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Juggling Flaming Swords? Why More Companies Are Turning to Managed Service Providers If the past few years have taught us anything, it's this: uncertainty is the new normal. Tariffs, regulations, economic curveballs, and global pandemics have made running a business feel like juggling flaming swords while riding a unicycle on a tightrope. Blindfolded. So how do smart companies keep their balance? They get flexible. And that starts with how they manage their workforce. This blog explores why more businesses are relying on contingent staffing and how Managed Service Providers (MSPs) are helping organizations turn chaos into strategy—with better systems for workforce visibility, compliance, and control.   The Value of Contingent Labor The days when contingent workers were just seasonal help or stopgaps are long gone. Today, they are a critical part of a company’s workforce strategy. Contingent talent allows organizations to stay lean, agile, and ready to pivot as needed. Whether it’s filling short-term gaps, launching fast-moving projects, or expanding operations without long-term commitments, contingent staffing offers flexibility and speed. And in a volatile economy, flexibility is power. For hiring managers and operations leaders, that flexibility is key—but only if it’s managed strategically. Without the right contingent workforce management system, it’s easy for processes to become manual, fragmented, and inefficient.   The Challenge: Managing It All Without Losing Control While contingent labor brings a lot of benefits, managing it without structure can quickly spiral out of control. If your program relies on spreadsheets, emails, and crossed fingers, you are not managing it. You are improvising. Without structure, even the most talented teams can lose their rhythm. What starts as smooth coordination can quickly turn into a juggling act no one volunteered for. This is where many companies run into trouble. Without clear oversight, organizations face real risks: compliance violations, misclassified workers, rogue spending, and limited visibility into costs and performance. For procurement and HR teams, this lack of transparency makes it nearly impossible to optimize supplier relationships or benchmark spend. For hiring managers, it means longer fill times and inconsistent quality.   The Solution: Managed Service Providers Enter the Managed Service Provider (MSP). Once seen as too rigid or complex, today’s MSPs are flexible, scalable partners that simplify workforce operations. “The role of the MSP today is less about control and more about partnership,” says Christina McElvaney, Executive VP of managed services provider Synch MSP. “We’re here to help companies simplify complexity, not add to it.” According to SIA’s Workforce Solutions Buyers Survey , 58 percent of companies with 1,000 or more employees already work with a third-party firm to manage their staffing providers. The reason is simple: unmanaged programs carry too many risks. An MSP workforce program provides structure, vendor oversight, and process efficiency. It offers visibility into your contingent labor program, streamlines invoicing, reduces costs, and ensures compliance—without requiring you to micromanage every contract. Think of an MSP as the ringmaster bringing order to the chaos—coordinating every act, keeping the timing tight, and making sure no one drops a torch. When paired with a vendor management system (VMS), an MSP can centralize your contingent workforce data, automate manual tasks, and give you real-time insights into spend, performance, and supplier quality.   Making It Work: How to Get the Most from an MSP Thinking about partnering with an MSP? Success starts with the right approach. Here are three ways to set the stage: Know your goals. Are you aiming for cost savings, better visibility, risk reduction, or improved time-to-fill? Identify your top priorities and share them with potential partners. Treat it as a partnership. An MSP program is not “set it and forget it.” Maintain regular check-ins, align on goals, and keep communication open to get the most value. Get cross-functional buy-in. This is not just an HR initiative. Bring in procurement, legal, finance, operations, and IT to build a strong foundation from the start.   What’s in It for Your Team? A strategic MSP program benefits multiple stakeholders across your organization: Human Resources Gain visibility into contingent labor, improve workforce quality, and meet diversity goals with a centralized system of record. Procurement Achieve cost savings, streamline vendor management, and standardize rates through a vendor-neutral, consolidated approach. Legal Mitigate risk with standardized contracts, compliance checks, and improved classification accuracy. Finance Reduce manual processes and gain accurate analytics through a single, consolidated invoicing and reporting system. Hiring Managers Improve speed to hire, simplify onboarding, and get access to better talent without added complexity. Operations Scale quickly with consistent quality while maintaining visibility into workforce performance and productivity metrics. IT Ensure data security and enable seamless integrations with your existing HR and finance systems.   Key Takeaways Contingent labor has become a strategic workforce solution, not a backup plan. Unstructured programs create risk and inefficiency. MSPs help streamline, centralize, and optimize contingent workforce management. They are fast to implement, cost-neutral, and scalable for companies of all sizes. Successful partnerships are built on clear goals, collaboration, and ongoing engagement.   Final Thoughts Business will always have its share of flaming swords and tightropes. But with the right MSP partner, you can keep your balance—and even make the act look effortless. You can respond quickly, stay compliant, and protect your bottom line. So the next time your business needs to pivot (and it will), keep calm—and contact us to learn how a Managed Service Provider can help you organize and optimize your contingent workforce operations.

