Choosing a Staffing Provider

By Mark Brousseau

Partnering with a staffing service can help supplement your existing workforce during peak periods, allow you to pre-screen applicants for full-time positions, and even reduce your labor costs. That’s according to Brian Devine, division vice president at ProLogistix. Many industries are embracing the use of contingent workforce – which now accounts for 2 percent of the entire U.S. workforce, Devine notes.

But companies need to recognize that staffing is a strategic decision, Devine told attendees at the Warehousing Education and Research Council’s (WERC) Annual Conference in Chicago, May 4-7. That means choosing the right partner carefully, communicating effectively at the right levels, and being realistic in your expectations.

Devine said it’s a common misconception that all staffing companies are the same because they recruit from the same pool of people. However, there are several qualities companies should look for in a staffing provider, he noted. These include the thoroughness of the applicant screening process (including worker eligibility, drug testing, and criminal background checks), the competency of local recruiters (including industry knowledge and service-level expectations), competitive pricing, and a staffing provider’s financial stability.

And don’t turn a blind eye to undocumented workers. Devine said many companies mistakenly believe that it’s not their problem if the staffing service uses undocumented workers. He warned that the Department of Homeland Security’s revised penalties and automated e-Verify program make the risks associated with undocumented workers even greater. Also raising the stakes are stringent state laws, such as the one in Arizona.

Do have tips for partnering with a staffing service? Post them below.

Choose New Hires Wisely

By Mark Brousseau

When hiring, it’s hard to be sure what you’re getting.

But in the January issue of US Airways Magazine, career coach Donald Asher offers the following recommendations to keep from being blindsided by a resume liar.

First, trust your gut. Then, back up your gut decision with good old-fashioned rational verification. Asher writes that there are four things any hiring authority should verify for new hires: education, title, dates and salary. For instance, Asher keeps a list of accredited colleges and universities handy. If a school a candidate claims to have attended isn’t there, that’s a big warning flag, he says. Asher also suggests tracking down people who are not provided as references by the applicant and asking them for “off the record” information.

Finally, Asher recommends not telling other candidates that you’ve hired someone until the new employee has worked a full week on the job. This could save your company a great deal of embarrassment. What hiring tips can you pass along? E-mail me: m_brousseau@msn.com.