WHY OUTSOURCE STAFFING TO A 3RD PARTY

Sometimes smaller businesses need to outsource staffing because they lack sufficient resources. In such cases this could include accounting, processing payroll, direct deposit processing, and distribution channels. Larger companies want to contain costs and bring in temporary resources for short-term projects. There are additional benefits of outsource staffing to a 3rd party organizations that go beyond money saving measures.

OUTSOURCE STAFFING TO A 3RD PARTY

Outsource Staffing – Fixed vs Variable Cost Benefits

Outsourcing is a powerful method for transforming costs from being fixed to available for other uses. Many companies take advantage of this by using increased capital for investing purposes. This is an excellent way to fund important projects or research. There may be a domino effect in that new research or projects that can result in expansion and growth will attract new investors.

Additional gains with creating variable costs can be decreased expenses that normally would cause prices to rise. This is a matter of efficiency in a real sense and wise use of resources. Taking on important R&D typically means your market will pay for it at some point. Avoiding this transfer of expenses help you to maintain or increase your competitive advantage in the market.

Outsource Staffing Improves Reaction Time

One of the hallmarks of large corporations is they move like glaciers. Smaller businesses are very nimble which can be a tremendous asset. Using third party outsourcing can give even a large business speed. One perfect example is with new projects. All new staff can be dedicated, and you will just need to assign company oversight. This structure will minimize drain on full-time resources. Time to start-up will be dramatically reduced in many ways. Attempting a large project with all in-house resources will certainly take weeks if not months.

Outsource Staffing is a Form of Leverage

Small businesses face many obstacles because they lack resources. This is part of the playing field that is not level. Outsourcing is a form of leverage for the smaller companies if they understand how to best take advantage of it. All of the benefits of temp staffing are available with economy of scale being chief among them. Additional expertise can be acquired when it is needed, and capital can be diverted where it can provide a larger ROI.

A Means to Lighten the Load – Peripheral Responsibilities

One common complaint by permanent employees is additional lower level responsibilities. Managers are often subject to the same challenges and can quickly become spread too thin. Outsourcing can be an ideal way to use precise application of additional staffing. Your business can have a greater focus on core duties and priorities. The best approach to this is analyzing all the peripheral duties in your organization. Identify and isolate the functions and responsibilities that can be best handled with temporary staffing.

Outsource Staffing

Flexicrew Staffing has the expert knowledge and resources to help you find candidates you won’t find on your own. Let us assist you in finding the right person for your small or midsize business.  Call today.  flexicrew.com/contact-us/

Flexicrew Receives Client Award for 6th Year

CHATTANOOGA, TN  (February 7, 2019) – Flexicrew Staffing, a leader in the industrial staffing industry, has earned a nationally recognized Best of Staffing® Client Award for providing superior service to their clients for the 6th time in the last 7 years, this year earning the highest score in Flexicrew history with an average of 9 out of 10 stars.

Client companies rated Flexicrew by taking a simple survey about the service they received, and the scores are tallied by ClearlyRated.com, an independent Net Promotor Score focused survey company. Only the top 1-2% of all staffing companies are rated high enough to earn the Best of Staffing award.

“We are proud to receive this award for the sixth time,” Flexicrew VP and owner, Misty Brennan said. “Every year brings new challenges to our industry and our team works hard to provide the best service, with the speed and flexibility that our clients expect. Client feedback is very important for us. We have to be able to touch base on a regular basis and change and grow based on our clients’ needs. We know that honest and timely feedback is the only way we can truly get better and best our competitors.”

The survey had clients rank their relationship with Flexicrew on a scale of 1-10. A score of 9 or 10 indicates the client has a positive relationship with the company and is likely to recommend us to peer companies. Flexicrew received satisfaction ratings of 9 or 10 from 77 percent of their clients, 2.5 times higher than the industry average of 32 percent.

REAL CLIENT REVIEWS:

Extremely happy working with Flexicrew.”

If there are any issues, and those have been very few, they are resolved promptly and with great attention.”