As we enter the final quarter of the year, HR professionals face a relentless two major problems: successfully close out the current year while strategically laying the groundwork for the next.  From a staffing agency perspective, Q4 is a unique landscape—a mix of high-stakes seasonal demand, budget scrambles, and the looming shadow of the 2026 talent market. Here’s our breakdown of the biggest Q4 hurdles: 1. HR's Immediate Challenge: Stabilizing the Q4 Strain For many businesses, Q4 is the period of maximum strain. Our clients are fighting to maintain operational stability under immense pressure. The Seasonal Surge and Budget Squeeze:  Whether it’s peak logistics demand, holiday retail hiring, or the aggressive push to finalize IT projects with expiring funds, the need for talent is urgent and specific. Simultaneously, many permanent headcount budgets are frozen until January 1st. The Retention and Burnout Battle:  As workloads surge, employee stress and burnout hit their highest point. If positions stay open—or if temporary hiring is delayed—your core team must carry the extra weight, accelerating the risk of turnover right before the new year. The Staffing Solution:  By quickly deploying skilled temporary workers, we absorb the operational shock, allowing your core HR team to stabilize operations and refocus on their most strategic asset: your permanent employees. 2. The Strategic Pivot: Staffing the 2026 Vision The most forward-thinking HR leaders use Q4 for competitive advantage. The future talent trends we discussed demand a specific, high-level skill set. Securing Specialized 2026 Talent NOW:  The professionals needed to lead 2026 initiatives are extremely scarce. If you wait until the crowded Q1 hiring rush, you will lose them to competitors who planned ahead. The Power of the Q4 Contract-to-Hire:  Unspent Q4 budget offers a golden opportunity. Instead of letting recruitment funds lapse, HR can use them to hire specialized candidates on a contract basis. This is a risk-free talent assessment  period that transitions into a permanent hire in January—allowing you to secure your 2026 talent before  the new year begins. The Staffing Solution:  C onvert Q4 budget into Q1 stability . We can help source the specialized, hard-to-find talent necessary for your 2026 strategic roadmap, ensuring they are engaged, trained, and ready to drive your most critical initiatives when the new year starts. 3. The Ultimate Advantage: Freeing Up Your Team for Strategy Ultimately, the Q4 pressure threatens to turn HR leaders into administrators. You are a strategic partner, but high-volume seasonal recruiting and operational crises hijack your time. By partnering with a staffing company , you get more than just temporary workers; you get a strategic capacity boost : Focus on Planning, Not Paperwork:  We take ownership of the screening, vetting, onboarding, and compliance for contingent staff, freeing your team to finalize 2026 strategy, compliance audits, and budget forecasting. Mitigate Next Year’s Burnout:  By stabilizing Q4 and securing specialized talent early, you reduce the chaos and turnover risk that traditionally plagues Q1, ensuring your entire organization starts the new year focused and energized. Don't let the intensity of Q4 distract you from the huge opportunities of 2026. Let us handle the pressure of today’s  staffing needs so your HR team can lead the strategic evolution of your workforce tomorrow . Ready to turn your Q4 budget into your 2026 competitive advantage? Let’s talk about a strategic staffing plan today.

Constantly balancing the need to find top talent with the pressure to manage budgets is just part of the daily life of an HR manager. The hiring process, while essential, can be a hidden drain on your company's resources. From the time spent sifting through resumes to the financial hit of a bad hire, the costs can add up quickly. This is where a strategic partnership with a staffing agency can make a significant difference. It's not just about filling an open role it's about protecting your company's bottom line. Here are a few reasons working with a staffing agency is a smart financial move: 1. Slash Your Time-to-Hire and Overtime Costs A vacant position doesn't just mean one person is missing; it often means a slowdown in productivity and increased workload for the rest of the team. The Society of Human Resource Management (SHRM) estimates vacancy costs reach $4,100–$5,700 per month per role, when you factor in lost output and overtime pay. And that doesn’t account for the additional, less tangible cost of the burden you’re putting on the rest of your team. Staffing agencies have a deep network of pre-vetted, qualified candidates ready to go. They handle the time-consuming tasks of sourcing, screening, and initial interviews, which means you can fill positions in a fraction of the time it would take to do it yourself. A faster hire means a faster return to full productivity and an immediate reduction in costly overtime. 2. Mitigate the Risk and Cost of a Bad Hire The financial impact of a bad hire is a nightmare for any business leader. From lost productivity and the cost of retraining to the damage to team morale, the total cost can be astronomical. Staffing agencies significantly lower this risk. Their business is built on making the right match. At PeopleShare, we perform extensive vetting, conduct in-depth interviews, and often provide "temp-to-hire" solutions that allow you to "test-drive" a candidate on the job before making a long-term commitment. If the fit isn't right, you simply end the contract, avoiding the costly and disruptive process of permanent termination and re-hiring. 3. Transform Fixed Costs into Variable Expenses One of the most powerful financial benefits of working with a staffing agency is the ability to manage a flexible workforce. Permanent employees come with fixed costs – salary, benefits, payroll taxes, training, and overhead – that can inflate your labor expenses. By collaborating with a staffing agency, you shift many of those expenses to the agency – and you more effectively manage fluctuating workloads, seasonal demand, or specific short-term projects. This model allows you to scale your workforce up or down as needed, ensuring you're only paying for the labor you need at any given time. 4. Reduce Your Administrative and Compliance Burden As an HR manager, you know that the hiring process extends far beyond the interview. There's a mountain of administrative work, including payroll processing, tax withholding, unemployment insurance, and workers' compensation. And let's not forget the ever-changing landscape of employment laws and regulations. In fact, 40% of small businesses are subject to penalties each year from improperly filed taxes. When you partner with a staffing agency, they become the employer of record for temporary and contract workers, which means they handle all the administrative heavy-lifting and assume the liability for compliance. This frees up your HR team to focus on strategic initiatives like employee development and engagement, while the staffing agency ensures you're protected from potential legal and financial risks. 5. Tap into Specialized Expertise and a Broader Talent Pool Finding candidates with niche skills or in a competitive market can be a time-consuming and expensive endeavor. Staffing agencies often specialize in specific industries, giving them a deep understanding of the talent landscape and access to a wider pool of qualified candidates, including passive candidates who aren't actively looking for a job. By leveraging an agency’s expertise, you can quickly find the specialized talent you need without spending countless hours and advertising dollars on a fruitless search. Every decision impacts the bottom line. Working with a staffing agency is more than a convenience; it's a strategic partnership that provides cost savings, reduces risk, and gives you the flexibility you need to build a strong, productive, and profitable workforce.

