, handling all staffing, timekeeping and disciplinary actions. The extent of the program is determined by your company’s individual situation.

Do you need a more thorough, comprehensive hiring program than you are willing and/or able manage?

The Flexicrew on-site program begins with a 3 part investigation in order to understand your company’s needs. With information from your key internal staff members, Flexicrew designs a hiring program that fits with your requirements and workplace culture. Understanding your issues and how your company operates and then building a solid partnership is key.

  

Following are some benefits clients with on site programs have experienced:

  • Increase in productivity
  • Decrease in staffing costs
  • Improvement in shift starting times
  • Flexibility to meet unexpected client demands
  • Reduced turnoverGroup employee pic onsite

”Working with Flexicrew has been great. The service department is like none other than we have worked with. Response time and customer support are outstanding. These guys will keep you up and running.”

 

 

FAQ

 

What exactly is an on-site management program?

It is a program that helps you manage your supplemental staffing needs or assists you with overwhelming hiring needs. The program can simply assist you in coordinating supplemental staff at the start of a shift or can be as extensive as a full time coordinator(s) handling an entire hiring program.

 

Do we have to provide the office space and equipment?

In some cases the client company does need to provide a work space, but for less extensive programs it might only require Flexicrew to manage the staff in the lunch room or by the timeclocks. If the program requires a full time on site representative, Flexicrew will provide computers and other office supplies, but will work with you on the best way to set up the partnership.

 

Why use an on-site management program rather than just hiring employees myself?

•           More time for your supervisors to concentrate on their core business activities

•           Reduced turnover due to our screening process

•           Increase in production rates

•           Flexibility, as we can ramp up or down very quickly

•           Save money by not having to keep staff on in downtimes

 

Do we pay for the on-site recruiter?

You are billed for the employees we place, either at an hourly rate or a direct hire fee depending on our agreement. The onsite recruiter/coordinator is part of the program and as a standard is not directly charged to your company.

Safety boots: One size does not fit all

March 7th, 2014   •   employer of record, Employment Agency, jobs, Safety, Staffing, workers compensation   •   no comments   

safety shoesWhen it comes to protective footwear on the job, no single work boot meets the needs of all employees. Every jobsite or work environment is different, and different occupations require distinct, purpose-built features. Whether you purchase PPE directly for employees, offer them vouchers or facilitate on-site mobile truck visits, it is imperative that you coach your workers on the proper foot protection for their specific working conditions.

To help guide you and your team to the right footwear, here are 14 common occupations and some key features to look for in work boots for each:

Bricklayers/Masons. Look for 6-to-8-inch lace-up boots for ankle protection and support and cushioned outsoles/footbeds for comfort on concrete. Select boots with oil-tanned leathers for resistance to lime and calcium.

Carpenters. For these workers, seek boots featuring a welt outsole with shank and defined heel for climbing ladders. Choose boots with waterproof leather for outdoor work.

Plaster/Drywall Contractors. These specialists often wear boots with wedge outsoles for traction. You may extend the life of these boots with toe armor or boot bumpers. Choose oil-tanned leathers for resistance to lime and calcium.

Construction Workers. These craftsmen need tight-grain, oil-tanned leather for resistance to hydraulic fluid and wet/dry cycles outdoors. Select harder soles for rough duty, with proper tread for uneven terrain.

HVAC Professionals. Like construction workers, HVAC technicians perform at multiple sites and in varying conditions throughout the day. Look for boots that are waterproof for outdoor conditions with cushioned outsoles/footbeds for comfort on concrete. Also, choose boots with flat outsoles that don’t track dirt when going into and out of homes.

Farmers/Ranchers. These individuals should seek pull-on or lace-up boots for ankle protection and support. Look for oil-tanned, waterproof leathers for exposure to wetness and fertilizers. Farmers and ranchers working in rough and tumble environments should select boots with a more aggressive tread for traction.

Truck Drivers. Choose boots with lighter weight leather for flexibility and comfort while driving, and harder soles that wear better on metal steps and asphalt. Cushioned outsoles/footbeds reduce shock absorption.

Electricians. Electrical hazard protection is, of course, a must. Beyond that, electricians should look for boots with a welt sole and shank, and a defined heel for climbing ladders. Cushioned outsoles/footbeds add comfort on concrete.

Landscapers. Oil-tanned, waterproof leathers stand up to exposure to fertilizers. Landscapers should choose boots with strong heel counters to reduce walkover in wet, uneven terrain. Look for flat tread, wedge outsoles that won’t tear up new installations.

Mechanics and Machinists. Select boots or shoes with oil/slip-resistant urethane outsoles for traction, and direct-attach or sealed-welt construction for resistance to petroleum products.

Well Drillers. Consider logger-style lace-up boots with strong waterproof leather for wet conditions. Hard outsoles with deep cleats are ideal for grip in loose soil.

Plumbers. These specialists should seek boots with waterproof leathers, supporting shank and defined heels for climbing ladders. Flat soles pick up less dirt and are ideal for going into and out of homes.

Cold Weather Safety Gear

Safety precautions for cold weather work: More than just clothes

 

“There is no such thing as bad weather; only bad clothing.” ~Norwegian Proverb

 

While wearing proper (clean, dry and insulated) clothing is crucial for working outdoors in cold weather, it’s not the only precaution hi-vis-winter-coverallyou need to take. There are many less obvious preventative measures you should take to ensure a safe work site in cold weather.

 

Bulky clothing tends to limit one’s mobility, causing falls and other accidents. Be aware of your surroundings and adjust your work style according to your extra clothing.

 

Dehydration is often overlooked; the importance of wearing protective clothing is always encouraged, but many forget the importance of drinking water. Wearing multiple layers of clothing causes workers to sweat, even in the cold temperatures. Pumping extra fluids is necessary, but also make sure they’re the right ones. Coffee may look like the best option – warm with a boost – but caffeine is a diuretic. Drink water, and lots of it.

 

Speaking of caffeine – other beverages, such as soda and energy drinks, shouldn’t be consumed in excess while working in cold weather. While tired employees run a greater risk of getting injured on the job site, these drinks make you jittery and cause you to crash once the caffeine wears off.

 

Occupational Safety and Health Administration (OSHA) offers advice to employers and employees on taking necessary precautions to prevent and treat cold-related health problems:

  • Recognize the environmental and workplace conditions that may be dangerous.
  • Learn the signs and symptoms of cold-induced illnesses and injuries and what to do to help employees.
  • Encourage employees to wear proper clothing for cold, wet and windy conditions, including layers that can be adjusted to changing conditions.
  • Be sure that employees in extremely cold conditions take frequent, short breaks in warm and dry shelters to allow their bodies to warm up.
  • Try to schedule work for the warmest part of the day.
  • Avoid exhaustion or fatigue because energy is needed to keep muscles warm.
  • Use the buddy system: work in pairs so that one employee can recognize danger signs.
  • Eat warm, high-calorie foods such as hot pasta dishes.
  • Drink warm, sweet beverages (sugar water, sports-type drinks) and avoid drinks with caffeine (coffee, tea, sodas or hot chocolate).

