Temp, Temp-to-Hire, & Direct: How to Choose the Right Recruitment Method for Your Business

What are Temporary Employees?

The Department of Labor considers an employee whose term lasts a year or less to be temporary. Temporary jobs are often available for a variety of reasons and allow employers to obtain help they need without having to add new employees to the payroll. There is usually a deadline or a target date associated with temporary work that marks an end to the period of labor agreed upon by the employer and employee.

What are the benefits of using temporary employees?

Temp Employees can become Full Time Members of your Staff

Temporary employees are not full time employees, but they can become one!

Many temps have a fresh outlook at the company they are working for and can bring a ton of value in a short period of time. If management takes notice, they can decide to bring them on full time to continue to boost their company staff and morale.

Saves Your Company Time and Money

Hiring a temporary employee can get you the help your business needs quickly without the cost and effort of recruiting and hiring staff and adding them to your payroll. Temps work on site under your supervision while remaining employees of the staffing agency. That means there are a lot of costs you don’t have to deal with including hiring, firing, unemployment, workers’ compensation, and benefits.

Disadvantages of hiring temporary workers

There is always an adjustment period whenever a new employee starts, and training is required no matter their level of experience or skill. Hiring a temp worker might be a good move depending on the amount of training needed to get the employee up to speed and your industry.

For example, if you work in an industry like retail that has a seasonal rush around the holidays, and the same temps return every year, you might not have to spend a lot of time training employees. However, according to the National Center for Biotechnology Information, temp workers have between 24% to 54% higher rate of injury than standard arrangement workers. For those in the construction or manufacturing industries, the risk of costly injuries might not justify the accessibility of hiring temp workers.

Low Morale

Morale problems can occur among your employee base, especially if temporary and permanent employees are working together for an extended period. Temporary workers can start to feel under appreciated if they are performing the same job, putting in the same hours, but do not receive the same compensation or benefits as permanent employees.

Temp Employees are Not Eligible for Benefits

Because temporary employees are not directly hired employees, they are not typically eligible for benefits.

In fact, they are paid directly from the temporary staffing company and are not on payroll at the company they work for.

What is a Temp-to-Hire Employee?

A temp-to-hire employee is usually recruited for about a six-month period or more. During this time, the employee’s status stays on the staffing agency’s payroll so employers can evaluate the candidate’s performance before committing to hiring them full-time or decide to seek a different individual.

Why do companies hire temporary workers?

Temp-to-hire jobs can be made available for a variety of reasons. Many companies need someone in between a temporary worker and a direct hire worker so they opt for temp-to-hire employees.

Life can get in the way easily from:

• Long vacations
• Maternity leave
• Disability leave
• Illnesses
• Current employees finding other jobs

Temp-to-hire employees can help fill this vacuum for a short amount of time until the job is not longer needed or another more qualified direct hire employee fills the spot.

Assess Skills and Performance

If you’re hesitant to hire a potential employee because you’re not sure how they will perform once hired, this is the perfect situation for a temp-to-hire placement! You have the time to assess their skills and performance on the job, then hire them if they are a great fit.

Temp-to-hire recruitment also provides an advantage for the candidates as well. If the candidate’s resume sn’t as impressive at first glance, they can still woo over the recruiter with their performance and skills and bag a position they deserve.

Saves Time and Money

Staffing agencies can help you get in touch with temp-to-hire candidates and cut down on the time and hassle of recruiting yourself and then deciding everything from salary, incentives, benefits and much more. You can then focus on your business rather than spending your time recruiting.

Challenges of Temp-to-Hire

Lack of Teamwork

Sometimes temporary employees do not integrate with your full-time employees. Permanent employees can be hesitant to work with someone who might not be around long or become prickly around those they perceive to be interlopers. There’s no easy solution to building a great team, so watch how temp-to-hire employees embrace your company’s culture and established teams.

Contract Buyout Fees

If you find that you would like to hire the candidate permanently, you may have to pay a fee to the staffing agency to buyout the contract or wait until the end of the contract period in usually 60 to 90 days. If you wait too long, the employee might feel underappreciated and move on to take another offer.

Temp-to-Hire Employees vs Temp Employees

Temp-to-hire recruitment is great for when you find a potential employee who made a wonderful first impression, but does not have a lot of experience.

Temp-to-hire placement let you see a potential employee’s performance without making a commitment and spending time and money headhunting.

