As reported by Staffing Industry Analysts:
"U.S. temporary help payrolls rose by 34,900 in October to approximately 2.18 million, according to seasonally adjusted numbers released today by the U.S. Bureau of Labor Statistics. September's gain in temporary help payrolls was revised up to 23,800 from the initially reported 16,900. The temporary help penetration rate rose to 1.67% in October from 1.64% in September. Since its low in September 2009, the temporary help services category has added 451,000 jobs, according to the BLS.
The employment services category added a net 29,400 jobs in October for total employment of approximately 2.84 million. The employment services category includes temporary help services as well as employment placement agencies, executive search services and professional employer organizations."
USA Staffing Services:
Has a client ever asked you for a temporary employee? If you have operated within the recruiting space for more than a year, it is likely.
Compared to just 13 months ago, almost half a million more people are now temporary employees.
This trend will only continue and at an increased pace. Start offering your clients temporary employees now.
For a significant competitive advantage in this growing market -- complete elimination of the funding, administration AND RISK associated with a temporary staffing operation -- check out our Web site today.
www.usastaffingservices.com
Staffing Solutions for Staffing Companies - Analysis, Insight, Opportunity
Showing posts with label contingent staff. Show all posts
Showing posts with label contingent staff. Show all posts
Monday, November 8, 2010
Monday, October 11, 2010
Own a staffing firm? Well done!
This article from Sudeep Reddy of the Wall Street Journal continues to confirm that while unemployment rates remain high, many companies are adding staffing firms as permanent partners to avoid hiring permanent employees.
***
Companies are making do with a mix of more temporary and part-time workers at the expense of adding permanent jobs, a trend that suggests the U.S. labor market could stay stuck in neutral for months to come.
Temporary-help payrolls have risen for 11 of the past 12 months, with the sector adding 16,900 jobs in September, according to Labor Department data released Friday. The number of part-timers, meanwhile, surged 612,000 to 9.5 million, the highest on record—a combination of workers who saw their hours cut back and those who were unable to find a full-time position.
Employers typically hire more temp workers as they gear up for an economic expansion, eventually converting many of those workers to full-time jobs. But that has been slow to happen this time around.
"They want to be cautious," said Charles Sigrist, president and CEO of Stivers Staffing Services Inc., a Chicago-based staffing firm. "Clients aren't ready to make that move to hiring full-time. They really don't know what their bottom line is going to be."
The reliance on temps may reflect a longer-run trend toward companies leaning on temporary or contingent labor to fill more of their labor needs. Motorcycle manufacturer Harley-Davidson Inc., for instance, signed a new union contract last month that creates a tier of "casual workers" with no benefits and no minimum number of hours, allowing the company to call up workers when they're needed.
Employers' reluctance to make permanent hires reflects the continued uncertainty about the strength and durability of the recovery. "We're doing more work with less," said Eric Anderberg, vice president of Dial Machine Inc., a contract machining firm that saw sales drop by almost half last year. "You're apprehensive because of what took place last year and because of the uncertainty. We're busy right now but not as busy as 2008."
The Rockford, Ill., company has picked up half a dozen temps, supplementing its staff of 65, for entry-level work. Mr. Anderberg said he's relying on temps to keep costs down and guard against the risk of having to cut a permanent worker later. "It brings me a little more certainty, because I know some of the costs I'm not going to be paying," he said.
Many employers that instituted wrenching job cuts and cost reductions during the downturn are now leaning on temps and other types of contingent workers to fill gaps without creating new burdens on their payrolls.
"Times are tough," said Cynthia Vivian, director of human resources at the American Library Association, a nonprofit group. "We have held back on doing permanent, regular hires. How do we then support the staff in tough times? We go the temp route until we can make an assessment." The group, which has 285 employees on its payroll, now has about four temps and had more before its fiscal year turned on Sept. 1. The organization is doing "limited" hiring of full-time workers, Ms. Vivian said, "but it is not the way it used to be."
