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.”
For the second consecutive year, Inavero’s Best in Staffing list includes Hunter Hamilton, a specialty staffing firm within Atterro Human Capital Group specializing in finance and accounting.
Minneapolis, MN – Inavero, a leading provider of service quality research for staffing agencies, announced today that Hunter Hamilton, a member of Atterro Human Capital Group, has received the 2016 Best of Staffing® Award for providing superior service for talent. This is the second consecutive year that the finance and accounting recruiting firm was named to this prestigious list.
Presented in partnership with CareerBuilder, Best of Staffing Award winners are recognized for exceptional service quality based solely on ratings provided by clients and talent. The award was earned by fewer than 2 percent of all staffing agencies in the U.S. and Canada, with winners earning scores more than three times higher than the industry average.
“We are honored to be recognized among the Best of Staffing for our exemplary scores in talent satisfaction,” said Michelle Decker, vice president of Hunter Hamilton. “Our team has a passion for matching finance and accounting professionals with careers that align with their skills, interests, and goals. We’re thrilled to be recognized for our efforts.”
All of Hunter Hamilton’s recruiting office locations offer the same high level of service. Candidates looking for a job or companies seeking employees can visit hunterhamiltonpr.com for more information.
Atterro is a diverse family of specialty staffing and recruiting firms, each dedicated to a particular niche specialty. Atterro’s experienced industry professionals utilize the latest research, recruiting technology and assessment tools to serve clients through its five specialty brands—Digital People for creative, interactive and marketing, Hunter Hamilton for finance and accounting, Pro Staff for administrative and light industrial, Technical ProSource for information technology, and Ware Technology Services for engineering. Visit http://www.atterro.com.
ABOUT INAVERO’S BEST OF STAFFING
Inavero’s Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based completely on the ratings given to them by their clients and job candidates. Award winners are showcased by city and area of expertise on BestofStaffing.com – an online resource for hiring professionals and job seekers to find the best staffing agencies to call when they are in need.
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.