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Staffing News Online

NJSA's Staffing News Online is a monthly e-newsletter that is available to the staffing industry.  The content for Staffing News Online comes directly from our industry partners.  If you are an NJSA industry partner and would like to submit content for Staffing News Online, please email office@njsa.com with your article.

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  • 29 Jul 2019 11:34 AM | Denise Downing (Administrator)

    Submitted by Monster

    Who are millennials and Gen Zers? What kind of hiring experience do they expect? How will they train for jobs? Who should prepare them for the future of work? These are just some of the questions we answer in our on-demand webinar, "What's the deal with hiring millennials?". We also share insights and strategies to reach and hire today's emerging talent.

    Kate Rambo, Monster's Director of Public Relations, guides this view into the millennial mindset.

    Click here to watch the video: https://vimeo.com/346944931/0612132f68

  • 29 Jul 2019 11:30 AM | Denise Downing (Administrator)

    Submitted by Two River Benefits

    Below you will find an easily understandable grid that outlines the many changes coming for your New Jersey Disability plans starting in January 2020. The cost of the plans will be increasing above 50% over the entire 2020 year. Most of the increase coming from the minimum wage increase to $11 from the current $10/hour and $8.85 prior to July 2019. The employer will have to pay this increase along with the increase for all employees making over $34,500. The maximum for pay will increase to $131,500 from the current $34,500. I estimate this cost at around 30%+ for both minimum wage and Maximum pay increase for most staffing companies.

    The other increase will be for the increase in benefits in the middle of the year- July 1. This cost is estimated at around 18%, and is to be paid by the employees(supposedly). We will know more in October when the state comes out with the employee rates for 2020.

    If you are a current customer of mine, call me if you have questions. If you don’t work with us, we are always available to explain how this benefit works for you and your employees. Dave Koch CEO Two River Benefits cell- 848-218-1947.



  • 25 Jul 2019 2:08 PM | Denise Downing (Administrator)

    Submitted by Avionte

    Blogging is one of the key components of any recruitment marketing plan. It helps drives traffic to your website (SEO), gives your firm some serious street cred and ultimately, boosts placements.

    Consider this scenario:

    Aiden is contemplating leaving his job as a software engineer but before he applies anywhere, he needs to spruce up his resume. He Googles, “Top Tips for Updating Your Resume” and clicks on one of the first links that leads to a blog post from ABC Staffing.

    He reads the blog having a better understanding of what he needs to do in terms of updating his resume. Before he leaves the blog post, he notices a call to action button that says, “See current job openings” and clicks the link. It takes him to ABC Staffing’s job board where Aiden discovers many positions that he’s interested in. After beefing up his resume, he applies for a few jobs at ABC Staffing.

    In this scenario, that one blog post that ABC Staffing published brought Aiden to their website, established credibility/trust and eventually drove his decision to apply.

    The key to blogging is brainstorming what topics or search queries candidates are actively searching for and then making helpful content to answer their questions.

    Listed below are four real examples of hot recruiting topics to blog about.

    Bonus: We also included five pro blogging tips to help your blog grow.

    Topic: Cover Letters

    Cover letters are consistently a pain point for candidates. When is it appropriate to attach a cover letter? How long should it be? What should I include? Questions like these are constantly being searched for in Google. Give your firm an opportunity to answer these questions with meaningful content.

    Sample blog topics:

    • How long should my cover letter be?
    • Examples of amazing cover letters
    • What recruiters look for in a cover letter

    Real life example: https://www.celarity.com/blog/really-need-cover-letter/

    Topic: Temp positions vs permanent positions

    This topic is often at the top of many job seekers minds yet it’s one of the most misunderstood subjects, especially around the pros and cons of each.

    Sample blog topics:

    • Pros & cons of temp jobs vs permanent jobs
    • Advantages of temporary employment
    • When to accept a temp job

    Real life example: Should you Accept a Temp Job When You’re Seeking Permanent Placement?

