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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.

  • Monday, February 01, 2021 1:51 PM | Denise Downing (Administrator)

    Submitted by Two River Benefits Consultants, LLC

    Enacted on Dec. 27, 2020, the Consolidated Appropriations Act, 2021 (CAA) includes a $900 billion coronavirus relief package that provides funding to individuals and businesses.  

    The CAA also includes benefits and tax provisions affecting employers, group health plan sponsors, health benefits brokers and health insurance issuers.  Some provisions are currently effective, while others begin on future dates.

    Click here to download the article.

  • Monday, February 01, 2021 1:48 PM | Denise Downing (Administrator)

    Submitted by Haley Marketing

    One of the best ways to boost traffic to your staffing website is to publish more (and more useful) content. However, part of your content strategy should include a content refresh. Most companies rarely think about refreshing what they already have, but it can be an effective way to gain more traction in search engines.

    Why Refresh Old Content?

    You know the value of working smarter rather than working harder. A content refresh is faster than planning, developing and optimizing new content. It is also a great way to:

    • Improve click-through rate (CTR): You could be losing clicks because your headlines or meta descriptions are outdated or don’t quite align with search queries.
    • More efficiently create long-form content: Dig into your data to find out which pages and blog posts once generated a lot of traffic but have slowed. You can merge content to create long-form content or expound on existing content to make it more robust. Long-form content can help you improve your bounce rate because you become a definitive source for answering questions.
    • It helps you meet Google’s demands: Google likes to serve up content that is relevant, authoritative, and fresh. Updating old content helps you check off these boxes.

    How to Assess and Choose the Best Content to Refresh

    You never want to approach a content refresh willy-nilly. Lean on your website data to know where to focus your efforts. You want to spend time on the pages and posts that have the potential for generating qualified traffic.

    Use your analytics to locate your oldest pages. Then, identify pages that have experienced a dip in traffic. Don’t limit yourself to only pages that performed well in organic search. Include social media shares and clicks, as well. Choose content to refresh by picking out those that have outdated content that should be updated or content that is still relevant today.

    How to Get More From Existing Pages

    Remember, the key is to work smarter, not harder. You don’t need to reinvent the wheel when refreshing your content. You can:

    • Update title tags and metadata: If your title tags and meta descriptions don’t include keywords, update them so that they do. The inclusion of keywords in tags is not a ranking factor; however, it helps users judge whether your content is relevant. Click-through rate IS a ranking factor, so using keywords is wise to help boost clicks
    • Update outdated portions of pages: Staffing and recruiting are in a constant state of evolution. Update old content that may offer outdated advice or content that doesn’t align with current industry best practices. You may also want to update blog posts that contain outdated screenshots, stats or data, as well.
    • Add video: Adding a video to a post can instantly boost its effectiveness.
    • Improve readability: If you use the Yoast SEO plugin for your WordPress website, it will generate a readability score for each page and post. If you identify pages that have poor readability, go through and make them more concise and direct.
    • Make copy user-focused: Odds are high that some of your older pages were written with search engines in mind rather than users. Pages that have keywords stuffed in them or don’t have a singular purpose and focus should be updated.
    • Make short posts more robust: Blog posts don’t need to be lengthy, but if you find some that are less than 350 words, expound on the concepts in the post to make them more useful and robust.

    Remember, a content refresh should be conducted in tandem with new content creation and ongoing SEO improvements to your website. If you want to improve your website’s visibility and organic traffic, contact Haley Marketing Group to help develop an SEO strategy today

  • Monday, February 01, 2021 1:47 PM | Denise Downing (Administrator)

    Submitted by TempWorks Software

    The COVID-19 pandemic has forced staffing agencies to get creative and adapt to the many restrictions that have now been in place for close to a year. Many have found the hardest hurdles to overcome are the confusion over school closures, the difficulty of distance learning, and the lack of childcare. But some organizations have devised brilliant solutions to adapt to these restrictions. One such company is our client Graham Personnel Services, who have implemented in-office education and childcare, complete with a teacher to help employees’ children with their digital learning.

    “We have a large lobby, and we converted it into a classroom for our recruiters so that they could bring their children in. We knew childcare and home schooling would be a significant issue for people,” says Will Graham, COO and co-owner of Graham Personnel Services.

