Dear Valued Talent,
I want to take a moment to express my sincere gratitude for the outstanding work you do every day. Talented employees like you create the success of each of the companies we serve across multiple industries and drive positive results for all of us.
On behalf of the entire Atterro organization and all of our brands – Digital People, Hunter Hamilton, Pro Staff, Technical ProSource and Ware Technology Services – I thank you for all you do. With a variety of available employment opportunities, we appreciate you choosing to work with us.
Wishing you all the best in your career,
Executive Vice President
Atterro Human Capital Group
Staffing Employee Week – September 18-24 – is the perfect time to acknowledge the contributions contingent workers make to your organization. We all want to feel that we matter. This need is just as real for temporary employees as it is for traditional employees.
Here are a couple ways to show your appreciation for their valuable contributions to your team
- Consider holding a special party for contingent workers who work from home and work off-hours. Hold it at an hour when all can attend. It doesn’t need to be extravagant. It’s the thought that will be appreciated.
- Offer gift certificates to local coffee shops, gas cards, gift baskets of snacks, gift cards to specific stores (e.g. hardware stores, book stores, grocery stores, depending on the situation). Be sure to accompany any gift with a heartfelt thank-you card. Include a line or two of your appreciation for their help; let them know they are a part of the corporate family.
Of course, showing recognition to your valued workers goes beyond one week of the year. To create a productive workforce, you must continually show your employees – including (and especially) contingent workers – that they are important team members. Here are a few reminders for you:
- Be impartial and open-minded. Treat contingent workers fairly and equitably. They and traditional employees will see the same rules apply to everyone regardless of status.
- Acknowledge the employee’s presence. A plain old “How are you today?” or “Have a good day” shows that you are aware of the employee’s existence and validates them.
- Devote your full attention when speaking with the employee. Listen closely and notice body language if face-to-face. Practice active listening.
- Be sure the employee knows that you are available to them for questions and clarification.
- Use the employee’s name. We all feel confirmed as valuable when someone takes the effort to remember who we are, by name.
- Give credit where credit is due. Acknowledging an employee’s efforts and successes is critical to valuing them. Plus, they will see it as making you more trustworthy.
- Make a point to know some details about the employee. Share a comment about their hobbies, their work, their family, etc. If you hear of an upcoming graduation or anniversary date, congratulate them.
Beyond Staffing Employee Week
Interacting with employees in a respectful manner every day benefits your bottom line. Welcome input from all workers. Be sure that your team continues to include contingent workers in staff meetings and team discussions. Also, be sure to give contingent workers access to resources they need as employees. Consider assigning them a mentor so they can feel more confident in their work assignments.
Encouraging contingent workers to take initiative provides them a sense of ownership. Today’s temporary worker may reveal himself to be an invaluable resource and worth hiring full-time later on. The technical worker who returns time and again for projects will be more knowledgeable and prepared as she continues the work assigned to her.
Contingent workers can offer your team fresh insights and bring innovative ideas. Regard contingent workers as part of your productive team, and they will behave as such. Treat people the way you want them to act. An inclusive, collaborative environment sparks creativity.
The power of receiving a “thank you” can’t be overestimated. In the same way that we all want to feel that we’re part of a tribe, we all want sincere recognition for our efforts at work.
JACKSONVILLE, FLORIDA, USA, July 28, 2017 – Hitoshi Motohara, Advantage Resourcing Chairman, announced leadership changes in Advantage Resourcing U.S. and UK operations effective July 29, 2017.
To better leverage synergies of Recruit Holdings owned U.S. based companies (Advantage Resourcing and Staffmark), Motohara has put both companies under one CEO. To accomplish this, the scope of Staffmark CEO, Geno Cutolo will now also include U.S. based Advantage Resourcing operations. The current leadership teams for Advantage Resourcing North America, Advantage xPO U.S. and Atterro will now report directly to Cutolo. Former Advantage Resourcing CEO, Toshio Oka, transitioned from Recruit to perform the CEO role during key transition years. Recognized as an industry leader, Oka’s contributions were key to gains in both capability and efficiency.
Read the full press release here.
The Houston Business Journal has released their annual Book of Lists – a special edition that includes a snapshot of the local economy and a ranking of top employers. We’re excited to announce that Atterro has been named the Largest Temporary Staffing Firm for the fourth consecutive year!
We’re honored to be named to the list and humbled to know that we couldn’t do it without our amazing clients, talent, and employees. Thank you for being a part of our growth and allowing us to serve the Houston area.
We’d also like to give a shout-out to the other companies who were included in the Book of Lists. Learn more about the award and how you can receive a copy of the guide here .