    Topic: What employers look for in candidates

    Before any interview, a vast majority of candidates will feel some sort of anxiety. What do people do in 2019 when they have anxiety about something? They search the internet of course for answers!

    Sample blog topics:

    • 10 musts dos during a job interview
    • What employers like to see in candidates
    • 6 ways to separate yourself from other job candidates

    Real life example: Top 7 Qualities Employers are Looking for in Candidates

    Topic: Why working with a recruiter is a great idea

    Believe it or not, there are many misconceptions around the role of a recruiter. Explain to readers why a recruiter can be so helpful in a job search and take it from there.

    Sample blog topics:

    • Tips on working with a recruiter
    • Why leveraging a staffing firm can help land the job of your dreams
    • 5 reasons why you should look to a recruiter for your next job

    Real life example: Consider Working with a Recruiter to Find Your Next Job

    Pro tips

    As a bonus for reading this far, here are a few additional ideas to take your blogging to the next level.

    Video blogging (Vlogging)

    Not a good writer? Don’t have time to write out a full blog post? Try taking a video of yourself addressing any topic of your choosing. The video doesn’t have to be fancy, a smartphone camera should do the trick. Additionally, you could make bite-sized videos (3 minutes or less) on a trending topic and then share across your social network. After all, social media is in a way, a blog platform.

    FAQs

    Start by interviewing recruiters, job seekers and any other relevant staffing professionals and ask them to compile a list of all the frequently asked questions they get from job applicants/candidates. After you have your list, put together a blog that addresses each of them. This list should give you tons of topics to blog about in the future. Each FAQ could merit its own blog post.

    Testimonial blog

    Out of all the people your firm has placed, there’s bound to be a number of employees who are ecstatic about your firm. Contact these individuals and ask if they’d be willing to share their positive feedback. Once you have their testimonials, use it to construct a blog. Be very strategic with your questions, here are a few to get you started.

    • Why did you go looking for a recruiter?
    • What was your experience like working for (YOUR FIRM)?
    • Would you recommend (YOUR FIRM) to a friend? If so, why?

    Additionally, if you search through 3rd party reviews from Facebook, Google or Yelp – those positive reviews can help your recruitment marketing efforts immensely. If you think about it, they’re essentially testimonials you can use.

    Pictures

    A picture is worth a thousand words. Adding pictures, graphics, videos or any other digital media to your blog post can dramatically help keep readers engaged on your blog. Having a block of text without many page breaks or images is dull and can detract readers (even if your blog post is amazing).

    Keep keywords in mind

    A big part of a successful SEO strategy is identifying which keywords your firm wants to rank for and then strategically placing those keywords throughout your blog content. If you need some help in determining what keywords to target, check out this comprehensive guide from Moz. It’s a long read but gives a great overview of SEO in general.

    Hopefully, these hot recruiting topics and tips can help boost your blog strategy. If you need more help with your marketing strategy in general, check out our blog post on “6 Free Tools to Help with Your Recruitment Marketing” for some practical advice.

    About Avionté

    Avionté is a leader in enterprise staffing and recruiting software solutions, offering innovative end-to-end staffing solutions to over 900 customers and 25,000 users throughout the U.S. and Canada. Avionté delivers a robust platform for clerical, light industrial, IT and professional staffing firms to maximize profits and boost productivity.

    Click here to access the article on Avionte's website. 


  • 25 Jul 2019 1:47 PM | Denise Downing (Administrator)

    Submitted by Haley Marketing

    Staffing agencies and recruiters have all experienced this problem when posting multiple jobs to job boards.

    This example features 10 jobs on a job board. Job A is receiving ZERO applications. Job B is receiving 100 applications.

    Both of those results are undesirable.

    Why?

    Yes, 100 applications are fantastic, but to fill an open job, does a recruiter really need 100 applications?

    Probably not.

    No, zero applications are not good for anyone. It’s impossible for a recruiter to fill a position that receives zero applications.

    So, how can that be solved?

    Introduce one of the main benefits of programmatic advertising.