    Graham Personnel Services opened their in-office school in August. Employees’ children (as well as nieces and nephews) have been attending Monday through Friday, accommodating a variety of schedules and modes of distance learning. To top it all off, Graham Personnel Services has also hired a teacher to help the younger children. “One of the moms came to us and said her children are doing the best they ever had. The classroom is smaller and they are getting more one on one time,” says Graham. “That shook me up, that was a pretty special day.”

    The atmosphere of an office changes when kids are nearby. Art projects and books decorate the hallways, laughter is always in the background, and there are costumes on Halloween—creating an environment that is enjoyable not only to children, but to employees as well. The result is a winning balance between work and home life. “We’ve been voted best company to work for, for 4 consecutive years,” says Graham. “We try to really take care of our people, to walk the walk instead of talking the talk.”

    Times of crisis often foster innovation, and Graham Personnel Services has illustrated that perfectly in their adoption of in-office childcare and schooling. They have also shown that such innovations often improve work life in the long run, even when they sprang from something as difficult as a pandemic

  • Wednesday, December 30, 2020 11:16 AM | Denise Downing (Administrator)

    Submitted by Withum

    On Monday, December 21, 2020, Congress released the version of the Consolidated Appropriations Act, 2021 (“CAA” or the “Act”) that was passed and sent to President Trump. Nearly five days after signaling to Congress that the bill needed more direct aid to the American people, President Trump signed it into law on December 27, 2020. The Act is extremely comprehensive, containing more than 5,500 pages, and includes government appropriations provisions and the long-awaited stimulus package.

    Click here to read the full article.

  • Wednesday, December 30, 2020 11:15 AM | Denise Downing (Administrator)

     Submitted  by Becker LLC

    December 17, 2020: Michael Bartels, Chief Development Officer of Becker LLC, interviewed fellow Industry Partner Tony D’Amicantonio, Vice President & Staffing Practice Leader of Odell Studner, discussing the hot topics Tony has consulted with his Staffing Clients about during the Pandemic and looking forward to 2021.

    Click here to download the article.

  • Wednesday, December 30, 2020 11:13 AM | Denise Downing (Administrator)

    Submitted by Avionte

    As an end-to-end software solution for staffing and recruiting firms, Avionté aims to be a resource for your needs from front- to back-office processes. As year end reporting season approaches, here are some 2020 tax form updates to two major forms of which firms across the US and Canada should be aware.

    1095-C Updates for Employers providing ICHRAs

    In 2020, employers had a new option for providing health care to their employees: Individual Coverage Health Reimbursement Arrangements (ICHRAs). If you provided an ICHRA to employees, take note of these new instructions for the 1095-C.

    2020 Instructions for Form 1095-C

    Under the ACA, large employers are required to offer ACA-compliant coverage to their full-time employees or pay an employer shared responsibility payment penalty to the IRS. This requirement is commonly known as the employer mandate. Large employers are those with an average of at least 50 full-time employees (including full-time equivalent employees) in the prior calendar year. The employer’s health coverage is ACA-compliant if it meets minimum essential coverage, minimum value and affordability requirements.

    The federal agencies have determined that ICHRAs meet the minimum essential coverage requirement and will meet the minimum value requirement if the ICHRA is affordable. In general, affordability is based on (1) an employee’s compensation, (2) the amount the employer contributes to the ICHRA, and (3) the premium for the lowest-cost silver health plan available to the employee on the Exchange taking into account the employee’s age and location (residence or primary worksite). The federal government has developed a tool employers can use to determine the lowest-cost silver plans in states using the federal Exchange. Consequently, a large employer may be able to meet the employer mandate by offering its employees an ICHRA rather than a traditional group health insurance plan.

    Tax Form Updates for Employers providing ICHRAs

    Age: If the employee was offered an individual coverage HRA, enter the employee’s age on January 1, 2020. Note that for non-calendar year plans or for employees who become eligible during the plan year, this age may not be the Applicable age used to determine Employee Required Contribution.

