Job Seekers Strongly Prefer Job Boards Over Social Media!

November 13, 2013Posted by: Jenna Mathieu

With the ever changing technologies available, do you ever wonder how candidates prefer to locate a new career? We have your answer! In a recent study by Beyond.com, over 5,200 job seekers shed light on their job search tendencies. The poll which included job seekers from Gen Y (18-29 years of age), Gen X (30-47 years of age), and Baby Boomers (48-67 years of age) revealed a wealth of knowledge for employers who are actively marketing career opportunities today!

Who turns to job boards as their first resource in a job search?

Everyone.

87% of Baby Boomers
82% of Gen X
77% of Gen Y

Who’s searching for job opportunities on Facebook?

Not as many as you may have guessed.

21% of Gen Y
15% of Gen X
10% of Baby Boomers

How much time are they investing in their career search?

5-20 hours per week

Are you struggling to locate the talent needed to maintain your workforce? If you are actively using job boards to recruit and still find yourself in a talent drought, it may be time to consider reviewing your process job postings. Here are a few tips!

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Staffing Industry Statistics – It's All About The People!

October 30, 2013Posted by: Jenna Mathieu

Do you wonder why 90% of companies seek recruiting assistance from staffing firms? Here are a few quick facts about the industry, it’s services, and why there is so much value in outsourcing your hard to fill positions!

We hire. A lot. Staffing companies employ almost 3 million people every business day! These employees range from entry level on through executive management, allowing staffing companies to become experts in the hiring of almost anyone.

We have a pool of short term and contract employees. Have you ever tried to fill a temporary or contract position? These can be far more difficult to sell to a candidate when your company has nothing to offer them after peak season or a project is completed. Staffing firms hire 11.5 million temporary and contract employees throughout the year. Maintaining a pool of talent who is willing to work, or even prefers these types of assignments, is what we do.

Need someone full time? We’re great at that too! You may be surprised to learn that almost 80% of employees working for a staffing company work full time hours. This figure is almost even with the rest of the workforce.

Do you need a flexible workforce? We have it. About 90% of companies who partner with a staffing agency report that this gives them the ability to remain fully staffed during peak seasons.

We help build a permanent workforce solution. 80% of staffing clients report that staffing firms have provided them a good way to locate people who can become permanent employees.

We provide free training to employees. Have you struggled with on boarding new employees after an already lengthy recruiting process? Stop. 90% of staffing companies provide free training to their temporary and contract employees, freeing you of the additional time and resources.

Whether your needs are entry level, executive level, short term, or long term, an established staffing firm should be able to provide the solution. For more information on locating the right staffing firm for your business, click here or contact us today!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Conducting Seasonal Layoffs? Don't Miss This!

October 11, 2013Posted by: Jenna Mathieu

Many HR professionals and hiring managers would agree that cutting staff is one of their least favorite job responsibilities. Unfortunately, it happens. For even the most experienced managers, conducting layoffs can be a difficult situation. Here are a few things to keep in mind if you are conducting a layoff!

1. Show your staff respect and professional courtesy. Whenever possible, a layoff should be communicated in a face to face setting. Sending out a company wide email can come across as insensitive, cause speculations, and disrupt the entire workforce. Conducting an in person meeting can allow for some questions and answers, shows your employees that you share in their concerns, and can eliminate a lot of speculation and rumors in the workplace. Be prepared for a wide range of emotions and responses and understand that you may not be able to provide answers to all of their questions.

2. Be a strong communicator. Make sure that your management team has clear boundaries about what information is being shared and what must remain confidential. Having pieces of information released sporadically can cause additional emotions for your staff and cause larger issues. Set a clear and concise understanding of what information is public and be prepared to comment on only those topics during meetings, staff inquiries, etc. Make sure to communicate any updates or lack there of with your staff regularly. Employees will have a better comfort level if they are aware of what changes and developments are occurring as they happen without having to seek out information.

3. Be honest. While you may not be able to share certain details about the state of the company, business projections, or a specific individual’s future; there is always some information that you can share. If you anticipate further layoffs in the future, avoid denying it to your staff. If you have a clear idea of how many positions may be affected, be honest and upfront.

4. Offer solutions. One of the best ways to show professional courtesy to your staff members during this difficult time is to offer them some solutions. If you are aware of job opportunities in a different location, division, or department that may be viable alternatives for staff that is effected by the layoff, share the information. Do you have a staffing partner? Contact them! Many staffing agencies are industry specialized and would love an opportunity to come meet with those who are being effected and possibly provide future career opportunities. Be as flexible as possible including allowing employees to make interview arrangements during the day.