I’m on Facebook! Now How can this help me?

February 26th, 2014   •   Best of Staffing, CareerBuilder, Employment Agency, interview, jobs, Staffing, Uncategorized   •   no comments   

Using Social Media to Fill Open Positionsvendor on premise VOP

Once upon a time, the idea of social media recruitment was revolutionary. Now, Twitter, Facebook, LinkedIn are now some of the most prevalent job searching tools currently available.

According to Staffing Industry Analysts, as many as 94 percent of employers and recruiters in the United States have said they plan to use social media in their efforts to find new employees.

Two ways that Flexicrew uses social media tools are:

  1. Connect with passive candidates. Passive candidates are busy employees, which makes them desperately hard to pin down. You might not have the time to convince a passive candidate to look for new opportunities, but using social media you can build a relationship with these busy movers and shakers. This way, when a great job comes along, they’ll be more likely to listen to your wise counsel.  Best of all, because social media can be viewed and updated from an office or on the road from a mobile device, the busy passive candidate never has to pause to connect with you.
  2. Share your positions. Social media isn’t just great for connecting with candidates, it’s also a great way to open up a two-way dialogue and help job seekers connect with you. Using social media, you can promote job openings and give interested job seekers a chance to find great positions.

 

When hiring for Flexicrew, we use Twitter, Facebook, and LinkedIn to promote new openings. We also used these social channels to give candidates a view into the company culture. As staffing professionals, it’s a great idea to use social media to promote your client’s company culture and unique selling points, making their jobs more attractive to the best candidates.

The FOUR interview questions you HAVE to be ready for

February 21st, 2014   •   Employment Agency, interview, jobs, Staffing, unemployment, workers compensation   •   no comments   

i. “Could you tell me about yourself?” In just one minute, you need to make clear why you’d be a great person for the job.

 

ii. “What’s your greatest weakness”? Some employers are now using a variation of that: “What do you suck most at?” The informality makes you more likely to respond honestly.

 

iii. “Could you tell me about a problem you solved?” You need a one-minute story that showcases how your skills, ability or drive would be valuable in your target job.

 

iv. The question you fear most. Of course, it’s different for each applicant. Examples: “Why did you leave your previous employer?” “Why have you been unemployed so long?” Or it may be a technical question that would reveal that your skills for the job are marginal.

 

Practice these. Know what you’re going to say beforehand and you’ll be better prepared at some of these interview than your competition!

Flexicrew awarded Best of Staffing 2014

February 20th, 2014   •   Best of Staffing, Employment Agency, jobs, Staffing, Testimonials   •   no comments   

trophy small

We are elated to announce, and it’s been independently shown, that Flexicrew is a five-star staffing firm. Flexicrew has once again earned the Best in Staffing Award. For 2 years running, Flexicrew has been in the top 2% of all U.S. staffing firms in customer satisfaction based on an independent survey and reviews from actual customers. Here are a few of the good things our clients are saying:

 

“I’ve been very impressed with the service provided from Flexicrew. I’ve been in operations for the past 20 years and have dealt with many temp agencies. Flexicrew has by far exceeded my expectations with great service and attention to detail. It’s nice to have a partner that you can depend on.”

 

“Outstanding service and support.”

 

“I’ve used Flexicrew on several occasions, even on short notice, on weekends, etc, and always had my needs met.”

 

“I have worked with the Flexicrew staff for years and they are one of my most trusted vendors.”

“Flexicrew has provided us with great service! They are always available and visit our facility at least once a week to check on our employees. The screening that is done provides us with a higher quality of employees.”

 

“My personal and company experience with Flexicrew in Mobile, AL and Baton Rouge, LA has been excellent. We have hired quite a few folks through Flexicrew with overall good success. I am very satisfied with the value and services I receive from Flexicrew.”

 

“Flexicrew is always prompt in addressing our staffing needs, including after hours, weekends and emergency call outs. They recruit hard for us and are unfailing in their attention to detail.”

 

“Flexicrew takes the time to screen every candidate to ensure that those offered for interviews have skills/traits applicable to the work they will be performing.”

 

Since 2008, Flexicrew has been providing recruiting and staffing services to the Southeast US and further afield. Beginning as a small family-owned and run organization, Flexicrew is now proud to be known as one of the fasted growing staffing companies in the region.

 

Flexicrew specializes in light/heavy industrial, marine and port related staffing, construction, manufacturing and distribution/warehousing, and any skilled trades and general labor type positions.

 

Flexicrew has branch locations in Mobile, AL; Pascagoula, MS; New Orleans, LA; Lafayette, LA; Baton Rouge, LA; Lake Charles, LA; Gainesville, GA; Birmingham, AL; Jacksonville, FL; Savannah, GA; Tulsa, OK; Houston, TX.

https://www.bestofstaffing.com/best-of-staffing-list/2014/client

Lifting Safely

October 9th, 2013   •   Employment Agency, jobs, Safety, Uncategorized, workers compensation   •   no comments   

Each day in some form or fashion you do lifting in this facility and at home. Lifting safely is one the most important things you can do to protect your back throughout your lifetime.lifting back pain
Back Strain and Back Injury Cause Serious Pain and Disability
The back supports the body. One wrong move or repeated stress on weak back muscles can cause pain and injury.
• Back injuries are one of the most common causes of work-related disability.
• Back pain is the second-leading cause of lost work days, after the common cold.
• Once back strain occurs, it often returns.
• Back injury often requires extended bed rest and, in some cases, surgery.

Personal Habits Can Make Back Injury More Likely

You’re more likely to have a back injury if you’re in poor physical condition, overweight, under stress, have poor posture, or overexert yourself.
• Regular exercise can strengthen back and stomach muscles.
• Always consult your doctor before starting an exercise program.
• Sit and stand straight; poor posture strains the back.
• Be realistic about what you can carry and what you can do; overdoing can cause lasting damage.

Ask The Flexpert! – Spoggles

August 27th, 2013   •   Employment Agency, jobs, Safety, Uncategorized, workers compensation   •   no comments   

We are having a lot of eye injuries, debris getting in and causing pain and irritation. Does Flexicrew have any new ideas on how to avoid this? 

Great question! We were dealing with this very same issue recently.

The answer might weirdly enough be – SPOGGLES.