    Line 14: Codes 1L through 1S are available to indicate the affordability of ICHRAs offered by employers. They should be used under the following circumstances:

    • 1L: If an ICHRA is offered to employees only and affordability is determined by a ZIP Code, which identifies an employee’s primary residence
    • 1M: If an ICHRA is offered to employees and dependent(s) (not spouse) and affordability is determined by a ZIP Code, which identifies an employee’s primary residence
    • 1N: If an ICHRA is offered to employees, spouses, and dependent(s) and affordability is determined by a ZIP Code, which identifies an employee’s primary residence
    • 1O: If an ICHRA is offered to employees and affordability safe harbor is determined by the ZIP Code of the employment site
    • 1P: If an ICHRA is offered to employees and dependent(s) (not spouse) and affordability safe harbor is determined by the ZIP Code of the employment site
    • 1Q: If an ICHRA is offered to employees, spouses, and dependent(s) (not spouse) and affordability safe harbor is determined by the ZIP Code of the employment site
    • 1R: If an ICHRA is not affordable and is offered to employees; employees and spouses or dependent(s), or employees, spouses, and dependents
    • 1S: If an ICHRA was offered to a worker who isn’t a full-time employee

    Line 17: If the ALE Member used code 1L, 1M, 1N, 1O, 1P, or 1Q because it offered the employee an individual coverage HRA, enter the appropriate ZIP code used for identifying the lowest cost silver plan used to calculate the Employee Required Contribution in line 15. This will be the ZIP code of the employee’s residence (code 1L, 1M, or 1N) or the ZIP code of the employee’s primary site of employment if the ALE Member uses the work location safe harbor (code 1O, 1P, or 1Q)

    T4 CEWS Data Requirement Updates for All Canadian Employers

    For the 2020 tax year, the Canada Revenue Agency (CRA) will be introducing additional reporting for the T4 slip, Statement of Remuneration Paid. Additional reporting requirements will apply to all employers, and will help the CRA validate payments under the Canada Emergency Wage Subsidy (CEWS), the Canada Emergency Response Benefit (CERB), and the Canada Emergency Student Benefit (CESB).

    How to report employment income during COVID-19 pay periods

    For the tax year 2020, in addition to reporting employment income in Box 14 or Code 71, you will use new “other information” codes when reporting employment income and retroactive payments in the following periods:

    • Code 57: Employment income – March 15 to May 9
    • Code 58: Employment income – May 10 to July 4
    • Code 59: Employment income – July 5 to August 29
    • Code 60: Employment income – August 30 to September 26

    Eligibility criteria for the CERB, CEWS, and CESB is based on employment income for a defined period. The new requirement means employers should report income and any retroactive payments made during these periods.

    COVID-19 & Year-End Resources

    Refer to the Avionté Knowledge Base for our library of resources of updated information regarding COVID-19 & Year-End reporting. Also, each Monday the Compliance – Tip of the Week is sent to clients whom have signed up for the newsletter. Sign-up here for weekly Compliance updates – Tip of the Week Newsletter

    For more information, and before acting on any information contained within this article, Avionté recommends consulting with your legal counsel. This information should not be construed as, and does not constitute, legal advice.

  • Wednesday, December 30, 2020 11:12 AM | Denise Downing (Administrator)

    Submitted by TempWorks Software

    Among the many new turns of phrase that have come with the advent of the smartphone, the term “ghosting” is one of the most popular. People use the word to describe the act of someone who suddenly cuts off all contact with another person without any explanation. Ghosting is an easy thing to do, especially if one’s only mode of communication with the other party is through email or text.

    Given the prevalence of virtual communication in light of the pandemic, ghosting has become more common—and in the staffing industry, it can wreak havoc. Recruiters trying to fill already difficult job orders often deal with no-show interviews or candidates who don’t show up on their first day of work.

    How can the staffing industry work around ghosting? The first step is acknowledging that ghosting isn’t going anywhere anytime soon, and the second is to develop a strategy that helps agencies work around the ghosting problem.

    Make It Easy

    The number one reason people ghost is that it’s easy to do. Candidates don’t have to write a two weeks’ notice to avoid their first day of work. They can simply not go and break off all contact with the agency. Another reason ghosting effects the staffing industry is that some processes (such as applications, summoning the energy to show up for an interview, etc.) are, in this mobile-efficient day an age, too complicated. Thus, one of the major ways an agency can avoid ghosting is by making their applications and interview processes simple to accomplish. This means using the world’s reliance on digital communication to one’s advantage. When a recruiter calls a candidate to schedule an interview, the convenience and ease of virtual interviews makes it possible to schedule one within the hour, much faster than scheduling an in-person interview days in advance.

