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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.

  • Friday, May 10, 2019 9:15 AM | Denise Downing (Administrator)

    Submitted by Assurance

    A large deductible plan provides the same workers’ compensation insurance coverage as a guaranteed cost insurance plan. In fact, a deductible option is a guaranteed cost insurance plan with the addition of a special deductible endorsement. A deductible program is designed for large employers that have the capacity to self-insure part of their workers’ compensation losses. The size of deductibles for these plans generally range from $100,000 to $1,000,000 per occurrence.

    Why would I want a large deductible plan?

    In short: a possible reduction in premium! You take a calculated risk that your loss control and claims management efforts are going to meet or exceed your historical loss experience and outperform similar companies in your industry. The expectation is that the insurance premium saved by choosing a higher deductible will exceed that of the claims costs in a given policy year.  With this in mind, a company should develop annual operating budgets that project the direct and allocated costs of its expected claims, including excess insurance. Other advantages of a large deductible workers’ comp plan include:

    • Significant cash flow advantage over most other fully insured or alternative risk programs
    • Increased market availability or number of carriers willing to underwrite staffing
    • Increased incentive for implementing loss control programs
    • Increased incentive for implementing return to work programs
    • Advantages of self-insurance without having to obtain regulatory approval or high start-up costs
    • Easy access and exit
    • Possible tax savings
    What are the disadvantages?
    • Financial security required
    • Years of deductible policies may aggregate collateral to the point it can deplete line of credit availability
    • Unpredictable timing of claim reimbursements
    • Risk of large, unpredictable losses, especially if no aggregate deductible applies
    If structured and monitored correctly, a large deducible program can provide greater control, the possibility of reduced long-term total costs and a significant competitive market advantage over your competitors. Want to see if this plan is right for you? Contact me today.

    Click here to download the article as a PDF.

    WRITTEN BY: KURT MURRAY
    Kurt Murray is a Principal at Assurance who focuses on mid-sized companies in the staffing industry. With over 20 years of experience, his primary responsibility is to provide cost-effective solutions and develop insurance programs that are individualized to a company’s specific needs. Kurt graduated from Northern Illinois University with a Bachelor of Science degree in Finance. He’s been a presenter at numerous staffing industry events and conferences, including TempNet, American Staffing Association, New Jersey Staffing Association and Staffing Services Association of Illinois

  • Friday, April 26, 2019 7:54 AM | Denise Downing (Administrator)

    Submitted by Peckar & Abramson, P.C.

    The H-1B visa category allows U.S. employers to temporarily hire foreign nationals to work in “specialty” or “professional” occupations. Congress caps the amount of new H-1B visas at 85,000 per fiscal year, with 20,000 set aside for individuals with a U.S. Master’s degree or higher (“the advanced degree exception”). The next fiscal year begins on October 1, 2019, and H-1B petitions can be submitted six months in advance of a new fiscal year. Between April 1-5, 2019, USCIS received 201,011 H-1B petitions, which is significantly more than the allotted number of visas. A lottery has been conducted to determine which petitions will be adjudicated by U.S. Citizenship and Immigration Services (“USCIS”).

    This year’s lottery was conducted differently than in past years. In previous years, the 20,000 set aside for the advanced degree cap was handled first, then the advanced degree petitions that were not selected carried over to the regular cap lottery (the 65,000) with all the rest of the cap-subject H-1B petitions. This year, all of the petitions were first run through the 65,000 regular cap, then the remaining advanced degree petitions were run for the 20,000 advanced degree slots. USCIS expects this seemingly subtle change will result in a marked increase of advanced degree petitions being accepted in the lottery (approximately a 16% increase). Prioritizing “the most-skilled or highest-paid beneficiaries” is consistent with President Trump’s “Buy American, Hire American” Executive Order.

    Premium Processing this year will also be handled differently than in FY2019. If you recall, last year Premium Processing was suspended so that USCIS could handle the backlog of H-1B petitions that had accumulated. This year, USCIS will allow Premium Processing for cap-subject petitions using a “two-phased approach.” For cap-subject petitions requesting a change of status (for instance, a change of status from F-1/OPT to H-1B), Premium Processing could have been requested concurrently with the initial H-1B filing or can be requested after the fact beginning May 20, 2019. Premium Processing of all other H-1B petitions will not begin until “at least June 2019.”