    Application Caps in Programmatic Advertising

    While there are a number of different definitions in programmatic advertising, one of the best methods to implement the technology comes in application caps.

    Let’s jump back to our example above.

    We have one job with 100 applications and one job with zero applications.

    How can we improve that problem? It starts with the information we need to know before posting the jobs.

    For Job A, let’s say your recruiter needs 10 applications to fill the open position. For Job B, let’s say the recruiter needs 20 applications to fill the open position.

    Enter programmatic technology.

    Yes, It’s That Simple

    By using programmatic technology, and the correct software program, we can set those rules in the initial setup of the campaign.

    Tell the software that Job A needs 10 applications. Tell the software that Job B needs 20 applications.

    Now let the programmatic technology do the work.

    Advertising spend goes toward those two jobs to drive the applications you need for that position. The software will work to meet those goals. Once the goal is reached, the spending for the positions is turned off (or switched to other jobs).

    No more wasted spend. No more stacks of applications your recruiters want nothing to do with.

    The job gets filled as efficiently as possible and there is zero to little wasted recruitment spend.

    What If the Job Isn’t Getting Applications?

    Good question!

    In the programmatic advertising software, we can set a cost-per-click bid or a cost-per-application goal. Let’s say we want to bid $0.25 cost per click for that job or $10 per application.

    Remember that we need 10 applications to meet our goal for Job A. After seven days, we have two applications. But we need 10 applications at the end of a two-week span.

    The programmatic software is set up to increase your cost-per-click bid to meet your goal of 10 applications at the end of the two weeks. That $0.25 CPC can increase to $0.50. That $10 application goal can increase to $15.

    Now, it won’t spend endlessly just to reach your goal of 10 applications, but it will do everything within its capabilities to reach your goal. If it can’t reach the goal, that means we have to increase our budget because the market rate for the jobs is below our budget.

    How Do We Know How Many Applications We Need?

    Another good question!

    That comes back to the internal team at your staffing agency. Can you look at your applicant tracking system and determine how many applications came in for a past job? Can you use that data to determine how many applications you need to fill the job?

    If you can’t, now is the time to start recording that data. Work with your recruiters. They may have a gut instinct, but if we are able to record data, the real numbers will provide better data than gut instinct.

    One Last Beneft – Setting a True Recruitment Budget

    In the past, how has your staffing agency or team of recruiters set its recruitment budget for job board spending? Was it a percentage of revenue? Was it a number that just “felt right”?

    The rules-based bidding will help provide a market-value baseline for applications to fill open job orders.

    We are going to learn how many applications are needed to fill a specific job. It’s going to be different for a nurse job and a machine operator job.

    That’s step one.

    Step two comes in knowing how much each application costs. The programmatic software will tell us it costs $5.27 for a machine operator application but $43.79 for a registered nurse application.

    Multiple the number of applications we need by the market value of the application cost and we have the total advertising spend for that job. Let’s say we need 10 nurse applications, that brings a total of $437.90 for the registered nurse job.

    Extend that budget by taking the $437.90 and multiplying it by the number of open positions. With 10 RN positions to fill, that’s a recruitment spend of $4,379.

    That entire number is data driven. It wasn’t a guess. It wasn’t gut instinct. It wasn’t a number set because it’s what we did in the past.

    It’s a number based on an actual result. It might be higher. It might be lower.

    What it does is set expectations for the cost of what it takes to fll those open positions.

    Leverage Programmatic as Part of Your Recruitment Marketing Strategy

    This example of programmatic technology is an awesome benefit. Minimize wasted recruitment spend on jobs that bring in dozens, or even hundreds, of applications you don’t need.

    Efficiently set recruitment budgets based on actual data. This allows for better decisions, not only on the recruitment spend but across the entire recruitment marketing process.

    At Haley Marketing, we aren’t just focusing on programmatic technology and job distribution to help your recruitment marketing strategies. It also revolves around employer branding, a career site and social recruiting.

    Learn how we can help!

    Click here to download the article as a PDF.