Hiring employees comes with more expenses than most organizations realize. From payroll taxes to lost productivity and administrative overhead, the true cost of hiring can quietly erode your bottom line. That’s why many companies are turning to strategic staffing partners to reduce hiring costs, increase workforce flexibility, and improve speed to hire. Here’s how partnering with a staffing agency can strengthen your hiring strategy and drive better financial outcomes.   1. Fill Roles Faster and Maintain Business Continuity Unfilled roles can stall key projects, overburden existing teams, and lead to missed opportunities. Staffing agencies offer faster sourcing, access to pre-screened talent, and ready-made candidate pipelines. This allows companies to reduce time-to-fill, maintain productivity, and avoid disruptions in operations.   2. Scale Your Workforce with Flexibility and Control The ability to scale your workforce up or down quickly is critical in today’s unpredictable business environment. With temporary staffing, temp-to-hire, or direct hire models, staffing partners provide the flexibility to respond to seasonal needs, project surges, or sudden vacancies without long-term commitments or fixed overhead.   3. Access Hard-to-Find Talent Through Specialized Staffing Traditional job boards and internal referrals don’t always surface the niche skills your team needs. Many staffing agencies specialize in specific industries, roles, or markets, giving you access to vetted talent that may not be actively searching. For example, PeopleShare’s Strategic Solutions team focuses on complex or non-traditional hiring needs for administrative and operational talent.   4. Understand the Real Cost of Hiring In-House Employees The true cost of hiring employees is often far higher than their base pay. For a full-time admin earning $22 per hour, here’s the breakdown: Base Pay: $45,760 Payroll Costs (17%): $7,785 Workers’ Comp (3.4%): $1,557 Benefits (11.8%): $5,395 Admin & Compliance (9%): $4,113 Paid Time Off (6.5%): $2,979 Total Annual Cost: $67,589 True Hourly Rate: $32.49 Staffing agencies typically bill only for productive hours, absorbing these additional costs and providing cost transparency for more accurate budgeting.   5. Internal Recruiting Costs Add Up Quickly Recruiting in-house involves more than job ads. Consider the average hiring costs: Job Boards & Sourcing Tools: $300–$800 HR & Recruiting Time: $1,000–$2,500 Interview Coordination: $400–$1,000 Background Checks, Testing, and Setup: $400–$1,000 That’s a total of $2,100–$5,300 per hire, not including vacancy-related losses or the cost of a poor hiring decision.   6. Minimize Hiring Risk with a Staffing Partner Staffing agencies take on much of the risk associated with hiring and employment. When you engage a staffing partner, they typically assume responsibility for: Payroll and benefits Workers’ compensation Onboarding and training Early turnover and absenteeism Legal compliance and HR administration This risk transfer is especially valuable in today’s swiftly changing regulatory environment.   7. Improve Hiring Outcomes with Pre-Vetted Talent The best staffing partners don’t just send resumes. They deliver fully vetted, prepared, and aligned candidates who ramp up quickly, perform better on day one, and stay longer. Some, like PeopleShare, offer pre-recorded interviews and skill assessments that help employers make faster, more informed decisions. Partnering with a staffing firm is not just a quick fix; it’s a cost-effective, low-risk way to build a more agile, productive workforce. By reducing hiring costs, minimizing risk, and accelerating time-to-productivity, staffing partners can play a key role in achieving long-term business goals. Want to see how your hiring costs compare? Talk to a staffing advisor near you .

In today's dynamic job market, employee retention isn't just a buzzword – it's a strategic imperative. And what's at the heart of keeping your best people? Contrary to what some might think, it's not just about flashy perks or endless pizza parties. It's about growth . In fact, a staggering 51% of HR professionals cited employee training as a top priority for 2025, according to PSB Insights. Why? Because continuous development isn't just a "nice-to-have" for employees; it's a critical factor in their decision to stay with an employer. Investing in your people through robust training programs isn't merely an expense; it's a powerful investment that yields tangible, long-term results for your bottom line. The Power of a Flawless First Impression: Structured Onboarding Employee retention truly begins before an employee even tackles their first task – it starts with their initial introduction to your company. At PeopleShare, it's our mission to eliminate any "First Day Fails." We believe a strong start sets the stage for long-term success. This commitment begins with thorough, structured orientation for all our associates  before they even step foot on their assignment. The data powerfully backs this up: A Glassdoor survey  revealed that a strong onboarding process improves new hire retention by an impressive 82% . SHRM further emphasizes this, finding that employees who experience structured onboarding are 69% more likely to stay with the company for three years . Onboarding is more than just paperwork and a quick tour. It's your company's first major statement to a new hire: "We value you, we're invested in your success, and we take your development seriously." A well-executed onboarding process provides clarity, builds confidence, and fosters an immediate sense of belonging, making new hires feel supported and engaged from day one. Beyond Day One: The Unstoppable Force of Ongoing Employee Development The journey of growth doesn't end with onboarding; in fact, that's just the beginning. Ongoing employee development is the continuous fuel that keeps your workforce engaged, skilled, and loyal. Providing opportunities for your team to learn new tools, acquire new skills, and expand their capabilities ensures they remain relevant, adaptable, and eager to contribute. The business benefits are undeniable. The Association for Talent Development  discovered that companies making significant investments in training enjoy a remarkable 24% higher profit margin . This isn't just about happy employees; it's about a more competent, efficient, and innovative workforce directly impacting your financial success. Consider the perspective of your employees: Increased Job Satisfaction:  When employees feel they are growing and their skills are being honed, job satisfaction naturally soars. Enhanced Engagement:  Learning new things keeps work interesting and challenging, leading to higher levels of engagement. Future-Proofing Your Workforce:  In a rapidly changing market, continuous learning ensures your team can adapt to new technologies and evolving demands. This focus on professional development is not a niche desire; it's a mainstream expectation. A striking 87% of millennials —the largest generation in today's workforce , providing a clear indicator of where the future of work is heading—consider professional development a major priority when evaluating new job opportunities. Their expectations are shaping recruitment and retention strategies across industries. The Return on Investment: A Culture of Growth More and more organizations are recognizing that putting a greater emphasis on employee training, upskilling, and professional development isn't just a kind gesture; it's a shrewd business move. This commitment becomes a powerful selling point to top candidates, signaling a company that invests in its people and their futures. For existing employees, it transforms their perception of their role and their employer. Feeling genuinely valued and seeing that their development matters to the company as a whole cultivates a workforce that is deeply engaged, highly motivated, and fiercely driven to succeed. When your employees are continuously learning, growing, and feeling supported, they are less likely to seek opportunities elsewhere. They become your strongest advocates, their productivity increases, and they are better equipped to contribute to your company's innovation and bottom line. Ready to Build a Workforce That Stays and Thrives? Is your team looking to grow stronger, more skilled, and more engaged? PeopleShare understands that finding and developing talent is a complex but rewarding endeavor. We're here to help you cultivate a workforce that not only hits the ground running from day one but stays with you for the long haul, consistently contributing to your success. Reach out to your local PeopleShare branch today. Let's discuss how we can help you find and foster the talent that will drive your organization forward.