Happy 2017! We hope you had a happy holiday season. We’re excited for what the coming year has in store!
Before we get too far into the new year, we want to take a moment to reflect on 2016. After reviewing many of the memories captured in photos, we decided to put a video together with all of Atterro’s brands, including: Digital People, Hunter Hamilton, Pro Staff, Technical ProSource, and Ware Technology Services. It includes photos taken at many of the events we attended this past year, including volunteer events, conferences, job fairs, and more. We were happy to meet many of YOU at these events! Enjoy!
As you’ve been covering summer vacations the past few months, you’ve likely realized just how important cross-training is! If this is an important (or new!) initiative within your organization, we have an article for you! Doug Karr, VP of Pro Staff-Texas recently wrote an article for PKWY Magazine that includes six tips for cross-training success.
Read the article below or visit PKWY Magazine (see page 43).
6 STEPS TO SUCCESSFUL CROSS-TRAINING
As published in PKWY Magazine
“That’s not my job” has no place in your company. How do you help prevent it? Cross-train! No one person should be the only one that knows how to complete a task within your organization.
Cross-training provides an opportunity for employees to build relationships and better understand how each employee adds value to the company. Cross-trained employees can easily step in when co-workers take vacations, become ill, work on special projects, or leave to pursue other opportunities. It’s also proven to boost morale, productivity, and job satisfaction.
To provide seamless coverage when an employee isn’t available, consider these tips:
1. Plan, plan, plan.
Training programs require serious planning. Sit down with your management team to determine what job functions require cross-training, who is best equipped to provide the training, and when the training should take place. If cross-training is a new initiative within your company, it’s also wise to plan how to announce the program to your employees.
2. Create a team-oriented organization.
Don’t just talk about teamwork. Make it one of your core company values. Show employees how their ability to help coworkers benefits their team and the organization at large. Celebrate team successes and learn from team mistakes.
3. Determine who to train.
Cross-training isn’t only for seasoned employees. Begin cross-training soon after employees are hired. It will prevent them from getting stuck in a routine of just doing one job and will communicate that learning new skills is an important part of your company culture.
It’s also important to realize that some people are built for certain skills only and may not be able to handle the added responsibility. And that’s okay!
4. Communicate and get employee buy-in.
It’s important to clearly explain how and why cross-training will occur. Share the benefits and ask your employees for ideas and feedback. It’s imperative – I repeat, imperative – that employees understand that cross-training needs are not a reflection of poor performance. Clearly communicate your intentions to avoid any misunderstandings or unnecessary job-loss fear.
5. Train a little at a time.
You’re running a business, not a school. An hour here and there can go a long way without curbing productivity. Extending the training process also allows time for new information to be absorbed.
6. Have a back-up plan.
Create a partnership with a staffing agency that can provide quick access to trained professionals should the need arise. Temporary staff are ideal for covering special projects, increases in workflow, or specific skill gaps that cross-training cannot fill.
No matter how tight of a ship you are running, there will be times when employees are not able to do their jobs. By having a plan in place, you’ll be able to navigate these challenges with minimal disruption and productivity loss. While cross-training does take time and effort, it’s a small price to pay for the long-term benefits and security.
Contract labor has become increasingly popular, yet it also presents a number of challenges. Joshua Smith, VP of Business Development with Atterro, Ware Technology Services’s parent company, recently wrote an article for Staffing Industry Analysts with contingent workforce management solutions.
Read a snippet below or visit Staffing Industry Analysts to read the full article.
WHY YOUR CONTINGENT WORKFORCE PROGRAM ISN’T WORKING
Contingent labor is an important and rapidly growing segment of today’s workforce. In 1983, contract workers accounted for just over 0.5% of all employment. Today’s average mix of contingent workers has grown from 12% in 2009 to 18% in 2015, according to a survey conducted by Staffing Industry Analysts. CareerBuilder’s 2016 Job Forecast reported that 47% of employers plan to hire contract workers in 2016.
What is the explanation behind the shift? Contract labor has become an increasingly popular component of employers’ long-term workforce strategies. It provides employers with a cost-effective, steady workforce, while offering workers flexibility and balance not found in traditional jobs. It’s a win-win!
Managing a Contingent Workforce Isn’t Easy
That said, a contingent workforce also presents its own challenges. Managing a constant influx of contingent workers can create:
- Increased stress. Recruiting, hiring, and onboarding the people you need to maintain and grow your business requires time, effort, and skill; when faced with high-volume hiring, those requirements grow exponentially. Greater levels of complexity call for greater levels of expertise. Even if you have a very capable staff of recruiters and HR pros, the process of hiring a large number of workers can be daunting.