Using a temporary employee can be a great idea if you have a short-term need to fill or do not currently have the resources for a new hire.

A temporary worker can be a good solution, especially for seasonal work or if you need to quickly fill an open position.

If you’re interested in keeping a temporary employee with your company, you might want to consider a temp-to-hire placement.

What is a Direct Hire Employee?

A direct hire is an employee who is brought on as a full-time employee at a company and is not paid by a staffing agency for a temporary period. Direct hire placement is usually used when businesses have a long-term or high-skilled job opening and plan on keeping the new staff member permanently.

Benefits of Direct Hire Employees

Better Candidate Selection

Often, a business who uses a staffing agency for a direct hire placement can attract top performing candidates. Most top performers are continually employed, and a direct hire position can attract the top talent in your area that a temporary or temp-to-hire position would not.

Stronger Employee Commitment

Direct hire employees often have a better sense of stability and security within the company they are placed. Temporary employees usually do not feel the same sense of loyalty toward the company a direct hire does, as temp workers know their employment period isn’t permanent.

Ability to Offer Better Perks

With a direct hire, companies can promote their own perks and benefits packages. If your company has a great retirement package and insurance benefits, there are perks that can be used to attract the type of prospective candidates you are seeking. Temporary or temp-to-hire employees, on the other hand, receive monetary and insurance benefits from the staffing agency.

Challenges with Direct Hire

Less Flexibility in Compensation

From an administrative point of view, direct hires are more expensive to place than temporary or temp-to-hire employees due to their salary and benefits packages. Achieving greater payroll flexibility with direct hires can be more difficult. While direct hires are often highly qualified, employers have to compensate them for their expertise and skills.

More Time-Consuming

The process of hiring an employee directly is slower than a temporary or temp-to-hire placement. It takes time to make a long-term decision and evaluate the pros and cons of hiring an individual who has the potential to be with the company for years. This lengthy process can cause you to miss out on great candidates if you’re too slow to make a decision and a competitor hires them first.

While this process can be time-consuming and more expensive, it’s the best way to find and retain top talent. A contract to hire is great If you have a specific job you need to get done and you’d prefer to not take away from your current employee resources. These employees can be trained rather quickly as they will already have the skills for the job you need done.

The South Jersey Employment Landscape is Changing

Is Your Business Prepared?

If you’re tuned into the South Jersey employment marketplace, the article below will not come as a surprise to you. Over the last five years, a number of Fortune 500 companies have expanded into South Jersey creating new employment opportunities, with more companies looking to expand as well in the future.

Good employees have more options, and you need to understand what differentiates you as an employer. Five of the most common considerations employees make when taking a job opportunity include:

• Competitive wages
• Good work environment
• Excellent benefits
• Flexible work schedule
• Experience and training

Use the employee considerations above to fine tune your recruiting and retention strategies. In this competitive employment marketplace, it is also imperative that you act fast! Qualified candidates are in huge demand, and it’s possible that if you take too much time making hiring decisions, your top candidates could accept another job offer if you don’t respond quickly.

It’s no secret that the South Jersey employment landscape is changing. Being prepared and making timely decisions is essential to keeping ahead of the competition. If you’re ready to make a move, J & J Staffing Resources can help you find the talent need to keep your company growing.

Inside the Hiring Process: How to Land Your Dream Job

The hiring process often seems like a mystery when you’re the job candidate.

While the recruitment process varies between industries, companies, and departments, the steps are similar to the hiring process and often lead to the same result: one person receives an offer.

For those who are not hired, it can feel like a riddle trying to understand what happened, as not every business notifies applicants if they are rejected.

Understanding the steps in the recruitment process can help candidates get their foot in the door and begin a successful career path.

Whether you are interviewing with a company for the first time, or are on the other side of the table recruiting candidates to fill a job position, it’s mutually beneficial to help potential candidates easily flow through your hiring process.

Recruitment can be a positive and uplifting experience for both candidates and companies because new relationships are being created. Unfortunately, hiring can result in the opposite experience in many cases. All candidates feel they should get the job, but in some cases only one person can be chosen.

This leads to more animosity towards the company overall and breaks away from the previous experiences that were had.

These different types of employees give more flexibility to the hiring and recruitment process so they can choose how they wish to staff their company in the short or long term.

Temporary employees can sometimes become full time staff members. This gives you a great advantage when choosing a new staff member. You may not always know when someone will work out at your company, so this is a great choice.