So, for those of you not in the environmental health and safety field, Spoggles is an industry term for safety eyewear designed to prevent airborne dust and debris from getting in our eyeballs. Airborne dust and debris is a leading cause of eye injuries in today’s workplaces.

Spoggles = Safety + Goggles, with a random “p” thrown in there since “sgoggles” or “sagoggles” or “safoggles” sound even weirder.

The glasses/goggles are supposed to seal up against your face (via the foam inserts at the interior edges of the lenses), and keep dust out of your eyes. There are potential issues with spoggles, and reasons why people sometimes choose not to wear their personal protective equipment (PPE) when doing work in a dusty environment:

  • the glasses fog upFlexpert!
  • the glasses can get scratched so it is hard to see
  • the foam can get “smushed” (technical term) and be less effective
  • when you take off your glasses, the dust that was at the top and sides/edges of the glasses (and in your eyebrows) can fall right into your eye anyway
  • some people think they look nerdy (also a technical term)
  • the earpieces can irritate the heck out of the back of your ears

 

But looking nerdy and having to take care of your PPE and using good personal hygiene while at work are a small price to pay compared to losing your eyesight or getting a nasty infection in your eye from contaminated dust.

So our Flexpert’s advice – Keep a supply of spoggles on hand. With some lanyards. And some no-fog.

And to sum up: spoggles are real. Spoggles are good. Spoggles may save your eyesight. Wear them if you have them.

hornet dx spoggles

 

Should I “Payroll” Employees Through a Staffing Agency?

What is “payrolling?” and how can it help my business?

Flexicrew works with many businesses who have chosen not to bring on an employee as a company hire, rather they “payroll” the employee through us. That means that Flexicrew is the employer of record and manages all payroll expenses such as taxes, unemployment, and worker’s compensation.payroll_question

Payrolling works well when there are large projects with a specified time frame. You know the employees that you like and trust and you want them on that project because you can trust that they will do the job right. But bringing them on permanent to your payroll isn’t an option. Flexicrew will hire these employees and send them to work for you in a seamless transaction. This situation usually costs a fraction of what a normal recruited staffing arrangement would cost.

Payrolling also allows your company to bring back the skills of experienced former employees or retirees and utilize the services of consultants, interns or specialized independent staff without legal worries.

Flexicrew’s payroll solutions can be your perfect alternative to downsizing. You can continue to utilize the valuable skills of your employees while they remain on our payroll.  We will provide your company’s payroll, record keeping, filing of insurance claims and government reporting- for one or one hundred employees for days, weeks, months or longer.

Find out more? Call Flexicrew 866.720.FLEX (3539)

 

SAFETY SPOTLIGHT – Teen Driving

August 22nd, 2013   •   Employment Agency, Safety, Staffing   •   no comments   

teen driving

Safe Teen Driving

Learning to drive is often considered a rite of passage for teenagers. But with the reward of being a new driver comes real risk. Car crashes are the leading cause of death for teens in the United States, taking the lives of eight teens a day. CDC’s Injury Center is committed to preventing teen crashes and related deaths and injuries.

According to a CDC study, the annual number of 16- and 17-year-old drivers involved in fatal crashes decreased by 36% from 2004 to 2008. The study states that graduated driver licensing (GDL) laws, or teen driving laws, that exist in 49 states can be credited at least in part for the reduction in death rates. These laws limit driving under high risk conditions for newly-licensed drivers, such as driving at night and transporting other teen passengers.

However, since one out of every three teen deaths is the result of a motor vehicle crash, further reductions in teen crashes and related injuries are essential. CDC’s new “Parents Are the Key” campaign and “Policy Impact: Teen Driver Safety” issue brief can help parents, policymakers, and others take steps to save young lives.

Parents Are the Key” Campaign Launched Nationallysafe teen driving

CDC developed the “Parents Are the Key” campaign to help inform parents across the nation about the key role they can—and should—play in protecting their teen drivers. Individuals and groups can use the “Parents Are the Key” campaign materials to help parents learn about the most dangerous driving situations for their young driver and how to avoid them. All of the campaign materials—including a parent-teen safe driving agreement, posters, fact sheets, video, social media tools, implementation guide, and more—are available free of charge at www.cdc.gov/parentsarethekey

What Does ACA Postponement Mean to You?

August 21st, 2013   •   Employment Agency, jobs, Staffing   •   no comments   

ACA Postponement

On July 2, 2013, the Treasury Department announced that it is delaying the employer and insurer reporting obligations under the ACA until 2015.  This reporting delay effectively shields employers from the risk of any mandate-related penalties, at least for 2014.  All over the country, businesses have breathed a sigh of relief and put their ACA compliance initiatives on the back burner.

But do you really know what changed on July 2?
What you do not know could hurt you. 

As an employer, you want to make financially sound decisions that provide for your core employees while implementing new policies and procedures that ensure compliance with all the ACA’s mandates – not just the act’s reporting obligations.  With knowledgeable guidance, you can protect your firm.

Where do you start?

Procedures still must be implemented, and Flexicrew can help you implement these procedures in a cost-effective manner. We know that every business is unique; simply providing an out-of-the-box solution will not work, especially when dealing with complicated legislation.

Following,  you will find information on the Affordable Care Act, providing you with both the answers to your questions as well as options for the road ahead.  If you are concerned about the impact that the Affordable Care Act will have on your business, we are here to help.

Give Flexicrew a call today at 866.720.3539 We understand the ACA, and our flexible workforce model can help you reduce compliance costs while reaping the benefits of a flexible workforce strategy.  We can help you keep focused on growing your business – not on the compliance mandates of the ACA.

 

ARTICLE:

 

What You Do Not Know About the Health Care Reform Postponement Could Hurt You.

 

Very little of the ACA has actually changed, and time is still running out.  Employers:

  • Are still required to provide information to employees on their health care options before October 1, 2013
  • Will not be notified which employees qualified for insurance exchange subsidies in 2014
  • Can be open to audits in 2015, if they enact a healthcare plan to pull already subsidized employees off of an exchange.

 

As January 1, 2014 approaches, the questions wrapped about ACA compliance become more confusing and urgent. Employees will be eligible for health insurance exchange coverage, and the government will accept their own representations about their income status and the availability of affordable and comprehensive coverage.

 

This can expose you to governmental audits and other forms of scrutiny. In order to fully protect yourself, you still need to determine

  • Whether you are a large employer
  • Whether you should “pay” or “play”
  • A strategy to fully comply with the employer mandate section of the ACA

 

Very little has changed.

