Avoid These Mistakes When Hiring A Staffing Agency

There are thousands of staffing companies that exist in the U.S. with many of them well known. That can offer some reassurance and make for easy decisions on hiring a staffing agency. But, problems and mistakes can occur if your company has a need for special skills. Or, you want employees who fit either a narrow range of criteria or too many. Nothing is ever guaranteed and unfortunate surprises can happen because of intense competition in the temp staffing industry. Due diligence and keeping a keen eye on third party providers must be maintained.

Hiring a Staffing Agency

Just as you want to cast the widest net possible if you are searching for employees, the same applies to staffing agencies. The best practice is to use multiple staffing agencies when possible. You never know what is happening within another business. That means a level of trust has to exist on your part that any agency is doing everything right. Proper screening, background checks, and ensuring people with the skills you want are referred. Working with 1-2 agencies creates overlap that could work to your benefit.

All employers want highly skilled, experienced, and educated employees. Imposing a list of criteria and asking temp agencies to find candidates who fit the bill is a toss-up. Of course any agency working for you will do their best to come through with qualified people. To be fair, the exact nature of the skill sets you seek will make a difference. Obviously there will be varying amounts of difficulty depending on what you want. The risk is receiving applicants who are not fully qualified which means wasted time. Your company may have to wait much longer while the agency tries to fulfill your requirements.

You may be tempted to choose an agency that works fast and seems to deliver results very quickly. There is minimal contact from them which may be a plus because you are very busy. That is the company you want to avoid because they are not building a relationship with you. A staffing company must know your business on a deeper level so they understand your needs. In the future, take notice of efforts to visit your business to discuss your needs and even look around your operations. The best long term arrangements are built on positive and stronger relationships.

You can avoid wasted time by going beyond the interview process and testing candidates. Or rather, have the interviewing agency do this for you. Your company can create a test as part of the screening process. Most agencies only interview candidates, and there is no guarantee about the quality of the process. The best approach here is to ask potential agency hires if they are willing to do this. This is one test of the agency and will measure their desire to provide great service.

There are many factors contributing to mistakes made when hiring a temporary staff agency. Since avoiding them can be challenging, you have to perform your own due diligence. In time, you will learn which agency to pass on and those with whom a cultivated business relationship is desirable.

Flexicrew Staffing Agency Best in GA and east TN

The subtle secrets mentioned above are what you should be looking for before settling on the staffing agency that you intend to work with.  Give Flexicrew a call and we’ll work our magic on your workforce!

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.

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.

 

The 5 Myths about Hiring Temporary Staff Workers

There are so many reasons why you may want to hire temporary staff. All businesses experience a range of changing conditions such as cyclic production demands. There are also efficiency gains with using a staffing agency to handle all aspects of temporary staff. However, your business has to be aware of just how much the temporary staff industry has changed. This is very much in your best interest to minimize risks.

 

Let’s review some of the ‘myths’ surrounding hiring temporary staff.  These ‘myths’ are generally accurate.  And it pays to understand them and to play by the rules to better protect your company

MYTH #1 – Your temporary staff workers are completely screened and are the best possible fit

Staffing agencies should determine each candidate’s level of motivation, work ethic and general attitudes. This can be done with a focus on your industry and what your business requires.

Staffing agencies should perform required criminal and general background checks. Also, staffing agencies can avoid future problems by ensuring each candidate has access to reliable transportation. This rule may be ignored if the candidate lives close-by or public transportation is available.

But even though the agency may use all the tools at their disposal, they sometimes may miss the mark on a cultural or quality fit because they just can’t know all the in’s and out’s of your day to day business.

 

MYTH #2 – Your company will never be held liable because the staffing agency assumes complete responsibility

Are you familiar with the term, ‘employer of record?’  Who carries this designation can make all the difference. Almost since the beginning, temporary staffing agencies were considered the employer of record. In addition, these agencies naturally carried the burden of responsibility in many areas.

But recent legal cases in US courts have found both the staffing agency and the client employer “Co-employers” . Make sure you speak with your staffing agency if you have any specific concerns about being the employer of record.