    While USCIS will no longer accept cap-subject petitions, it will continue to accept and process petitions that are otherwise exempt from the cap, such as “H-1B transfers” filed on behalf of individuals who have already been counted against the cap and want to change employers, or H-1B extensions for employees whose H-1B approval period is running out. USCIS will also continue to accept H-1B petitions from cap-exempt employers.

    Employers whose petitions were selected in the lottery will receive a receipt notice, indicating that they have been submitted for processing. In recent years, receipt notices have been mailed between mid-April to June due to the high volume, and the same is to be expected this year. Employers whose petitions were not selected will receive a rejection notice, and the Form I-129 petition/filing fees will be returned in full.

    F-1 students working with optional practical training (“OPT”), who are beneficiaries of a pending or approved H-1B petition, will have their work authorization automatically extended through September 30, 2019. OPT students not accepted in the lottery whose status is expiring this summer will need to explore other options to stay in the U.S. and/or continue working. To wit, any employer whose petition is not accepted in the lottery should consider whether another visa is available for the desired worker.

    Employees seeking change of status should remember that international travel will adversely affect the change of status request. Any travel should be discussed with an immigration attorney before you leave the U.S.

    For more information, please contact: 

    Michael J. P. Schewe, Esq.

    Senior Counsel | Peckar & Abramson, P.C.

    70 Grand Avenue | Suite 200 | River Edge, New Jersey 07661

    office 201.343.3434 x2103

    mschewe@pecklaw.com | www.pecklaw.com


  • Wednesday, April 24, 2019 2:59 PM | Denise Downing (Administrator)

    Submitted by Avionte

    Recruiters and staffing professionals often spend loads of time and money on marketing efforts to help their business stand out from the 20,000+ staffing and recruiting firms in the US. With so many marketing channels and strategies, there’s a lot to play with, which begs the question:

    “What marketing strategies/efforts are paying off?”

    If you break down the three most basic ROI recruitment marketing metrics, they include:

    Brand awareness – How well known is your brand?

    Pipeline growth – When marketing campaigns turn into direct revenue

    Promoters – How well liked is your brand and how do people talk about it?

    Just about every marketing campaign aims to impact at least one of these metrics but the trouble is accurately measuring them. In this blog post, we’ll take a deeper look at how to prove ROI with these marketing channels:

    • Social media
    • Third party review sites
    • Website

    Social Media

    With 70 percent of people using social media daily in North America, it’s one of the best places to reach candidates but also one of the murkier options for measuring ROI. With metrics like reach, engagement, likes, shares and reactions – there’s a lot to play with. Social marketing best practices suggest starting with a goal like building brand awareness or boosting pipeline and then determining which metrics align with that goal.

    The trick is to start with a very specific goal and aligning it with exact numbers and a realistic time frame.

    Here are a few examples of some goals and metrics:

    • Increase brand awareness by gaining 100 new Facebook likes and 20 reactions in a month
    • Place two new candidates that came directly from a tweet in a week or less
    • Boost awareness by gaining 100 new connections from LinkedIn over a two-month span
    • Place 10 new candidates from all social channels (Facebook, Twitter and LinkedIn) with $150 in ad spending over a month

    Whether you achieve your goal or not, you’ll learn over time what works and what doesn’t. Practice makes perfect, right? Need ideas on how to get started? Check out our guide on How to Maximize Your Facebook Business Account for Recruiting.

    Third Party Reviews

    Ever Googled your business? Were you surprised by what you found? With a plethora of third-party review sites like Glassdoor and Google, there’s a lot of content out there that can deeply hurt or help your staffing business.

    While it’s often difficult to provide exact ROI from these third-party sites, having a good average review is never a bad sign. If reviews on these sites are not as good as they could be, launching a campaign to current clients asking them to write a review can dramatically help your brand AND make it easier to prove value.

    For example, let’s say your Google review of your business is currently 4.2 (out of 5). Your goal is to boost it by .4. To achieve your goal, you email 100 clients asking them to give your business a review on Google and aim for 10% completion. After a week or so, you check back on Google and found that 15 new people wrote reviews, many of which contributed to a better average score of 4.6. You’ve exceeded your goal and can easily report back on the success.

    Bonus: Use your favorite Google, Glassdoor or other third-party reviews for your marketing content. Whether it’s for a social media campaign or content for your website, it’s free, high-quality content that’s from someone outside your business.