  • 25 Jul 2019 1:42 PM | Denise Downing (Administrator)

    Submitted by Urbach & Avraham, CPAs

    The State and US Dept. of Labor (DOL)are increasingly paying attention to wage-and-hour calculations and thus launching more wage and hour exams.

    The Plot
    Unintentionally or otherwise, a NJ landscaper cut some corners, and recently got raked over by the DOL. Fullerton Grounds Maintenance, a Kenvil-based landscaping service, failed to pay more than $500,000 in OT to its employees, per the NJ Dept. of Labor & Workforce Development’s Division of Wage & Hour Compliance.

    The DOL Harvest
    A 6-month investigation revealed that workers had not been paid $529,898, collectively, in OT for time worked over 40 hours a week. The employer cooperated with the investigation, according to the State, “and agreed to perform a self-audit to calculate the amounts owed to the 362 employees who were paid improperly.”  

    The NJ DOL investigation also determined that the landscaping company took illegal deductions for uniforms and other items not permitted by the NJ Wage Payment Law.

    Another DOL Shopping Spree
    An employee-generated 2019 NJ DOL audit recovered $133,490 for nine underpaid supermarket workers. A US DOL exam of R&J Supermarket Corp. in Jersey City, revealed OT, minimum wage and recordkeeping violations. For deficient employee records, the employer paid $49,349 in penalties.

    A Growing Concern
    The pace of wage-hour investigations — many of which are triggered b employee complaints, is on the rise. In 2018, the US DOL’s Wage and Hour Division (WHD) recovered $304 million in back wages. As these NJ audits reflect, once an agency begins to investigate your firm, there’s no telling what it’ll turn up.

    More Concern
    US and State agencies aren’t the only ones chasing after companies. Employers will confront more wage-hour class action suits as more plaintiff-lawyers take up the charge. There’s been “an on-going migration of skilled plaintiffs’ class action lawyers into the wage and hour litigation space for close to a decade,” according to the Annual Workplace Class Action Report by the Chicago law firm Seyfarth Shaw LLP.

    An Ounce of Prevention… firms should keep up with the latest developments in State and US wage and hour regulations. They should consult with their legal and accounting advisor regarding any employee classification, overtime or other questions. At Urbach & Avraham, CPAs, we work with many experienced employment attorneys.

    BY: Pamela Avraham, CPA, Partner, Urbach & Avraham, CPAs which provides accounting and tax services to staffing agencies. Pamela may be reached at pma@ua-cpas.com or 732-777-1158. Firm website is www.ua-cpas.com.

    Click here to download a PDF of the article. 


  • 16 Jul 2019 5:23 PM | Denise Downing (Administrator)

    NJSA is now accepting nominations for the 2019 New Jersey Staffing Employee of the Year.  Please consider nominating one of your outstanding temporary or contract employees for this award. 

    The award will be presented at the 2019 Annual Conference on November 14, 2019.   Please click here to download the nomination form.  

  • 16 Jul 2019 5:11 PM | Denise Downing (Administrator)

    The NJSA Nominating Committee is soliciting nominations for the 2020 Board of Directors. The term of each Director is for two years.  Board service requires participation in monthly board meetings (in-person or via conference call) and NJSA committees.  Volunteering on the NJSA Board of Directors is an investment in your career and an opportunity to expand your staffing contacts and resources.  Please click here to download the nomination formSelf nominations are encouraged!  The deadline for submissions is Friday, September 20, 2019.


  • 27 Jun 2019 11:17 AM | Denise Downing (Administrator)

    Submitted by Urbach & Avraham, CPAs

    Check Those Buy-Sell Terms

    Everyone puts off check-ups. Next month always seems the ideal time for them. Yet sometimes delaying them can come back and bite us big-time. For instance, when’s the last time you checked your buy-sell agreement terms? You’ve worked hard to bring your staffing firm to where it is today. All the sweat and tears you put in over the years can result in someone else’s family enjoying the fruits of your labor. That can happen if one isn’t careful about his buy-sell agreement terms.