Depending on the type of job you’re hiring for, direct hiring and contract to hire employees could be another alternative to think about when you’re hiring.

The hiring process itself can take a few weeks, depending on the availability of job seekers.

1. Resume Review Process

Most business use Applicant Tracking System software (ATS) to review submitted resumes and search for keywords and phrases.

The ATS program is looking for words relevant to the job listing ad the resume was submitted to see if the applicant is a good match.

If the company is utilizing people rather than software to scan resumes, recruiter takes only about 6 seconds to review a resume.

That means candidates have a very short amount of time to impress recruiters and need to use precise language and keywords relevant to the job listings to make their resume stand out.

2. Phone Interview

An HR representative will select the resumes that best fit the requirements of the position.

Next, the representative calls all of the applicants to conduct a short phone interview. Here, candidates need to answer the HR rep’s questions with confidence, enthusiasm, and professionalism.

At this stage of the recruitment process, the rep is not only confirming what’s on the resume but each candidate’s communication skills and interest in the position, which determines whether the resume will be passed on to the hiring manager.

3. First Round of Interviews

After discussing the qualifications of each candidate with the HR rep, the hiring manager will choose which prospects will be asked to come in for an in-person interview.

The manager will already be acquainted with your skills and qualifications before the interview. This meeting is all about evaluating your personality and how you could potentially fit the position and company culture.

The purpose of the second interview is so the interviewer can get a better idea of your working style, personality, and how you might fit in with current employees.

5. Decision and Job Offers

Now that all the interviews are finished, the manager compares the impression of each candidate.

Once a final decision has been made, the HR representative reaches out to the selected candidate to extend a job offer.

6. Salary Negotiation

The final step in the recruitment process is salary negotiation. This is where it pays to be prepared and do research and know the typical salary for your position.

You also want to consider what you are worth to the company based on your expertise, skills, and whether your role is fast growing or hard to fill.

For those who make it to the final stage of the recruitment process, congratulations! If you don’t, don’t be discouraged.

There’s often a photo finish between the applicant who gets the job and the finalists who did not. If you got close, you were clearly a strong candidate and have a lot to offer! If you weren’t, it’s okay; there are some things you can do to boost your chances.

Now that you know the steps in the recruitment process, you can prepare! Here are some ways to help you increase your chances of getting an interview so you can nail the job recruitment process and snag that dream job!

Job recruiters are very beneficial and worth it for the hiring process if they:

• Follow up with the candidate and keep them informed about what they know
• Communicate frequently to put the candidate’s mind at ease
• Give feedback on what they heard back about interviews
• Return calls from concerned candidates, especially if they haven’t heard back in a while.

Finding a job on your own without a job recruiter can be tough. A job recruiter can act as the party between you and the company you’re trying to work at.

To find a job recruiter, you can search online for an employment agency who will do the grunt work for you. This will allow you to polish your resume and sit back and let the recruiter do the heavy lifting.

LinkedIn is also a great way to find a job recruiter since this platform was essentially made to be an online resume.

Companies can choose which type of interview they’d like to conduct, or a mixture of multiple types. These interview types are:

• Screening Interviews
  Also called mini interviews, they are often conducted on the phone and are not always conducted by a hirer up who will be making the hiring decision. They are often time savers for these decision makers. Some candidates are not quite qualified and it can be easy to see this up front. If a candidate is not great at answering basic questions, the screener can determine not to send this candidate into the next phase of an interview.
• Phone Interviews
  Not all companies conduct phone interviews, but they can be great timesavers. You can often ask the same questions as in-person interviews, but reduce the need for commuting or scheduling a conference room at your office. The problem with these types of interviews, however, is you cannot see the person face-to-face or see how they are different in person vs. on the phone. That’s why the last type of interview is the most important.
• In-Person Interviews
  To really see what a person is like, you need to see them face-to-face. This will help you to see how they answer questions and may get a better understanding if they are lying about a particular skill they have. Body language is important and gives additional signals you are not able to see in a phone interview. It’s also a great time to see how the candidate makes use of eye contact, a very important skill in almost all industries.

Finding a job on your own without a job recruiter can be tough. A job recruiter can act as the party between you and the company you’re trying to work at.

To find a job recruiter, you can search online for an employment agency who will do the grunt work for you. This will allow you to polish your resume and sit back and let the recruiter do the heavy lifting.

