Category: Outsourcing

  • Five mistakes to avoid when finding candidates for key positions

    At a time of nearly full employment, recruiting employees who are high performers can be tough. That’s why employers should watch for missteps that can cost them a leading candidate or cause them to hire the wrong person. Such avoidable errors can send the recruitment process back to square one at the company’s expense of valuable time and money.

    In order to get the most out of your recruitment efforts and land the candidates you need, plan ahead. When formulating your recruitment strategies, avoid making these mistakes:

    1. Assessing only for skills and knowledge – Evaluating a candidate’s skills and qualifications is vital, but so is assessing for personality and compatibility. Yet many companies never do this. Knowing that a candidate is a good fit for both your company and the position will result in a higher placement success rate. See our blog post on recruiting for personality as well as skills.
    2. Prolonging the recruitment process – If a recruitment process drags on too long, great candidates are lost and internal projects get delayed. If other employees pick up the slack for too long, morale can suffer. Don’t wait for the perfect candidate who may never materialize. Now, I’m not suggesting you rush ... Read More
  • Temp help wanted: Employers’ demands for temp staffing are growing

    Temp staffing is on the rise, not just here in southcentral Pennsylvania but across the commonwealth. Last year in Pennsylvania, an average of 120,000 temporary employees worked each week, according to the American Staffing Association—a 5 percent increase from the year before. A total of more than 582,000 people filled temp jobs during 2017, an increase of 12.6 percent.

    A substantial temp workforce is picking up the labor slack resulting from a shortage of skilled employees during this period of historically low unemployment. Businesses find that temp workers not only get them out of a jam but also have other advantages. Hiring temps can reduce their labor costs, unemployment claims, and time spent on recruiting.

    There’s good news for temps, too. For many, the flexibility of briefer assignments matches their lifestyles and personal schedules. In addition, the chance to learn new skills increases their professional marketability. Some are even offered full-time positions with their temporary employer.

    The hottest job opportunities for today’s temp staffers

    In our service region, we’re definitely seeing a need for temps in some fields more than in others. Positions most in demand are in customer service and call centers, as well as in accounting support (mainly billing and accounts payable). ... Read More

  • When should you hire a recruiting agency? Take our five-question quiz to find out

    Company hiring managers may be uncertain as to whether to engage a recruiting agency or handle the challenge of recruiting themselves. But with most professionals currently employed and reasonably satisfied, finding candidates for key positions is proving more difficult than ever.

    As 2018 began, 86 percent of highly qualified candidates for job vacancies were employed and not actively seeking new jobs, according to a survey by Talentnow, a recruitment software company. On the management side, 73 percent were struggling to find suitable candidates. As we near the end of the year, the situation remains much the same.

    If you need to find the best candidates for a key position, don’t procrastinate. Your search could take even longer than it would have a year or two ago.

    Take the quiz—then learn what recruiting agencies can do for you

    Below for your consideration are five questions to help you decide whether to embark on recruitment independently or contact a professional recruiting agency.

    The more “yes” answers you have, the greater the urgency for you to contact a job recruiter.

    1. Is this position particularly vital—one that has an effect on company performance and profits?
    2. Are you consumed with other responsibilities, giving you little time to devote to a search?
    3. Do you ... Read More
  • Our hottest jobs in Lancaster, Lebanon, Dauphin, York and Berks counties

    What they are and how our staffing agency fills them

    The robust economy and low unemployment rate of the past few years has been great news for job seekers. The number of jobs available to them has steadily grown, and that trend should continue.

    In TriStarr’s coverage area (Lancaster, Lebanon, Dauphin, and parts of York and Berks counties), we routinely place workers in hot jobs—ones that are in high demand and pay reasonably well.

    So, what are the in-demand jobs in southcentral Pennsylvania, and what is our staffing agency doing to help clients fill them?

    Our clients’ jobs that are most in demand are customer service and call center positions, paying in the range of $13 to $20 an hour, and accounting assistant positions, which pay $13 to $16 an hour. Some of these are temp jobs, while others are permanent positions.

    The demand for these positions is in line with the growth in these fields. Professional and businesses services, as well as finance, are currently among the five fastest-growing industries. In fact, the U.S. Bureau of Labor Statistics lists customer service representatives, along with accountants and auditors, in the top 20 occupations with most new jobs projected from 2016 to 2026.

