How Does Onsite Management Work?

When you are looking into the variety of staffing options available to you, onsite management may come up but may not be familiar to you. Onsite management is a great option for those employers who see the need to hire a fully built team, and bring on board the project and staff managers that can be most effective at bringing them up to speed and keeping them on track. Here’s a closer look at how onsite management may work out for you.

What does Onsite Management look like?

If you have a lot of temporary staffers working at your company, and you also have your full-time and part-time employees, that’s a lot to manage. Onsite management is a great option. Because temporary workers function a bit differently than other employees, many companies find it helpful to bring a manager onsite, who is only in charge of the temporary staff. The manager of your temporary workers would act as an extension of your human resources department.

This reduces the administrative responsibilities that a company would need to take on when managing their temporary staff themselves, and helps them keep up with seasonal staffing demands. It also builds a more effective management relationship with the temporary workers, because they are closer to the action and able to work directly with the team to make sure they are as efficient as possible and have easy access to the support they need to succeed.

Benefits of an Onsite Staffing Manager

As an onsite manager would act as an extension of your human resources department, they are able to take away a lot of the strain of managing large groups of temporary staff for businesses. That means they take on the brunt of the administrative and hr duties associated with their team, from scheduling to timecards, payroll, to customized reports, and handling any administrative issue or conflict. All that can eat up a lot of time for an already busy project manager. It is also not likely the kind of work that they are used to day in and day out.  An onsite staffing manager would be responsible for all of these duties of the temporary workforce, leaving your full time staff free to work with your other employees and focus on other responsibilities in human resources.

This is also true for those times when seasonal demands change the staffing requirements. An onsite manager would stay with you as your needs grow or shrink throughout the year. They can plan ahead for the busy season and be strategic in recruitment and onboarding activities so your company always has the support it needs, when they need it.

The efficiency of temporary staff is what makes them valuable, so make sure you are getting the most out of your hires by working with an onsite manager who knows how to motivate and encourage a temporary workforce to stay productive and keep morale high. This can mean daily check-ins or conflict-resolution, the manager is the one who can keep things going smoothly so you don’t have to.

Are you looking for effective staffing solutions?

For more tips on getting the most out of your temporary workforce, connect with the experts at US PRO today. Contact us today!

Reduce Your Headaches By Reducing Your Payroll Tasks

Payroll is a big deal. From navigating the ins and outs of whatever payroll software your company is running, to making sure you have all the information you need from your employees, to staying in compliance with all pertinent regulations and laws state to state. It can get to be a real headache to make sure you’re staying on top of it all.  But there are several things you can do to reduce your payroll workload, simplify and automate, and let your accounting team take a sigh of relief.

3 Ways To Reduce Your Payroll Headaches


1. Align Different Pay Schedules

Many companies maintain different pay schedules, such as monthly paydays for management and weekly, or bi-weekly pay periods, for hourly employees. This can cause a lot of confusion and excess work when it is so much simpler to align all pay schedules. The act of minimizing pay cycles consolidates work and can reduce errors substantially. It helps prevent duplication of processes so that your payroll department can operate more efficiently, focus on one task at a time, and make everyone’s lives simpler in the process.

2. Go Paperless 

If you haven’t switched over already, paperless payroll is the way to go. It’s the direct result of improved technology and can almost immediately expedite your payroll operations. With paperless payroll, you do more to maintain the security of your company’s data, don’t waste money or time on printing paper time sheets or physical paychecks, and improve employee information collection and management with an online portal.  When it’s done right, implementing a paperless payroll process is a win-win for everyone.

3. Upgrade Your Payroll Software 

Your payroll process is only as good as your payroll software. If you’re due for an upgrade, there are many, many options available to you. With newer, state-of-the-art payroll technology, you can see a significant decrease in the time spent processing payroll while ensuring greater accuracy in data entry and processing. Make sure your payroll team is trained up and ready to make the most of your new system to get the most bang for your buck.