LinkedIn is also a great way to find a job recruiter since this platform was essentially made to be an online resume.

Make sure no inappropriate content appears publicly on any of those platforms.

Don’t completely sanitize your social media profiles though; make them work for you!

• If you’re active in your community, post about it.
• Did you just write an awesome blog? Share it!
• Have you done volunteer work or donated to an organization recently? Post a picture of it and link to the organization’s website in the post.

Social media is about sharing, so it’s not a bad idea to share how considerate, personable, and community-minded you are.

3. Building your LinkedIn profile to get a job

Making professional connections online is a great way to boost your presence and impress employers too.

Remember, anyone who is job hunting should be on LinkedIn! You should make sure that your profile is updated with a professional picture and your experience and skills.

Once you have a basic profile setup, you should start adding connections. By reconnecting with people you’ve known, you increase your chances of finding job leads.

A fully-completed profile with ample connections and endorsements makes you look more professional.

4. Use Online Tools Effectively

If you’re not using online job search engines, you are missing out!

There are a lot of reliable job search engines out there, and many employers and employees are starting to use them.

Here are a few job recruitment websites to considering utilizing

• Indeed
• SimplyHired
• Monster
• ZipRecruiter

These websites will help you with your job search and find opportunities in your area.

5. Consider Using A Staffing Agency

Job search engines are great for some people, but you may find that you feel a bit lost looking at the vast selection options.

This is especially true if you’re not sure about your strengths as a candidate. You may also want to talk to someone about your resume and LinkedIn profile if you don’t know where to begin.

A staffing agency can get to know your experience and personality and then help find a job that is perfectly suited for you.

6. Be Reachable!

You may be in the habit of ignoring calls from strange numbers, but when you’re submitting resumes, you’re going to get a lot of calls from numbers you don’t recognize.

You don’t want to miss any of them because you never know who might be calling you about a great opportunity.

Be prepared to answer the phone promptly, professionally, and be ready to talk about your resume

By following these tips, you should be able to set yourself apart from the rest of the applicants and get an interview.

Now, it’s time to tackle the most challenging part of the recruitment process: nailing the interviews.

A lot of candidates worry about the phone and face-to-face interviews, but some preparation and research can go a long way. Here are some tips to help you be confined during the interviewing process.

Dress for Success

This sounds like a no-brainer, but a surprising amount of people arrive for in-person interviews who don’t strive to look their best.

Whatever you prefer to wear is strictly up to you, but you should never speak to a would-be employer dressed like you couldn’t care less about getting the job.

When in doubt, you should always come to the interview dressed in full business attire.

Be Confident and Charismatic

Before the interview, take the time to prepare yourself.

Think about the key points you want to say beforehand and practice them in a mirror or in front of someone you trust. Your goal during the interview is to emphasize your positive qualities and expertise while being friendly and professional.

Before walking into the interview, try your best to relax.

Being nervous or lacking confidence is a surefire way to undermine all your qualifications.

Take a deep breath, drink some tea, and remember to practice what you want to say. Being able to walk out of an interview feeling relaxed is a good sign you did well.

Have Questions of Your Own

While you are preparing and doing research, be sure to come up with some questions of your own to ask during the interview.

Employers love it when you have questions because it shows you did your homework and are passionate about the company and position.

Aim to have at least three to four questions ready to ask.

Be Sure to Follow Up

While following up after a job interview is a lost art in our modern society, it should still be observed.

Both a polite email or an actual postcard works!

Sending out a message of thanks shows initiative, respect, and willingness to go the extra mile to do something the right way.

It always gets a good reaction and, even if you don’t get the job, will help employers remember you the next time a position opens up.

How to Successfully Attract and Retain Great Talent

Oh no – one of your best employees just put in their two weeks notice out of nowhere! This is a tough scenario for any manager. Not only do you need to find a replacement for an experienced and valued team member, but you also must consider how their leave will affect your staff and company.

Employee retention matters because it is costly to invest time finding and training a new employee. Retention impacts a business’ bottom line, and keeping highly qualified employees is key to maintaining success long-term.

Also, as Baby Boomers retire over the next couple of years, the upcoming Generation X may not be able to fill the gaps. Gen X has a population of about 65.6 million people compared to the 74.1 million Baby Boomers who were available for work. Since fewer people will be in the workforce, keeping employees is going to become increasingly important.