Good Service.”

The team was very professional and provided a great service and candidates.”

I enjoy working with Flexicrew and they have helped us many times.”

Always had a solid business relationship with Flexicrew.”

Most of the guys I have in my shop have come from Flexicrew.”

About Flexicrew

Flexicrew is family-owned and run since 2008, focusing on fast and flexible staffing solutions. Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified professionals –industrial, skilled and unskilled, clerical – to clients within most major industries. Headquartered in Chattanooga, TN, and have current plans to continue expanding in the TN, GA, SC, and north AL markets.

About Best of Staffing®

ClearlyRated’s Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based entirely on ratings provided by their clients and job candidates. Award winners are showcased by city and area of expertise on ClearlyRated.com – an online business that helps buyers of professional services find service leaders and vet prospective firms – based exclusively on validated client and talent ratings.

How Staffing is like Football

In business, there are several ways staffing is like football.

At Flexicrew we often discuss recruiting and sports analogies.  And recently, one of our recruiters blurted out, “Staffing is like football.” We discussed this idea with several thoughtful employers and they also see parallels where staffing is like football.

Manage Staffing Levels to Budget

Both football teams and employers have to manage their staff size to available budgets annually.

And that ain’t easy…

On salaries alone, NFL teams have considerable variability on base pay, bonuses, performance overrides, etc.  Companies must predict business demand changes, performance increases, employee retention and continued evolving responsibilities. But, in a quote from Yogi Berra, “Never make predictions, especially about the future.”

Dealing with uncertainty creates situations where staffing is like football.  Because of the uncertainty of future business conditions, there are justifiable business reasons to hold off on direct hiring and instead using a temporary staffing agency.

Risk of Bad Hires

What if companies could use the NFL’s “practice squad” method?  They could keep players around?  They train, practice with the team and are available to play but at a greatly reduced salary.

Well, companies actually can…

Staffing is like football for savvy employers who take advantage of similar “practice squad” or “test drive” opportunities before making a large investment.  Staffing agencies offer clients a chance to “test drive” a potential new hire.  In fact there has been significant growth of the hiring tactic known as temp-to-hire.  In this model, a company will hire a temporary employee through a staffing agency for an undefined time.  During this temporary period, the employer gets the benefit of:

  • Filling immediate hiring needs by bridging the gap with temps until direct hire budgets are approved
  • Watching the candidate in a variety of real-life situations
  • Saving money by avoiding the long term cost of a bad hiring decision
  • Seeing how the candidate interacts with the team
  • Letting the staffing agency assume all the employment risks, payroll costs and legal compliance.

Ebb and Flow of Employee Levels

NFL teams have a set number of players they can keep on board.  Their numbers rise and fall due to normal loss of key players from injury, sickness, poor performance, etc.  They replace those players by hiring from their own practice squad.  Or they can go outside their team for trades or to bring in unemployed players for a tryout.

Frequently, companies go through workforce issues caused by business growth, followed eventually by slowdown. This leads to shifts in employment levels with frenzied hiring followed by later reductions. The challenges of this hire-fire cycle include recruiting, training, retaining and firing employees.  Frequently there’s pressure from economic downturns, product becoming outdated and sales falloff.  That involves staff reductions of even their more experienced and talented employees.

But yes, there is an improved way: Flexible Staffing.

Flexible Staffing is Like Football

So growing reliance on staffing agencies for their staffing requirements gives a welcome reprieve to employers.  This is true especially for those experiencing periods of high growth.  Especially where delivery must keep in step with demand. With flexible staffing organizations are increasingly protecting their best and brightest resources. The ability to more effectively retain and nurture in-house expertise lets companies improve results.  They can really focus and train the core competencies key to the company’s mission.

Today’s flexible staffing model allows companies to hold onto the key skills they need to advance.  This way they ride out the ebb and flow of business demand. With this type of staffing model, an organization can make better use of in-house resources to attack vital activities.  They can maximize their productivity by adding outsourced staff only when needed. The result is improved ability to balance cost with budget.  Also it minimizes the inefficient business practice of hiring bursts and staff reductions.