Chief financial officers say about 23% of recent hiring has been directed at contract and part-time employees, up from 17% prior to the recession, a recent Duke University/CFO Magazine survey found. Companies expect temp hiring to continue growing faster than overall hiring in the next year, the survey found.
Small businesses in particular reported a greater reliance on temporary and contract employees. "Smaller companies are a little more financially stressed right now," said Duke finance professor John Graham, who directs the survey. "They're having a harder time swallowing the fixed costs that come with hiring a full-time employee."
***
USA Staffing Services:
Clearly, a great time to be in this industry! To gain a competitive advantage, check out our Web site today!
http://www.usastaffingservices.com/
***
Companies are making do with a mix of more temporary and part-time workers at the expense of adding permanent jobs, a trend that suggests the U.S. labor market could stay stuck in neutral for months to come.
Temporary-help payrolls have risen for 11 of the past 12 months, with the sector adding 16,900 jobs in September, according to Labor Department data released Friday. The number of part-timers, meanwhile, surged 612,000 to 9.5 million, the highest on record—a combination of workers who saw their hours cut back and those who were unable to find a full-time position.
Employers typically hire more temp workers as they gear up for an economic expansion, eventually converting many of those workers to full-time jobs. But that has been slow to happen this time around.
"They want to be cautious," said Charles Sigrist, president and CEO of Stivers Staffing Services Inc., a Chicago-based staffing firm. "Clients aren't ready to make that move to hiring full-time. They really don't know what their bottom line is going to be."
The reliance on temps may reflect a longer-run trend toward companies leaning on temporary or contingent labor to fill more of their labor needs. Motorcycle manufacturer Harley-Davidson Inc., for instance, signed a new union contract last month that creates a tier of "casual workers" with no benefits and no minimum number of hours, allowing the company to call up workers when they're needed.
Employers' reluctance to make permanent hires reflects the continued uncertainty about the strength and durability of the recovery. "We're doing more work with less," said Eric Anderberg, vice president of Dial Machine Inc., a contract machining firm that saw sales drop by almost half last year. "You're apprehensive because of what took place last year and because of the uncertainty. We're busy right now but not as busy as 2008."
The Rockford, Ill., company has picked up half a dozen temps, supplementing its staff of 65, for entry-level work. Mr. Anderberg said he's relying on temps to keep costs down and guard against the risk of having to cut a permanent worker later. "It brings me a little more certainty, because I know some of the costs I'm not going to be paying," he said.
Many employers that instituted wrenching job cuts and cost reductions during the downturn are now leaning on temps and other types of contingent workers to fill gaps without creating new burdens on their payrolls.
"Times are tough," said Cynthia Vivian, director of human resources at the American Library Association, a nonprofit group. "We have held back on doing permanent, regular hires. How do we then support the staff in tough times? We go the temp route until we can make an assessment." The group, which has 285 employees on its payroll, now has about four temps and had more before its fiscal year turned on Sept. 1. The organization is doing "limited" hiring of full-time workers, Ms. Vivian said, "but it is not the way it used to be."
Chief financial officers say about 23% of recent hiring has been directed at contract and part-time employees, up from 17% prior to the recession, a recent Duke University/CFO Magazine survey found. Companies expect temp hiring to continue growing faster than overall hiring in the next year, the survey found.
Small businesses in particular reported a greater reliance on temporary and contract employees. "Smaller companies are a little more financially stressed right now," said Duke finance professor John Graham, who directs the survey. "They're having a harder time swallowing the fixed costs that come with hiring a full-time employee."
***
USA Staffing Services:
Clearly, a great time to be in this industry! To gain a competitive advantage, check out our Web site today!
http://www.usastaffingservices.com/
Another good sign for the industry!
As reported Friday by Staffing Industry Analysts:
"U.S. temporary help payrolls rose by 16,900 in September to approximately 2.1 million, according to seasonally adjusted numbers released today by the U.S. Bureau of Labor Statistics. In addition, August's change in temporary employment was revised up to a gain of 17,700 jobs from the initially reported gain of 16,800.
The temporary help penetration rate rose to 1.63% in September from 1.62% in August. Since its low in September 2009, temporary help has added approximately 404,200 jobs.