4. Streamline Your Payroll Systems 

There are many opportunities to streamline processes within payroll, but it might not be clear right away how to do so. If you have a great payroll software package but aren’t sure if it’s saving you time or money, that’s problematic.  If there is a disconnect between your company’s accounting system and the payroll software, for example, there is a clear issue that needs to be solved. Like many companies do, having multiple systems for capturing, tracking, inputting, and processing employee hours and payouts can increase the opportunity for error and overall ineffectiveness of a system. Consolidate where you can. And make sure that your system is working for you, not the other way around.

Are you looking for better staffing solutions? 

Do more to simplify and streamline your payroll systems by connecting with the team at USPRO today. Contact us today!

Can You Really Reduce the Risk of a Bad Hire?

Recruitment and hiring are expensive line items for many businesses. The cost of a bad hire (or several) is even more of a hit to your bottom line. It might not seem like such a costly mistake at first, but truly, reducing turnover and retaining talent is one of the most profitable actions a company can take. Even the most experienced hiring managers can sometimes onboard someone who they regret hiring. Whether a bad hire is someone who is not as experienced or qualified as they led a company to believe, or someone who simply is not able to meet the needs of the job.

Most companies will struggle to put a number on the actual expense of a bad hire, and of course it varies from company to company. But it’s safe to say that a bad hire can negatively impact a company in a variety of ways, including sunk training investments, project revenue and productivity, overall compensation, recruiting fees, and even separation bonuses. But that’s the risk of doing business, right? Wrong.

There are several things you can do as a true leader in your organization to reduce the risk and off-set the cost of a bad hire.

1) Take a Closer Look At Your Hiring Process

Firstly, it’s important to evaluate your recruitment and onboarding strategy. Strategy is the key word here. You need to think through the hiring process from the perspective of reducing your risk of a bad hire. Organizations can take steps to avoid hiring problems in the interview stage by having a consistent interview strategy, following a set list of questions, and really getting to know a candidate through several layers of interviewers (such as a call with a recruiter, in person meetings with a supervisor, a quick chat with the director, and so on). Having multiple people evaluate the fit and qualifications of a candidate will help to weed out the bad seeds before they become problematic.

2) Hiring Proactively and Strategically

Another common source of bad hiring choices is having making decisions under pressure, such as project timelines or increased workload. Hiring from a strategic, long-term mind set can help your company avoid costly errors in staffing choices.  Thinking strategically to evaluate your current and future hiring needs will help you to avoid reactive recruiting. Think about hiring in terms of your long-term needs. Focus on retention as well as recruitment to ensure that the staff you do bring on board are able to invest in your company for an extended period of time. Evaluate what experience and qualifications are actually needed to succeed within the listed job opportunity and engage with recruiters and staffing firms to help you find the type of quality talent that will meet your needs now and in the future.

3) Offload Your Risk by Working with a Staffing Partner

Possibly the best thing you can do to remove luck from the hiring equation is partnering with a hiring expert who knows what to look for in a candidate, how to best bring them onboard and provide them with the support and information a new hire needs to get up to speed quickly. That investment costs companies in a big way, but by bringing in someone who has the expertise to find and recruit the right people for the job, you’re on your way to more successful hires and more peace of mind.

Are you looking for a strategic staffing partner?

If you’re looking for a partner in your staffing strategy for the new year, connect with the team of expert recruiters at US PRO today.

How Do You Find High-Quality Candidates For the Job?

Finding the right person for the right job is a challenge all employers must manage. It’s a hot market these days and the skills gap is a very real obstacle for many businesses to overcome. But luckily, there are ways you can change your candidate search to access a high-quality talent pool. We should know, we do it every day!

Here are 3 tips from our expert recruiters on how to find high-quality candidates for your job.

Tip #1: Get Social

You might be surprised to learn it, but your social media presence is critical to your staffing success. To help attract top talent, it’s important to build an online presence across several social media platforms so as to appeal to your target audience, in this case, job seekers. In addition to establishing an online presence, you must also keep it current and attractive to maintain a positive reputation. It’s that reputation that will help you attract the industry’s top talent.