Maintaining a productive and respectful workplace is essential for any business to continue to move forward. Creating an environment that includes chaos, rumors, and gossip will work against you in the long run. While having these frank conversations is never easy, the alternative is most certainly worse.

Are you a stand out professional, technical professional, driver, or skilled worker seeking contingent, temporary, or long term career opportunities? Visit our job board for more information! Want to learn more about how you can gain access to Trillium’s national network of professionals and skilled workers? Contact us today!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Struggling to Find Production Workers?

October 4, 2013Posted by: Jenna Mathieu

A recent study by Monster Worldwide Inc., found that as many as 47% of manufacturing workers were dissatisfied with their current job. They also found that 49% of manufacturing workers noted that there were more job openings now than a year ago. Where does that leave manufacturing employers? Struggling to attract and maintain their staff in many cases.

The increased recruiting focus on skilled trades and technical manufacturing has left many employers with a void for entry level production workers and inspectors. In addition, with many entry level production workers being crossed trained into new roles and moving upward within the manufacturing field, vacancies are continuing to grow for machine operators, assembly workers, and general production workers. So where does that leave employers? In a constant struggle for manufacturing workers.

If you are in need of production workers, consider a partnership with an industrial staffing agency, vocational schools in your area, or career counselors. Many have access to entry level workers who are seeking an opportunity to gain full time employment, even if it is seasonal.

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Hiring For Small Business

October 2, 2013Posted by: Jenna Mathieu

Operating a small business comes with its own share of benefits and struggles. According to a recent study by Robert Half Inc., finding skilled workers is one of small business owners greatest struggles. The recent study reports that 60% of small business owners and managers listed finding skilled workers as their company’s greatest challenge with hiring and managing staff. What makes this such a difficult struggle in small business?

Most small businesses fall below the average job seeker’s radar. When seeking career opportunities, top talent typically is chasing career opportunities with larger organizations who have a strong employment brand in their line of work. So how does a small business owner compete? Simple. Build an employment environment that top talent wants to work for and market it.

Many small business owners do not invest a lot of money into career marketing, online job boards, and other tools that get their name in front of candidates. Here are a few great ways to gain exposure for your organization in a cost effective manner:

Build group and company pages on social media. Market who you are as an organization and why candidates should desire a career with your company.
Offer referral bonuses to your current staff. No one knows better than a current employee, the benefits of working for your organization.
Network. Participate with your local chamber of commerce and other business networking groups to let others know the great things happening with your company and what type of talent you are in need of.
Partner with a staffing firm. An established staffing firm can market your organization to their existing pool of top talent and do direct recruiting for your positions. They often have their own job board and are experts and marketing the benefits of working for one of their client companies.

Many top level talent candidates are seeking a career with increased flexibility, advancement opportunities, and room for creativity. Small businesses are usually some of the best environments for these types of workplace benefits. Embrace your flexibility as an organization and the limitless growth opportunities, it’s likely candidates will notice and want to join you!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Have You Mastered Recruiting But Not Hiring?

September 25, 2013Posted by: Jenna Mathieu

If you haven’t learned the difference between recruiting and hiring, now is the time. While recruiting involves the process of locating, identifying, screening, attracting, and evaluating talent; hiring involves the conversion of candidate to employee. Unfortunately, many companies are unable to close the deal in time to convert an applicant to an employee before they are recruited away to other opportunities. How can you protect yourself from losing valuable talent?

While the hiring process involves crucial steps and processes, building a smooth system can eliminate costly downtime and turnover. Studies have shown as many as 58% of employees who take part in a structured hiring process are more likely to be with the company three years later. Here are just a few tools that can help you build a structured hiring program!

Online applications
Strong applicant tracking system
A streamlined onboarding process
A structured training program
Regular performance reviews including in the new hire period

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Are Your Employees Job Hunting On The Clock?

September 20, 2013Posted by: Jenna Mathieu

Are your employees looking to make a career move? A recent study released by Robert Half International Inc. found that as many as 48% of employees between the ages of 18 and 34 said that they are likely to conduct job-search activities at work. Even the most flexible of employers are likely not going to be excited by this statistic. What can you do to prevent your employees from seeking new opportunities, especially while on the job?

Communicate regularly. Do you regularly meet with individual staff members to discuss their careers, ambitions, and frustrations? If not, you should. Many workplace issues and frustrations can be addressed in a simple meeting. You may learn of current team members that would be interested and qualified for other opportunities within the organization.
Recognize regularly. Regularly provide feedback to your employees on their progress, achievements, and contributions to the organization. Sometimes simple forms of recognition such as a thank you card, email, or recognition in front of the team can be the motivation your staff needs to remain engaged with the company.
Reward regularly. How do you motivate your staff to excel? A strong employee recognition program including awards, bonuses, gift cards, or free lunches show your employees that your organization is committed to keeping them happy and rewarding them for their efforts.