Flexicrew Staff Management

For staffing agencies, this flexible staffing model improves their efficiency of moving staff between customers.  Thus, they apply their own flexible staffing across accounts. Moving the job of staffing from an internal department to a staffing agency lets employers pay more attention to their core ability.

As a result, flexible staffing applies to all companies looking for gains in efficiency. Flexible staffing should be the goal of every firm that wants to score a touchdown.

Wrapping it up

Let’s wrap this up, shall we? Below is a recap of how flexible staffing is like football:

  • Risk of a bad hire decreases
  • It means lower turnover caused by changes in market demand
  • Flexibility means more time for your key staff to focus on critical tasks
  • Temporary staffing yields higher productivity.

So that’s a wrap! However, there are many more ways to gain competitive advantage through wise use of flexible staffing.

Partner With an Award-Winning Staffing Agency

Let Flexicrew Staffing do the hiring for you. Flexicrew is ready to bring your company the best employees. We will help you optimize your internal employee level.  Plus, we support them with contingent workers to let them focus on your top priorities.  Contact us today! Get started working with one of the key staffing agencies on the Gulf Coast and Southeast.

Wait….Using a Staffing Company to Find a Job?

3 Misconceptions about using a Staffing Company

We all know that using multiple job search tactics significantly increases your chances of finding a job. One purpose of a staffing company is to be an awesome resource in addition to the traditional job search.

Using a staffing company can be a new and exciting experience. But there are some inaccurate misconceptions out there in regards to staffing companies! We want to set the record straight and set realistic expectations for working with one!  Here are three common misconceptions job seekers have about using a staffing company:

#1 Misconception: Staffing companies only hire employees for temporary jobs.

 

Not true: Most staffing companies hire for a variety of jobs – not just temporary positions.

In addition to temporary jobs, we also offer “Contract-to-hire” assignments, meaning that you have the opportunity to be hired by your worksite employer after going through a trial period. If your worksite employer feels like you are a great fit for the organization, they can opt to hire you directly!

We also offer “Direct Placement” assignments, which is when we assist employers with recruiting and screening for candidates to be directly placed in their organization (no trial period needed). Direct Placement is generally used when employers need help finding candidates for leadership or high-level positions.
 

#2 Misconception: You must have the exact experience/requirements listed on the job description in order to be hired.

 

Not True: Although hiring managers do care about experience, finding an employee who is a great cultural fit is also a huge factor. Some examples of requirements on a job description that would be considered less flexible would be certain certifications (think RN or other healthcare qualifications), or if a company is looking for an experienced leader (they may want a background that shows proven leadership skills).Don’t let what you think is a lack of experience discourage you from going after the position. If the position sounds like something you would be good at, and you meet 75% of the requirements, let us help you go for it! As we said before, the hiring manager may care more about the cultural fit, and be willing to train you on the other 25% of the experience that you are missing.

#3 Misconception: A staffing service is required to find me a job.

 

Not True: A staffing agency is not the same as a “head-hunting” service.  We keep a database of candidates with a broad range of experience and skill levels in order to fill a variety of jobs. The goal is to make a perfect match for both the client and the candidate. However, we cannot guarantee employment.  We do not schedule an appointment until we feel confident your skill set is a great fit, so we are not wasting their time or yours. We are not in the business of giving false hope!

We will give nothing but our best effort, but nothing is ever guaranteed. You have nothing to lose but tons to gain by letting us help in the job search!

 

Search Flexicrew.com today or send us your resume to get started!

 

APPLY NOW!

Ask the Flexpert…Job Descriptions – Do they Matter?

Why formal job descriptions?

Ask the Flexpert
Ask our Flexpert any job description questions to get it right.

Hiring organizations have no legal obligation to develop, maintain or periodically revise job descriptions. By the same token, there are multiple advantages and legal upsides that make that practice useful.