 

The implications of being a “large employer”

 

“Large employers” must comply with the ACA’s employer mandate.  That has not changed with the postponement. You still have to decide to either offer coverage to your full-time employees or pay penalties.  If you choose to:

  • Pay, you opt not to provide health care coverage and instead will pay an annual, nondeductible penalty of $2,000 per full-time employee (less the first 30 employees).
  • Play, you opt to provide comprehensive (i.e. minimum essential coverage) and affordable (i.e. meets the “minimum value” standard) coverage within 90 days of a hire date.  If the provided insurance is not considered comprehensive and affordable, you must pay a penalty of $3,000/ employee who leaves your program and receives subsidized coverage from a health insurance exchange.

 

Negative consequences of “paying”…

 

The decision to simply “pay” the penalty is tempting, but extremely costly.  In most cases, there are other consequences to this decision, including:

  • Employer brand erosion – there will be the perception that you are reversing the act’s intent
  • Competitive recruiting disadvantage – “playing” competitors may have an easier time recruiting top talent
  • Increased tax burden – the $2,000 penalty is nondeductible; its financial impact will be greater than its face value.

 

Reducing costs if “playing” or if not quite yet a “large” employer…

 

If you are considered a “large” employer (or are on the cusp of being a “large” employer), there are steps you can take to reduce costs and headcount.  You can:

  • Add more part-time and variable-hour employees and limit their weekly hours
  • Bring on and manage more freelancers and independent contractors
  • Leverage the staffing services of Flexicrew

 

Add more part-time employees and limit their hours

 

Hiring more part-time and variable-hour employees and then limiting the number of hours they work may seem like a perfect option. However, if done:

  • Service levels and productivity could suffer
  • Compliance management (requiring continuous tracking, documentation and reporting) for these workers’ hours will be costly and time consuming
  • Qualified talent that is willing to work less than full-time may be difficult to locate

 

Bring on and manage freelancers

 

Leveraging freelancers and independent contractors may also seem like the perfect solution; however:

  • Misclassification will remain an issue, with the IRS aggressively investigating companies for improperly classifying both groups of workers.
  • Freelancers are best suited for well-defined projects where they control when, where and how the work is done.  Not every task is suited for this.

 

 

Offering Simple Solutions for the Affordable Care Act

 

 

January 1, 2014 is just around the corner; you can’t wait another minute. The recent postponement in employer mandate reporting and penalties will have no effect on other ACA provisions or their effective dates.

In order to fully protect yourself, you still need to track your full-time, part-time and variable-hour employees.  This continuous monitoring takes understanding and it takes time – time you do not have.  Flexicrew has the solution.  Leveraging our temporary workforce solutions is the best way to reduce both expense and risk of ACA.

We are already subject to ACA’s requirements – having previously determined our “large employer” status.  Having a large number of variable-hour employees, we have cost-effectively set up the processes for the continuous tracking and documentation that is required for full compliance.

If you currently manage a population of part-time and variable-hour workers, tracking, documenting and reporting their hours will be daunting. This responsibility can be alleviated by simply leveraging the efficiencies built into Flexicrew’s temporary workforce solutions.

In addition, you can be assured we will offer the temporary employees who are servicing your business comprehensive and affordable health care coverage – made possible by the increased bargaining power that comes with our large workforce.

 

Don’t waste more time, contact Flexicrew today.

 

http://flexicrew.com/contact-us/

 

The Top 4 Causes of Construction Injuries

May 8th, 2013   •   Employment Agency, jobs, Safety, Staffing, Uncategorized   •   no comments   

Anyone involved in the construction industry would know that construction safety accidents are part and parcel of the industry. However, this only means that you should be doing all you can to make sure that they don’t occur.

The next best thing to completely eliminating accidents is reducing them, or at least reducing the risk of them occurring.

If you want to achieve this goal, you have to first understand what the main causes of accidents and deaths are on US construction sites. Providing a solution to a problem is not impossible without first knowing the causes of a problem.

You can divide all construction safety accidents into 4 main categories, listed below:

Electrical constructionElectrical Incidents

Electricity is such an essential part of our daily lives that we sometimes tend to take it for granted. More importantly, we take for granted how dangerous a safety hazard such as electricity can really be. The OSHA or otherwise known as the Occupational Safety & Health Administration says that workers should not work near an electrical power circuit unless they are wearing adequate protection. Below are a number of hazards that electricity can pose:

– Contact with power lines

– Equipment not used properly

– Extension cords not used properly

 

falls scaffoldingFalls

Construction always involves people climbing great heights. In the American construction industry, the leading cause of deaths is falls, and as a result, it must be treated seriously and appropriately. All construction safety plans must contain provisions in order to protect workers from falling from dangerous heights. Here are a couple of hazards to manage:

– Unprotected sides

– Bad scaffold construction

– Portable ladders not used properly

 

Struck-By

This category refers to dangerous contact between humans and heavy equipment. In the great majority of cases, cranes and trucks are the main cause of accidents and deaths. Apart from heavy vehicles, you must also watch out for falling objects and unstable walls.

 

trenching and evacuationTrenching & Evacuation

Contrary to popular belief, cave-ins are not the leading cause of accidents and fatalities when it comes to trenching. Here are a couple of other hazards to watch out for:

– Not having enough oxygen in a closed space (which leads to asphyxiation)

– Toxic fumes

– Drowning

– Unexpected contact with underground pipes and lines

 

 

Now that you know the leading causes of Construction Safety Accidents, it’s time to make sure that you are aware of your surroundings and to report any issues to your supervisor or to Flexicrew.

Why do YOU want to work for a staffing company?

April 29th, 2013   •   Employment Agency, jobs, Staffing, Uncategorized   •   no comments   

Get the inside scoop on new openings:  Flexicrew works with a variety of companies. Many businesses turn to us to fill certain positions and never advertise the opening themselves.

Save time: Flexicrew specializes in  position types, industries, and even companies. Thus, we know the job market and know the cultures of the companies for which we are recruiting.

Put flexibility and work in the same sentence:   If you are looking for time to live life while still making ends meet, working with a staffing company could be the best career move you ever  make. Staffing companies place you in part-time or contract work that fits  your life.  Maybe you want to take a  month vacation or maybe you need the summers off to watch your kids while school’s out. Either way, Flexicrew can help you find a project or company that is right for you.

Work part time and get benefits:  When you go on temporary contract assignments for Flexicrew, you are employed by us and could be eligible for vacation, holidays, health insurance, and more.

Go from contract to permanent: According to the American Staffing Association, about 75 percent of  temporary and contract employees move on to permanent jobs. Thus, a temp job can be a great way to try out a company’s culture.