To build your presence online, start by making sure you are in control of the conversation. Create well-branded profiles with thoughtful and representative content to attract and retain the attention of your audience. Make sure you engage with your fans, respond in a timely fashion, and act as though your Facebook, your Twitter, and your LinkedIn pages are an extension of your own webpage.

Tip #2: Focus on Impact

Resumes are more than a glorified business card. When reviewing resumes to find the right candidate, you need to do more than search for keywords that match your job description. You need to focus on the impact a candidate has made for previous employers. Dig into their achievements, their deliverables, and their accomplishments. Then think critically about how someone with that particular brand of expertise might be able to deliver results in your own organization. It’s not always as easy as matching their experience with the job description. You should be open-minded enough to recognize potential where it exists, and the resume is your first opportunity to see how a candidate can help you grow your business.

Tip #3: Get Specialized Help When You Need It

In this day and age, there are so many niche market groups and industry specializations that it’s almost impossible for even the most skilled hiring managers to know everything about their hiring needs. That’s where hiring an expert will definitely come in handy. When you choose to work with a staffing agency, you gain access to a robust database of resources across many industries and disciplines. This wealth of industry knowledge is built over years of experience and a singular focus on hiring the best talent. In our case, this allows us to respond to the needs of our clients quickly and with the right resources. When every day looking for a new hire counts, that specialized experience can make all the difference.

Are you looking for new employees?

For more tips on how to recruit the industry-leading talent that will help your company take off, connect with our team of expert recruiters. Contact USPRO today!

3 Strategies For Growing Your Business While Keeping Your Risk As Low as Possible

There are so many different risks that business owners must deal with day in and day out that we strongly believe hiring and staffing should not be one of them. Here are our best performing tips to help companies grow their business while keeping risk to a minimum.


Find Top Talent


Strategy #1: Consider Temp to Hire Contracts

We realize that there are times when the scope of a temporary position is just that – temporary. However, temporary staff can be the source of some of the most productive and business-focused employees your company ever hires. That’s why we offer our clients the option of utilizing our temp-to-hire service to help meet short-term needs, while also taking into account future business goals. This service enables you to evaluate the contracted employee’s skills within your established work environment – affording you the ability to hire the right people for the right roles – again, with the underlying realization that we’re working to help you achieve and maintain your business objectives.

Strategy #2: Support Career Growth

Temporary workers are as interested in developing their career as any other employee you will have hired. Keep that in mind when interviewing candidates for a temporary position, because your shortsightedness could be a missed opportunity. Highlighting career growth opportunities to the interviewee if they were to take a long-term position down the road addresses a number of issues that temporary workers are often concerned by. It says that you are loyal and committed to employees who are loyal and committed to the company. It also reassures candidates that any time spent on a contract job with your company is not time wasted in their career. Your business should be growing by leaps and bounds, and with the right employees who are as forward-thinking as the company they work for, you can all get there together.

Strategy #3: Plan for Future Needs

While it’s true that you never really know what situation your company will be in a year’s time, or five years time. But if you are projecting business growth, you’ll need to plan for staff growth as well. This requires some long-term and strategic thinking around your recruiting practices. Skilled talent is in high demand no matter what industry you specialize in, and that trend is unlikely to change any time in the near future.

Recognizing high-quality talent and investing in their training on the job will set your temps up for success within their temporary position and in the long term as well. If a contract employee is a good fit for the company culture, is able to engage and collaborate well with their team, and understands the priorities and goals of their projects and the corporate strategy, they will in all likelihood make an excellent permanent addition to your team. That puts you in an excellent position to maintain a high-quality talent pipeline while mitigating any risks associated with hiring and recruiting.

Bonus Tip! – Partner Strategically

For more strategic advice on growing your staff and your business, set up an appointment with a recruiting specialist at USPro and contact us today!


Contact USPRO To Find Top Talent


 

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