The lines between our professional and personal lives often blur, and when the pressures of work seep into our downtime, it can take a significant toll on our mental health. While fostering a supportive and mentally healthy workplace is crucial, the foundation of our well-being is often built and maintained outside of working hours. This Mental Health Awareness Month, let's explore practical strategies to manage our mental health beyond the office, ensuring work remains a fulfilling part of our lives, not a persistent source of stress. 1. Establish and Protect Your Boundaries It may be challenging but it's imperative. Clearly define when your workday ends and actively resist the urge to check emails or engage in work-related tasks during your personal time. This might involve: Setting Specific "Off" Hours:  Just as you have start and end times for work, establish clear boundaries for when you are unavailable. Turning Off Notifications:  Silence work-related notifications on your personal devices after work hours. Creating Physical Separation:  If you work from home, try to have a dedicated workspace that you can "close off" at the end of the day. Communicating Your Availability:  Let colleagues and clients know your availability outside of work hours. 2. Prioritize Rest and Recharge Our brains and bodies need time to recover from the demands of the workday. Make sleep a non-negotiable priority. Aim for 7-9 hours of quality sleep each night. Additionally, schedule regular breaks throughout your non-work hours for activities you enjoy and that help you relax. 3. Cultivate Meaningful Connections Strong social support is a vital buffer against stress. Make time for friends, family, and your community. This could involve: Scheduling Social Activities:  Plan regular outings or calls with loved ones. Engaging in Community Groups:  Joining clubs or volunteer organizations can provide a sense of belonging and purpose. Nurturing an active life beyond work is essential for maintaining balance and alleviating any work-related stress. 4. Nourish Your Body and Mind Physical health and mental health are intrinsically linked. Pay attention to your daily habits and make adjustments to aid in a positive mentality: Regular Exercise:  It's no secret that physical activity is an important aspect of mental health. Find activities you enjoy and make them a regular part of your routine. A short walk, bike ride or simple morning stretching routine can help you feel balanced throughout the rest of your day. Limit Exposure to Negative Stimuli:  Social media consumes so much of our time, both during work and outside of it. Be mindful of the content flooding your feeds and try to follow accounts that are positive. Set time limits or take social media breaks to protect your mental space. Engage in Learning and Growth:  Pursue personal development activities that interest you outside of your professional field. This could be a trying a new art class, cooking lessons or listening to a motivational podcast. 5. Develop Healthy Coping Mechanisms Life outside of work will still have its challenges. Equip yourself with healthy ways to manage stress. These skills will not only help you outside the office, but can also be applied to any work-related challenges you encounter. Journaling:  Writing down your thoughts and feelings can provide clarity and release. Creative Expression:  Engage in art, music, writing, or any other creative outlet. Meditation Techniques:  Learn and practice techniques to stay present and manage stress. You don't have to try all of these - find what works best for you. If you find a strategy that works well for you, you're more likely to stick with it and see the long-term benefits. 6. Seek Support When Needed Recognize that it's okay to ask for help. If you're consistently struggling to manage your mental health, reaching out to a therapist, counselor, or support group is a sign of strength. There are many resources available in person and online to provide guidance and support. By actively nurturing our mental well-being outside of the workplace, we can create a stronger foundation to navigate the inevitable pressures of our professional lives. Let's make a conscious effort this Mental Health Awareness Month, and beyond, to prioritize our calm and ensure work remains a part of a balanced and fulfilling life, not a pain point for our mental health.

Securing qualified talent is a constant challenge, but filling positions that demand an insurance license presents a unique set of hurdles. The traditional talent pool isn't overflowing with readily available, licensed professionals just waiting for your call. Forced to navigate less-than-ideal options, businesses often find themselves in a bind. The temptation to poach from competitors exists, but the reality is that such hires frequently lack long-term commitment, leading to costly turnover and instability. Alternatively, the prospect of undertaking your own pre-licensing education program is fraught with uncertainty – investing time and resources with no guarantee that your chosen candidate will successfully pass the state licensing exam. This gamble can lead to significant delays and wasted effort, especially when time is of the essence. Introducing Licensed Agent Builder: Your Strategic Advantage in Licensed Talent Acquisition Imagine a solution that transcends the limitations of traditional recruiting and the uncertainties of in-house pre-licensing. Licensed Agent Builder  is that solution. We stand at the powerful intersection of targeted recruitment and comprehensive pre-licensing education, offering a streamlined pathway to securing the licensed insurance agents your business needs, precisely when you need them. We don't just sift through existing resumes; we actively recruit qualified individuals with the aptitude and drive to succeed in the insurance industry. We then provide these candidates with pre-licensing education, designed to equip them with the knowledge and understanding necessary to confidently pass their state licensing requirements. We navigate the complexities of the licensing process, ensuring a smooth and efficient journey from candidate identification to fully licensed agent. The Power of Predictable, On-Demand Licensed Talent With Licensed Agent Builder, you gain the power of predictable staffing. Tell us the number of licensed agents you require, specify the date you need them to be ready to start, and we deliver. No more hoping, no more waiting, no more scrambling. We provide a reliable pipeline of licensed professionals, ready to contribute to your team from day one. This agility is particularly crucial for managing quick ramp-ups, navigating seasonal fluctuations, and capitalizing on immediate growth opportunities. Built on Experience, Focused on Your Success For over a decade, we've been honing our expertise in building licensed agents – a fundamentally different approach than simply sourcing existing ones. We understand the nuances of the insurance industry, the intricacies of state licensing, and the specific skills required for success. This deep-rooted experience allows us to identify, cultivate, and deliver talent that is not just licensed, but also prepared to excel. Our Simple, Effective 4-Step Process Puts You in Control: Define Your Needs: Select the specific type of insurance license you require – Life, Health, Property & Casualty (P&C), Personal Lines, Adjuster, and more. Specify Your Volume: Tell us precisely how many agents you need to meet your current and projected demands. Set Your Start Date: Indicate the exact date you need your newly licensed agents to be ready to begin contributing to your team. Seamless Onboarding: Your fully licensed agents arrive on your designated start date, ready to hit the ground running. PeopleShare: Your Partner in Navigating Licensed Agent Staffing Challenges At PeopleShare, we don't just offer a service; we provide a solution born from a deep understanding of the challenges inherent in high-volume contact center licensed agent staffing. Stop navigating the frustrating maze of traditional hiring methods. Partnering with PeopleShare helps you gain a strategic advantage in acquiring the licensed insurance talent you need to drive your business forward. Experience the power of predictable, on-demand licensed agents, built for your success.