    Website

    Typically, websites are often the crème de la crème of your marketing engine. Your website provides a glimpse into who your business is, helps answer questions and ultimately, drives leads. Like social media, there are literally hundreds of metrics to report on but for the sake of time, let’s look at two important ones that are easier to measure ROI on:

    Visits – How many people visit your website a day? How about a month? Is your traffic growing year-over-year? Which pages are your highest converting pages? Answering these questions is the foundation for a solid ROI measurement. If you haven’t already, be sure to get analytics on your website. Free tools like Google Analytics work wonderfully to prove and report on ROI. Here’s a free guide to installing Google Analytics if your website is hosted through WordPress.

    Conversion rate – With the traffic you do have, how can you optimize it to ensure it’s capturing the maximum amount of leads possible? Conversion Rate Optimization or CRO for short does just that. Check out this blog from the folks at Venture Harbour, they wrote out 100+ ideas to test on your website for higher conversion rates. The best part of CRO? It’s easy to report on ROI. Using free tools like Google Analytics, you can prove what did or didn’t work with your CRO efforts. Often, just changing one thing, like one less field in a resume upload form can produce dramatically more leads.

    About Avionté

    Avionté is a leader in enterprise staffing and recruiting software solutions, offering innovative end-to-end technology 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 view the article online.

  • Wednesday, April 24, 2019 9:44 AM | Denise Downing (Administrator)

    Submitted by AGR Financial

    Every industry comes with its unique set of financial quirks, and the field of staffing and temporary personnel is no exception. From the common use of payroll funding services to the process of ensuring a firm is adequately covered by insurance, there are a variety of challenges that must be tackled on the path to staffing success, and AGR Financial can deliver more than two decades of experience to help your firm prevail.

    Making Payroll

    The primary challenge for a staffing agency is making payroll regularly. In many industries, payroll can be managed without much thought. When it comes to the temporary personnel field, however, it’s of the utmost importance. Because staffing firms typically invoice their clients for the payment required, the firms are unlikely to be compensated until a certain amount of time passes – sometimes the period is 30 days, sometimes it’s more. Regardless, waiting a month for payment is not an avenue that lends itself to efficiency, and it can make it tough to pay the employees you’ve placed, which must be done in order to avoid heavy regulatory penalties. Granting credit to your customers is a necessary evil, but you are not a bank, so outsource the task!

    Almost universally, this means that staffing firms are required to secure outside funding options in order to make payroll, whether through traditional banks or specialized service providers, such as AGR Financial.

    Obtaining Funding In A Fluctuating Economy

    A characteristic that the staffing and temporary personnel industry shares with most fields is that success often depends on the state of the economy. Since the economy tends to fluctuate relatively regularly, it naturally brings about changes in every industry – in turn affecting the staffing firms from which these industries source their labor.

    While poor economic conditions might only inflict limited damage upon a staffing firm, other companies often use staffing services instead of hiring permanently to minimize risk. A booming economy can bring about an increase in business drastic enough that the staffing firm may need substantially more funding than the amount it usually requires. This isn’t always attainable through standard methods, and turning to industry-specific financing options, like AGR, can become both necessary and greatly beneficial in the long run.

    Again, you are not a bank, so why finance your clients yourself?

    Navigate The Industry With AGR Financial

    Successful staffing is something of an art, requiring firms to make each and every decision carefully and operate with the utmost caution at all times. If your temporary personnel firm is in need of funding or professional financial guidance, contact Allen Geyer, President, or Evan Prodromo, Vice President, in our Edison, NJ Corporate Headquarters at 732-572-0568 or visit www.agrfinancial.com to learn more.

    Click here to download the article in PDF format.

  • Wednesday, April 24, 2019 7:58 AM | Denise Downing (Administrator)

    Written by Martin L. Borosko, Staffing Practice Leader of Becker LLC

    The past year marked another active year for mergers and acquisitions in the staffing industry. The number of transactions rose from 2017 and valuations held fairly steady across the industry. The question is what can we expect in 2019? We surveyed a number of the leading investment bankers and private equity firms in the industry about their expectations for the upcoming year.

    Overall Market
    The consensus is that the market will remain strong through at least the first half of 2019 with a potential cooling of the market in the second half of the year. All sources expected a strong first quarter in terms of activity.  Simply put, there remains a healthy number of sellers and buyers who entered the market in the second half of 2018 and are still looking to close deals. This overflow from 2018 combined with new entrants into the market should ensure that activity will remain at a pretty consistent pace with 2017 and 2018. An active market along with the fear of an economic downturn having been pushed out until 2020, should protect valuations through the first half of the year as well. 