MYTH #3 – All temporary staff are properly trained and skilled for the positions they are filling

Staffing agencies require job descriptions before they can begin recruiting for any position. The recruiters need to understand the job requirements and skill levels for their employees to be successful.  If possible, the agency will test for specific skills so that the best possible candidates are sent to the client.

Staffing agencies cannot test or guarantee every skill level – this is an impossibility. They can trust, and verify – and the client should do the same before putting the new employee to work using a piece of equipment or machinery.

MYTH #4 – You can be sure all staffing agencies send you temporary staff eligible to work in the US

The legal requirement for all US businesses is to only employ workers who are legally eligible for employment. But, there have been criminal prosecutions against agencies that provide illegal workers to clients.

Therefore, confirm that your staffing agency uses the E-Verify system to prevent hiring ineligible temporary staff. You can further increase peace of mind by receiving verification in writing.

MYTH #5 – Temporary staffing can never stain your business reputation

Unfortunately, your business can suffer from negative feedback through no fault of your own. This could arise if the temporary staffing agency treats their employees unfairly.

There are two major points here.

First, temporary staff often associate your business with the staffing agency. So the blame and bad press will extend to you. Second, social media and local word of mouth advertising are powerful and universal. Never assume that anything significant will remain under the rug.

The moral of the story is “buyer beware.”

Here are American Staffing Association tips to choose and work with the best staffing agency for your organization. Look into and observe staffing agencies before selecting one.  That can save you time and money, give you peace of mind and result in a lasting business relationship.

 

Choosing the Temporary Staff and Temporary Staffing Agency You Need

  • Shop around
  • Evaluate your interaction with different staffing agency managers and recruiters
  • Note your impressions
  • Understand how the staffing agency  recruits and retains its temporary staff
  • Ask about their method of screening and testing the workforce
  • Make sure the company fully understand your needs

Source: American Staffing Association (ASA)

 

 

 

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.

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.

9 Tips to Help Your Employees Keep Their Heads in the Game – March Madness

 So much office productivity is lost during March Madness basketball season. And it isn’t going away anytime soon. So why not make the best of the situation? Who knows? You might even win it all and get bragging rights for the remainder of the year!

 

9 Tips to Increase Productivity During March Madness

  1. Refs review the rules.

    Supervisors should review the company rules with all staff concerning work breaks and use of the internet for non-work related activities. So everyone is clear on what’s acceptable when it comes to March Madness.

  2. Lead the fast break.

    Set the example by not getting sidelined from duties. If you complete assignments before talking hoops, team members will likely follow your lead.

  3. Diagram the play.

    Set goals and make sure work activities are scheduled for each day. Having them write downHiring - Call Flexicrew a daily to-do list helps them stay engaged.

  4. Team jerseys.

    Let workers wear their favorite team’s apparel or decorate their work areas to get in the mood.

  5. Bring on the competition.

    Think about forming a competition where members can pick their favorites individually or in small groups and winners can rib their work-mates about their success in a friendly way. Your company could even award small prizes to winners.

  6. Stay out of foul trouble.

    Make sure workers put away their cell phones. This helps minimize the impulse to keep sneaking a peek for scores, texts from friends or social media updates that can distract them from their activities.

  7. Grant timeouts. Staying productive doesn’t mean nose to the grindstone 8 hours a day – That’s unrealistic. It’s okay to allow employees 5-minute breaks to review scores, check their brackets, or chat with co-workers about the tourney to re-energize and refocus.
  8. Save it for halftime. Suggest workers schedule lunch times with other March Madness fans. Within a defined time, they can discuss the results and scores to their heart’s content to get it out of their systems during off-company hours
  9. Bring in your bench players. If your team wants to request time off to watch the tournament, have them put in for it in advance so you’re not caught short-handed. That way you can manage workloads and determine if temporary help is to meet required deadlines. If you need, we know a good temp staffing firm (www.flexicew.com) who can help you meet your temporary short-time employment needs.
    Flexicrew has a solid gameplan for maintaining March Madness productivity. Just give us a call and pass the ball into our court.

     

Ask the Flexpert…What is a JSA and should I be using them?

What is a JSA and should I be using them?

 

A JSA – Job Safety Analysis – is the most common type of general safety preparation employers can take against health and safety hazards on the job. It is usually a simple form that structures a quick hazard analysis that field supervision can use every day.

