Scary Temporary Workers – Do They Work for You?

Do you believe you have to go to a haunted house to get spooked this Halloween?

 

Think again – some bosses don’t even have to leave work to get their fill of fright with some of their full-time or temporary workers!

 

We at Flexicrew have a soft spot for employers and HR people who have had to deal with temporary workers who were rude, reckless and willing to break the rules. Some employers have even caught temporary workers breaking the law while in the workplace – Frightening!

Does your company employ Temporary Workers like any of these Halloween Creatures?

Some employers think their workplace is scary because their workers act like these famous Halloween creatures.

Do you employ any of these scary temporary workers?

  • The Wolf Man: fine one minute, howling the next
  • The Invisible Man: never around when you need him
  • Casper the Friendly Ghost: eager to help, but often misunderstood
  • Dracula: constantly sucking the life right out of you and everyone around him
  • Wicked Witch of the West: always acting conniving and sending out minions to do his/her dirty work
  • The Mummy: slow-moving and has an ancient thought process
  • Grim Reaper: constantly delivers bad news and inspires fear among workers
  • Frankenstein: green with envy what assignments or hours others are getting

 

In addition to spooky personalities, some scary temporary workers actually have a fear of:

  • Heavy workload
  • Tight deadlines
  • Hours worked
  • Taking direction from their boss or supervisor
  • Arriving at work on-time
  • Sitting through meetings
  • Performance reviews

Now that’s scary…

 

So, if any of these employees make you tremble, please call Flexicrew Staffing to knock out spooky risks and send you temporary workers who will give you peace of mind!

 

Get a quote today! http://flexicrew.com/get-a-quote/

 

 

 

WILLIE ROBINSON NAMED FLEXICREW MOBILE, AL EMPLOYEE OF THE YEAR 2017

Flexicrew Mobile, AL Employee of the Year Winner Recognized For Being a ‘Leading Light’ for Temporary Staff

 

MOBILE, Alabama, (September 15, 2017) – Flexicrew Staffing, a leader in the industrial staffing industry, has announced it has identified it’s top temporary workers who earned Flexicrew’s Employee of the Year Award by providing outstanding service to their clients.

 

Flexicrew is very proud of Mr. Willie Robinson’s achievement and of his continued commitment to performing his assigned tasks, representing himself and Flexicrew to the best of his ability.

 

Job Assignments – Structural Welder

From the moment Willie was interviewed by Flexicrew, he made a lasting impression upon Flexicrew internal employees. Willie’s personality is vibrant; he’s well-mannered and extremely eager for new employment opportunities. Willie was submitted to a new client and represented Flexicrew well. He’s punctual, reliable, dedicated, and his willingness to go the extra mile makes Willie stand out from the rest.

 

About the Award

The purpose of this annual award is to recognize an outstanding employee in each Flexicrew Staffing branch with the following attributes:

Responsibility –Temporary staffer is punctual, works hard, and exhibits dedication to tasks and completing them on time.

Cooperative – Displays courtesy with a pleasant attitude toward coworkers and supervisors. Good communication skills and willing to help others.

Creativity – Temporary employee goes above-and-beyond to get the job done, holds self to a high standard, and tries to learn different aspects of the client operation to improve the work.

Safety – Follows safety requirements and leads others by example in safety in the workplace.

 

About The Flexicrew Companies

Flexicrew was recognized by Staffing Industry Analysts in 2015 as the 4th fastest-growing staffing company in the U.S. over a 5-year period.  Founded in 2008 and headquartered in Mobile, Alabama, Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified industrial – skilled and unskilled, technical, and professional talent to clients within most major industries. Flexicrew has a presence in over 25 markets across North America with more than 2,000 contractors currently placed in companies throughout the U.S. To learn more, visit www.flexicrew.com

FLEXICREW STAFFING AWARDS KIOMII GOODMAN EMPLOYEE OF THE YEAR CHATTANOOGA, TN – 2017

 

Flexicrew Employee of the Year Winner for Chattanooga, Tennessee Combines Dedication, Hard Work and Ability.

 

MOBILE, Alabama, (September 15, 2017) – Flexicrew Staffing, a leader in the industrial staffing industry, selected Mr. Goodman as one of only a dozen workers across the company to qualify as Employee of the Year for Chattanooga, TN.