The employment services category added 28,200 jobs in September to reach employment of approximately 2.8 million. The employment services category includes temporary help services as well as employment placement agencies, executive search services and professional employer organizations."
USA Staffing Services:
To gain a competitive advantage, check out our Web site today!
http://www.usastaffingservices.com/
"U.S. temporary help payrolls rose by 16,900 in September to approximately 2.1 million, according to seasonally adjusted numbers released today by the U.S. Bureau of Labor Statistics. In addition, August's change in temporary employment was revised up to a gain of 17,700 jobs from the initially reported gain of 16,800.
The temporary help penetration rate rose to 1.63% in September from 1.62% in August. Since its low in September 2009, temporary help has added approximately 404,200 jobs.
The employment services category added 28,200 jobs in September to reach employment of approximately 2.8 million. The employment services category includes temporary help services as well as employment placement agencies, executive search services and professional employer organizations."
USA Staffing Services:
To gain a competitive advantage, check out our Web site today!
http://www.usastaffingservices.com/
Sunday, October 3, 2010
GDP estimate up!
Another quick report from Staffing Industry Analysts:
"The U.S. Department of Commerce raised its growth estimate of real gross domestic product in the second quarter.
Real GDP increased at an annual rate of 1.7% in the second quarter, according to a third estimate released today by the Department of Commerce. An estimate released last month had growth at 1.6%.
U.S. real GDP grew 3.7% in the first quarter after declining at a rate of 2.6% for full year 2009.
Staffing industry growth, with the exception of healthcare staffing, strongly correlates with growth in GDP, according to research from Staffing Industry Analysts. Staffing industry revenue tends to grow faster as GDP improves."
http://www.usastaffingservices.com/
"The U.S. Department of Commerce raised its growth estimate of real gross domestic product in the second quarter.
Real GDP increased at an annual rate of 1.7% in the second quarter, according to a third estimate released today by the Department of Commerce. An estimate released last month had growth at 1.6%.
U.S. real GDP grew 3.7% in the first quarter after declining at a rate of 2.6% for full year 2009.
Staffing industry growth, with the exception of healthcare staffing, strongly correlates with growth in GDP, according to research from Staffing Industry Analysts. Staffing industry revenue tends to grow faster as GDP improves."
http://www.usastaffingservices.com/
Initial unemployment claims drop
Quick report from Staffing Industry Analysts:
"The number of U.S. initial claims for unemployment insurance filed in the week ended Sept. 25 fell by 16,000 from the previous week, according to seasonally adjusted numbers released today by the U.S. Department of Labor.
Initial claims for the week ended Sept. 25 totaled 453,000, down 3.4% from the previous week's number of 469,000 -- which had been revised up by 4,000.
The four-week moving average of claims for the week ended Sept. 25 fell to 458,000, down 6,250, or 1.4%, from the previous week's revised average of 464,250."
http://www.usastaffingservices.com/
"The number of U.S. initial claims for unemployment insurance filed in the week ended Sept. 25 fell by 16,000 from the previous week, according to seasonally adjusted numbers released today by the U.S. Department of Labor.
Initial claims for the week ended Sept. 25 totaled 453,000, down 3.4% from the previous week's number of 469,000 -- which had been revised up by 4,000.
The four-week moving average of claims for the week ended Sept. 25 fell to 458,000, down 6,250, or 1.4%, from the previous week's revised average of 464,250."
http://www.usastaffingservices.com/
Saturday, September 11, 2010
Trend toward temps continues!
More good news ... if you are a part of this growing industry. This time our continued optimism is the result of the Federal Reserve's Beige Book report as covered by Staffing Industry Analysts:
Demand for temporary staffing "remained on an upward trend" from mid-July through the end of August, according to the Federal Reserve Beige Book report released Wednesday. Federal Reserve Districts in Boston, Philadelphia, Richmond VA and Minneapolis noted increases in temporary staffing. However, the Chicago district reported a slight softening in demand for the period.
Wage pressure remained modest, according to the report.