Ultimately, the ability to retain employees is the primary measurement of the health of your business. If you are losing important staff members, you can pretty much bet other employees are looking for the exit door too. Let’s look at ways to improve your employee acquisition and retention strategies to achieve long-term success and continued business growth.

How to Develop Employees Retention Strategies for Long-Term Success

Now that you have a greater understanding of your ideal candidate, you can better anticipate their needs and desires to provide a conducive work environment. If you need assistance finding your ideal candidate, J&J Staffing Resources can help.

Ensure the Success of New Employees

The key to retaining great employees is making sure they get off on the right foot. After you have made an offer and a new hire starts, you don’t want to give them any reason to believe they have made a mistake by accepting the position. Ensuring a smooth transition period when a new employee begins to work for your business is the best way to establish a strong relationship, good habits, and healthy work expectations.

Provide an Orientation Period

There should be a designated orientation period for the new employee, whether it’s a day or a week. Assign a point person for the employee’s orientation and have that person tour the office with the new hire. A welcoming and informative introduction that gives the new hire the ins and outs of the business will help them acclimate quickly.

An employee orientation should also include:

• Meeting the team – Whether one on one, at lunch, or during a more formal meeting, introduce the new hire to the people they’ll be working with. If the new hire is in supervisory role, they should be introduced to their direct reports.
• Getting to know their space – You should give the new hire a tour of their desk or office, as well as where the kitchen, bathrooms, and relevant office equipment is located.
• A security briefing – Now is the time to show the new hire how to sign in and enter the building, where to park, and how to use equipment, if necessary.
• Technology onboarding – Show the new hire (or provide documentation explaining) how to set up their email, voicemail, remote access, and passwords, as well as how to access the employee portal.
• Mentorship programs – Once the new hire is set up at their space, their transition period isn’t over. Pair the new employee with an experienced staff member to help them adjust to their new responsibilities and the company culture.

Improving Employee Retention

To keep employees committed to your business long-term, you should have additional retention strategies. Highly-skilled employees are looking for more than good pay and benefits in this competitive marketplace, though that is a good place to start planning your employee retention strategy! Below are some strategies to consider.

Flexibility and Work-life Balance

Sometimes the best way to retain great employees is to be a little flexible. If you expect staff to regularly work long hours and be on call off the clock, you’ll likely run into employee retention problems. Burnout happens, and stressed employees will seek greener pastures. You need a healthy work-life balance to maintain a happy workforce. Encourage staff to take vacation time or allow flexible start and end times. Many companies also offer telecommuting as a way to improve the work-life balance for their employees.

Training and Development for Employees

Everyone wants to be able to advance. Smart CEOs and managers take the time to invest in their employee’s professional development. Ask your employees about their long-term and short-term goals, and find opportunities to help achieve them. To assist in employee and company education, some businesses pay for employees to attend industry events and conferences annually.

Feedback, Communication, and Transparency

Employees who report to you should feel that they can present ideas, questions, and concerns to you, and they should expect you to be open and honest with them regarding their performance. An employee shouldn’t be worried about coming to discuss work-related matters with you. Make sure you are reaching out and connecting with your employees regularly, not just once a year. You should also be communicating any big changes happening at the company to your employees, so everyone is on the same page. Whether your business is going through layoffs, a merger, relocation, or the process of adding a new department, keep your employees informed as much as you can. Ensuring your employees stay informed prevents people feeling left out or starting inaccurate rumors due to a lack of transparency.

Fostering Teamwork and Ownership

People can achieve a lot by working together! The best way to get employees to be team players is to foster a culture of collaboration. Start by making sure team objectives, business goals, and employees roles are clear, and encourage individuals to contribute ideas and solutions.

Allowing employees to participate in the strategy and decision-making process for clients they work closely with fosters a sense of ownership and pride in their work. And when employees make great strides, celebrate! When the team or an individual meets a major milestone, seize the chance to celebrate together with a shared meal or group excursion.

How to Spot Problems with Your Retention Strategy

In the end, having a strategy for employee retention will give your company the best leg up as motivated, engaged, and loyal employees are more likely to reach their fullest potential which will naturally increase your business’s success. If you’re curious to see how your business is currently holding up in the job marketplace, take our 10-Point Staffing Assessment today.