 

Flexicrew Staffing is particularly pleased with how Mr. Kiomii Goodman has grown in his skill level, is extremely dependable and catches the attention of both client supervisors and recruiters. His work ethic is revealed in his performance for his client and reflects as a shining example of the kind of employees Flexicrew hires.

 

Job assignments – Driver, Inspector, Picker/Packer

Kiomii consistently shows outstanding work ethic. As soon as his assignment ends, he calls the office ready for the next job. Clients love him and he is a great example of a dependable employee that every employer would be proud to have on the team.

 

About the Award

The purpose of this annual award is to recognize an outstanding employee in each Flexicrew Staffing branch with the following attributes:

Responsibility Temporary staffer is punctual, works hard, and exhibits dedication to tasks and on- time completion.

Cooperative Displays courtesy with an agreeable attitude toward coworkers and supervisors. Good communication skills and willing to help others.

Creativity – Temporary employee goes above-and-beyond to get the job done, holds self to a high standard, and tries to learn different aspects of the client operation to improve the work.

Safety Follows safety requirements and leads others by example in safety in the workplace.

 

 

About The Flexicrew Companies

Flexicrew was recognized by Staffing Industry Analysts in 2015 as the 4th fastest-growing staffing company in the U.S. over a 5-year period.  Founded in 2008 and headquartered in Mobile, Alabama, Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified industrial – skilled and unskilled, technical, and professional talent to clients within most major industries. Flexicrew has a presence in over 25 markets across North America with more than 2,000 contractors currently placed in companies throughout the U.S. To learn more, visit www.flexicrew.com

CONGRATULATIONS BENTON SIMMONS – NAMED LULA, GA, FLEXICREW EMPLOYEE OF THE YEAR 2017

September 18th, 2017   •   Community Involvement Activity, Employment Agency, jobs, Staffing, Temporary Staffing   •   no comments   

Dedication, Commitment and Precision Lead to Advancement

 Lula, GA (September 18, 2017) – Flexicrew Staffing, a leader in the industrial staffing industry, has announced it’s top temporary workers who earned Flexicrew’s Employee of the Year Award by delivering outstanding service to their clients.

Flexicrew is delighted with Mr. Simmons’ performance and his motivation in extending a hand to co-workers in learning their assignments.

 

Job assignments – Checker, Stacker, Transporter – Benton shows dedication to his job, always follows safely regulations, and leads by example. Benton has worked his way up over the last 2.5 years by being very precise, having a great attitude, and helping others when needed. Benton is a great, well-rounded employee.

 

About the Award

The purpose of this annual award is to recognize an outstanding employee in each Flexicrew Staffing branch with the following attributes:

Responsibility – Temporary staffer is punctual, works hard, and exhibits dedication to tasks and completing them on time.

Cooperative – Displays courtesy with a pleasant attitude toward coworkers and supervisors. Good communication skills and willing to help others.

Creativity – Temporary employee goes above-and-beyond to get the job done, holds self to a high standard, and tries to learn different aspects of the client operation to improve the work.

Safety – Follows safety requirements and leads others by example in safety in the workplace.

 

 

About The Flexicrew Companies

Flexicrew was recognized by Staffing Industry Analysts in 2015 as the 4th fastest-growing staffing company in the U.S. over a 5-year period.  Founded in 2008 and headquartered in Mobile, Alabama, Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified industrial – skilled and unskilled, technical, and professional talent to clients within most major industries. Flexicrew has a presence in over 25 markets across North America with more than 2,000 contractors currently placed in companies throughout the U.S. To learn more, visit www.flexicrew.com

Disaster Response Teams READY! Apply now!

Flexicrew team members are anxious to help in any way we can with local disaster response, clean up and recovery work. We are on call with screened and qualified employees –

 

  • Hazmat
  • Hazwopper Technicians
  • Drivers
  • General Labor
  • And more….

 

 

LOCAL STORM CLEAN UP WORK! We are hiring debris monitors for the Greater Atlanta Area. Responsible for estimating & recording debris amounts and distributing tickets to truck drivers. Temporary position working 7 days a week 12-14 hours per day.