    The big “if” for the second half of the year is, of course, the economic outlook for 2020. A number of the experts surveyed for this article indicated that they anticipate some buyers heading to the sideline in the second half of the year based on their belief that the economy will slow in 2020.

    While activity and valuations will remain strong, buyers/PE investors are continuing to narrow their focus and refine their criteria for acquisitions targets. Professional staffing businesses in high growth and niche areas will remain in highest demand, and correspondingly, will continue to reap higher valuation multiples. Businesses with flat or declining growth profiles and/or in lower margin markets will find limited buyer interest and less attractive valuations.

    Commercial and Light Industrial Staffing
    Valuations in the commercial and light industrial staffing market dipped slightly in the late second quarter and early third quarter of 2018. Activity, however, remained strong. The consensus is that valuations will hold where they are now and activity will remain steady in this sector for the first half of 2019.

    Private equity has cooled a bit in terms of interest in this sector of the staffing market and that development is one of the factors that led to the slight dip in valuations. Without strong interest from private equity, it might be hard for valuations to rise in this sector in the near term. On the other hand, foreign and middle market strategic buyers entered the market in the second half of 2018. This group of buyers along with the private equity buyers still in the market, should be sufficient to carry the market where it is through the first half of the year. The consensus is that there may be another slight dip in valuations in the third quarter if there are any signs of an economic slowdown in 2020.

    Healthcare
    Valuations and activity should stay robust in the healthcare staffing industry throughout 2019. This sector continues to garner strong interest from buyers and PE investors. The only constraint on the market is the tight supply of healthcare professionals and the question of whether healthcare staffing firms have sufficient pricing power to improve margins given rising wages in the sector. Healthcare staffing firms with demonstrated growth profiles, robust technology platforms and a strong management team that desires to remain with the company post transaction will continue to receive attractive valuations throughout 2019. Geographical penetration will continue to serve as a catalyst for many strategic acquisitions.

    IT
    The IT staffing sector will continue to see the highest valuations and greatest activity in the industry in 2019. In particular, IT staffing businesses in strong niche markets will demand the highest multiples within the IT staffing industry. Multiples will continue to range from six to eight times EBITDA for middle market IT staffing firms (EBITDA $3M $7M) with a proven track record of growth in the first half of 2019 and should carry through until the end of the year assuming that there is not a major economic downtown in the forecast.

    Finance and Accounting
    The US finance and accounting staffing merger and acquisition market should remain steady in the first half of 2019. Growth in private equity market, business spending and new regulations will continue to fuel demand and drive revenue slightly upward in the sector. Human cloud staffing will continue to pose a threat to traditional finance and accounting staffing. Businesses offering a combination of traditional staffing and technology driven staffing, such as human cloud staffing, that show solid growth will be the most attractive sellers. Overall, valuation multiples and activity should remain at 2018 levels.

    Niche Sciences and Engineering
    Life sciences, robotics and other staffing business participating in higher bill rate technology or scientific sectors will continue to be highly sought after acquisition targets.

    Conclusion
    Favorable economic conditions and a stable of active buyers/investors and willing sellers should fuel the M & A market in staffing for the first half of the year and into the second half of the year. We expect buyers/investors and sellers to be motivated to get deals done this year before the uncertainty of the economy and next year’s election factor into the market for 2020.

    Click here to download the article in PDF format.

  • Thursday, April 18, 2019 4:46 PM | Denise Downing (Administrator)

    Provided by Haley Marketing

    Do you need to don white gloves or extend your pinky while typing? No. But whether you call it email etiquette, tech etiquette, digital communication etiquette or anything else, one thing is certain:

    Manners matter in staffing!

    Everyone is busy, and we all make mistakes. Still, communication oversights and faux pas can have serious professional consequences.

    Need a little brush up? Use these digital communication etiquette tips to improve the service you provide to clients, candidates and internal customers, too.