 

Good job descriptions perform several important functions

They are especially useful if they are carefully written, maintained and used.

They describe the key elements, specifications and functions of every job for employers. Formal job descriptions are the basis for setting expectations for positions.  They reflect the skills and experience job candidates must have.  They are also useful as a basis for performance appraisals.

Likewise, they provide benefits to other teams or individuals who interface with a certain position to know what to expect from that function.

Key components

Then, let’s define some important parts.  For instance:

  • Job titleList of The right job description elements
  • Goals of the job
  • Pay rates
  • Hours/shifts, overtime and weekend work
  • Exempt/non-exempt status
  • Employee benefits
  • Organization reporting relationships/hierarchy
  • General duties including descriptions of significant activities
  • Position duties which make up the main part of the job’s actions
  • Background including experience, education, licenses, credentials, training, and necessary tech skills
  • Harsh states such as: contact with severe temps, prolonged standing, heavy lifting,  major overtime, etc.

Summing up

In other words, job descriptions are key details of every job, for every firm.  We described how good ones perform many central functions.  We also outlined how to write clear, concise and accurate job descriptions that define defined roles.

Also, have new-hires sign employment contracts.  They should state that they have received their job specs, reviewed them, and agree what’s assumed in their role.  This can better protect and inform both employer and employee.

Want to find out how to access Flexicrew’s broad network of skilled workers and professionals?  Contact us today!

Or ask us to review your firm’s job descriptions.

 

Introducing the Employer Advocate

Launching Flexicrew’s Employer Advocate

We’re very excited to launch Flexicrew’s Employer Advocate.  We will post on many issues – from using a staffing agency to using seasonal workers, from risk of law violation in hiring, to retention of quality talent.

Talent acquisition and workforce management are difficult, so we will provide tips and shortcuts from our experience.

The tone will be serious and conservative – meaning factual – but with a light touch to make dry subjects readable.

Employer Advocate Feedback

Periodically, we will ask for your feedback by having a periodic survey or poll on the blog.

We hope you ask questions about what interests you because the Employer Advocate must be a useful tool for you. In other words, we plan to blog what you want to read.

Employer Advocate Content

How will we achieve this?

In the first place, the blog will offer content in several categories:

  • Staffing agency
  • Temporary employees
  • Industry trends
  • Best safety practices
  • Useful resources from the web
  • Flexicrew Company
  • News
  • Valuable insights from human resource articles

 

So, welcome to Employer Advocate blog, the online magazine devoted to:
• Helping you take the next steps in managing your workforce.
• Getting the most productivity out of your workplace
• Enhancing your career
• Meeting your goals.

Explore content focusing on important aspects related to achieving your ambitions and balancing your personal life on your path to career success.

Your Turn

In fact, please give us your feedback  and pass along any topics you would like us to address.

Flexicrew Staffing Executives Present to Disaster Recovery Industry Leaders

Flexicrew Disaster Recovery Recruitment Team Delivered Speech at Business Continuance Expo

 

Flexicrew executives, Lillian Stanley and Katie Blish, had the opportunity to present to a range of emergency response managers and disaster recovery professionals at the 2018 Business Continuance Conference held at Las Vegas Mandarin Chinese Hotel April 12 – 13, 2018.

 

Stanley and Blish offered essential insights for quickly resourcing necessary staff to support disaster recovery. They also reviewed crisis management strategies and tools for success. Their audience gained practical tools to achieve faster results in disaster recovery.

 

“We were excited that Lillian and Katie attended this event as prominent speakers,” said Flexicrew CEO, Bill Brennan. “They jump-started a post-lunch crowd with ideas and expertise that got attendees thinking.”

 

The presentation was open to all registered conference attendees. If you missed it, Lillian will share disaster recovery insights on partnering with an experienced staffing agency to quickly deploy the necessary qualified staff. Call her at 251.943.0777.

Disaster recovery solutions at work from Flexicrew Staffing agency

About The Flexicrew Companies

Flexicrew Staffing’s expertise in multiple phases of emergency management— response, recovery, and mitigation— enables them to provide critical aid to clients in times of greatest need. 