Must have own vehicle, proof of insurance, pass drug screen & background check.

http://jobs.flexicrew.com/jb/Debris-Monitors-Jobs-in-Atlanta-GA/3855927

 

Flexicrew is ramping up for Hurricane Harvey clean up/response. Now hiring for the following positions: 40 Hour HAZWOPER technicians, General Labor, Class A CDL w/Tanker & HAZMAT Endorsement. If you have already applied with us and are available to work please email your name, what position you’re applying for and your contact information to lafayette@flexicrew.com

http://jobs.flexicrew.com/jb/Hurricane-Harvey-Clean-Up-Response-Jobs-in-Lafayette-LA/3831810

 

Flexicrew is ramping up for Hurricane Harvey clean up/response in Texas & Louisiana. If you have already applied with us and are available to work please email your name, what position you’re applying for, and your contact information to mobile@flexicrew.com

http://jobs.flexicrew.com/jb/40-Hour-HAZWOPER-Technicians-Jobs-in-Mobile-AL/3831812

Hiring Temp Employees…..What You Must Know But Were Afraid to Ask

Hiring temporary employees can bring positive energy to your business and help your team meet goals. Still, there are several areas you need to understand before hiring them.

 

Permanent talent is better than hiring temp employees, don’t you think? We say: Not necessarily. The increasing trend toward hiring temps indicates these employees might actually help you out.

 

CareerBuilder indicates 42% of businesses have plans to increase temp hires, and 43% hope to convert temp workers to full-time.

 

Staffing Industry Analysts forecasts that the temp worker trend will continue through 2017.

Hiring Temp Employees - Apples to Apples

Do temporary workers a permanent solution to your workforce needs or are they  a short-term solution? To answer, let’s start by looking at the in’s and out’s of temporary staff.

Temp Employees—Who is hiring them?

 

Department of Labor defines a temporary employee as one who will be employed less than 12-months or who has a specific end date. These workers make up a larger share of our US workforce than ever, over 2.9 million people or more than 2% of the total workforce .

 

Some have a mistaken belief that temporary workers are used only in certain job market segments, such as day laborer, seasonal help, or low-skilled jobs. A study from CareerBuilder and EMSI showed that companies use temp staff for almost everything including purchasing agents, writers, drivers, maintenance, sales, and marketing.

 

$64,000 Question – is temp staffing a cost-effective  strategy for companies to achieve business and operational objectives and goals?

 

Does Hiring Temp Employees Actually Cost Less?

 

Think about the typical costs of recruitment. You pay to post job ads, pay for employer branding material like brochures and materials, pay to attend job fairs, and sometimes even to fly in talented candidates. Those are just the costs on the surface. The hidden costs can be much more prohibitive.

 

You have to pay for time spent skimming through, on average, at least 250 resumes for a single position. You must pay for onboarding an employee, and hope this money for training and education will pay off. If it doesn’t, a bad hire can set your company back $50,000 or more, to say nothing of lost productivity and a renewed gap in your workforce.

 

Temporary talent can be a great way to deal with a short-term problem while nurturing a long-term solution. The cost of temporary labor isn’t free, but it can often lead to more confident hiring, since the candidate went through a “try before you buy” period to ensure fit and skills.

 

You can see how their skills really shake out in a real-world setting, and evaluate how well they fit in to your existing culture.

Hiring Temp Employees to Look Beyond the Resume

 

Taking on temporary talent can provide an opportunity to give someone a chance. You might not have been impressed by a candidate’s credentials and experience, but when you connected in person or through a video interview, you were impressed with just how passionate they were about the opportunity.

 

Passion is necessary for all companies, and it’s often the lifeblood of growing businesses. Hiring passionate people with room to grow might be a better idea than hiring someone with the perfect skills that is only lukewarm about your company. Setting a trial period for a temporary hire will allow you to see if this candidate’s passion translates into value for your company and an ability to learn new skills and grow into a great employee.

 

Flexicrew Staffing has the expert knowledge and resources to help you find the right candidates. Let us assist you in finding the right person for your small or midsize business.