How to Recruit, Hire, and Retain Millennials in 2019

In today’s job market, millennials (ages 22 to 37) now make up 35% of the American workforce. This includes anyone born between 1981 and 1996. What does this mean for employers?

A large part of your recruitment strategy and hiring practices, as well as the culture you build within your company, needs to be focused on the millennial generation.

Millennials are still in the early stages of their careers and lives—they are eager to grow and advance! If you want to appeal to millennials, keep this top of mind when strategizing things like benefits and growth opportunities.

Using Social Media to Recruit Millennial Employees

Using social media for recruiting isn’t anything new, but many companies are still struggling to leverage these platforms as a valuable part of their recruitment strategy.

While LinkedIn may seem like the most obvious choice for social media recruiting, alternative networks like Twitter and Instagram can also be useful to find talent, facilitate interactions with potential candidates, and sell yourself as an employer.

If you are looking to expand your social media recruitment strategy, you should explore what all the platforms have to offer.

Using Social Media to Recruit Millennial Employees

Once you’ve narrowed down your search, LinkedIn’s individual profiles provide rich information on a candidate’s skills, work, and education history, as well as their connections and any recommendations they’ve received.

Joining the right groups on LinkedIn can make finding the right job candidates easy too! If you’re in a niche industry, look to see if there is a dedicated discussion group of experts who keep in touch and talk about industry-related topics. By engaging with users in the group or creating a post outlining the qualities you are looking for in a candidate, you can boost your ability to uncover great future employees.

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Finding Millennial Candidates on Twitter

Twitter is also an excellent source for uncovering great candidates. Searching via hashtags and metrics like retweets and followers helps you identify subject matter experts.

Depending on your industry, there may even be Twitter accounts dedicated to job postings (@jobs4PHI) that you can leverage by tweeting at them and getting them to share your tweets.

Twitter is also great for responding to people. It’s a great customer service tool and it’s one of the best ways to answer candidates questions, promote your company culture, and promote recruiting events and job openings.

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Tips for Hiring Millennial Employees

In the modern age of technology, millennial job seekers are not wasting any time, and you can’t afford to either. Far too often, however, the hiring process becomes drawn out.

While you should take the time to thoroughly evaluate and review candidates, taking too long can prevent you from hiring the best potential employees, especially in this tight job market.

Here are three tips to speed up your hiring process to prevent the best millennial candidates from getting picked up by competitors.

1. Make it easy for candidates to apply

• Redesign your website or candidate portal to make it easy for millennial job seekers to find the appropriate listing and submit their application.
• Confirm receipt of applications by automatically sending an email response when you receive a resume.
• Post in several locations, such as on your website and major job seeking sites for your industry to allow the largest candidate pool possible to see your listing, increasing your likelihood of finding the right candidates more quickly.

2. Communicate constantly with candidates

• Keep candidates in the loop by using their preferred form of communication: either email or phone.
• Give feedback after the interview, even if it’s simply to thank the candidate for coming on site.
• Let them know what the next step is and then follow through. If you expect to let them know about a second interview or a hiring decision the following week, stick to your timeline. If the decision is delayed, let them know that as well. It’s also best practice to let a candidate who has interviewed know if they are not being offered the position.

3. Streamline your job posting and interview process

• Have a clear need when posting a position and aim to fill it as soon as possible.
• Get pre-approval for the position from the relevant departments, set a scope of work, and approve the salary range.
• Schedule back-to-back interviews if needed to both speed up your internal process and decrease the amount of time a candidate needs to spend on site prior to the hiring decision.

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If you want to hold on to younger talent, you have to make sure that there are opportunities for upward mobility; otherwise, you may find yourself losing employees to companies that have those “next step” roles.

Consider things like adding junior and senior level roles if they apply to your positions and you don’t have them already. Also, always be on the lookout for ways a new role may be beneficial to your operations and promote and hire from within.

Build a company culture that millennials are comfortable in

Most millennials want to work for a company whose core values resonate with them. Think of the things your company does, such as charity work or even business efforts that are focused on improving the world (or your local community). If you can give employees a sense of social responsibility, often they will find more purpose in the work that they do.

If you don’t have a social initiative in place, encourage employees to rally together for a cause. Not only does it build a positive connection between employees and the workplace, employees will develop better work relationships with each other.

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When updating your dress code, it’s a good idea to take note of what employees are comfortable wearing now — especially those who have been working there for a while. They’ve taken the time to carefully hone their wardrobe to fit exactly what’s expected of them and what they expect of each other.

