Category: TriStarr Staffing

  • One way to cut down on having to find candidates—reduce turnover

    Are you constantly having to find candidates for open positions? You have a lot of company.

    Employee turnover in the U.S. reached an all-time high of 19.3 percent in 2018, according to a report by

    Nationwide, the number of voluntary resignations (or “quits”) continued to soar at 3.5 million in Feb. 2019, says the U.S. Bureau of Labor Statistics. (The previous high was 3.2 million in 2001.)

    With increasing job creation, baby-boomer retirements, and youthful job hopping, high turnover is becoming the norm, with no end in sight. Opportunities abound for workers, and they are responding—and who can blame them?

    Of course, employees’ gain can be employers’ loss. The current job market is definitely in employees’ favor as companies compete to find candidates.

    So, how can businesses limit high turnover? Frankly, by motivating your employees to stay—which may sound easy in theory but isn’t always in practice.

    While higher pay can entice some workers to stay, it’s not a universal solution. One in six U.S. employees say they would take a commensurate pay reduction in exchange for more time off.

    Here are a few ideas to consider for reducing employee turnover

    Granted, some of these are more feasible for some companies than for others. But spending ... Read More

  • TriStarr Names Scott Fiore President

    LANCASTER, PA – Mar. 4, 2019 — TriStarr, a staffing, recruiting and consulting agency based in Lancaster, has appointed Scott Fiore president of the company.

    “For nearly 24 years, Scott has been a positive and strategic force within our agency,” says Joan Paxton, founder of the 30-year-old company. “His leadership skills and wide counsel have helped grow TriStarr to the successful company it is today.”

    Fiore joined TriStarr in 1995 and has been vice-president and partner of the firm since 2000. He serves on the boards of the Lancaster Chamber of Commerce and Industry, Lancaster Cleft Palate Clinic, where he is vice chairperson, and the Affiliated Staffing Group.

    Paxton plans to remain actively involved in the business of the company.

    About TriStarr

    TriStarr is a staffing, recruiting, and consulting agency serving client companies, as well as temporary and permanent workers, in the Lancaster, Harrisburg, York, and southern Berks County markets. With experience in a wide variety of businesses and industries, TriStarr has developed specialized tools and processes to ensure that its people will be the best fit possible for any company.

  • 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

  • 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
  • Addressing sexual harassment and discrimination in the workplace

    Following widespread reports of sexual harassment and gender discrimination over the past year, we all have become more aware of these serious workplace issues. These examples serve to remind us of our duty to comply with existing law and ensure that our workplaces are fair and safe for employees at every level.

    Most allegations don’t relate to behavior as obvious or salacious as the ones we hear in news reports, so don’t think your company is immune from these threats.

    Revisit and revise your policies on sexual harassment

    How is your company confronting the prospect of sexual harassment? Are your corporate policies sufficient to address the changing environment?

    If your company hasn’t reviewed and updated your sexual harassment policy lately, now is the time. Read it, mark it up with questions and comments, and ask an attorney to review it. Be sure it defines prohibited workplace behaviors and unequivocally forbids sexual harassment. That’s a start.

    But, a policy banning sexual harassment in the workplace needs to do more than just that. It should explain how employees can make a complaint, with several options for doing so. Understandably, employees who make allegations against a supervisor don’t want to approach that person with a complaint.

    Your policy should ... Read More

  • How to make your newly recruited employees feel welcome from day one

    After expending time and money to recruit great employees, make sure they have good experiences with your company in the initial days and weeks. These impressions can affect their long-term loyalty and help determine whether they stay with you for the long term.

    Here are ideas for making new employees feel welcome in your workplace

    • Ensure uniformity in how new employees are brought on board. Develop an orientation plan template that is available in print or online to everyone in your company or department.
    • Provide them with vital information before they start—benefits sign-up, work schedule, dress code, ID, etc. Let them know what they will do the first day.
    • Have their computer ready and their work station organized, along with supplies they will need.
    • Give them a binder of policies, procedures, FAQs, etc. or make the information available online.
    • Introduce them individually to their new co-workers.
    • Partner new employees with current employees who can orient them to the department and company.
    • Schedule “get acquainted” meetings for them with people with whom they will work or interact.
    • Take them to lunch on the first day, using the time to answer questions and get to know them better.
    • Encourage them to participate in team meetings and attend social activities.

    New employees who immediately ... Read More