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

Lafayette, LA Jobs – Job Openings – Mechanic – Driver – Construction – Equipment Operator

January 5th, 2016   •   interview, Job Postings, jobs, LA Job openings, Lafayette, Machinist, Warehouse   •   no comments   

Let’s start our week of hiring with the Lafayette branch’s listings:

****NOW OFFERING BLUE CROSS INSURANCE****

** Natural gas COMPRESSOR MECHANIC in Lafayette area: shop position = home every night! $18-$20/hour. http://jobs.flexicrew.com/Compressor-Mechanic-Jobs-…/2954468

** Drafting/Design Assistant in New Iberia – $20/hour. Must have Solidworks experience. http://jobs.flexicrew.com/Drafting-Design-Assistant…/3218447

** Class A CDL Driver in Houma – $17/hour, on call every other week – OT!!

** Grader Operators – 1+ years experience required. $16-$22/hour range.http://jobs.flexicrew.com/Motor-Grader-Operators-Ne…/3140885

AND MORE….
** Stockers: includes overnight shifts
** Heavy Equipment Operator – Motor Grader experience – Broussard
** Compressor Mechanic – Breaux Bridge
** Drafting / Design Assistant – New Iberia
** Construction Laborers – Opelousas

APPLY ONLINE TODAY: https://hrcenter.tempworks.io/en/flexicrew

New Job Now

Safe and Happy Fourth of July!

July 2nd, 2015   •   Community Involvement Activity, jobs, Staffing, workers compensation   •   no comments   

 

I thought this article had some particularly great tips for people regarding being safe during the July 4th holiday.

 

 

1)  Be a safe swimmer. Water sports and fireworks are two of the biggest pastimes for Fourth of July celebrations, and these are both linked to numerous deaths and injuries each year. Never swim alone, and make sure that kids’ water play is adequately supervised at all times. Many drownings occur when parents and other adults are nearby, so always have a designated chaperone for water play and don’t assume that others are watching the kids. Statistics show that most young children who drown in pools have been out of sight for less than five minutes.

 

2)  If fireworks are legal in your community and are a part of your celebration, be sure to store and use them safely. Keep the kids away from the fireworks at all times, and keep spectators at a safe distance. Attending fireworks displays organized by professionals is always safer than trying to put on your own show.

 

3) Use alcohol responsibly.  Alcohol and fireworks can be a hazardous and dangerous combination. Also, have a designated driver to bring partygoers home from the festivities. Remember also that alcohol and swimming can be as dangerous as drinking and driving.

 

4)   Review safe boating practices, and don’t drink and drive your boat. Lakes, waterways, and seas will be crowded with boats. Alcohol consumption while operating boats or other motorized water vessels is illegal, and you can be arrested for a BWI (boating under the influence!). Be sure that you have an adequate number of life preservers on hand for extra guests. Become familiar with the boating laws in your area.

 

5)  Cover food and beverages outdoors to discourage bees and wasps from attending your party. If someone is allergic to insect stings, you should have an emergency anaphylaxis kit on hand. Wearing shoes, long sleeves, and long pants outdoors and avoiding fragranced body products, bright colors, and sugary drinks can also help prevent bee stings.

 

6)  Apply sunscreen both before and during an outdoor party. Ultraviolet rays from the sun can cause both premature aging and skin cancer in the long term, and a painful burn the next day. Even those with darker skin should use a sunscreen with a minimum sun protection factor (SPF) of 15, according to recommendations from the American Academy of Dermatology.

 

7)  Check prescription medications you are taking to assure you will not have a sun-sensitizing drug reaction to the medication. Check prescription medications you are taking to assure you will not have a sun-sensitizing drug reaction to the medication.

 

8)  If you’ll be hiking or camping in an area where ticks are abundant, wear long-sleeved, light-colored shirts and long pants tucked into socks or boots to protect yourself from tick-borne diseases. For your skin, you can use a tick repellent with no more than 30% DEET according to the manufacturer’s instructions. Products containing DEET should not be used on children less than 2 months of age and should not be applied to the hands or face of young children. Check yourself (and your pets) for ticks at the end of the day.

 

9)  Spend adequate time indoors or in the shade and drink plenty of fluids to avoid heat illness in extremely hot climates. The risk of heat illness is increased when participating in strenuous activity or sports, and those with chronic medical conditions and the elderly are also at an increased risk of heat exhaustion and/or heat stroke. Alcohol consumption can also promote dehydration and increase the risk.