"Dallas reported that wage pressures were 'generally nonexistent,' with the exceptions of some airline and temporary workers," according to the report. "Hiring of permanent employees was held down in part by employers' reliance on temporary and contract workers, as reported by Philadelphia and Atlanta, although Boston noted that conversions from temporary to permanent staff picked up."
Overall, the Beige Book reported growth in economic activity from mid-July through the end of August. However, there were widespread signs of economic deceleration.
USA Staffing Service:
Regardless of possible economic deceleration through the end of the year, in any market, competitive advantages set leaders apart; competitive advantages separate the elite from the average. To secure a clear, competitive advantage for your recruiting operation, check out our Web site today:
http://www.usastaffingservices.com/
Demand for temporary staffing "remained on an upward trend" from mid-July through the end of August, according to the Federal Reserve Beige Book report released Wednesday. Federal Reserve Districts in Boston, Philadelphia, Richmond VA and Minneapolis noted increases in temporary staffing. However, the Chicago district reported a slight softening in demand for the period.
Wage pressure remained modest, according to the report.
"Dallas reported that wage pressures were 'generally nonexistent,' with the exceptions of some airline and temporary workers," according to the report. "Hiring of permanent employees was held down in part by employers' reliance on temporary and contract workers, as reported by Philadelphia and Atlanta, although Boston noted that conversions from temporary to permanent staff picked up."
Overall, the Beige Book reported growth in economic activity from mid-July through the end of August. However, there were widespread signs of economic deceleration.
USA Staffing Service:
Regardless of possible economic deceleration through the end of the year, in any market, competitive advantages set leaders apart; competitive advantages separate the elite from the average. To secure a clear, competitive advantage for your recruiting operation, check out our Web site today:
http://www.usastaffingservices.com/
Wednesday, July 28, 2010
The opportunity is becoming very clear!
So it might be a good time to start offering your clients temporary staffing services.
As we have documented in previous posts, companies are using more temporary employees. Obviously, we expect this trend to continue, and intensify, in the long term.
Paul Vigna and John Shipman of the The Wall Street Journal put together a great article this week, "Temp Jobs Gain as Uncertainty Reigns," in which they report on what a few of the very largest staffing firms are saying about this trend.
Despite rising profits, big businesses remain hesitant to hire permanent employees, a reluctance that is fueling demand and higher profits for the companies providing temporary staffing services.
Manpower, TrueBlue Inc. and Robert Half International reported second-quarter gains in their businesses as employers continue to prefer the flexibility that temporary workers provide while awaiting more tangible signs that the budding recovery won't stall.
TrueBlue, a Tacoma, Wash., blue-collar temporary staffer that operates Labor Ready, Spartan Staffing and other staffing outfits, last week said profits more than doubled, aided by a 15% rise in revenue and an income tax benefit.
Chief Executive Steven Cooper said manufacturers are hiring more temps now than during similar points in prior economic recoveries. "It feels like they're hiring back full shifts full of temps," he said during an call with analysts. There may be a point when businesses become more comfortable with hiring permanent workers, "but we don't see those conversions happening yet," Mr. Cooper said.
In fact, he suggested businesses are quite happy with the flexibility offered by hiring temps, and aren't in a hurry to give that up. "They don't have to deal with the out-placing on the downside and so as we've gone through a couple recessions in the 2000s and this [last] one being a big one, lots of lessons learned," he said.
So far this year, the private sector has added 593,000 jobs, according to the Bureau of Labor Statistics' establishment survey; a little more than a third of them, 218,000, have been temporary jobs.
Bigger rivals Robert Half and Manpower each posted a doubling of second-quarter income; Robert Half, which had a 10% first quarter drop, posted a sales gain of 2% over a year ago. "We believe there is greater acceptance by companies of flexible staffing models that include a mix of both full-time and temporary workers," Robert Half CEO Harold Messmer said last week.
Manpower's revenue jumped 21%, aided by an acquisition, and built on its 13% first quarter sales gain over a year ago. That first quarter gain ended a string of revenue declines that stretched back to 2008.