Payroll Pitfalls

April 18th, 2013   •   Employment Agency, payroll, Staffing   •   no comments   

How Flexicrew can help your business stay legal

With all the pitfalls awaiting business people just in the payroll function, why don’t more companies use staffing agencies?

Mayra Simmons, our payroll expert, recently attended a Payroll Law seminar.Mayra Simmons

“I walked out much more conscious of details than when I walked in,” she said. “I was relieved because we already complied with everything they talked about that applied to us. But I was more concerned as a result of knowing about the small things that can cost big bucks.”

How much can mistakes cost you? Read more…

Seemingly trivial paperwork errors on an I-9 can cost a company $250 per violation. Even something as simple as the employee signing the wrong place on the form can cost $50! Did you know that the IRS does not allow any of the fields in a W-4 to be crossed out if there is an error on the form? Although the list of snares is much longer, little mistakes like this can cause big grief for a company.

 

It’s one thing if you have the resources to support an accounting department to stay on top of the latest in rulings and laws. But if you’re stretched thin, you might want to think about letting us take on that burden for you!

 

Of course Flexicrew can supply you with employees; we can also put people you hire on our payroll. We call that a “payroll service,” but, unlike ADP, we offer much more. Although the employee works for you, they are carried on our books as an employee and we will take care of the payroll law and other employment related compliance matters for you!

 

Is the cost of a misplaced signature really worth $50? Call Flexicrew today to learn how we can save you time and money.

 

866-720-3539

3 Tips You Should Know Before Hiring For A New Project

February 20th, 2013   •   Employment Agency, jobs, Staffing   •   no comments   

Your company has to approach hiring for any new project after careful analysis of existing resources. There are two main considerations— choosing the best third party staffing agencies and ensuring only quality staff are selected. The first may not be an issue if you have ongoing positive relationships with outside agencies. Lacking such relationships and experiences will only add to the challenge with your project. The critical components with any project are the people tasked with project ownership, execution, and management. There are other variables to know, so let’s discuss three suggestions to make your next project a success.

 

Organization Culture

It is likely you have experienced people who did not mesh well with the culture in your business. This situation is subjective, but most people have a good idea about it. The reasons are not important. What matters is the ideal fit is not there and it causes problems. So naturally you want every candidate for your project to blend-in and work well with your culture. This presumes that you or others have a good grasp on the defining characteristics of your organization’s culture.

All workplaces have their personalities and this is part of culture. The ability for project members to succeed with minimal friction is even more important. Consider that any project forces team members to work closely with each other. Your team is new, they do not know each other, and they have to hit the ground running.

 

Industry Experience

While you may consider this obvious, think about your internal customers and the project. A new project may involve entirely new areas in which your company has little to no experience. If that is the case, then you must bring on staff that has the right experience. Then you must ensure your staffing agency will find qualified candidates. Extending the interview process to include screening performed in-house can prevent hiring mistakes.

Have an open mind about qualifications and experience levels. One of the classic mistakes with hiring staff is looking for too wide a range of skill sets. This approach prolongs the search and may result in ineffective candidates. The key is identifying the most critical knowledge and skills. Ultimately, it may be optimal to hire extra staff if it results in the expert knowledge you need.

 

Leadership and Project Management

Two critical components fall in the category of leadership. First, any large project should have an outsourced project manager. Second, you need a primary stakeholder from your company to provide oversight and management. Industry experience has shown that a project manager can make or break the outcome. These two team members will work closely together with the project manager reporting directly to the primary management oversight.

Successful projects require careful planning based on the best situation analysis. Plan well in advance of your ideal start date and allow time for finding the most qualified team members. An emphasis on constant communication will give your project the oil it needs to run smoothly.

Americans Rip Up Retirement Plans

February 20th, 2013   •   Employment Agency, jobs, Staffing, Uncategorized   •   no comments   

By Lauren Weber for Wall Street Journal

The American workplace is about to get grayer.

Nearly two-thirds of Americans between the ages of 45 and 60 say they plan to delay retirement, according to a report to be released Friday by the Conference Board. That was a steep jump from just two years earlier, when the group found that 42% of respondents expected to put off retirement.

The increase was driven by the financial losses, layoffs and income stagnation sustained during the last few years of recession and recovery, said Gad Levanon, director of macroeconomic research at the organization and a co-author of the report, which is based on a 2012 survey of 15,000 individuals.

Matt Stern, 51 years old, a former analyst at a Manhattan hedge fund, met with a financial planner in December, days before he was laid off and the fund announced its imminent liquidation. At the meeting, the planner projected that Mr. Stern could retire at age 62. But now, with his assets down 10% to 20% from their 2008 peak, he is looking for a job and retooling his expectations for retirement.

“I might have to prioritize income over whatever calls to me on other levels,” such as travel or being involved in nonprofit organizations, Mr. Stern said.

The labor force has been getting older for decades for reasons that range from longer life spans and better health to companies’ replacement of defined-benefit pensions with higher-risk 401(k) plans.

But the stark increase in workers expecting to stay on the job—now 62%—was a surprise, Mr. Levanon said. After all, the stock market has largely earned back its losses, home prices are rising, and the unemployment rate is creeping down, all of which suggests workers should be feeling more secure.

Many middle-aged Americans, though, drew down their savings during those lean years and now find that leaving the work force on their original timeline is no longer viable, he said.

They are also facing low interest rates, an uncertain future for Social Security, and a lower likelihood of receiving employer health insurance after retirement.

The uptick may be good news for some industries—notably utilities and power companies—that face disruptive skills shortages when older workers retire.

However, senior employees can be expensive for companies, both in salary and health-care costs.

In addition, amid anemic economic growth, these workers may block the pipeline for younger employees trying to advance their careers.

In the long run, that concern is misplaced, said Kevin Cahill, an economist at the Sloan Center on Aging and Work at Boston College.

“Keeping older Americans in the work force is a good thing,” he said. “Those workers have more financial security, employers have a larger labor pool to draw from, and we have more people to produce goods and services. There may be bumps like the recent contraction in the labor market, but we need to look beyond the short term.”

Ultimately, many workers will still retire on schedule, Mr. Levanon added. Research shows that intentions don’t necessarily align with reality, and people often end up retiring as they had expected because of health reasons, job losses or simply a miscalculation of their own desires.

Hiring Our Heroes

January 28th, 2013   •   Employment Agency, jobs, Uncategorized   •   no comments   

On Wednesday, January 30th, Flexicrew will be attending the U.S. Chamber of Commerce’s Hiring our Heroes job fair. This completely free job fair will be held at the Xavier University Convocation Center, 1 Drexel Drive, New Orleans, Louisiana. Hiring our Heroes will take place from 9:00am-2:00pm and is for all veterans, active duty military members, guard and reserve members, and military spouses who are seeking employment. Although walk-ins are welcome, you may register for free online today at www.HOH.Greatjob.net.

