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!

Why is Top Talent So Hard to Find this Year?

The market has been in an upswing for several years now, making the competition among employers even more fierce than it has been in the past. The reason it seems so hard to get who you need may be that you need to rethink what it takes to hire good talent. Here are three critical pieces of advice to help you find, attract and hire the skilled talent you need to help your business grow.


Rethink Your Recruiting Strategy

Have you updated your recruiting strategy to keep up with the changing hiring market? The way companies find talent is very different than it was even a few years ago. Digital recruiting tools such as social media and mobile applications have completely changed how and how fast candidates can apply for jobs. If you have not updated your recruiting strategy to take advantage of those changes, you are missing out on important hiring opportunities.

Additionally, companies need to be proactive to attract the industry’s top talent. Make sure you are advertising in the right places so that prospective candidates are made aware of an opportunity early. Consider recruiting passive job seekers, and even creating a slower, more proactive hiring process that works to identify and recruit future talent. Look to your existing roster of high performers for quality recommendations. Also, avoid spending your entire recruiting budget on one or two “rock stars” and focus instead on developing a team of well-rounded and effective team players.

Rethink Your Offer

In such a competitive market the best candidates are likely fielding multiple job offers and the basic compensation package simply won’t cut it. Financial incentives and hourly rates are important, of course, but they are not the only deciding factor for many new hires. Time off matters. Company culture and workplace flexibility matters. Great benefits and training programs matter. To make your company stand out, employees need to know that they matter, so take a second look at how your corporate culture and offerings are impacting your hiring success. Job satisfaction and extended learning opportunities are high priority, particularly for candidates in the early years of their career. So take a moment to think about what you have to offer your new hires, not just what they have to offer you.

Rethink Loyalty

The leading industry talent is interested in working on projects that help drive their career forward. Based on project and workflow needs, that’s not necessarily with the same company for years upon years. Loyalty looks a little different these days from a recruiting stand-point. Don’t let a resume that bounces around a little put you off. Recognizing that in order to stay competitive within their field, professionals often need to work on a variety of projects and with a variety of teams to achieve their career goals, you will be more open to hiring the talent who can make an impact even if it’s just for the short term.


Are you looking for top talent?

For more advice that will help you get ahead of the hiring curve, contact US PRO today.

5 Ways to Provide Better Feedback

Learning how to give and take feedback is a crucial career skill. Feedback, both good and bad, is how we learn to improve and grow in our skills. While it can often be difficult to hear, feedback can really help you do your job better. Feedback helps you see where you are in your current position. Asking for it regularly shows managers that you care about your effectiveness and are interested in improving yourself. Asking for feedback is also an important stepping stone to better opportunities. Don’t just brush feedback under the rug. Take it seriously and look for ways to implement it into your daily work. Here are a few tips to help you do just that.

1) Don’t Get Personal

Feedback is all about the giver, not about the receiver. It provides a peek into their head, and often speaks more to the difficulties and pain points of the person providing the feedback than your work itself. That can be frustrating, but it’s also a reminder that you should not take feedback personally. Instead, you should give it a chance, try something new out and see if the person was right. The more information you have around a situation, the better prepared you will be to respond appropriately.

2) Be Clear

The best thing you can do in response to a piece of feedback that you don’t want to hear is to dig deeper. Everyone comes into their work experience from a different perspective, and part of being able to work well on a team is to be able to work well with all sorts of people. When you hear a piece of feedback, you should ask questions about why you received that feedback. Ask follow up questions. Request further details. This is especially true when the feedback is negative. Remember that information will empower you to act accordingly to change your situation by asking more questions.

3) Be Constructive

Just focusing on the negative will rarely help you achieve the results you would like. Tell them what they’re doing right, and how they can do more. Don’t avoid big issues, but refrain from using feedback as a chance to complain.

4) Be Consistent

Sometimes, defensiveness is simply the natural response to not hearing much criticism on a regular basis. When some does come your way, it can seem overwhelmingly negative when it likely was meant to be constructive. To lessen the sting of criticism, try requesting it on a more regular basis. With time and practice, you will become more inclined to accepting feedback with grace and incorporating criticism into your project planning to perform at a higher level. The opportunity for growth is incredibly valuable, just remember that the feedback you receive can help you get to that next level.

5) Check in Often

Frequent feedback is what makes for long-term improvement. Small doses of constructive criticism, rather than large-scale overhauls will be much more effective in creating change that matters and that does not harm relationships. With that in mind, you should make sure to check in often and focus on the small, meaningful adjustments that will really make an impact.

Are you look for top talent to add to your team?