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Managed Payroll Services: What are they, What are the benefits, and Do you need to hire an agency?

Whether you are running a small business with a few employees or a large corporation with thousands of workers-handing the responsibilities of payroll management over to a third-party can save you time and stress! But when is the right time to get a payroll company involved? Payroll management can be a headache when you don’t have the right tools, are not aware of state or federal regulations, or simply don’t have enough time. The last thing you want to do is put your company at risk by not following a tax code correctly.

If any of these challenges sound familiar to you, it may be time to consider payroll management services.

What do payroll service companies do?

Payroll services companies specialize in payroll management and have an in-depth knowledge of state and federal regulations in regards to determining tax withholdings.

The primary goal of hiring a payroll company is to streamline the payroll processes so that you don’t have to worry about how and when employees are paid.

Businesses can hire payroll agencies to take on some or all the responsibilities of payroll management that a business owner or payroll manager would otherwise be responsible for.

2. Control and reduce overhead costs

Managed payroll services provide businesses with the flexibility of turning fixed overhead costs into variable costs, which is great for seasonal businesses who don’t always need full-time workers or small companies that can’t afford to commit to a salary.

Rather than bringing on a full-time employee with benefits, adding an independent or temporary worker to your payroll will save you money during downtime and can always be brought on as full-time later on.

3. Save time (especially for small businesses!)

If you manage your payroll, you know how much time it can take-even for a small team. Many small businesses don’t have the time or payroll automation software to complete the job efficiently and on time.

When you outsource payroll responsibilities, you no longer have to dedicate your valuable time or that of another staff member. Payroll is one of the most tedious and time-consuming tasks employers have to deal with. Working with a payroll agency lets you stay focused on day-to-day tasks and running your business.

Ultimately, the solution that works best for you will be determined by the size and complexity of your business. Both come with a fee, but you will want to factor in the amount of time each solution will potentially save you.

• How do you stay up-to-date on new compliance regulations?
  You or your payroll manager should have a formal process for keeping up with tax laws and regulations-if you don’t, you are at risk! Payroll management companies stay up-to-date by reading compliance publications and have automated systems that provide alerts on changes to tax laws.
• Are you accurately tracking and paying time worked?
  If payroll is becoming a weekly chore that you simply don’t have time to do properly, outsourcing it can be a lifesaver and can cost less than the time you would have spent otherwise trying to complete it.
• How are you currently tracking employee records?
  Many businesses still rely on pen and paper, which doesn’t make it easy to gather information like an automated payroll system. Payroll management companies use automated payroll software to help keep your employee payroll data organized and easily accessible. If you are still using paper to track payroll, consider hiring a payroll service provider.
• When was the last time you audited your payroll process?
  Are you sure things are being done right? Processes should be audited at least quarterly to ensure there are no compliance risks.

If any of these questions raise concern about managing your payroll, consider reaching out to a reputable agency for help.

Choosing a Payroll Management Company

When looking for a payroll service provider, you will want to find a company that is reputable, cost-efficient, and that aligns with your business needs. You will also want a provider that understands your local area and the job positions you staff.

If so, you need to update that resume ASAP.

Depending on what you are looking to accomplish with payroll services consider potential service partners questions about how they handle adjustments to payroll, paychecks and direct deposits, reporting, tax filing, and 401k plan administration.

Temp Agencies: How they work, When to use them, and Are they worth it?

If you are running a business or looking for a new career, temp agencies are an amazing resource for connecting active employers with qualified jobseekers.

Benefits of using a temp agency

1. Time Savings

Staffing agencies save both businesses and job seekers an incredible amount of time. A study by the ISF showed that average job listing receives 118 applications, twenty-percent of which are given an interview.

That’s a lot of resumes to review!

Staffing agencies create job listings and evaluate applications on behalf of client businesses and further screen and interview candidates who fit what hiring clients are looking for.

When a local business who is ready to hire reaches out to a staffing agency, typically the agency already has a talent fit from their pool of candidates.

2. Payroll Management

Temp agencies are responsible for managing the payroll of any employees they hire for your team, so you don’t have to worry about keeping records of wages, bonuses, and taxes withheld.

Many businesses today hire staffing agencies to take on some or all the responsibilities of payroll management that a business owner or payroll manager would otherwise be responsible for.