    Email Etiquette Tips:

    1. Fill in the “To:” email address last. Wait until you’ve proofed everything and made sure attachments are attached before filling in the recipient’s address. This will keep you from accidentally sending an email prematurely.
    2. Be professional, but conversational. Texting lingo and emoticons have their place – but it’s not in your professional business correspondence. Keep your tone appropriate at all times, striving to come across as respectful, friendly and approachable. Remember: Nothing is truly confidential, and digital communications are forever!
    3. Watch your tone. Follow the basic rules of courtesy you learned while growing up, using words like “please” and “thank you” when appropriate. And be careful when incorporating humor into digital communications; jokes frequently get lost in translation.
    4. Create a clear, descriptive subject line. Make it easy for your recipient to tell what your email is about (and to search for later if they need to). Choose a subject line that lets the reader know you’re addressing their concern. Otherwise, it may be overlooked, ignored or deleted.
    5. Use the recipient’s name in the greeting. Addressing the reader by name adds a personal and courteous touch to your email.
    6. Think before hitting “Reply All.” Do you enjoy having to sift through communications that don’t impact you? Neither do your clients, co-workers, managers or vendors.
    7. Be concise, yet thorough. Assume your recipient is busy. Get to the point quickly and be sure you include all relevant information to prevent unnecessary back-and-forth.
    8. Use formatting features to make the email easier to read. If you have to send a long email, use bullets, numbered lists, bold text and other formatting options to make the content skimmable and emphasize important ideas.
    9. Read your message aloud. To prevent misunderstandings, read through your message, putting yourself in the recipient’s shoes. If it sounds even slightly harsh or negative to you, it will to the reader. Pro tip: USING ALL CAPS IS THE WRITTEN EQUIVALENT OF YELLING – as is using a string of exclamation points!!!!
    10. Use a spell checker, but don’t rely on it. It can be helpful, but it’s no substitute for incorrect/missed information, inappropriate terminology, etc.
    11. Always include a signature line or block. Don’t assume every recipient knows who you are. At a minimum, your signature should include your full name, company name and contact information.
    12. Double-check to ensure you’ve selected the correct recipient. Once you’re sure your email is clear, concise, courteous, complete and correct (yep, that’s 5), pause before hitting the “Send” button. Review each recipient’s email address, to be sure it reaches them!

    As with all other aspects of staffing customer service, using good manners in email matters. Share these tips with everyone in your organization to raise the bar in your digital communications – and deliver even better service, every day.

    Click here to download the article as a PDF.


  • Friday, March 29, 2019 10:08 AM | Denise Downing (Administrator)

    Written by Staffing Industry Analysts

    Companies are willing to hire applicants who don’t meet skills requirements and then train them to fill the roles, according to research released today by Robert Half International Inc. (NYSE: RHI).

    A survey of HR managers found 42% of résumés they receive, on average, are from candidates who don’t meet the job requirements. And 84% of HR managers reported their company is open to hiring an employee whose skills can be developed through training.

    HR managers were asked, “How open is your company to hiring and training an employee who doesn’t meet the skills requirements for a position?” Fourteen percent said their company was “very open”; 70% said “somewhat open”; and 17% were not open at all.

    “When it’s challenging to find candidates who check off all the boxes, companies may need to re-evaluate their job requirements to hire the right talent,” said Paul McDonald, senior executive director for Robert Half. “Workers can be trained on duties for a role, but individuals with the right soft skills and fit with the corporate culture are often harder to come by.”

    More than half of staffing firms offer training options to temporary workers, according to Staffing Industry Analysts’ report, “North America Staffing Company Survey 2018: Training options offered to temporary workers.” The most common type is free online training, offered by 40% of staffing firms. Active training is less common; 13% use paid vendors to actively train, test and/or certify workers, while 12% use on-staff trainers.

    In a separate survey of workers, 78% admitted they would submit for a role when they don’t match all the qualifications, and 62% have been offered a job when they didn’t match the exact qualifications.

    Among the 28 US cities in the survey, Charlotte, NC, had the most professionals who have landed a position without meeting the requirements at 74%, followed by San Diego at 72%; Washington and Austin, Texas, both came in at 71%.

    Workers in Salt Lake City are most likely to apply for a role if underqualified at 89%, followed by Atlanta at 83%, and Austin and Charlotte at 82% each.

    The online surveys were developed by Robert Half and conducted by independent research firms. They include responses from more than 300 HR managers at US companies with 20 or more employees and more than 2,800 workers employed in office environments in 28 major US cities.