13 Little Things You’re Doing To Sabotage Your Success

January 9th, 2013   •   Employment Agency, jobs, Uncategorized   •   no comments   

By Brent Beshore the CEO of AdVentures , ranked #28 on the 2011 Inc. 500 list of the fastest growing companies in the U.S.

In an average week, I interact with over 500 people in some business capacity. These people vary from students and professors to venture capitalists and entrepreneurs. Some I’ve just met. Others I’ve known for years. Regardless of age, stage, or profession, it constantly amazes me the little things these very different people do to sabotage their future success.

1. Grammar: This is not something to “LOL” about. Misspellings, lack of capitalization, and generally poor grammar say you’re uneducated, inattentive to detail, or, frankly, just don’t care. Poor grammar is like a giant fluorescent warning sign that says: “Steer clear.” Please use spellcheck tools, reread your note, and if it’s something “important,” have others proof it, too.

2. Flaky McFlakerson: We all have our “off” moments when crap comes up, but consistently failing to show up or deliver quickly takes its toll. Chances are, you’re either disorganized or a megalomaniac. Either way, it’s a deal breaker. And no, your constant string of excuses doesn’t help. Just do what you said you would when you said you’d do it.

3. Quick Sale: Nothing’s worse than getting slimed at the cocktail party by the undercover used-car salesman. As a general rule, never ask to get before you give. Add value before you expect value in return. And for goodness’ sake, please don’t sneak-attack sell anyone.

4. Talking Crap: You said, “He’s so annoying the way he _____.” I heard, “I’m sure I’ll find something annoying about you and tell everyone about it.” You said, “The last company we worked with was terrible, oh, and the one before that, too. Just awful.” I heard, “I’m really difficult to deal with, will be a terrible partner, and will share my misinformed opinions with everyone I meet.” Unless there’s a material breach of ethics involved, keep your trap shut.

5. Over-promising: Expectations matter. If you promise me a miracle, I’ll expect it. If you promise me a little, I’ll be happy with a little and delighted with a little more. Being impressive is mostly about being reasonable in your projections and hitting them consistently.

6. Not My Fault: We’re human. Mistakes happen. But ever noticed how some people always have a scapegoat and even a backup scapegoat? The finger is always pointing in the other direction. Occasionally, another person might have played a role. Most of the time, it’s your own fault. Own it.

7. Lack of Patience: I’ve found that nothing worthwhile comes quickly or easily. Regardless of your goals, they will take focus, hard work, and plenty of time. Stop looking for the secret sauce or the quick fix. There aren’t any.

8. Pretend Motives: Actions have a funny way of exposing motives, particularly over time. You can pretend you want to help, but if it’s not in your heart, it will be obvious. Think deeply about why you want something, and make sure you’re transparent about it. Nothing is more off-putting than thinly veiled grabs at money, fame, or power.

9. Without Intention: Each day is packed with questions of how to spend your time, money, emotions, and focus. Do you know why you do what you do? I see lots of “ping pong people” bouncing between distractions. Pick something meaningful to accomplish and attack it. You’ll be amazed at what you can do.

10. Overcommitting: You can’t juggle an endless number of commitments. Every time you say “yes,” you’re saying “no” to something else. Eventually, things break down and blow up. Ask yourself if the commitment in question will help achieve your goals. If not, politely decline.

11. Complication: Even seemingly small choices matter. Life is packed with small corners to be cut, victimless crimes to be committed, and endless opportunities for one-night stands. Suddenly, a life that seemed so simple becomes complicated. But it doesn’t have to be. Don’t fool yourself into believing that this one time is different, because it’s not.

12. Subtraction by Addition: When things get hard, the inclination is to do more. Work more hours. Demand more from others. In the short term, it feels great. Your brain rewards you for “doing more.” But when you look back, you’ll find you accomplished less. Instead, focus on addition by subtraction. Spend more time thinking, and less time doing. Be still. Be alone. Be thoughtful.

13. B.S.: Most, it seems, have a flair for the dramatic. The temperature is always five degrees warmer or cooler than the forecast. Employee count, revenue, or profits are a multiple of reality. As someone who fights this urge, I can tell you it’s wildly unhealthy and quickly destroys trust. Just be honest and confident. Stop comparing yourself, and be grateful for whatever you actually have.

Confession time: I’m sensitive because I’ve made each of these mistakes. They’re easy to make — and even easier to keep making. Being aware has helped me, and I hope it helps you, too

6 Common Myths About Temp Staffing

January 9th, 2013   •   Employment Agency, jobs   •   no comments   

There are many misconceptions about temporary, or contract, staffing. Here are the six most common myths and why they are not true.


1. Temps aren’t as important to a company as regular employees.
This myth probably came from the early days of temporary staffing when companies used temporary employees to fill in for clerical workforce gaps. “Temps” were brought on when regular employees were out for an extended period of time for a variety of reasons including vacation, medical, maternity leave, etc. And while this is still a common use of temporary employees, temporary staffing has taken on a much broader and more strategic purpose.
Companies now use temporary or contract employees as a way to make themselves more competitive. And its not just for administrative or clerical work. Temporary workers are typically deployed across every department of a company including accounting, IT, engineering, marketing, HR and just about any other department you can think of. It not only offers flexibility, but a quick way to find an deploy necessary skill sets across a company, making temporary employees a vital part of any companies success.


2. Temps aren’t committed to a company the way regular employees are.
This is simply not true and potentially an insult to the millions of temporary employees across the world. Individuals choose temporary jobs for a variety of reasons. They may be trying to get their foot in the door of a particular company. They may like the flexibility of periodically moving from one company to another. Or they may like the pay, which is often more then a regular worker.
There are many reasons people choose temporary work, but lack of commitment to the success of a company is not one of them. In fact, temporary employees are often more motivated and committed to success because they are always having to prove themselves to ensure job security.


3. Temporary staffing firms try to prevent workers from getting permanent jobs.
Just the opposite is true. While it is true that staffing firms make money for each hour a temporary employee works, having a worker accept a permanent job means the staffing firm has a champion for their service within that company. This is often much more valuable in the long run.


4. Temporary jobs aren’t “real” jobs.
A temporary job is simply another form of a job. It is neither more or less real then a “permanent” job. All jobs within a company are important, otherwise they wouldn’t exist. It is also important to note that no job is permanent, even if it is referred to as a “permanent” job.


5. Temporary jobs don’t have benefits.
Not necessarily true. Depending on the staffing firm and the staffing firm’s individual clients, the varieties of benefits available to employees are just like “real” company benefits including: direct deposit, holiday, medical/dental, employee referral bonuses and 401K benefits. Typically, the benefits offered are negotiated between the staffing firm and the client company at the onset of their business relationship.


