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.
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.”
1.) How did you get started in the staffing industry, and what made you want to go into it? As many of us in staffing, I did not seek out the opportunity. I had met someone who was a VP with a staffing firm and I had just moved to the Houston area. He recommended I interview so my intent was to interview with the agency for a role in marketing with Compaq (now HP). They recruited me to sell technical services in the Houston area and history was made.
2.) The most rewarding part of your job is? I absolutely love the people side of our business. When I first started my career in staffing, it was working with the clients. It was rewarding to sit with clients and listen and understand their “pain points” and have the ability to offer solutions. As I moved into more of a management role, my passion became helping others become successful. To this day, my passion is helping other see their full potential in our business and working with internal colleagues and clients.
3.) What advice would you give someone who is looking to work with a staffing agency? Whether someone has hiring needs or is looking for a job, my advice is to meet with the representative(s) in person. If you feel that someone is just trying to sell something, move on. In our industry we should offer career counseling and coaching and not just a “butt in seat” solution. Those staffing firms that put their talent and clients first are those that are reputable and best in class.
4.) What’s one thing people may not know about you? Funny thing is those that know me know that I love technology and am passionate about using technology to grow our business. I am a true technical geek at heart. However, I barely passed my computer science class in college.
5.) Tell us about your Atterro journey. (i.e. what positions have you held throughout your career with Atterro). My tenure with Atterro is short – I’ve been here 6 months now. I’ve known of ProStaff most of my career and have known people that have come and gone in the company. I am so thrilled to be a part of the Atterro family now.
After investing time and effort, you finally found “the one.” The perfect person for the job.
Then things take a surprising turn when your candidate declines your offer – prompting flashbacks to when your high school crush turned down your invitation to the prom.
The race for talent is on. In today’s candidate-driven market, competition is fierce and hiring managers are seeing more rejected job offers than previous years. Why? Below are the four most common reasons, according to a survey from CareerBuilder, along with ways you can increase your offer acceptance rate.
To read the full article from Pro Staff’s Chip Gabbey, click here.
There’s a film star among us!
We’re excited to share that a recruiter with our sister company, Digital People, a creative, interactive, and marketing staffing firm, was recently featured in Art of Recruiting, a documentary by Lavoie Films about the recruiting profession.
Shannon Sanderson, senior creative recruiter, was hand selected to join 19 other master recruiters from across the country to be filmed during a candid Q&A session. The panel of experts discussed the profession, how it’s changed over the years, and what it takes to achieve success.
“Sitting in a room filled with my colleagues from across the country was exciting and inspiring. I was so honored to participate and enjoyed joining in the conversation to share my experience and insight,” says Sanderson. “I think we all walked away from the experience feeling empowered and motivated to continue to do the very best work for talent and clients.”
Watch a snippet of the film:
Watch the full film:
Congratulations, Shannon, on your success!
For the next few months, we will be profiling leaders of all levels at Atterro. We hope these insights allow you to better get to know our leadership team, and use their advice and tips in your searches for talent or a job.
Our second leader we’ll be profiling is Michelle Decker, Vice President of Hunter Hamilton:
1.) How did you get started in the staffing industry, and what made you want to go into it? I was making a career change at the time. I had registered with Pro Staff to find a new position and was asked to interview for an internal Recruiter position with the Hunter Hamilton division. I had been wanting to get into something similar to human resources so thought it would be a good role.
2.) The most rewarding part of your job is… When we find a new position for our talent that makes an impact on their career and when we help our client who has had difficulty in finding the right talent for their opening or project. I also find it rewarding to help our internal associates develop and become successful in their positions.
3.) What advice would you give someone who is looking to work with a staffing agency? To ensure that they are working with an agency that is open to building an ongoing relationship and that the agency continues to have consistent follow up with them.
4.) What’s one thing people may not know about you? I love to travel any chance that I get. My favorite places that I have visited are Germany and the lakes areas on the Minnesota/Canadian border.
5.) Tell us about your Atterro journey (i.e. what positions have you held throughout your career with Atterro): I started out as a Recruiter in the Hunter Hamilton division for 2 years and then moved into a Business Development role that I held for many years. In 2011 I moved into a Sales Director role and then was promoted to my current role as Vice President.