  • Friday, March 29, 2019 10:06 AM | Denise Downing (Administrator)

    Written by Maria Tanski , Recruiter Training

    According to one source, more than one in three workers (35%) are millennials. And according to another source, millennials will make up 75% of the workforce by the year 2030. As the number of millennials in the workforce grows, you must adapt your strategies for recruiting millennials.

    5 Tips for recruiting millennials - To attract a new generation of top talent, you must learn how to recruit millennials. Use the five tips below to boost your recruitment strategies for millennials.

    1. Emphasize employer brand

    Your client’s employer brand can make or break its workplace reputation. Creating a positive employer brand can help recruit and retain more millennials.

    An employer brand shows candidates what it’s like to work for your client’s company. Give millennials a snapshot of the business during the recruiting process.

    While recruiting and hiring millennials, include what makes your client stand out from competitors. And, be sure to outline your client’s values. What is the work culture like? How does your client’s workplace compare to others?

    Use an authentic workplace culture to attract top candidates. Millennials appreciate transparency and want an employer who shares similar values.

    Consider posting pictures of current employees to showcase your client’s employer brand. For example, while posting a job description, you might include a photo from an office event that shows employee engagement.

    2. Promote a fun work environment

    This tip goes hand-in-hand with emphasizing your client’s employer brand. Along with seeing a strong employer brand, millennials want a workplace where they can have a little fun.

    One reason why millennials job-hop is due to an unenjoyable workplace. You may think that companies who have more fun are less productive. However, one source states that happy employees are 12% more productive.

    Promote a fun work environment to candidates. If your client has office events, parties, or special treats for employees, promote those activities. Let millennial applicants know that a job doesn’t have to be all work and no play.

    For example, say your client surprised employees with an ice cream truck. Create a social media post with a company photo from the event to emphasize your client’s fun work environment.

    Candidates need to be able to see the fun side of the company. But, they also need to see a serious side, too. Don’t over-promote a fun work environment.

    3. Be present on social media

    More than ever, recruiters need to utilize mobile recruiting to attract top candidates, especially millennials.

    Use a variety of social recruiting websites and applications to post job openings to larger audiences. Facebook, LinkedIn, and Twitter are some accounts you can use to promote positions and recruit candidates.

    Research what platforms millennials use most. And, remember that platforms that work well for one client may not work for another. Experiment with platforms to see which attract the most millennials.

    Consider asking candidates which site they found the job posting on. You can use candidate feedback to learn which platforms are best for millennial recruitment.

    4. Clarify career paths and opportunities

    Another reason why millennials leave positions is to advance their careers elsewhere. If a millennial doesn’t see a future with your client ’s company, they likely won’t stick around.

    You and your client must discuss career paths for candidates. And, mention advancement opportunities to candidates throughout the recruiting process.

    Take time to look at different positions within the client’s company to see what options candidates have for the future. For example, say a candidate is applying to a sales position. You could let them know they might be able to advance to the marketing department later in their career.

    Be straightforward about career advancement opportunities. If a millennial asks a question about career paths during the interview process, be honest and open about the possibilities.

    5. Stay up-to-date with technology

    In an age of ever-changing technology, 85% of millennials access the internet from their phones. And after growing up with it, millennials have also turned to technology for job searching, too.

    Because millennials typically utilize their smartphones, laptops, or other devices to search for positions, shouldn’t you use that to your recruiting advantage?

    Stay up-to-date with all types of platforms. Use mobile applications, social media, job boards, and recruiting software to tap into the pool of millennial candidates.

    Make sure applications and job posts are accessible through all types of devices. That way, no matter what device an applicant is using, candidates can still view and apply for positions.


  • Friday, March 29, 2019 10:01 AM | Denise Downing (Administrator)

    As the on-demand workforce balloons in size, it is changing the way organizations staff their companies and get critical tasks done. While there is much to be excited about — unparalleled flexibility, increased agility, lowered costs — the on-demand workforce can also induce a little anxiety in business leaders and HR pros, as any disruptive force naturally would.

    To get to the heart of the concerns surrounding the on-demand workforce, Waggl and Next Concept HR teamed up to survey thousands of HR professionals from organizations of all sizes, including attendees of HR West 2019. The results of the survey highlight both excitement and some serious worries about the upward trend of on-demand workers.

    In aggregate, 67 percent of respondents said their organizations currently hire independent contractors or freelancers to perform work on an on-demand basis, and 64 percent claimed their organizations clearly articulate their values and mission to on-demand employees. A full 74 percent of respondents agreed with the following statement: “My organization listens to the voice of its workers, including on-demand employees, and takes action in response to their concerns and requests.”