The staffing agency has rich history in supplying the fastest disaster recovery management, resources and tools to complex situations.  It has experience across a wide range of aviary virus, hurricanes, floods, spills and other crises.

 

Staffing Industry Analysts in 2015 recognized Flexicrew as the 4th fastest-growing staffing agency in the U.S. over a 5-year period. Flexicrew was founded in 2008 and is headquartered in Mobile, Alabama.  It uses technology and industry best-practices to deliver qualified industrial, technical, and clerical talent to most major industries. Flexicrew has a presence in 25 markets with over 2,000 contractors placed in companies throughout the U.S. To learn more, visit https://www.flexicrew.com

 

If you would like more information about Flexicrew Staffing or any of our hiring initiatives, please contact us today.

3 Tips for Hiring Qualified Candidates Using a Staffing Agency

 

Plan for qualified candidates, best staffing agencies and talented project managersHiring Through a Staffing Agency

Then there are two main factors in hiring through a staffing agency: choosing the best staffing agency and making sure you hire qualified candidates. Easy!

The first will not be an issue if you have ongoing positive relationships with a staffing agency. Without such relationships, the experience may add challenges to your project.

The second is a bit harder. Check out these tips to help you avoid common hiring mistakes.

There are other basics to know, so let’s discuss three hiring tips to make your next project a success.

 

#1 Understand Your Company Culture

First of all, you probably have worked with people who did not fit well with the culture in your business. The ideal fit is not there and it causes problems. So naturally you want every qualified candidate for your project to blend-in and work well with your culture. Take a minute to think about the essential ingredients of your company’s culture and think about changing your hiring process to find these fits.

All workplaces have their own unique personality and this is part of culture. The ability for project members to succeed with minimal friction is  important to the success of your project. Consider that any project forces team members to work closely with each other. If you are hiring, your team may be new, they do not know each other. They will still have to hit the ground running.

 

#2 Hire Industry Expertise

A new project may involve  areas where your company has little to no experience. To ensure your staffing agency finds qualified candidates, extend the interview process to include in-house screening. This will help eliminate mistakes.

Have an open mind about qualifications and experience levels of the candidates your staffing agency sends you. One of the basic errors when evaluating candidates is looking for too wide a range of skill sets.

The key is identifying the most critical knowledge and skills. In the end, you may be better off hiring extra staff if it results in the expert knowledge you need.

#3 Leadership and Project Management

The final two key elements relates to leadership.  First, any large project should have an experienced project manager. Second, you need a primary stakeholder from your company to provide supervision and management. Industry experience has shown that a project manager can make or break the outcome. These two team leaders will work closely together and the project manager should report directly to the primary management stakeholder.

Successful projects need careful planning based on the best analysis of your situation. Plan well in advance of your ideal project start date and allow time for finding the most qualified candidates for your team. A focus on consistent communications will give your project the oil it needs to run smoothly.

 

Need Help?

So, for your next project, if you need help hiring qualified candidates, a project manager with the right experience and skill set, or if you’re looking for a professional staffing agency, give us a call.

Are You Using a Temporary Workforce to Maximize Your Benefit?

Could a Temporary Workforce Help this Year?

Illustrations of half-dozen different types of contingent workers
Could you benefit from a temporary workforce this year

 

The first quarter of 2018 just ended.  It is probably time for you to take another look at your workforce needs for the full year.

Do you have upcoming projects or seasonal peaks that might benefit from additional talent?

You may be worried about adding new employees to your company, but you can pass that commitment to a staffing agency and let them bear that risk.

And…

Using a temporary workforce is a successful tactic for your firm if you’re using it the right way. Before connecting with a staffing agency, there are several considerations:

 

How Flexible is Your Workforce?