In today's hyper-competitive talent market, optimizing talent acquisition is paramount for organizational success. However, persistent misconceptions surrounding staffing agencies often prevent HR professionals from fully leveraging their strategic potential. Let's address these myths and highlight the value of a robust staffing partnership. Myth 1: Staffing Agencies are a Costly Expenditure, Not a Strategic Investment. Reality:  Contrary to popular belief, partnering with a reputable staffing agency can yield significant cost savings and enhance operational efficiency. Accelerated Time-to-Fill: Agencies possess specialized resources and expertise to expedite candidate identification and screening, minimizing the financial impact of prolonged vacancies. Mitigation of Costly Hiring Errors: Leveraging agency expertise reduces the risk of suboptimal hires, which can incur substantial costs related to onboarding, training, and potential legal ramifications. A bad hire can cost up to 30% of the employee's first-year earnings. Strategic Resource Allocation: Outsourcing recruitment enables HR teams to concentrate on strategic initiatives such as talent development, performance management, and organizational planning. Myth 2: Staffing Agencies Offer Subpar Candidate Quality. Reality:  Leading staffing agencies prioritize candidate quality, investing in comprehensive candidate relationship management and rigorous evaluation processes. This ensures optimal alignment between candidate qualifications and organizational requirements. At PeopleShare, we meet with candidates 3 times before they start on the job - ensuring they are well prepared and ready to hit the ground running from day one! Myth 3: Staffing Agencies Lack Industry-Specific Insight. Reality:  Many agencies specialize in specific industry sectors, providing access to specialized knowledge and talent networks. This expertise enables them to identify and present candidates with relevant experience and industry insights. Myth 4: Partnering with a Staffing Agency Diminishes HR Control. Reality:  Effective staffing partnerships are built on collaboration and transparent communication. Reputable agencies operate as extensions of your HR team, providing valuable market insights and ensuring alignment with your organizational objectives. Key Considerations for HR Professionals: When evaluating potential staffing partners, prioritize the following criteria: Proven Industry Specialization: Seek agencies with a demonstrable track record in your industry. Rigorous Candidate Evaluation: Inquire about their candidate screening and selection methodologies. Verifiable Client Success: Review client testimonials and case studies to assess their performance. Collaborative Partnership Approach: Prioritize agencies that emphasize open communication and collaborative engagement. Strategic Advantages for HR Professionals: By dispelling these misconceptions and cultivating strategic partnerships with reputable staffing agencies, HR professionals can: Optimize Talent Acquisition Processes: Streamline recruitment workflows and enhance efficiency. Reduce Operational Costs: Minimize recruitment expenditures and mitigate the risks associated with suboptimal hires. Enhance Strategic Focus: Reallocate HR resources to strategic initiatives that drive organizational performance. Elevate Recruitment Effectiveness: Improve the quality and efficiency of talent acquisition efforts. Contribute to Organizational Success: Align talent acquisition strategies with overall business objectives. Strategic Talent Acquisition: Debunking Staffing Agency Myths for HR Professionals. We don't just fill positions; we build strategic partnerships that drive your business forward. Our specialized industry expertise, rigorous candidate evaluation process, and commitment to collaborative communication ensure you access top-tier talent, streamline your hiring process, and ultimately, enhance your bottom line.

When it comes to talent acquisition, finding the right talent quickly is crucial. Partnering with a staffing agency isn't just about filling positions; it's about gaining a strategic advantage. Let's explore how leveraging external staffing expertise can empower your organization to thrive. 1. Accelerate Your Time-to-Hire: Get Talent Faster Time is money. Staffing agencies excel at rapidly sourcing and screening qualified candidates, significantly reducing your time-to-fill. With established networks and streamlined processes, we can quickly deliver a pool of top-tier talent, allowing you to fill critical roles promptly and minimize operational disruptions. 2. Unleash Flexibility and Scalability: Adapt to Changing Needs with Ease Business demands fluctuate, and your workforce needs to adapt accordingly. Staffing agencies offer flexibility and scalability. Whether you need to ramp up for a seasonal surge, fill project-based roles, or address unexpected vacancies, we can seamlessly adjust to your changing needs, providing the right talent at the right time. 3. Gain Access to Specialized Talent Pools: Tap into Niche Expertise Finding candidates with specialized skills can be challenging. Staffing agencies cultivate extensive networks of professionals in specific industries or roles. This access to niche talent pools allows you to tap into expertise that may be difficult to find through traditional recruiting methods, ensuring you secure the best fit for your unique requirements. PeopleShare's Strategic Solutions team can work with you to find the best solution for you and your team if traditional recruiting is not what you need. 4. Minimize Risk and Enhance Quality: Expert Screening and Vetting Hiring the wrong candidate is costly. We have a rigorous screening and vetting processes, assessing candidates' skills, experience, and cultural fit. In fact, with our PeopleView, you get a full pre-recorded interview so you don't waste time on candidates who aren't a good fit. This minimizes the risk of bad hires, ensuring you bring on board individuals who are not only qualified but also aligned with your company's values and goals. 5. Maximize Cost-Effectiveness: Optimize Your Hiring Budget Contrary to popular belief, staffing agencies can be cost-effective. For occasional or project-based hiring, they eliminate the need for costly internal recruitment infrastructure. By outsourcing the initial screening and vetting, you save valuable time and resources, allowing your HR team to focus on strategic initiatives. 6. Streamline Your Hiring Process: Free Up Internal Resources Recruitment can be a time-consuming and resource-intensive process. Partnering with a staffing agency frees up your internal HR team to focus on core business functions, strategic planning, and employee development. This allows you to optimize your resources and enhance overall productivity. Partnering with a staffing agency is more than just filling positions; it's about building a strategic alliance that empowers your organization to achieve its hiring goals. By leveraging our expertise, resources, and networks, you can unlock your hiring potential and drive your business forward. Are you ready to find employees who can hit the ground running from day one? Reach out to your local PeopleShare branch today!