    However, in government and military organizations, only 33 percent of respondents felt their organizations did a good job of clearly articulating values and mission. In mid-size corporations with 5,000-20,000 employees, only 33 percent of participants agreed their organizations listen to the voices of all workers and take action in response to their concerns, compared to 81 percent of participants at startups and small corporations with fewer than 5,000 employees.

    “The gig economy is not just about Uber drivers, artists, and bartenders anymore. Many of these workers have highly specialized skills and an impressive breadth and depth of knowledge,” said Greg Morton, CEO of Next Concept HR Association, in a press release. “Rather than marginalizing on-demand workers, perhaps it is time to embrace this trend for what it actually represents: an opportunity to infuse corporate culture with new learning and ideas, higher engagement, and fresh energy.”


  • Friday, March 29, 2019 9:53 AM | Denise Downing (Administrator)

    Submitted by Access Capital 

    Our world is increasingly influenced by our digital culture. Whether you need to restock household groceries or arrange a driver for your next flight you are most likely using an app on your phone. While convenient and efficient, the increased use of technology to run our day-to-day lives seems to have created gaps in communication and social interactions. A culture of people swiping left to find their dates has led to changes to certain social mores.

    What was once a term applied only to modern dating, “ghosting” can now be used to describe other areas of social interaction. When you get ghosted, the person with whom you’ve been dating cuts off all communication with you with no warning. You don’t even get the benefit of the “it’s not you, it’s me” speech when someone ghosts you. There’s just radio silence and perhaps a feeling of rejection on the side of the “ghostee.” Not a great way to end a relationship is it? Ghosting has become so prevalent that even the New York Times explored the phenomenon earlier this year. And now, we are seeing that ghosting has found its way into the workplace with regards to candidate behavior. More and more recruiters and employers are being ghosted by candidates. Sometimes for interviews and even for the first day of an assignment!

    With an unemployment rate of 3.8% and job openings at 7.6 million (as of January 31, 2019) , there are more open jobs than employees to fill them. Nowadays, candidates are empowered and can afford to be finicky about their next project and their behavior is showing that. Some are simply blowing off interviews or becoming no-show employees when day one of a new assignment arrives. For recruiters, this poses a major disruption to fulfilling client needs and has the potential to negatively affect your relationships with your clients.

    If a behavior like ghosting manifests en masse, how can we combat it? The key seems to be to ensure you take good care of your candidates - be sure to keep the lines of communication open and touch base often.

    Address the Elephant (Ghost) in the Room: Communicate clearly about ghosting. If you broach the topic upfront with candidates, you may help mitigate the likelihood of being ghosted. Create a safe space for communication and encourage your candidate to let you know if they’ve decided to take another offer. Take the perceived stigma out of telling a recruiter no. In other words, make it okay for a candidate to refuse an offer or change his or her mind with you and chances are, they will be forthcoming with you.

    Engage and Inform: Just as it’s frustrating for a recruiter to suddenly lose communication with a candidate, potential employees appreciate ongoing communication at each stage of the recruiting process. When working with a candidate, be sure to provide status updates and a timeline for the process so there is no uncertainty. If a candidate feels informed by a recruiter, they will feel valued and may be less likely to disappoint you when it’s time to meet with your client. Also consider working to have less lead up time until the start date. In the days leading up to the start date, send info about the new company to your candidate and see if you can connect your candidate to someone at the new employer sooner to help establish a connection before your candidate’s first day. This will lessen the threat of your candidate going elsewhere or abandoning the assignment altogether.

    An informed and well-tended to candidate will be less likely to stray than one who hasn’t heard from a recruiter in weeks. Providing a positive experience for your candidate will help ensure they follow through with you and show up for your clients. It will take some extra care but you will appreciate the benefit of a forthcoming candidate. While we may not be able to halt the social phenomenon of ghosting, we can at least work with it and try our best to not fall victim to it.

    About Access Capital:

    Access Capital is a privately held non-bank lender that has been supporting the growth of staffing companies and other entrepreneurial enterprises for over thirty years. Headquartered in New York, Access Capital offers asset based lending and acquisition financing services to staffing companies nationwide.

    Learn more about how we can work together to support your success by calling us at (212) 644-9300


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