 

A JSA should be done before you start a task, after an accident or near miss, and if a new condition or hazard presents on the job.

 

How Do I use a JSA?

  1. Step back and examine the job you’re about to perform with fresh eyes, unclouded by routine and alert to potential hazards related to the scope of work. Be the detective and look for clues that you wouldn’t normally look for when performing your task.
  2. Look closely at how a job is done and what sort of tools and machinery people are working with.
  3. Notice any obvious hazards, then look deeper to see if you can uncover any hidden hazards. These are usually not intentionally hidden, they just might need a new set of objective eyes on them to notice the hazard.
  4. Are there controls in place already to prevent injury around the workplace hazards you have discovered? Discuss all hazards with the crew. Also discuss any controls that are in place to eliminate or mitigate them. Any hazards that have not been addressed should be documented and either mitigated or eliminated prior to starting work.
  5. If you’re working with a temp service or an employment agency, be sure to inform them of any hazards that employees need to be aware of.
  6. Everyone on the crew participates in the JSA. The people doing the job everyday are the best detectives!
  7. Fill out the document and get this paperwork in the hands of the Safety and Risk department or management ASAP.

 

Good detective work! You may have just saved a life.

JSA Job Safety Analysis

6 Ways to Become a Best Place to Work

 

Best Place to Work - Flexicrew

Usually, an employment agency offering a temp service to their clients have a range of experience with clients who have diverse work processes and office cultures. We thought an employment agency may be a good source to suggest some good tips for becoming a best place to work.

 

We know we must have boring old rules in the workplace for efficiency and safety. But employees also need to feel satisfied and fulfilled to stay with that company. Comfortable, satisfied employees lead to reduced turnover, reducing costs.

 

6 Tips for turning your company into a Best Place to Work

Don’t micromanage

An ideal workplace should not micromanage every detail of the work day. Good leadership will encourage all employees to practice quality independent work habits. These habits shouldn’t interfere with the results of others and result in goals being met. Everyone should be encouraged to respect and learn from the style of the others.

Even contractual or part-time workers, provided by a temp service or an employment agency, can and should be given autonomy if they demonstrate good work habits.

 

Managers should be welcoming and open

All new hires should be recognized as important parts of the company and be introduced as such. If done well, they will feel themselves to be an integrated part of their organization and give their best from the beginning.

New employees should not feel scared of approaching their supervisors or managers in case of any difficulty in doing their work. All team members should receive equal guidance and professional support from company managers.

 

Give Recognition

Employees crave recognition. Some studies show it is more important than pay or rank. Newer employees should be recognized for even nominal achievements so that they know they are fitting in and growing into the position.

 Sometimes the process of giving some inexpensive token, like a pen or a T-shirt, can also enhance the enthusiasm of employees. If employees have suggestions for changes in the existing system, hear them out. If the suggestion is worth being adopted, great! Give them a shout out for the idea. If not, explain why but encourage them to continue to come to you with new ideas.

 

Provide Regular Training

Trained employees are better employees. Employees given access to training feel supported in their roles. Also, corporate goals can be regularly reinforced with the latest research and methods related to company processes.

Other added benefits are that well trained employees will be able to deliver better service to clients. Also, these more well-rounded employees are better prepare to move up the corporate ladder when needed.

 

Point out weaknesses privately

Employees who make mistakes in their work should not be reprimanded in front of others. This can lead to demoralization and animosity among the team.

Rather, call the employee aside and speak privately. Weaknesses can be pointed out quietly and the processes redirected to improve work habits or attitude.

 

Set reasonable expectations

There is a lot  of info out there on how to set a reasonable workload for employees and when enough is enough.   When it’s too much, the employee turnover rate is high and the corporate reputation suffers. Good potential candidates will think again about working for your company because they don’t want to work in such a stress-filled environment.

 

Another effect of increased workload is the risk of accidents. Give every employee an amount of work which he/she will be able to complete successfully without error or injury.

Don’t be a workhouse, but a place where everyone comes ready and willing to work and each has a degree of flexibility that they individually control.

 

Help create happiness and be a Best Place to Work.

 

By Will Brennan, Oldest Intern in the Staffing Industry