How Temporary Employees Can Help you Meet Changing Demands

June 6th, 2016

Summer is on the way, and your busiest season is just around the corner. And to add to the challenge, your employees are about to line up and start submitting vacation requests. So you’ll need to scramble—like you do every year—to accomplish more work with fewer hands. This year, consider adding a few temporary employees to your team. Extra help in the workplace can take the pressure off your overworked skeleton crew while limiting wait times and frustration for your seasonal customers and clients. Here are a few additional reasons to consider hiring contingency staff.

Commitment levels are manageable.

The great thing about temporary employees is that they’re temporary—unless you both decide otherwise. When contingency and temp workers step on board, they don’t expect to stay long, so when business cycles return to normal, they walk away without disappointment (and are typically reassigned to other positions by the agency). But if you and your temporary worker decide to continue the relationship or make things permanent, you’re free to do so the moment your contract period ends.

Cost and risk are low.

We carefully screen every temporary employee who comes through our door, so you know your temporary worker has undergone an in-depth evaluation and background check. But we also go one step further and make it easy to change an arrangement that isn’t working. If you’re unsatisfied with your temporary employee, we’ll reassign them and provide a replacement.

Temporary employment means no hassle.

Temporary workers assigned by an agency are employed by the agency, not by you. This means we handle the tax issues, insurance, paperwork, and payroll so you don’t have to.

Temporary workers are highly skilled.

If you need employees with moderate or nonspecific skills to handle basic tasks, that’s fine. Many of our prescreened employees aren’t looking for skill-specific temporary jobs. But many other contingency employees come with highly specific and complex credentials that require advanced degrees and years of training and experience. A generation ago, “temps” implied inexperienced or very young workers with plenty of enthusiasm but not much in the way of specific coding, engineering, healthcare, business management or leadership skills. Modern temporary employees are another breed altogether.

Temporary employees are flexible.

You may be looking for part-time rather than full-time support. You may also be looking for employees who can work nontraditional hours, like evenings or weekends. Whatever your labor needs may be—from extensive overtime to a few hours a week—we can offer what you’re looking for.

Make an appointment with the team at PSU and sit down with our Shelby recruiting experts to discuss your needs. We’re great listeners, and we’re ready to help!

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Generation Y in Today’s Workplace

May 19th, 2016

There’s no getting around it: Millennials are integral to the modern workplace, and with each year that passes, more members of the generation born after 1980 flood into the offices and factories of the adult world. This much-maligned and much-celebrated generation is getting older, for sure; the first are now entering their late 30s. But new arrivals are constantly appearing, and “digital natives” and the children of helicopter parents are now the new normal in most workplaces.

So if you’re managing a team of millennials, what can you do to keep them happy and productive? Keep these considerations in mind.

Know what they want and need.

In order to keep your employees onboard and reward your top performers, you’ll have to provide the basic compensation they need and the special bonuses they’re willing to reach for. Which means you’ll have to find out what these things are. The best method is to ask them. But if you’re managing a large team, some broad strokes and general assumptions can help. For example, members of this generation tend to value time as much as (or even more than) money. So consider providing schedule flexibility and more time off for high performers.

Let them connect to the company network.

Millennials typically come with devices, since they were born with cell phones and tablets in their hands. Allow them to connect their devices to the company network, and set clear boundaries and rules regarding connectivity and response times. For example, do you expect them to close down or stay connected during weekends and vacations?

Push them a little.

Millennial employees are not known for their willingness to step outside of their comfort zones. Since the dawn of time, workers in their 20s have always been optimistic, ambitious, long on idealism and short on experience. In earlier generations, this often made them bold (sometimes even foolish) risk takers and cheerful mistake makers. But modern millennials are historically concerned about messing up and incurring the disapproval of their supervisors, so take this into account. Give them room to stumble, fail and grow. If you crowd them too much, they’re not likely to push back. But if you nudge them toward independence, they may astonish you with their youthful and innovative decisions and ideas.

For more on how to work with millennials and encourage them to thrive under your supervision, reach out to the Belmont staffing team at PSU.

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