    In the same vein, making applications fillable from mobile devices ensure candidates can send applications at their own convenience. This in turn makes candidates more likely to apply for jobs (helpful for recruiters who are struggling to fill certain job orders) and reduces the chance of them giving up halfway through the process.

    Ghosting is likely to remain a problem while we rely on digital ways of connecting with one another. But by leveraging technology properly, staffing agencies can get creative about how they connect with candidates, and in turn reduce the amount of ghosting.

  • Wednesday, December 30, 2020 11:11 AM | Denise Downing (Administrator)

    Submitted by Haley Marketing

    For most of us, it'll be easy to wave goodbye to 2020 – and say hello to a new year. But in the staffing industry, it can be tough to decide if you should also be looking into a new website in 2021.

    More clients and candidates will visit your website in one year than you will talk to in a lifetime. It's your director of first impressions and likely your biggest source of both sales leads and qualified applicants. And given the pace of change, a staffing website has a shorter shelf life than you might realize.

    So, is your website performing as it should? Could it use a quick update? Or is it time for a complete overhaul? If you're on the fence, here are three simple ways to decide:

    3 Ways to Tell if You Need a New Website

    1) Does It Work?

    When you enter your URL, what do you see? Your website should:

    • Load in three seconds or less
    • Be easy to navigate
    • Include clear and bold CTAs (call to actions)
    • Use forms that go to an email address of a person who will take action
    • Have an easy-to-use application so job seekers can quickly apply on any device

    2) Is It Accurate?

    As you read your website, does it have the following?

    • Your correct phone number
    • An up-to-date address
    • The right services you provide
    • The accurate specialties you offer
    • Your current employees

    3) Is It Optimized for Mobile?

    If you pull up your website on your phone:

    • Is it easy to read without having to pinch and zoom?
    • The mobile version should have streamlined copy, be designed for a smaller screen size, and not be the desktop version squeezed down to the phone’s size.
    • Is your career portal also optimized for mobile? Today's job seekers demand a great mobile job-search experience.

    If you're ready for a new website in 2021, Haley Marketing is ready to help. Check out our work here, or contact a marketing educator today.

  • Monday, November 30, 2020 10:49 AM | Denise Downing (Administrator)

    Submitted by Avionte

    There are many reasons staffing firms should offer a paycard, including great benefits for both your firm and your employees. While there are many important things to consider when choosing a paycard provider for your staffing agency, one of the most exciting options is to offer a paycard with a loyalty program. Today, we are sharing how a staffing paycard loyalty program can drive positive behaviors in your temporary workforce, while simultaneously benefitting both your bottom line and your clients’!

    1. Increases Employee Retention

    Did you know that US employers spend $2.9M per day looking for replacement workers? That’s $1.1B per year. Ouch! A loyalty program serves as a differentiator between you and your competitors. Talent are more likely to work with your firm if they receive added benefits. A loyalty program rewards positive workplace behaviors and gives added bonuses to your best employees. Therefore, the best employees receive the most rewards, increasing retention of your top talent.

    2. Reduces Absenteeism

    Each year, workers in the U.S. miss more than half a billion workdays. Productivity losses linked to absenteeism cost employers $225.8 billion annually in the United States! Reducing your turnover rates by improving attendance makes a material difference in your cost to backfill and your client’s cost of vacancy. Not to mention, it reduces the headache and chaos of finding last-minute backfills. With a staffing paycard loyalty program, you can incentivize your employees for low absenteeism, therefore improving your bottom line.

    3. Improves Safety

    The average cost of a workers’ comp claim today is $40,000. Blue-collar temporary work in factories, warehouses and construction sites have become one of the most hazardous categories of jobs in the nation. This makes light industrial staffing firms highly susceptible to high workers’ comp costs. However, you can help reduce the workers’ comp claim costs by inspiring increased safety on job sites. A paycard loyalty program can reward your workers for safe behaviors, ultimately improving your bottom line.