In 2025, attracting top talent is only half the battle. Retaining them and fostering high employee engagement is equally crucial for long-term success. According to a Gallup survey , 4x as many people left their job due to "Engagement and Culture" or "Wellbeing and Work-Life Balance" reasons, compared with the number of people who primarily left for better "Pay/Benefits." But how do you build a culture that keeps employees motivated, satisfied, and committed? Here are some things you can do to ensure your company fosters a culture of retention and engagement: 1. Define Your Core Values and Communicate Them Effectively: A strong work culture starts with clearly defined core values. These values should reflect your company's mission and vision, and they should serve as guiding principles for all employees. Once defined, communicate these values consistently and authentically. Integrate them into onboarding processes, performance reviews, and daily interactions. 2. Foster Open Communication and Transparency: Employees want to feel informed and valued. Create channels for open communication, such as regular team meetings, town halls, and feedback sessions. Encourage employees to share their ideas and concerns, and be transparent about company decisions and performance. This builds trust and strengthens the sense of belonging. 3. Prioritize Employee Well-being and Work-Life Balance: Today, prioritizing employee well-being is essential. Offer flexible work arrangements, generous time-off policies, and wellness programs. Encourage employees to disconnect and recharge, and demonstrate that you value their personal lives. 4. Invest in Employee Development and Growth: Employees are more likely to stay with a company that invests in their professional development. Offer training opportunities, mentorship programs, and tuition reimbursement. Create clear career paths and provide regular feedback to help employees grow and advance within the organization. 5. Recognize and Reward Employee Contributions: Recognizing and rewarding employee contributions is a powerful motivator. Implement a system for acknowledging both individual and team achievements. This could include verbal praise, public recognition, bonuses, or other forms of appreciation. Tailor your recognition programs to the preferences of your employees. 6. Build a Sense of Community and Belonging: Create opportunities for employees to connect and build relationships. This could include team-building activities, social events, or volunteer opportunities. Foster a culture of inclusivity and respect, where everyone feels valued and accepted. 7. Empower Employees and Encourage Autonomy: Employees are more engaged when they feel empowered and trusted. Delegate responsibilities, encourage autonomy, and provide opportunities for employees to make decisions and take ownership of their work. This fosters a sense of purpose and accountability. 8. Cultivate a Culture of Continuous Feedback: Feedback should be a two-way street. Encourage employees to provide feedback to managers and colleagues, and provide regular feedback to employees on their performance. This creates a culture of continuous improvement and helps employees grow and develop. 9. Lead by Example: Leaders play a crucial role in shaping work culture. Demonstrate the values you want to see in your employees, and lead with integrity and authenticity. Be approachable, supportive, and responsive to employee needs. 10. Regularly Assess and Adapt Your Culture: Work culture is not static. Regularly assess your culture through employee surveys, feedback sessions, and performance reviews. Be willing to adapt and make changes as needed to ensure your culture remains relevant and effective. Creating a positive work culture is an ongoing process that requires commitment and effort. By prioritizing employee well-being, fostering open communication, and investing in employee development, you can build a culture that attracts, retains, and engages top talent, ultimately driving business success.

Today's workforce is a fascinating blend of generations, each with unique values, expectations, and work styles. Attracting top talent in this multi-generational landscape requires a nuanced approach. A one-size-fits-all strategy simply won't cut it. Employers could be managing a workforce spanning over 5 generations. It's crucial to understand each generation to ensure you're doing all things necessary to attract the right person for each position. While Gen Z is entering the workforce, Gen X is continuing to move into leadership roles. Millennials currently comprise the largest segment of the workforce. Current Workforce Breakdown: Silent Generation - 2% of workers Baby Boomers - 18.6% of workers Generation X - 34.8% of workers Millennials - 38.6% of workers Generation Z - 6.1% of workers Attracting Top Talent: Job Postings:   Consider tailoring your recruitment efforts to resonate with each generation. For example, Millennials and Gen Z might be drawn to language that emphasizes purpose and impact, while Boomers might appreciate a focus on stability and experience. Recruitment Channels:  Utilize a variety of recruitment channels to reach different generations. Boomers might respond to traditional job boards, while Millennials and Gen Z are more likely to be found on social media platforms. Interview Process:   Tailor the interview process to the specific generation you're targeting. Millennials and Gen Z may respond more positively to a more informal and conversational approach, while Boomers might prefer a more structured and traditional interview. Benefits and Compensation:  Offer a comprehensive benefits package that caters to the diverse needs of your workforce. Consider offering flexible work arrangements, generous parental leave, professional development opportunities, and retirement planning options. Retaining Top Talent: Attracting talent is only half the battle. Retaining top performers requires ongoing engagement and a commitment to creating a positive and inclusive work environment. Communication:   Communicate openly and transparently with employees of all generations. Provide regular feedback, recognize their contributions, and create opportunities for dialogue. Mentorship Programs:   Establish mentorship programs that pair employees from different generations together. This can foster cross-generational learning and help bridge the gap between different work styles. Professional Development:   Offer a variety of professional development opportunities to help employees of all generations grow and develop their skills. Work-Life Balance:   Promote a culture of work-life balance by offering flexible work arrangements, generous time-off policies, and employee wellness programs. Recognition and Rewards:   Recognize and reward employees for their contributions in a way that is meaningful to them. This might include verbal praise, public acknowledgment, bonuses, or other forms of recognition. Building a multi-generational workforce is not without its challenges, but the rewards are significant. By understanding the unique needs and motivations of each generation, you can attract and retain top talent, foster innovation, and create a thriving and diverse workplace. Embrace the differences, bridge the gaps, and build a team that leverages the strengths of every generation. Struggling finding the talent you need? Your local PeopleShare branch is here to help! Reach out to us to find employees who hit the ground running from day 1!