As the market remains tight for top level talent, keeping your top performers happy and engaged is critical. Click here for more information on employee retention.

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Are You Using Truck-Specific GPS?

September 18, 2013Posted by: Jenna Mathieu

The Federal Motor Carrier Safety Administration is continuing their efforts to help drivers reduce bridge strikes and other dangerous accidents by distributing cards to truck drivers warning of the dangers that can arise from using GPS units meant for non-commercial and smaller vehicles.

The FMCSA has posted warnings on their site and continues to bring awareness to the dangers that come from using improper equipment. A 2009 study found that about 80% of bridge strikes in New York were a result of large vehicles using the wrong navigation devices. With simple prevention, drivers can avoid these life threatening accidents that often result in serious injuries, heavy equipment damage, costly road repairs, and long delays for other motorists. Click here for a copy of the FMCSA’s GPS Selection Guide for CMV’s.

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

The Costs of Delayed Reporting of Workers' Compensation Claims!

September 11, 2013Posted by: Jenna Mathieu

Does your organization make timely reporting of workers’ compensation claims a priority? Studies have demonstrated the costly effects of delayed reporting for organizations in the United States. The costs of delayed reporting will vary by employer based on the fact that each claim is different, each employee is different, and each injury may involve different circumstances. However, regardless of the nature of your business there is a direct correlation between the reporting time and the cost of the claim.

The faster a workers’ compensation claim is received by the adjuster, the faster and more controlled the process is. The adjuster is able to conduct a thorough investigation while the facts of the claim are still readily available, before the employee and any witnesses may forget key details that are critical to the claim. Prompt reporting can also help to eliminate any delays in providing appropriate medical care and wage benefits to the injured employee.

Recent data released by Sedgwick Claims Management Services Inc. found:

Claims that close within 30 days of occurrence cost an average of $287 and about 90% of those claims will remain medical-only cases.
Claims that remain open 31-90 days jump to an average cost of $722.
Claims that remain open 181-365 days jump to an average cost of $6,875

A recent study completed by NCCI on lag time also found:

Week two after the date of the incident cost an average of 18% more than claims reported during the first week.
Weeks three and four following the date of the incident averaged a 30% increase in claims cost.
After four weeks the costs increased an average of 45% higher.

Making sure your staff is familiar with the importance of quickly reporting any incidents and injuries is key to controlling your costs. Any injury regardless of it’s initial significance should follow the same reporting process that should be clearly outlined in the employee handbook and regularly posted in break rooms and other common areas.

The Importance of Job Descriptions

August 30, 2013Posted by: Jenna Mathieu

Does your organization maintain and regularly update their job descriptions? If not, you may want to re-consider your current process. While employers are not legally required to maintain job descriptions, there are several proven benefits and legal advantages to doing so.

Formal, well maintained job descriptions, are one of the most effective tools to determine the essential job functions and requirements for each position within the organization. The job description should serve as the foundation for qualifying and interviewing of candidates for each role.

What should be included in the job description?

Job title
Pay range
Hours/shifts, overtime expectations, weekend work expectations
Exempt/non-exempt status
General responsibilities including descriptions of key tasks and their purpose
Qualifications including the experience, education, training, and technical skills necessary for the role
Additional demands including extraordinary conditions such heavy lifting, travel, prolonged standing, and exposure to extreme temperatures
Job duties and responsibilities including tasks that comprise a majority of the work to be done

A thorough job description can support an employer’s stance on a hiring decision, address exempt/non-exempt status under the Fair Labor Standards Act for wage and hour purposes, and provide hiring managers with a clear understanding of who may best be suited for a position. They also provide documentation of the mental, physical, and environmental factors necessary to complete the requirements of the position.

Having an employee sign an employment agreement upon hiring including a language that the employee has received a copy of the job description, has reviewed it, and understands the expectations of them in this role can assist employers in training, performance evaluations, and disciplinary manners. As with any working relationship both parties often are better protected and informed when there is a clear and concise understanding of the expectations of them.

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

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Tag Archives: workforce management

Staffing Industry Statistics – It's All About The People!

Conducting Seasonal Layoffs? Don't Miss This!

Struggling to Find Production Workers?

Hiring For Small Business

Have You Mastered Recruiting But Not Hiring?

Are Your Employees Job Hunting On The Clock?

Are You Using Truck-Specific GPS?

The Costs of Delayed Reporting of Workers' Compensation Claims!

The Importance of Job Descriptions