    How Much Will Your Share Be Worth?

    When drawing up a buyout clause it is critical to specify, in no uncertain terms, the value to be applied to the partner’s share. There will often be a significant disparity between book value and current market value, as many years may have transpired by the time the triggering event takes place. If book value is chosen, it can result in someone else reaping the fruits of the bought-out partner’s labor. In Estate of Claudia L. Cohen v. Booth Computers and James S. Cohen, a NJ appellate case, the enforceability of such a buyout was questioned.

    Estate of Claudia: Is That Fair?

    Claudia and her brother James were partners of Booth Computers, a family partnership set up by their father. A buyout provision stated that upon the death of a partner the remaining partner/s could buy the share at book value. Book value was $50,000. Claudia died in 2007, triggering the buyout. The executor of Claudia’s estate, appealed that the buyout was unconscionable, as the fair market value of Booth Computers was over 11 million dollars!

    Appeal Denied

    The judge ruled against the appeal, concluding that disparity between book and market value does not render a buy-sale agreement unconscionable.

    An Ounce of Prevention…….

    Even if your share won’t grow by 11 million dollars, it is critical to set the buyout value of your business share as the fair value at the time of a triggering event. You should talk to your CPA about the method by which the fair value is to be determined. An agreement between you and your business partner about the valuation method can avoid unnecessary litigation down the road. Review those buy-sell agreement terms with your CPA today. Your children deserve no less.

    BY: Jeff Urbach, CPA, Partner and Business Valuator, Urbach & Avraham, CPAs which provides accounting and tax services to staffing agencies. Jeff may be reached at 732-777-1158 or jdu1@ua-cpas.com. Firm website is www.ua-cpas.com 

    Click here to download the article.

  • 25 Jun 2019 3:43 PM | Denise Downing (Administrator)

    Submitted by Avionte

    Love it or hate it, marketing is one of the core functions of every staffing and recruitment firm but it’s often the department with the least amount of dedicated resources.

    When you’re short on budget, staff or resources, your options for expensive marketing tools are thin. The good news? There are quite a bit of awesome and free marketing tools.

    Here’s our list of six powerful (and free) recruitment marketing tools that you can start using today to help your business grow.

    Click here to read the full article.

  • 25 Jun 2019 2:56 PM | Denise Downing (Administrator)

    Submitted by Assurance

    Like most companies, Assurance has an Intranet which our employees access on a daily basis for company news, information, resource documents, seating charts, birthdays, baby announcements, you name it. We call our Intranet, ‘A’ Street, but it’s really more of an information superhighway than street.

    Each month, members of Assurance’s Executive Team take turns writing a personal column for Stay Connected. Since we first launched our ‘A’ Street Intranet site, there have been no hard and fast rules for what our executives’ Stay Connected columns should be about. They were simply seeking an opportunity for employees to get to know the leadership team on a more personal level, and hopefully create some new connections. Executives were encouraged to write whatever they were feeling and just roll with it.

    Recently, I’ve gone back and looked at the 70+ Stay Connected articles that have been published. They’re astonishingly diverse, and personal, and introspective. Our CEO, COO, CMO and company Presidents have written to our employees on everything from the numerous challenges of parenting, to female empowerment, staying healthy, the value of appreciation, aging, and even Taylor Swift.

    Needless to say, a fair number of these topics often did connect in some fashion to our workplace and the business we do here at Assurance, but not all of them. I think it’s that mix of personal and business, and sometimes just personal, that makes them overall so powerful.

    The most amazing thing about Stay Connected is not just the articles themselves, but the responses and comments they generate from employees throughout the organization. Employees at all levels, near and far, often take the time to react to these articles. This creates an incredible sense of community here at Assurance, and I believe an invaluable bond between employer and employee.

    If you’re not currently doing something similar at your staffing company on a regular basis, I can’t recommend enough staying connected with your employees by getting personal on a consistent basis. People follow leaders they can relate to. If all you ever talk is business, that doesn’t make for a very relatable relationship

    Click here to download the article

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