USPRO has extensive public sector experience, but unlike most government job recruitment agencies for defense, we’ve translated that success into the private sector. From aerospace, defense and healthcare to manufacturing and technology, our tenured, industry-experienced recruiters deliver on even the toughest-to-fill positions. Connect with the team 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!

HR Tips To Streamline Your Business Practices

HR is a manager’s best friend when it comes to recruiting and onboarding the talent needed to achieve business goals. But for those companies who don’t have a fully staffed HR department, or whose HR reps are otherwise unavailable, managers (and organizations) can be missing out on important information and advice that helps teams grow and change in a fast-paced environment. Here are a few tips from the HR handbook that can help you enable your teams today.

Tip #1: Do Your Homework

When it comes to background checks and references, always put in the extra effort to vet your candidates. It’s easy enough for an applicant to look good on paper, and even to sound good in person, but if they don’t have the references to back up their claims, something fishy might be going on behind the scenes. Avoid buyer’s remorse by doing your homework.

Tip #2: Be Consistent

Consistency is essential in how you manage your team. Do your utmost to treat all your employees the same when it comes to expectations, privileges, and exceptions. Inclusion and fair treatment is critical to a positive work culture, and by creating a fair and open work environment your business will achieve so much more.

Tip #3: Focus on the Positive

A good motto to remember when it comes to providing feedback to employees is that you get more of what you reward. By acknowledging and rewarding good performance, employees will be motivated to do more of the same. Avoid letting your feedback dwell on criticism or corrections. Nobody can thrive in an environment when they are constantly surrounded by negativity. Focus on the positive and show your team what you’d like to see more of from them in the future.

Tip #4: Set a Good Example

Employees look to their manager as their model of success within their organization. If you want to see good attendance, performance, and professional conduct from your employees, make sure you are modeling that behavior yourself. This is especially true if you want to see good work-life balance in your office. When was the last time you took a vacation? Are you guilty of answering emails late into the evening? It’s important to model the behavior you know your team would benefit from, because you can be sure they are looking to you as an example of what is expected of them.

Tip #5: Take Evaluations Seriously

Feedback is one of the most powerful forces for good in a work environment. Performance evaluations should be seen as an important management communication tool. They provide you with a clear opportunity to highlight the changes you would like to see take place, and also to listen to any feedback an employee is able to provide to you. If you overlook or breeze through your employee evaluations, you can be sure it’s a missed opportunity to help your team perform better, but also a missed opportunity for you to learn how you can do your job better as well.

Are you looking for top employees?

Learn more about how you can enable your team by bringing the recruiting experts from USPRO into the conversation. Contact us today!

The USPRO Commitment

USPRO is one of the country’s leading staffing agencies. As a woman-owned and operated business founded in Boston, MA, we are fully committed to providing a robust staffing profile of temporary and permanent solutions that meet a wide range of business needs. We work hard to supply the highest quality solutions from payroll services to staffing support personal. We set the standard and are dedicated to helping our clients accomplish their goals, whatever they are.

For businesses of all sizes, staffing can be a challenge. We understand that challenge like no other consulting service. We see the ongoing war for talent, the impact of the talent gap and the struggle to attract and retain industry-leading talent. Our experience is second to none when it comes to meeting the needs of our clients, and that is reflected in our commitment.


Our Commitment to Our Clients

We are committed to acting as a true staffing partner. We work hard to find the best and the brightest applicants to support our clients, no matter what the project needs are. We work with the philosophy that the formula for continued success is the ability to provide our clients with the right person for the right job. Our industry knowledge and expertise makes the hiring process simple and effective, providing our clients with the highly skilled and qualified individuals who will turn dreams into reality, and goals into achievements.

Our Commitment to Our Contractors

At USPRO, we are committed to support and enhance the careers of the individuals who are paramount to our success. We continually focus our efforts on networking with small, medium and enterprise business vendor opportunities across these United States to pair the right people with the right jobs. To us, the job is really about the people. Treating our people fairly, and positioning them to achieve maximum success is what keeps our reputation high, our candidates effective in their roles and our clients coming back and working with us.

We’re More Than a Temp Agency

Together with our clients and candidates, we’ve accomplished and will continue to accomplish great things. Our team of dedicated and well-educated staffing specialists will work closely with you to identify, recruit and retain the top candidates to help all parties involved attain pre-determined objectives. The sum of those parts equals a win in all respective categories. We’re here to serve you, and in serving you, we continue to establish a track record of great and continued success.

Are you looking for a strategic partner to help you manage your career or workforce needs?

To learn more about how we can help you accomplish your goals this year, contact the team at USPRO today. Whether you need support in payroll services or staffing support personnel, we know how to provide the temporary and permanent operative solutions to meet your business needs. Call today for an in-depth consultation.


Contact USPRO Today


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