Read our article on the benefits of managed payroll services to learn more.

3. Temp-to-Hire

Using temp-to-hire placement allows businesses to “try before they buy.” Typically the candidate is hired on a short-term contract which allows both the candidate and business to ensure it’s a good fit before being hired full-time.

If the fit doesn’t work out for any reason, agencies can help place another person from their pool of talent to your team.

Partnering with a staffing agency can connect you with a large pool of talent that is ready to join your workforce as soon as a position opens.

You should use a staffing agency if you are not able to manage payroll services yourself, don’t have an in-house human resources team, or are having trouble quickly finding talent to fill the gaps in your workforce.

How do temp agencies make money?

Staffing agencies make money by charging for any recruiting services they provide. This includes creating job listings, screening and interviews, drug testing, and placement. Additionally, agencies will charge a higher hourly rate than what the employee is being paid.

Service fees charged are often less than the costs of paying in-house recruiters or maintaining a human resources department, which is why hiring a staffing agency is appealing to many businesses.

How to get out of a temporary employment contract?

Terminating a temporary employment contract is often similar to the standard two-weeks notice that many businesses ask for. Not all contracts require the same length of notice. Breaking a contract without proper notice may require that you pay a fee, so be sure to read over your agreement before leaving a contracted job.

Everything You Wanted to Know about Entry-Level Work

Each year, millions of Americans will go on the job hunt to find an entry-level position. Many will be first-time graduates. The U.S. Department of Education estimates that 3,968,000 students will be awarded a degree of some kind in the 2019-2020 academic year. Others will be seasoned professionals who want to make a transition into a different field. It’s estimated that the average person will change careers 5-7 times over the course of their lifetime.

If you’re searching the job boards and reaching out to people in your network, chances are you’ve already discovered that securing your first job in a new field is a process that involves many ups and downs. To help you uncomplicate the process a little, we wanted to take some time to dig deep into entry-level work and discuss the basics as well as things you can do to increase your chances of receiving an offer.

How Much Do Entry-Level Jobs Pay?

Compensation for entry-level work will vary depending on a wide variety of factors, including the industry, the company, and the location. In 2019, the average salary for an entry-level position in the United States is $39,444. While negotiation typically isn’t an option for entry-level offers, it’s a good idea to review what the average salary is for an entry-level position in your field and city so you know what to expect.

Your Skills: When you have decided on a field and career trajectory, it’s time to do a little research to see what it will take to break into the field. Will you have to go back to school or earn certifications? This may affect your timeline and ability to leave your current job. As you look for entry-level jobs to open the door to a new field, consider ways you can market yourself to show how your experience and skill set could be beneficial to an employer. It may help you stand out among other candidates who don’t have your unique background.

Your Network: Don’t be afraid to reach out for perspectives and advice from other people. When asked respectfully, most people are more than willing to share their thoughts and insights. Build and assess your network as it is an invaluable resource in your job search. You might be surprised by who is able to help you land that first job in a new role.

How to Create a Career Development Plan that Supports Growth

Whether you’re the boss or an entry-level employee, career development planning can help you achieve your goals. We will take some time to define career development and how to set up a career development plan so that readers can apply these tips in their workplace.

What to consider when planning your career development

• Identify what your employer considers to be key performance indicators and whether you are on the right track to achieve them in your current position and future positions you would want to be considered for.
• Review your strengths and weaknesses. If there is a skill or knowledge gap that is preventing you from succeeding in your role or preventing you from being promoted, can you take steps to narrow that gap?
• Become more vocal in meetings with your team and manager. And always be willing to ask and accept feedback, so you can apply what you learn to your career development plan.
• Find a mentor who has been successful in a similar position as you and seek advice and recommendations from them as you pursue career development.

If possible, employers should take an active role in career development planning. The best career development plans usually are collaborative and involve a combination of one-on-one discussions, training, and mentoring. Employers should provide employees with a clear picture of organizational goals and what skills and experience are needed to succeed in given positions. Employees can then assess themselves and identify what they need to do to advance on their career path within an organization.

A final note about career development

At J&J Staffing, we help organizations find high-quality candidates to fill a wide variety of roles — from office positions, to warehouse positions, to professional positions. We also provide a resource for candidates to find job postings from hiring organizations. Career development planning is important for employees and employers alike. We encourage you to think about career planning no matter if you’re a decision-maker or someone who wants to become one someday.