Manpower, of Milwaukee, Wis., forecast third-quarter revenue will rise between 20% and 22% over a year ago. Finance chief Mike Van Handel said demand for the company's services remains solid, with "very strong" long-term trends as companies address increased demand with flexible temp labor, "and remain cautious on permanent hiring."
CEO Jeffrey Joerres noted that while the company is seeing some strength in its permanent hiring business, it is off a low pace. The trends in temporary hiring, meanwhile, are accelerating. "We think this is a secular change," he said in an interview Monday. Companies remain reluctant to hire permanent staff given the uncertain economy.
"The environment is continually improving, it's just methodical and slow," he said. Companies remain unsure of the future, so they are more comfortable with using temporary workers, he added.
Still, Robert Half finance chief Keith Waddell noted the company is seeing strength in permanent hires. "We think people over-cutback and to some degree they're having to reinstate levels of cut backs, and they can do that at a time when the supply of labor has never been better," he said, "so it's a win-win."
Robert Half reported operating income from its permanent staffing services flipped to a profit of $5.5 million from a $1.97 million loss a year ago.
USA Staffing Services:
First, let's look at some figures:
Total Revenue (via Yahoo Finance)
Manpower Inc. - $17.3 Billion
Trueblue Inc. - $1.1 Billion
Robert Half - $3.0 Billion
So, together, these three companies are billing their clients over $20 Billion a year, but do they really offer a better product to those clients than the entrepreneur making a couple placements per month? Are the candidates they recruit for clients somehow more qualified than the entrepreneur's candidates would be? I think the entrepreneur would say no. I think I would agree. I would bet we are not alone.
While some might argue that these companies must be delivering a product of superior quality or they wouldn't have clients paying them $20 Billion every year. That sounds great in theory, and it might be true, if the largest of those clients were NOT locked into exclusivity agreements as we noted in our post from a few weeks ago, Frustrations of a Hiring Company. Then perhaps, we could find out.
So why isn't the entrepreneur offering temporary recruiting services to other clients?
Realistically, it is a significant investment, in terms of both time and money, to even offer a client temporary staffing services. At USA Staffing Services, we make it possible for the right entrepreneur to compete with any of those giant staffing operations in three critical ways:
1. We fund the entire payroll
2. We manage the entire HR function (administration and compliance)
3. We assume ALL the risk for the entire operation
As a result, our Authorized Dealers have a very clear competitive advantage over the largest of staffing firms. They can devote their entire focus to developing relationships with clients and candidates -- you know, the activities that actually make money -- and they can completely eliminate any risk associated with a staffing operation in general (clients paying late, or worse, not paying at all!).
Check out our website today!
http://www.usastaffingservices.com/
As we have documented in previous posts, companies are using more temporary employees. Obviously, we expect this trend to continue, and intensify, in the long term.
Paul Vigna and John Shipman of the The Wall Street Journal put together a great article this week, "Temp Jobs Gain as Uncertainty Reigns," in which they report on what a few of the very largest staffing firms are saying about this trend.
Despite rising profits, big businesses remain hesitant to hire permanent employees, a reluctance that is fueling demand and higher profits for the companies providing temporary staffing services.
Manpower, TrueBlue Inc. and Robert Half International reported second-quarter gains in their businesses as employers continue to prefer the flexibility that temporary workers provide while awaiting more tangible signs that the budding recovery won't stall.
TrueBlue, a Tacoma, Wash., blue-collar temporary staffer that operates Labor Ready, Spartan Staffing and other staffing outfits, last week said profits more than doubled, aided by a 15% rise in revenue and an income tax benefit.
Chief Executive Steven Cooper said manufacturers are hiring more temps now than during similar points in prior economic recoveries. "It feels like they're hiring back full shifts full of temps," he said during an call with analysts. There may be a point when businesses become more comfortable with hiring permanent workers, "but we don't see those conversions happening yet," Mr. Cooper said.
In fact, he suggested businesses are quite happy with the flexibility offered by hiring temps, and aren't in a hurry to give that up. "They don't have to deal with the out-placing on the downside and so as we've gone through a couple recessions in the 2000s and this [last] one being a big one, lots of lessons learned," he said.