    Other hot jobs within our ... Read More

  • Five signs that your company would benefit from temp staffing

    How do you decide if temp staffing would be the right solution for your company or department? Though everyone’s workforce needs are different, there are common signals that a temp or two (or more) can provide you the support you need, and quickly.

    Here are five signs that you may benefit from temp staffing services

    1. Seasonal workforce changes – If your demand for workers fluctuates, hiring temps can save your company a lot of money during busy seasons and short-term projects. You can increase or decrease your workforce as necessary and with minimum hassle.
    2. Reducing hiring costs – Using temps can save you money on recruiting, interviewing and training full-time staff, plus unemployment claims and lost productivity when new employees don’t work out.
    3. Job relief – Some of your employees may have too many responsibilities or feel overworked. Don’t wait until burnout motivates them to leave. Overall productivity might increase if a portion of some jobs were delegated to temps.
    4. Trying before buying – To avoid hiring the wrong person for a particular job, consider making it a temp-to-hire position. After the temp demonstrates that he or she is a good fit and can do the job well, you can make the temp a permanent ... Read More
  • Seven job recruitment strategies the pros use for finding tech talent

    As low as the unemployment rate is in our area (incredibly, 2.9 percent in Lancaster County), it’s even lower for some technology categories. So, if you’re looking for tech workers—as TriStarr recruiters do for clients—I can sympathize. The need is great, and the competition to find candidates is tough.

    With more jobs available than skilled professionals over all industries, workers are leaving for greener pastures. A recent report from the U.S. Department of Labor shows that 2.4 percent of Americans are leaving their jobs this year, the highest level since 2001. That’s one in 42 workers.

    Tech workers are on the move for the right positions, but they can be selective due to the high demand for their skills. And while some of the highest-paying jobs for recent graduates are in the tech industry, you might have to entice experienced tech workers with more than a nice paycheck to get them to work for you.

    How can you be smarter about recruiting tech professionals? Here are seven job recruitment strategies the pros use:

    • Watch subscription-only specialized job boards and websites to reach the best tech professionals in their fields.
    • Attend conferences, trade shows, and meetings where tech pros gather to get to know and network ... Read More
  • When recruiting top candidates, you’re a buyer and a seller. Here’s how to sell

    In a tight job market, top performers might have several employment prospects from which to choose. Don’t assume they will want to work for you simply because you have the “perfect job” at a “great salary.”

    Like most business propositions, hiring involves a buyer and a seller. But the roles are reversible. The buyer (employer) is also a seller, and the seller (candidate) is a buyer, too. In the current job seeker’s market, you must work harder to sell an A-list candidate on your company, as well as the job.

    At Tri-Starr, a Lancaster recruitment agency, we work daily to fulfill the needs of employer clients who are looking for the right people for management and other professional positions. As experienced job recruiters, we know the many elements that attract leading candidates and sell them on the company and the job.

    When selling your company to top candidates, strive to appeal to them in these key areas

    • Position – Emphasize the position’s importance to the company and how it supports the company’s mission. Be clear on the job responsibilities and provide an accurate, specific job description.
    • Professional development – Tell them how they will benefit from professional growth at your company. Advise them of training ... Read More
  • Exit interviews can help you improve employee staffing and training

    Does your company routinely conduct exit interviews with departing employees? If so, good, and I hope you use that information to your company’s advantage. If you don’t, you might reconsider, because you’re missing an opportunity to provide a window into your company culture and areas for improvement.

    Exit interviews let you get inside input on areas where your company excels and where it comes up short. And while it’s true that unhappy employees who are leaving might not be the most objective sources of information, comments heard repeatedly should be given credence.

    Make these actions part of your exit interview process

    • Encourage departing employees to do an exit interview, letting them know you want their critical insight. However, don’t try to mandate their participation. Ask if you can share their input with their supervisor and as part of a report to company management.
    • Ask variations of these questions every time, in addition to ones specific to your company:
      • Why are you leaving your position and the company?
      • What did you like most about your position here?
      • What did you like least about your position here?
      • How was your relationship with your supervisor?
      • Did you have the resources and support you needed to succeed in your job?
      • Were you encouraged to ... Read More