By: Clay Morel, Executive Vice President of Atterro Human Capital Group
The staffing industry is poised for growth in the coming years, yet with growth will come change. In order for our industry to navigate these changes, we need to be armed with solutions to meet new market demands. With this, it’s important to study trends and forecast potential outcomes.
Within our organization, Atterro Human Capital Group, we see two primary factors driving change in staffing: technology and generational work style differences. These hot topics are already making a mark on our industry – and here’s how we predict they will evolve:
Transition to a “share society”
President Obama’s move to expand overtime pay eligibility signals a greater need to share talent and job duties. Temporary staffing agencies have made talent sharing possible for decades, yet technology will impact the accessibility and speed of talent placement.
I see this happening already within transportation companies like Uber and Lyft who rely on technology to operate. Without technology, specifically mobile apps, businesses like this would not be possible. Their apps allow us to share a service.
I see the staffing industry channeling this trend to make the hiring process more fluid online. Sure, talent can already find work through online staffing platforms where employers post an online job request and talent place bids. There is opportunity for this process to be more automated and efficient. I believe that employers will soon be able to jump on a mobile app to view detailed talent profiles that include ratings (similar to how you can rate an eBay seller), a live tracking of availability, and proximity to be able to contract talent on-demand. This process will allow for greater control, less downtime, and immediate access to help.
One challenge with app-based hiring, however, is the ability to effectively evaluate personalities and determine if candidates are a good cultural fit. This challenge can be overcome by partnering with a staffing agency that can pass along this insider information and guide employers’ hiring decisions.
Mobile isn’t slowing down
Technology not only changes the way we locate, screen, and hire talent, it also makes it possible to have a mobile workforce that decides when, how, and where they work. And as tech costs drop and employee costs rise, a mobile workforce is becoming the answer for many businesses.
This trend also meets the demands of the millennial generation. Millennials have a work style that is vastly different from their predecessors. They value flexible schedules as well as time for personal pursuits, and want to make an immediate impact. A mobile work environment meets these workplace demands.
An added benefit of a mobile workforce, many offices will see a reduction in workplace distraction, such as water cooler chit chat and excessive company meetings. With workers moving from one job to the next, there will be less opportunity for office chatter and fewer meetings. And with more people working offsite, employers may also be able to reduce their office space.
Pivoting, the new buzz word
Millennials grew up protected from failure by over-engaged parents and don’t buy into climbing the corporate ladder and paying their dues. They are not searching for a life-long career with one company like the boomer generation. Their average stay at a company is about 2.3 years.
While some generations may label this type of work style as “job hopping,” the terminology is changing, as well as the connotation. No longer viewed as a negative work style, “pivoting” from one job to another allows workers the ability to quickly learn new skills, move up the job chain, and keep work interesting and fresh.
Look for the word “pivot” to be the new buzz word within the industry. Pivoting is the new way to build a career. It allows workers control over their experience and provides employers with talent who are well-rounded and have a variety of life and career experiences.
Better ROI with service bundling
Finally, there will come a time where staffing service providers will have to conduct business on a dollar-per-month basis rather than an hourly rate, similar to SOW work. Staffing firms need to be prepared with a bundled service option. Clients are looking for a better ROI and project-based billing allows greater flexibility and simplified budgeting.
As we position Atterro for the changes to come, these are the trends that are top-of-mind. With a creative leadership team and imaginative employees, we feel prepared for the changing business landscape. In fact, Atterro has already been early to move in terms of investing in technology, job sharing, and project-based billing.
David Loeser, former Atterro board member and senior vice president of Worldwide Human Resources at Unisys, agrees with our views on the direction of the staffing industry. Loeser states “I got involved with Atterro because Atterro does it a better way and has a vision for the future. Their future is bright.”
I believe the future is bright for the industry as a whole. Change is inevitable, but preparation and forecasting will allow us to stay one step ahead of client and talent demands.
To read the full press release from The Staffing Stream, click here.
Clay Morel is Executive Vice President of Atterro Human Capital Group
Pro Staff’s Doug Karr was recently published in The Staffing Stream with his article Top Trends Affecting the Future of Contact Centers. With over 18 years of experience in the staffing industry, and the current VP of Pro Staff Texas, Doug is considered a subject matter expert on the topic.
Karr states, “With rapidly changing technology and rising consumer expectations, contact centers are under pressure to adapt. Here are top trends that are impacting contact centers as they work to meet these demands. Staffing firms can help them meet these demands by placing candidates with the right skills.”