 

10)  Keep children away from campfires and grills. Gas leaks, blocked tubes, and overfilled propane tanks can be a cause of grill fires and explosions.

 

11)  Don’t leave the picnic spread out all day. Allowing food to sit in outdoor temperatures can invite foodborne illness. The U.S. FDA suggests never leaving food out for more than one hour when the temperature is above 90 F and not more than two hours at other times. Foods that need to be kept cold should be placed in a cooler with plenty of ice or freezing packs and held at a maximum temperature of 40 F. While mayonnaise and other egg dishes are often associated with food poisoning, any food can potentially become contaminated. Adequate hand washing and food preparation can also help prevent food poisoning.

 

Have a safe and Happy Fourth of July from Everyone at Flexicrew!

 

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.

40 Hour Hazwoper Techs needed Immediately!

40_hour_hazwoper

Flexicrew has an IMMEDIATE need for 40 hr HazWoper Technicians.

• Technicians must be willing to travel and stay out of town for long periods of time
• Must pass drug screen
• Pay for Technicians will be around $12-14 an hour plus per diem
• Hotel and transportation will be provided

Call for more information – 251-443-1130

HOT JOBS listed Today!

Lafayette

Traveling Mechanic
Laboratory Assistant
Laborer
Construction Team Leader

Baton Rouge

Valve Mechanics
Machine Operator
Mechanic
Millwright
Steel Fabricator

Houston

Manual Machinist
Machinist
Millwright
Field Tech

New Orleans

Life Raft Tech
Assembly
Millwright

Mobile

40 hour Hazwoper Techs
Shipfitters
Pipe Welders

Gainesville, GA

Cold Warehouse Labor
Forklift Driver

Mobile, AL Staffing Company – Employment Agency – HAS EMPLOYEES READY TO WORK NOW!

May 12th, 2015   •   Job Postings, jobs, Millwright, Mobile, AL Job Openings, Ship fitter, Warehouse   •   no comments   

Are you a company searching for qualified candidates? We have pre-screened and ready to work candidates available NOW. 251-443-1130 for more information.

• Marine Electricians
• Structural Welders
• Painter/Blasters
• Pipe Welders/Pipe Fitters
• Millwrights
• Customer Service Representatives
• IT Support
• AP/AR clerks

FLEXICREW STAFFING
www.flexicrew.com
251-443-1130

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

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

Now Hiring – APPLY TODAY

 

LAFAYETTE, LA – HOT JOBS

Warehouse
CNC Machinists
Delivery Drivers
Diesel Mechanic
Service Assistant/Admin

Apply online and call to get more information – www.flexicrew.com
337-706-8503

 

HOUSTON, TX – NOW HIRING

Millwrights
Warehouse
Instrumentation fitters

Call TODAY –  713-774-2739  or
Apply Online – www.flexicrew.com

 

LAKE CHARLES, LA

Electricians
Valve Techs
Experienced Hydroblasters
Fabrication welder
Field service Tech
Environmental Tech
Machinist
Millwrights

CALL TODAY: 337-656-2875 OR apply online www.flexicrew.com

 

MOBILE, AL

Maintenance Electrician
Machinist
Commercial Electrician
CDL class A driver with flat bed experience

CALL NOW: 251-443-1130

 

FULL TIME POSITIONS AVAILABLE –

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

 

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

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

Barge Cleaners – Houston, TX

April 15th, 2014   •   Job Postings, jobs, Texas Job Openings   •   no comments   

$12 per hour

Job Duties:

 

  • ·         Cleaning Barges (decks, pressure wash and chemical wash tanks) 
  • ·         Barge cleaning prep (pumps, wash hose, and rigging up equipment for crane moves.) 
  • ·         Duties are general housekeeping on barges and in the yard. 
  • ·         Learn hand signals for crane operation 
  • ·         Must be able to safely operate a forklift (will train) 
  • ·         Must be able to work independently and follow directions 
  • ·         Must be able to effectively communicate 
  • ·         Required to follow all safety policies and procedures 

 

 

Qualifications: 

 

  • ·         Experience preferred but not required 
  • ·         Ability to work safely, exercise initiative and good judgment 
  • ·         Writing skills sufficient to complete a variety of documents 
  • ·         Ability to work in a flexible way that allows for changes in assignments and priorities depending upon identified needs  
  • ·         Ability to work well independently as well as part of a team 
  • ·         Valid TWIC card 
  • ·         Work 12-hour rotating shift,  Six (6) Days On – Three (3) Days Off, Six (6) Nights On – Three (3) Nights Off and “On Call” as needed.