For many employees, having a flexible lifestyle is their norm.  That’s what attracts them to becoming and remaining part of the temporary workforce. They are looking for short-term jobs or flexible contractor schedules to fit into their way of life.  And they are dependable workers.  So why not take advantage of that resource?  Especially when you’re looking to bring someone on board for only a short period of time?

 

Consider Your Labor Expenses?

While your company will pay the staffing agency a fee for the services of your temporary employees, all other costs are absorbed by the agency. They will handle all of the sourcing and pre-screening processes. Your temporary workforce will be covered by our worker’s comp, medical insurance plans, unemployment, and other required hiring costs. Wouldn’t that be nice to remove those variable expenses from your business?

 

What’s the Risk Your Project will be Late?

You will be able to add qualified workers quickly if you have a working relationship with  a staffing agency. If you see a project is in need of additional hours to ensure its success, there may be a significant benefit to working with a staffing agency rather than hiring more internal employees or expecting your current staff to put in the overtime.

 

Would Specialized Skills Benefit You?

Your organization may have situations where you require specialized skills during peak seasons. Your staffing agency can recruit an employee with just the right skill set who can take on the function rapidly and help your company accomplish what’s required – and do it for as little or as long as you need.

 

Will You Find High-Potential Permanent Talent (HIPOs)?

During a temporary assignment you could uncover talent, skills and temperament that are a good permanent fit with your organization. Then you can make arrangements with the staffing firm to convert those employees to a full time position with your company.

Add a temporary workforce to met your performance needs

 

Recommendations

So now that you’ve thought about your specific situation and how a temporary workforce could benefit your business

Call Flexicrew to get our complimentary views on ways to best use a temporary workforce aligned with your permanent employees.

7 Ways to Improved Employee Performance

Since lethargic employee performance is not beneficial to your business, let’s figure out some simple approaches to get the most out of your employees.

 

Seven Performance Approaches Yield Improved Employee Performance

 

 

1. Employee – Employer Communications

Employees are happier when their duties and responsibilities are closely aligned with their perceived roles. This is about what they feel will give them a higher level of satisfaction. If you talk to them, they will often tell you about their career aspirations and goals.

 

We all know there are times when business needs to supersede personal requirements on the job. In these cases, you can usually get a solid buy-in with sincere communications. Most people are reasonable and understand there are times when sacrifices must be made.  This interaction leads to higher employee performance in the long term.

 

2. Truthful Communications

Be truthful with all employees in business communications and about decisions made at higher levels. People can tell when they are not getting the full story. When this occurs, very little positive results come about, and it usually leads to negative feelings. Or, existing negative attitudes are reinforced and it tends to become a downward spiral.

 

3. Skill Utilization

Many employees have skill sets that are not being used either fully or at all. This is where processes that let you know about these hidden skills can be valuable.  Dig in, ask questions, let the team know what skill sets you’re needing and maybe you’ll be surprised with what lurks in your team.

Your business can save substantially if it prevents hiring or outsourcing the work to someone who is much more expensive.

 

4. Open Lines of Communication

All of us have the need to know we have a voice at work. So open lines of communication are essential for good morale. Sometimes high frustration levels build, and an employee may want to vent a little and make you aware of a situation. If needed, make a culture change if communications have not been a strong point in your company.

 

5. Process Efficiency

Your business may have the most inefficient and exasperating processes that make people want to scream every day. The only problem is you don’t know about it. Or, even worse, you do and feel it is something they can live with. It is your business, but you know that a situation and high emotional reactions only get in the way of maximum performance.

 

6. Reward & Recognition

Identify positive contributors in your organization and reward them. We all like to be recognized regardless of what it is. There are so many ways to implement a program of rewards and recognition. Some businesses started an employee of the month program. Their reward was public recognition at a monthly meeting, and they were given the best parking space for the entire month. It was well received and cost nothing to implement.  And yet the program met its goals of improved employee performance.

 

7. Training

Lastly, how well trained are your employees? Or if they are trained, do you provide training for updating their skills? This is where you will have to assess the needs and status of your business. Identifying areas for training and improving skills will repay your business with improve employee performance for years to come.