So far this year, the private sector has added 593,000 jobs, according to the Bureau of Labor Statistics' establishment survey; a little more than a third of them, 218,000, have been temporary jobs.
Bigger rivals Robert Half and Manpower each posted a doubling of second-quarter income; Robert Half, which had a 10% first quarter drop, posted a sales gain of 2% over a year ago. "We believe there is greater acceptance by companies of flexible staffing models that include a mix of both full-time and temporary workers," Robert Half CEO Harold Messmer said last week.
Manpower's revenue jumped 21%, aided by an acquisition, and built on its 13% first quarter sales gain over a year ago. That first quarter gain ended a string of revenue declines that stretched back to 2008.
Manpower, of Milwaukee, Wis., forecast third-quarter revenue will rise between 20% and 22% over a year ago. Finance chief Mike Van Handel said demand for the company's services remains solid, with "very strong" long-term trends as companies address increased demand with flexible temp labor, "and remain cautious on permanent hiring."
CEO Jeffrey Joerres noted that while the company is seeing some strength in its permanent hiring business, it is off a low pace. The trends in temporary hiring, meanwhile, are accelerating. "We think this is a secular change," he said in an interview Monday. Companies remain reluctant to hire permanent staff given the uncertain economy.
"The environment is continually improving, it's just methodical and slow," he said. Companies remain unsure of the future, so they are more comfortable with using temporary workers, he added.
Still, Robert Half finance chief Keith Waddell noted the company is seeing strength in permanent hires. "We think people over-cutback and to some degree they're having to reinstate levels of cut backs, and they can do that at a time when the supply of labor has never been better," he said, "so it's a win-win."
Robert Half reported operating income from its permanent staffing services flipped to a profit of $5.5 million from a $1.97 million loss a year ago.
USA Staffing Services:
First, let's look at some figures:
Total Revenue (via Yahoo Finance)
Manpower Inc. - $17.3 Billion
Trueblue Inc. - $1.1 Billion
Robert Half - $3.0 Billion
So, together, these three companies are billing their clients over $20 Billion a year, but do they really offer a better product to those clients than the entrepreneur making a couple placements per month? Are the candidates they recruit for clients somehow more qualified than the entrepreneur's candidates would be? I think the entrepreneur would say no. I think I would agree. I would bet we are not alone.
While some might argue that these companies must be delivering a product of superior quality or they wouldn't have clients paying them $20 Billion every year. That sounds great in theory, and it might be true, if the largest of those clients were NOT locked into exclusivity agreements as we noted in our post from a few weeks ago, Frustrations of a Hiring Company. Then perhaps, we could find out.
So why isn't the entrepreneur offering temporary recruiting services to other clients?
Realistically, it is a significant investment, in terms of both time and money, to even offer a client temporary staffing services. At USA Staffing Services, we make it possible for the right entrepreneur to compete with any of those giant staffing operations in three critical ways:
1. We fund the entire payroll
2. We manage the entire HR function (administration and compliance)
3. We assume ALL the risk for the entire operation
As a result, our Authorized Dealers have a very clear competitive advantage over the largest of staffing firms. They can devote their entire focus to developing relationships with clients and candidates -- you know, the activities that actually make money -- and they can completely eliminate any risk associated with a staffing operation in general (clients paying late, or worse, not paying at all!).
Check out our website today!
http://www.usastaffingservices.com/
Wednesday, July 7, 2010
Frustrations of a Hiring Company
Hardly breaking news: A hiring company is unhappy with their staffing provider, but Hinda Chalew's Marketing Blog, "What do you do when the staffing company doesnt listen?" is very insightful.
"If we are a subset of the market, hiring a contingent worker is a pain. We are just trying to hire one, I could imagine if we needed to hire 20, or 100 or thousands how the problem would be compounded.
If you read my blog, you know we use contingent workers to help us make telemarketing calls for conferences. We are facing the challenge of bringing in someone who doesn't meet our qualifications - again. Why is it so hard to get a telemarketer who has 2-3 years experience in making outbound sales calls? You would think that staffing companies would know hundreds of these people, but alas, it appears not.