6. Temporary work is low level work.
Temporary work has evolved over the years. In fact, the fastest growth is occurring in the professional and IT occupations as both businesses and professionals from all backgrounds are realizing the benefits of greater flexibility. High level professionals have embraced the lifestyle because it offers challenging, diverse assignments with highly competitive compensation. Companies have come to realize they can easily gain access to highly skilled professionals who can provide much needed expertise for short and long-term projects.

Why The Manufacturing Skills Gap Is Creating New Opportunities

December 26th, 2012   •   Employment Agency, jobs, Uncategorized   •   no comments   

By Ritika Puri

The United States unemployment rate remains strong at 7.8%, but in the manufacturing industry, demand is outpacing supply with hundreds of thousands of jobs going unfilled.

“These unfilled jobs are mainly in the skilled production category — positions such as machinists, operators, craft workers, distributors, and technicians,” said Manufacturing Institute President Emily DeRocco in an October 2011 study by The Manufacturing Institute and Deloitte LLP. “Unfortunately, these jobs require the most training and are traditionally among the hardest manufacturing jobs to find existing talent to fill.”

Will The Skills Gap Stunt Growth?

Growth in the manufacturing industry is likely to remain strong in spite of the skills gap, according to a new study by Boston Consulting Group. Right now, the shortage represents less than 1% of total manufacturing workers and 8% of highly skilled manufacturing workers.

But manufacturers are still feeling the crunch. Sixty-seven percent of manufacturing companies are experiencing a shortage of qualified workers, said last year’s Deloitte and Manufacturing Institute survey. More than half expect the shortage to increase within the next three to five years.

To prevent the skills gap from worsening, companies need to invest in more aggressive recruiting and training efforts.

“Companies should be much more aggressive about cultivating the next generation of manufacturing talent,” said Justin Rose, a BCG Principal and co-author of the research. “With more investment in recruiting and more in-house training, the availability of manufacturing talent could actually become a major competitive advantage for the U.S.”

Some organizations are actively addressing the skills gap problem by looking to new talent pools. Their approach is to find highly capable employees who need work, and train them to succeed. For a number of corporations, that means turning to a ready labor force of motivated candidates: military veterans transitioning from active duty to civilian employment.

Military Veterans: A High-Potential Labor Force

In 2013 General Electric, Alcoa, Boeing and Lockheed-Martin Corporation will start training military veterans with high-demand manufacturing skills. The “Get Skills to Work Coalition” will collaborate with local community and post-secondary colleges to launch specialized certification programs, said the Huffington Post’s Kevin Freking.

“The effort to hire more veterans will also involve working with employers,” Freking wrote. “General Electric and Military Families at Syracuse University are developing a reference guide that employers can use to help them more effectively recruit and mentor veterans.”

The goal is to help 100,000 veterans and their spouses become employed within the next two years. According to Nick Zieminski at Reuters, the program will begin by training 15,000 veterans for employment with the four firms as well as other organizations.

GE will provide $6 million in initial funding for the program.

“The program will get its start in January at Cincinnati State Technical and Community College in Ohio, near a major GE Aviation factory, and be rolled out into nine more U.S. cities over the course of 2013,” Zieminsky said.

But Will It Be Enough?

In the next few years, older workers will retire and 2.5 million manufacturing opportunities will open up, according to Zieminsky. In the oil and gas industry alone, approximately one million employees are close to retirement age. The U.S. education system is falling short in filling this gap, said Dexter Muller, senior vice president of the community development for the Greater Memphis Chamber, in an interview for the Memphis Business Journal.

“The number of high school kids taking vocational courses has diminished over the last few years, Miller says, possibly because many schools are stressing the importance of college, whether students are equipped to go or not,” wrote Michael Sheffield in the Memphis Business Journal piece.

Employment opportunities in manufacturing are strong — but is it possible for the labor force to catch up?

 Source: Forbes

A Who who finds Who’s

November 26th, 2012   •   Employment Agency, jobs, Uncategorized   •   no comments   

Who sells your products and services to the world? Who puts together financial reports for your business? Who makes hiring decisions? You know that having the right “who” in place for these vital roles is imperative to your operations.

But what is the cost of hiring the wrong “who”? It’s hard emotionally because no one likes to fire people – except maybe Mitt Romney, and we all know what happened to him. But what is the true financial cost?

The truth is that the cost of hiring the wrong person is gigantic. The industry rule of thumb is that the wrong person costs you three times his or her annual salary. A $50,000 employee costs you $150,000; a $150,000 employee costs $450,000. There’s also lost opportunity cost, business, potential customers and momentum. And then you’re back to square one looking for a replacement.

In order to avoid the pitfalls that come with hiring the wrong “who”, maybe you need to focus on finding a “who” who finds “who’s”.

Enter Flexicrew.

  • A database of experience. Flexicrew recruiters have experience and knowledge about the types of employees that fit your environment.
  • Red flags. It is our job to make sure that these get addressed
  • Growth potential. We search for a person who is going to grow as they learn, a good bet.
  • The right conversation. Flexicrew industry experts know how to ask the right questions to find what you are looking for in a good hire.

If your company is having a hard time finding the right “who’s” for vital roles, contact us today to find out more about our DIRECT HIRE services.

Ask the Flexpert!

November 19th, 2012   •   Employment Agency, Uncategorized   •   no comments   

I’ve been tasked with implementing a workplace safety program, but I have no idea where to begin. Help!
Developing a workplace safety program can take time. It is important to make the program as comprehensive as possible to create a safe work environment. Once the plan is created, you then need to develop a way to implement a workplace safety program. That involves educating employees and managers, and making everyone in the company feel responsible for making sure the safety policies of the company are being followed.

Step 1
Designate a health and safety officer for the company. It can be someone already in the company or a new hire, but it needs to be someone with health and safety experience and the ability to designate time each day to enforcing the health and safety policies.

Step 2
Educate each manager on the health and safety program. Explain to managers the penalties that could be levied by state and federal authorities if the safety rules are not followed. Create a set of penalties that will apply to every manager and employee that breaks company safety rules. Getting your management team to buy into implementing the workplace safety program is paramount in getting the employees to abide by it.

Step 3
Conduct monthly safety trainings with employees, and go over the various parts of the safety program. It would be helpful if you could set up demonstrations of the proper way to work safely, and the consequences of not working safely. When employees can see the danger, they are more apt to try and avoid it. Have employees sign a form saying they understood the safety training each time one is given.

Step 4
Supply each employee with a copy of the workplace safety program, and supply regular written updates to the program each time there is a change.