In 2025's labor market, organizations must adapt quickly to stay ahead. The ability to respond to changes in trends and demands is no longer just beneficial; it is essential. Workforce agility means being able to adjust quickly to economic shifts, employee needs, and technological advancements while keeping productivity and satisfaction high. Forces Shaping the Labor Market Numerous factors are reshaping the labor market and highlighting the importance of workforce agility: 1. Technological Advancements Rapid technological changes have transformed many industries. For instance, a 2022 report indicated that 70% of companies plan to use automation to reduce manual tasks, pushing employees towards upskilling. Businesses must provide ongoing training and resources to help their workforce stay current with these tools. 2. Shift Towards Remote Work The COVID-19 pandemic has significantly sped up the remote work trend. According to a study by Quantum Workplace , 32% of employees prefer to work fully remotely, 41% prefer a hybrid work setup. Companies must adapt their cultures to support effective communication and collaboration among remote teams, ensuring that location does not hinder teamwork. 3. Talent Shortages As industries seek specialized skills, many face talent shortages. A survey found that 54% of employers are struggling to find skilled candidates. Thus, companies need to be proactive in recruiting and onboarding talent while also creating environments that retain current employees through support for career growth and development. Strategies to Enhance Workforce Agility To nurture a more agile workforce, organizations can adopt several effective strategies: 1. Foster a Culture of Continuous Learning & Collaboration Encouraging a culture of learning is vital. By providing regular training opportunities and mentorship programs, it's easy for employees to enhance their skills. Collaboration between teams also presents an opportunity to learn, boost creativity and drive success in projects. 2. Implement Flexible Work Arrangements Flexible work options, like remote work and adjustable hours, help employees manage their work-life balance. Companies that introduced flexible schedules reported increase in overall productivity, demonstrating the positive impact of this approach on business outcomes. Although not always possible, encouraging work-life balance for employees is key for retention and employee satisfaction. 4. Use Latest Technology Investing in collaboration tools can improve team communication. Listen to employees feedback on the technology they're using daily. If there's a way to improve technology, work to do so. Keeping an open line of communication between employees and leadership and actually listening to their feedback is imperative. ---------------------- Embracing workforce agility offers numerous advantages, including improved resilience in the face of market fluctuations, enhanced productivity through seamless adaptation to changing project requirements, and increased employee satisfaction stemming from empowerment and support within a dynamic work environment. Workforce agility is not just a trend; it is essential for organizations seeking to navigate a complex labor market successfully. By fostering adaptability, continuous learning, and collaboration, companies can enjoy numerous benefits, including improved resilience, enhanced productivity, and increased employee satisfaction. As the labor landscape continues to shift, organizations must actively monitor and adapt to keep their workforce agile and ready for the future.

As the year draws to a close, it's the perfect time to express gratitude and appreciation to your team. A little extra effort can go a long way in boosting morale and fostering a positive work environment. Here are some tips to show your team you care: Personalized Recognition Handwritten Thank-You Notes:  A sincere, handwritten note expressing gratitude for their hard work and dedication can make a lasting impression. Personalized Gifts:  Consider thoughtful gifts that align with their interests or hobbies. A small token of appreciation can go a long way. Public Recognition:  Highlight team members' achievements during team meetings or company-wide emails. A public acknowledgment can boost their confidence and motivate others. Foster a Positive Work Culture End-of-Year Celebration:  Organize a festive holiday party or team lunch to celebrate the year's accomplishments and foster camaraderie. Flexible Work Arrangements:  Offer flexible work options, such as remote work or flexible hours, to help employees balance their work and personal lives. Mentorship Programs:  Pair up employees with experienced mentors to provide guidance and support their professional development. Open Communication and Support One-on-One Meetings:  Schedule one-on-one meetings to discuss individual goals, challenges, and feedback. This demonstrates that you value their input and are invested in their growth. Charitable Giving:  Organize a company-wide charity drive or volunteer opportunity to give back to the community and foster a sense of purpose. By implementing these strategies, you can create a positive and supportive work environment that fosters employee engagement, loyalty, and productivity. Remember, a little appreciation can go a long way in making a difference.

As HR pros, it’s key to stay on top of upcoming trends. As employee values shift and technology advances, identifying the most critical HR trends becomes challenging. With 2025 around the corner, new trends are emerging. Here are 4 things we think you should keep on your radar while approaching the new year. Leader Development According to a survey by Gartner , 75% of HR leaders believe managers are overwhelmed, and 70% believe current leadership programs aren’t preparing managers for future growth. Consider revamping your development for all employees, including those at the manager level. By investing in comprehensive development initiatives, organizations can empower managers to lead effectively, boost employee morale, and drive overall organizational success. Employee Well-being In recent years, we have seen a shift in what employees are looking for at work. With the increase in remote/hybrid work, there has been an emphasis on employee well-being and what companies do to ensure their employees feel valued and cared for. Providing work-life balance initiatives, mental health/well-being programs and fostering employee engagement will help employees feel seen at work – even if they’re fully remote. HR Technology Would it be a HR trends update if we didn’t mention technology? AI has been a hot topic for years now and we are continuing to see the benefits it has in HR and at work. Consider what processes could be made more efficient by implementing new technology. The new year is a great time to evaluate and make any necessary changes. Redefining the Workplace Employees are increasingly prioritizing flexibility, with remote and hybrid work models gaining popularity. As many companies aim to return to office-based work, it's essential to balance employee needs with organizational goals. By understanding and accommodating employee preferences, companies can foster a more engaged, productive, and satisfied workforce. With a new year comes new and exciting challenges. While these HR trends are shaping the present, it's clear that the future holds even more exciting developments. As technology continues to advance and workforce expectations evolve, HR professionals must remain agile and adaptable. By staying ahead of the curve, organizations can position themselves for long-term success.

2024 is swiftly coming to an end, leaving HR professionals with a lot on their plate. From year-end reporting to planning for the upcoming year, it's crucial to stay organized and efficient. Here's a checklist to help you navigate this busy period: Year-End Tasks Compliance and Legal: Review and update employee handbooks and policies to reflect current regulations. Ensure compliance with labor laws, tax regulations, and other legal requirements. Conduct audits to identify and address any compliance gaps. Year-End Reporting: Gather and analyze HR data for year-end reports. Prepare reports on workforce demographics, turnover rates, and other key metrics. Share insights with leadership to inform strategic decision-making. Planning for the New Year Wrapping up the year is only half the battle. Q4 is also time for future planning, often times mapping out the whole next year. Strategic Planning: Collaborate with leadership to develop HR strategies aligned with the company's overall goals. Identify key HR initiatives for the upcoming year. Set measurable objectives and performance metrics. Talent Acquisition and Retention: Review recruitment strategies and update job descriptions. Develop plans to attract and retain top talent. Implement employee engagement initiatives to boost morale and productivity. Training and Development: Identify training needs for employees at all levels. Develop and deliver effective training programs. Evaluate the impact of training programs on employee performance. Budgeting: Develop an HR budget for the upcoming year. Allocate funds for recruitment, training, compensation, and other HR initiatives. Monitor budget throughout the year to ensure cost-effectiveness. By following this checklist, HR professionals can ensure a smooth transition into the new year. Remember to prioritize tasks, delegate responsibilities, and take breaks to avoid burnout. Need additional staff for 2024, or preparing to grow in 2025? Contact us today to learn how PeopleShare can support you with your staffing needs!