It is very frustrating to write job descriptions for the staffing companies and have the job descriptions completely ignored. We are not looking for a receptionist, nor are we looking for a customer service person, nor are we looking for an admin. We are looking for a telemarketing person -- hello, is there anyone on the other end of the phone?
Here is the sad truth; we went on Craig's List to see if we could find candidates. Of course there were numerous, we sent those ads to the staffing company and still came up with the wrong candidate. I know that we don't hire a lot of temps, but staffing companies, we write about you, listen to us! We need a telemarketer, go find one, let me give you a tip, there are many who are advertising their services on Craig's List.
Small companies need temps just like large companies do. I might suggest that given most small companies are small, they don't have a bench like a larger company does and a contingent worker is likely to be more highly valued in a small organization. Listen to the needs of smaller organizations; they might help you build a larger business.
So if anyone out there has a telemarketing person with a couple of years of experience who can make outbound calls and work independently, call us. Of course I will have to get around that our corporate parent has a contract with certain staffing companies and I don't think I am allowed to use other companies, but I believe in begging for forgiveness!"
USA Staffing Services:
Out of curiosity, I would love to know which provider they are working with right now. My guess, based on the presence of exclusivity agreements, a BIG ONE! And what do you know, they are not providing their client with a quality service/product, and yet they managed to gain a monopoly on the supply of that service/product. Multiple Authorized Dealers of USA Staffing Services have brought up this very same point over the last couple months. In fact, this was a primary factor in their decision to become Authorized Dealers in the first place. They new they could provide their clients with a better service/product than the BIG competitors, but needed the infrastructure in place to proceed efficiently and effectively. Obviously, they are very happy with their decision!
To learn more, check out our Web site today.
http://www.usastaffingservices.com/
"If we are a subset of the market, hiring a contingent worker is a pain. We are just trying to hire one, I could imagine if we needed to hire 20, or 100 or thousands how the problem would be compounded.
If you read my blog, you know we use contingent workers to help us make telemarketing calls for conferences. We are facing the challenge of bringing in someone who doesn't meet our qualifications - again. Why is it so hard to get a telemarketer who has 2-3 years experience in making outbound sales calls? You would think that staffing companies would know hundreds of these people, but alas, it appears not.
It is very frustrating to write job descriptions for the staffing companies and have the job descriptions completely ignored. We are not looking for a receptionist, nor are we looking for a customer service person, nor are we looking for an admin. We are looking for a telemarketing person -- hello, is there anyone on the other end of the phone?
Here is the sad truth; we went on Craig's List to see if we could find candidates. Of course there were numerous, we sent those ads to the staffing company and still came up with the wrong candidate. I know that we don't hire a lot of temps, but staffing companies, we write about you, listen to us! We need a telemarketer, go find one, let me give you a tip, there are many who are advertising their services on Craig's List.
Small companies need temps just like large companies do. I might suggest that given most small companies are small, they don't have a bench like a larger company does and a contingent worker is likely to be more highly valued in a small organization. Listen to the needs of smaller organizations; they might help you build a larger business.
So if anyone out there has a telemarketing person with a couple of years of experience who can make outbound calls and work independently, call us. Of course I will have to get around that our corporate parent has a contract with certain staffing companies and I don't think I am allowed to use other companies, but I believe in begging for forgiveness!"
USA Staffing Services:
Out of curiosity, I would love to know which provider they are working with right now. My guess, based on the presence of exclusivity agreements, a BIG ONE! And what do you know, they are not providing their client with a quality service/product, and yet they managed to gain a monopoly on the supply of that service/product. Multiple Authorized Dealers of USA Staffing Services have brought up this very same point over the last couple months. In fact, this was a primary factor in their decision to become Authorized Dealers in the first place. They new they could provide their clients with a better service/product than the BIG competitors, but needed the infrastructure in place to proceed efficiently and effectively. Obviously, they are very happy with their decision!
To learn more, check out our Web site today.
http://www.usastaffingservices.com/
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