Step 5
Encourage employees to go to the company health and safety director with any questions about company safety, or to report incidents of potential workplace danger.

What is the Greatest Challenge Facing Businesses Today?

November 19th, 2012   •   Employment Agency, Uncategorized   •   no comments   

According to a recent survey of over 500 senior executives, healthcare benefits were cited as the greatest challenge facing businesses today. Thirty-five percent of these executives stated that they are refraining from hiring new employees altogether.

For many businesses, healthcare costs are not a new problem. But executives claim that now the costs associated with the new healthcare reform act have made it even more difficult for them to decide to add employees.

Additionally, salary and compensation costs are a main concern to 41% of the business executives surveyed. Prior to the recession, the survey showed that only 33% were troubled by salary and compensation costs.

Now that healthcare laws and policies are changing, businesses are going to be put in situations where they’re faced with figuring out how to adjust their systems and processes to comply with policies instead of completely focusing on ongoing challenges facing businesses and opportunities.

Flexicrew Staffing is studying the issue of healthcare reform and its effect on hiring new employees. We are preparing to present solutions to our clients in 2013 so that they can be better prepared for the upcoming changes.

Please contact us if you would like to learn more.

 

Source: PR Newswire “Providing Healthcare Benefits is Top Business Challenge for Company Leadership, According to Adecco Staffing Survey.”

Employers Hiring Veterans by Year’s End May Get Tax Credit

November 19th, 2012   •   Employment Agency, Uncategorized   •   no comments   

Employers who hire certain veterans can claim an expanded tax credit, but they must act soon, said Internal Revenue Service officials.
Many businesses may qualify to receive thousands of dollars through the Work Opportunity Tax Credit, but only if the veteran starts work before the new year.
 The VOW to Hire Heroes Act of 2011 states:

  • Employers may be able to claim the expanded credit for qualified veterans who start work between Nov. 22, 2011 and Jan. 1, 2013.
  • The maximum tax credit is $9,600 per worker for businesses, or $6,240 per worker for nonprofits.
  • The amount of credit will depend on factors like the length of the veteran’s unemployment before being hired, the number of hours he/she works and his/her wages during the first year of employment.
  • Employers hiring veterans with service-related disabilities may be eligible for the maximum tax credit.
  • Employers must file Form 8850, Pre-Screening Notice and Certification Request for the Work Opportunity Credit, with their state workforce agency within 28 days after the qualified veteran starts work.

For additional information, visit the U.S. Department of Labor’s Work Opportunity Tax Credit website.

Visit IRS.gov and enter “WOTC” in the search field for forms and more details about the expanded tax credit for hiring veterans.

Business Leaders Spooked by ‘Fiscal Cliff’

November 16th, 2012   •   Employment Agency, Uncategorized   •   no comments   

Fears about Washington’s inability to avoid looming tax increases and spending cuts have eclipsed concerns about Europe’s debt crisis, top business executives said Tuesday, worrying that political gridlock might tip the economy into recession next year.

President Barack Obama will begin budget negotiations with congressional leaders Friday by calling for $1.6 trillion in additional tax revenue over the next decade, far more than Republicans are likely to accept.

At a Wall Street Journal CEO Council conference in Washington, 73% of participants surveyed said their primary concern was the “fiscal cliff,” the federal spending cuts and tax increases that begin in January unless policy makers intervene. Only 12% said their top fear was Europe’s financial turmoil.

Separately, Bank of America Corp. Chief Executive Brian Moynihan said at an investor conference in New York Tuesday that uncertainty about U.S. tax and spending policies has prevented many clients from investing.

The concerns will be front and center at a White House meeting Wednesday between President Barack Obama and 12 chief executives, including Wal-Mart Stores Inc.’s Michael Duke and PepsiCo Inc.’s Indra Nooyi.

Mr. Obama and Congress are seeking to craft a long-term deficit-reduction package that could replace the fiscal cliff, but they have made little progress and have just seven weeks to cut a deal.

“I think everyone just has this fear that they just do as they’ve done the last four years and just lob grenades at each other,” said David Crane, chief executive of NRG Energy Inc., power-generation and electricity firm. “CEOs, whether they’re Republicans or Democrats, they’re deeply pragmatic people and you just don’t play with craziness like our government is playing with right now.”

The fiscal cliff would raise taxes roughly by $400 billion and cut spending by roughly $100 billion in 2013 compared with 2012 levels. Several economists say the measures would cause another recession.

Democrats and Republicans said they want to enact a package of long-term measures to reduce the federal budget deficit, which has exceeded $1 trillion for four straight years, but they are divided over issues related to taxes and big entitlement programs like Medicare.

Mr. Obama and House Speaker John Boehner (R., Ohio) have suggested they are open to compromise and don’t want to replay the brinkmanship that occurred last year during a fight over raising the government’s borrowing limit. But negotiations are almost certain to spill into mid-December, and perhaps even beyond.

Several CEOs said this uncertainty has prompted them to make contingency plans for layoffs and prepare for a sharp economic contraction, which is holding back investment.

“The greatest stimulus is certainty,” Putnam Investments CEO Robert Reynolds said. “Here you are, November 13, and you don’t know what your tax rate is next year, you don’t necessarily know what you’re going to be paying in health care, capital gains, dividends. They all have a tremendous impact on the way people act.”

Business leaders and policy makers have known of the fiscal cliff since it was created last year as part of the deal to raise the debt ceiling. But few paid much attention to it because they were focused on the presidential race. “The narrative of the country was completely dominated by the election, and that’s changing currently,” said Stephen Schwarzman, chief executive of the Blackstone Group., a private-equity firm.

Austan Goolsbee, a former economic adviser to Mr. Obama, said at the conference that many business executives he speaks with assume policy makers “are not so stupid that they’ll let this happen. But look, they are that stupid. They could easily be that stupid.”

Different business sectors are split over what policy makers should do. Some have called for Congress to extend all expiring tax cuts for at least another year. Others have said Congress should raise taxes as part of a broader deficit-reduction plan that cuts spending on Medicare and Social Security. And some say fears of the fiscal cliff are overblown.

Seifi Ghasemi, CEO of Rockwood Holdings Inc., a manufacturer of specialty chemicals, said preventing another war in the Middle East over Iran and bolstering Europe’s economy are bigger concerns than the fiscal cliff.

The long-term U.S. deficit must be addressed, Mr. Ghasemi said, but, “I wouldn’t lose a lot of sleep if we have negative growth for one quarter in order to solve the longer-term problem.”

—Siobhan Hughes and Michael R. Crittenden contributed to this article.

Updated November 14, 2012

 

Read full article here.