- Inefficient processes. A contingent workforce is often handled by multiple department managers within a company, each possibly using a different staffing vendor. As a result, the organization’s staffing model is riddled with inconsistencies. Some workers may be redundant, hired at higher rates, or not tied to the appropriate cost center.
To read the rest of this article, including solutions, visit Staffing Industry Analysts. To learn more about how Ware Technology Services can help you manage a contingent workforce, visit our Employer page or contact your local Ware Technology Services office.
NORWOOD, MA, August 3, 2016 – Advantage Resourcing America Inc. CEO Toshio Oka announced a transition in the leadership roles at Atterro, Inc. Greg Jensen has assumed the role of Executive Vice President (EVP) of Atterro effective July 1, 2016. Jensen brings over 20 years of industry experience to the role. Experience spanning multiple specialties that include IT, engineering, administrative, and light industrial. Greg joined Atterro in 2001, and prior to this promotion, he was senior vice president of the Pro Staff and Ware Technology Services, divisions of Atterro.
Greg has taken over from Clay Morel, who has served as EVP since the sale of Atterro to Advantage Resourcing America in April 2015. Clay is now acting as an Advisor to ensure a successful transition of leadership. Clay has spent the last year assisting in the integration of Atterro as it joined the Advantage Resourcing Group of companies. Since the acquisition, the Atterro companies have continued to expand in scope, while gaining efficiencies in the support functions. Morel shared, “I am pleased to see Greg get this opportunity; he is a proven leader. This is the perfect succession plan.”
In his new position, Jensen will be responsible for executing and evolving Atterro’s vision, development, growth, and strategy.
About Advantage Resourcing
Advantage Resourcing is a wholly owned subsidiary of Recruit Holdings Co., Ltd., Tokyo Japan, specializing in multiple human capital management services including contingent staffing, direct/permanent hire, on-site staffing management services, Recruitment Process Outsourcing (RPO) and Master Service Provider (MSP) in the U.S., U.K., and Australia. Advantage is a leader in providing talent in Design and Engineering, Information Technology, Finance, Accounting, Human Resources, Marketing, Skilled Trades, Clerical and Light Industrial skill sets. For more information about Advantage Resourcing® please visit us at: www.advantageresourcing.com.
About Recruit Holdings Co., Ltd.
Founded in 1960, Recruit is a leading information services and human resources company in Japan. Through a wide range of services, the Recruit Group is focused on a variety of areas, including recruitment advertisement, employment placement, staffing, education, housing and real estate, bridal, travel, dining, beauty, automobiles and others. The Recruit Group has more than 38,000 employees and operates all over the world.
For more information on Recruit, please visit http://www.recruit-rgf.com/.
Founded in 1982, Atterro offers Specialty Staffing and Contingent Workforce Solutions. Atterro matches people to jobs in every business category, through five specialty brands: Digital People for creative, interactive and marketing, Hunter Hamilton for finance and accounting, Pro Staff for administrative and light industrial, Ware Technology Services for engineering and Technical ProSource for information technology. For more information on Atterro, please go to www.atterro.com.
Now that we’re in the second half of 2016, it’s a good time to get a pulse on hiring for the remainder of the year. CareerBuilder has done just that! They recently surveyed 2,153 employers and 3,244 workers and shared the results in their Midyear Forecast. Key findings include:
45 percent of small business employers plan to hire full-time, permanent employees in the second half of 2016
30 percent plan to hire part-time employees in the second half of 2016
27 percent plan to hire temporary or contract workers in the second half of 2016
17 percent plan to hire interns in the second half of 2016
Employers also reported that they’re looking to boost wages in order to compete in today’s market. More than half of employers will raise wages for current employees, while 2 in 5 will offer higher starting salaries on job offers in the second half of the year. Looking at a subset of human resources managers, 70 percent feel their companies will have to start paying higher wages.
Matt Ferguson, CEO of CareerBuilder and co-author of The Talent Equation had this to say about the survey results: “Based on our study, the U.S. job market is not likely to experience any major dips or spikes in hiring over the next six months compared to last year. While certain industries or locations may produce more job growth, hiring overall will hold steady throughout the election season and through the end of the year. Where we’ll likely see a more noteworthy change is in the area of wages. The number of hires made each month continues to lag the number of jobs posted for key functions within organizations, and the majority of employers feel they will now have to pay workers more to attract and retain them because the talent supply is not keeping up with demand.”