 

Apply online: www.flexicrew.com/openings

Administrative Assistant – Lafayette

April 15th, 2014   •   Administration Clerical, Job Postings, jobs, LA Job openings, Lafayette   •   no comments   

Flexicrew is seeking a dependable and hard working individual to work as Administrative  Assistant for a reputable company in Lafayette, LA. In this position you will be responsible for answering the phones, helping out the HR department with all new hire paperwork, may help schedule interviews. In this position you will start off as part time but can work your way into a full time role. Work hours are flexible.

 RequirementsEntry Level Administrative Assistant

* Valid Driver’s License * Excellent verbal and written communication skills * Access to reliable transportation for independent use during work hours * Ability to work in a team environment * Advanced problem solving skills and proven time management are a must

Submit resume online: www.flexicrew.com/openings

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

Hiring today!!! Shipyard warehouse mechanic technician millwright

Warehouse   Worker Houston, TX
STAFFING SALES Metairie, LA
6g Pipe Welders Houston, TX
Assembler Metairie, LA
STAFFING SALES Houma, LA
Crane Operator Port Everglades, FL
STAFFING SALES Houston, TX
1st Class Shipyard Trades Pascagoula, MS
cnc machinist Oklahoma
Millwright Baton Rouge, LA
STAFFING SALES and RECRUITING All Regions!
Compressor Mechanics Lafayette, LA
Director of Design Tulsa, OK
Electrician III Houston, TX
Warehouse Worker Alabaster, AL
Field Service Technician Stafford, TX
Application Engineer Oklahoma
Scaffold Carpenter Alabaster, AL

Industrial Carpenter Mobile AL Drywall Plaster Concrete Brick

March 27th, 2014   •   Job Postings, jobs, Mobile, AL Job Openings, Uncategorized, unemployment   •   no comments   

Industrial Carpenters -Must have 3-5 years experience and have dependable transportation. please see below job descriptions.

1. Designs, constructs, remodels, retrofits and repairs interior and exterior structures made of wood,

drywall, plaster, concrete or brick.

2. Designs, constructs, retrofits, and repairs cabinets, tables, shelves, benches, partitions, flooring, door

and window frames, and other types of furniture. May install and repair modular furniture.

3. Secures furniture for earthquake preparedness.

4. Cleans, maintains, adjusts, calibrates and services equipment used in the performance of duties.

 

See www.flexicrew.com/openings for all current openings.

Millwrights, Pipe Welders, Structural Welders, Carpenters, Fitters

March 27th, 2014   •   Job Postings, jobs, Mobile, AL Job Openings, unemployment   •   no comments   

 

All sorts of positions available in the Mobile area! Need a job? Check out our most current job listings here http://flexicrew.com/openings/

– Millwrights- must have 5 years experience

– General Labors steady work

– Industrial/Environmental Leadman- must have experience in industrial plants with environmental and vacuum work.

– Construction Carpenter- Must have 3-5 years experience

Structural and Pipe Welders and Fitters- 3-5 years experience in industrial and shipyard

– Tig Welders- must have 3-5 years experience

– General Labor- (MCINTOSH, AL AREA) must be hard working and dependable

– Sprinkler Fitter Helpers- must have 2 years experience be willing to travel

 

Call  251-443-1130  or apply online www.flexicrew.com

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.

Spam – the nemesis to your inbox

February 24th, 2014   •   interview, jobs, Staffing, Uncategorized   •   no comments   

Everyone hates spam emails. They pollute your inbox, they could have viruses, and they take our precious time to delete. I’m struggling with this very issue right now and I just came across something that I found very useful. I didn’t know about this previously, so maybe some of you didn’t either!