    4. Raises Referrals

    Did you know that after two years, retention of referred employees is 45% compared to 20% from job boards? Referred candidates are 55% faster to hire, compared with employees sourced through career sites? Hiring and onboarding are time-consuming and, therefore, costly. Reducing these costs through referrals is a great way to benefit your bottom line. With a loyalty program, you can reward your workers for referrals and hire new employees faster.

    Paycards with a Loyalty Program

    While there is an abundance of paycard options on the market, there is only one paycard that was designed exclusively for the staffing industry and offers an incentive program. In addition to the great benefits of a standard paycard, Avionté’s CHANGE card and its Loyalty Program are designed to service staffing firms in ways specific to their needs.

    With the CHANGE Loyalty Program, your firm can reward employees with points for positive behaviors, such as perfect attendance, referring friends and family, and working accident-free. Employees then redeem their points for cash or gift cards from over 75 top merchants – including Amazon, Home Depot, local restaurants and more! The CHANGE Loyalty program helps retain your best employees and greatly impacts your firm’s bottom line.

    Are you ready to CHANGE? Request a demo with a member of our team.

  • Monday, November 30, 2020 10:47 AM | Denise Downing (Administrator)

    Submitted by David Searns with Haley Marketing

    Confession: I've had enough of this year.

    Enough of the news. Enough of social media. Enough negativity in our lives.

    I think this year has pushed all of us to our limits. Coronavirus. Lockdowns. Record unemployment. A global recession. Fires. Floods. Oh yeah, and it's an election year.

    My biggest hope for 2020...

    is that none of us ever see another one like it!

    But we're here now. While we can't change reality, we can absolutely change how we see things and how we deal with challenge. As Sir Winston Churchill famously said, "Never let a good crisis go to waste."

    If you are in staffing or recruiting, the challenge you face is creating more certainty. Certainty in sales. Certainty in recruiting. And most importantly, certainty in your cash flow.

    You need to build a sales and recruiting engine that powers your company, enables your salespeople and recruiters to achieve greater results (without incessant cold calling), and strengthens your business so you thrive in the months and years to come.

    Not sure where to start? This free eBook, "Creating Certainty in Uncertain Times," will walk you through the entire process! The first step in building your sales and recruiting engine is:

    Defining your positioning

    Where are you the best in the world? In the book Good to Great, Jim Collins defines a concept he calls the "hedgehog principle," which is a convergence of three things.

    If you ask most staffing company owners what makes them different, you'll often hear some variation of "it's our service," or "our relationships," or "how much we care about our clients and candidates."

    While these are all great values, they don't create differentiation. They don't position you to stand out. To really define your positioning, you need to apply Jim Collins' model.

    What are you deeply passionate about?

    Why did you get into staffing? Is it about the kinds of people you place? The types of clients you serve? A commitment to helping people advance their careers?

    A staffing company built around a passionate belief will be much stronger than one built around a general goal of providing better service.

    Where are you (or can you be) the best in the world?

    What types of people are you good at recruiting? What industries or job functions do you really understand? What unique skills, experience or technology does your company possess? In what locations are you strongest? Or with what size clients or types of staffing buyers?

    The idea is to define a very specific market segment or service offering where you can consistently outperform every other staffing and recruiting company on the planet.

    What is your economic engine?

    What is the value you offer that people will pay you to deliver? Is it traditional "temp help" or "direct hire recruiting" where you are paid a premium (or fee) for providing talented people that companies cannot find on their own? Are you paid for the convenience you offer? The result you deliver? In staffing the economic engine is most often thought to be "we provide people to do work." But could your value be more than this? Are there better ways to deliver...and get paid for the value you can offer?

    Positioning is about defining your turf...carving out a segment of the staffing market that you truly own. This can be based on the types of people you place, kinds of clients you service, where you offer your services, or how you provide service delivery.

    With positioning, think of a pie. That pie represents all staffing and recruiting services (or bigger picture, all workforce management solutions). Your positioning represents the slice of the pie that you own. The idea is to pick a slice (your hedgehog) that you truly own and one that is large enough to allow you to accomplish your business goals.

    To learn the next steps in creating a more certain (and bright) future for your firm, download "Creating Certainty in Uncertain Times," or connect with a marketing educator today.

Click on the dates below for Staffing Online News archives from 2017 and 2018.  

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P. O. Box 518
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Fax: 856-727-9504

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