How to Report spam. Before you delete your spam, forward your spam to: spam@uce.gov. This is the Spam box for FTC (Federal Trade Commission). Mail sent to this box is investigated. If it is indeed spam, the original sender can be charged $500 per email. The more mail they get from different users but same spammer, the more it’s likely to be investigated.

You can also report spam to anti-spam organizations such as SpamCop and KnujOn, who will report spammers to ISPs and government agencies.

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.

Gravity Always Wins

September 16th, 2013   •   jobs, Safety, Staffing, unemployment, workers compensation   •   no comments   

Ladder Safety

Gravity never forgets. As soon as you set foot on the ladder’s first rung and pull your body off the ground, gravity works to bring you back to earth. Therefore, it’s no surprise that ladder safety begins from the ground up.ladder-safety

Start with a good foundation

 

Proper ladder setup will help prevent slips and falls. Place the base on a firm, solid surface. Avoid slippery, wet or soft surfaces. If you must put the ladder on a soft surface, place a board under the ladder’s feet to provide firm footing. Make sure the top of the ladder has firm support as well.

 

Never lean a ladder against a window pane or other unstable surface. If you’re using a straight or extension ladder, the angle of the ladder is the next critical safety factor. A straight or extension ladder should be placed 1 foot away from the surface it rests against for every 4 feet of ladder height. For example, if the ladder is 4 feet high, the bottom of the ladder should be 1 foot away from the support surface.

 

If you use a ladder to access a roof or platform, make sure the ladder extends at least 3 feet over the roof or platform edge. Be sure to securely fasten straight and extension ladders to the upper support. If you have angled the ladder properly and still have doubts about its stability, have someone hold the ladder before climbing up.

 

If you’re using a step ladder, be sure to open it completely before you climb. If you have to use a step ladder near a doorway, lock or barricade the door and post signs so no one will open it and knock you off the ladder.

 

Climb with care

When you climb, always face the ladder and grip the rungs of the ladder to climb, not the side rails. Never get on or off a ladder from the side ladder_safety_falling_accidentunless it has been secured to prevent movement.

 

Never climb with equipment in your hands. Use your pockets, equipment belt, or a tool pouch and raise heavy objects with a hand line. If you forget something, always climb down the ladder to retrieve it yourself; don’t have someone toss it up to you. And never ask someone to climb up your ladder to give you supplies. It is dangerous to exceed the weight limits that a specific ladder can handle.

 

When you descend a ladder, practice the same safety rules. Face the ladder, keep your body square and hold on to the rungs. Lastly, step off at the bottom rung of the ladder. Never jump off of a ladder.

 

Think before you carry

Before you start to haul a ladder around, evaluate the area where you’ll be working. Ladders can be heavy and unwieldy. You can strike another person or object, or hit electrical power lines. Make the ladder as compact as possible before transporting it. Carry it horizontally while tilting it higher in front and lower in back. If the ladder is particularly long and heavy, get a coworker to help you carry it.

 

Follow the rules

  • Ladder safety may seem simple, but injuries occur every year. Below are some ladder safety dos and don’ts:ladder_safety
  • Use the right ladder for the job.
  • Inspect the ladder before and after a job.
  • Read all warning labels carefully and follow directions before you climb.
  • Clean the ladder after each use to prevent dirt buildup.
  • Wear clean, dry, slip-resistant shoes and use ladders with slip resistant feet.
  • Don’t stand any higher than the third rung from the top of the ladder.
  • Don’t lean too far or overreach. Reposition the ladder closer to the work instead.
  • Don’t use a ladder as a bridge or scaffold.
  • Don’t put a ladder on a box, barrel or other object to gain additional height.
  • Don’t use a damaged or unsafe ladder.

 

Experts also warn about ladder use in bad weather. Descend immediately if high winds, rain or other inclement weather begins. Wind force can blow you off the ladder. Rain can make the rungs and the ground slippery. Bitter cold can make metal ladders more brittle and can cause other structural damage. If you encounter bad weather while on a ladder, do not speed up to finish the job and risk injury. Wait to finish the job until conditions are once again safe.

 

Remember, don’t let gravity get you down. Practice ladder safety rules every time you climb to make your work easier, faster and safer.

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)

 

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.

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.