As the peak season for light industrial work quickly approaches, many businesses find themselves facing a common challenge: a surge in demand that outpaces their current workforce. This can lead to bottlenecks, delays, and a decline in overall productivity. That's where staffing agencies come in. Why Partner with a Staffing Agency? Rapid Scalability:  Staffing agencies can quickly provide a pool of qualified candidates to supplement your existing team. This allows you to ramp up operations without the long-term commitment of hiring full-time employees. Flexibility:  You can adjust your workforce to meet fluctuating demand, ensuring that you have the right number of people on the job at the right time. Cost-Effective Solution: Temporary staffing can be more cost-effective than hiring and training new employees. You only pay for the hours worked, eliminating the overhead associated with maintaining a permanent workforce. Access to Specialized Talent: Staffing agencies often have access to a vast network of skilled workers, including those with specialized skills or experience in light industrial roles. Reduced Administrative Burden: Partnering with a staffing agency can free up your HR department to focus on other critical tasks. The agency handles the recruitment, screening, and onboarding processes, saving you time and resources. What to Look for in a Staffing Agency When selecting a staffing agency, consider the following factors: Industry Experience:  Look for an agency with a proven track record of placing workers in the light industrial sector. Candidate Quality:  Ensure that the agency has a rigorous screening process to ensure that candidates are qualified and reliable. Client Satisfaction:  Read reviews and testimonials from other clients to get a sense of the agency's reputation and service quality. Customized Solutions:  A reputable staffing agency will work closely with you to understand your specific needs and develop a tailored solution. Staffing agencies can help you effectively navigate the challenges of the peak season for light industrial work. You don’t have to conquer these challenges alone, we are here to help! Are you starting to look for holiday workers? Reach out to us today to see how we can help you!

Each day, businesses find themselves sorting through a maze of regulations and compliance requirements. Navigating this maze can be time-consuming and overwhelming, especially when employment laws change. This is where staffing agencies can help.   How Staffing Agencies Can Help with Compliance   Expert Knowledge of Labor Laws: We stay updated on federal, state, and local labor laws so you don’t have to. We take the time to understand complex regulations like overtime, minimum wage, and equal employment opportunity (EEO). This knowledge helps companies avoid costly mistakes and legal issues.   Risk Mitigation: Staffing agencies implement robust screening processes for temporary workers. Background checks, drug tests, and reference verification can reduce liability risks. They also handle workers' compensation and unemployment insurance, protecting your company.   Tax Compliance: By managing payroll, taxes, and benefits for temporary workers, staffing companies ensure accurate reporting and reduce the administrative burden on your company. They can also assist with independent contractor compliance.   Data Privacy and Security: Staffing agencies implement strong data protection measures to comply with regulations like GDPR and CCPA. Staffing agencies handle sensitive employee data, including personal information and payroll records. This protects your company from data breaches and reputational damage.   Internal Audits and Compliance Reviews: Conducting regular internal audits to identify and address compliance issues helps maintain a culture of compliance within your organization. Staffing agencies can also provide compliance training for company employees, ensuring that laws and safety are followed throughout the company. The Bottom Line By partnering with a reputable staffing agency, companies can significantly reduce their compliance risk. Not only does this save time and resources, but it also protects the company's reputation and bottom line.   Contact us today to learn more about how we can not only find you top talent but help your business achieve compliance excellence.

The cost of an employee goes far beyond the number on their paycheck. While using an internal recruiting team might seem like a cost-effective way to fill positions, hidden expenses can add up quickly. Here's why partnering with a staffing agency can be a surprisingly economical solution when you consider the total cost of an employee.   The Post-Hire Price Tag The Society for Human Resource Management (SHRM) estimates that the cost of a new hire can be 1.25 to 1.4 times their base salary. This hidden multiplier factors in additional expenses you might not initially consider. Let's break down some of these costs: Benefits:  Health insurance, dental, vision, and retirement plans can add up quickly. Depending on the plan you offer, benefits can easily cost an additional  30-40%  of an employee's salary. (Example: For a $50,000 salary, benefits could cost an additional $15,000 to $20,000 per year.) Payroll Taxes:  Employers are responsible for a portion of Social Security, Medicare, and unemployment taxes. These vary depending on location but can add another 7.65% to the employee's salary. (Example: On a $50,000 salary, employer payroll taxes could be around $3,825 annually.) Training and Development:  Investing in your employees' skills is crucial, but it comes at a cost. Training programs, conferences, and professional development opportunities can range from a few hundred dollars to several thousand per employee, depending on the complexity of the role and chosen program. Office Space and Equipment:  Every new employee needs a workspace. This includes furniture, computers, and necessary software subscriptions – all adding to the overall cost. Depending on your location and industry, this cost can vary significantly, but estimates range from  $5,000 to $10,000  per employee per year.   Staffing Agencies: Saving on Hidden Costs Staffing agencies can help you manage these hidden costs in several ways: Reduced Time-to-Hire:  Quicker hiring translates to less overhead spent on advertising, interviewing, and onboarding. Staffing agencies find pre-vetted candidates, minimizing your team's time commitment and maximizing productivity. Benefits Management:  Many agencies handle benefits administration, reducing your workload and potential errors. This can save you time and money associated with managing complex benefits packages. Compliance and Risk Mitigation:  Staffing agencies stay updated on ever-changing employment regulations, ensuring your hiring practices are compliant. This reduces the risk of lawsuits and penalties associated with non-compliance.   The Bottom Line While there may be a placement fee or markup associated with using a staffing agency, it's crucial to consider the total cost of ownership. Staffing agencies can help you: Reduce time-to-hire , saving on advertising and internal team workload. Minimize onboarding costs  with their expertise and streamlined processes. Reduce compliance risks  with their up-to-date knowledge of employment regulations.   When you factor in these savings, partnering with a staffing agency can be a financially sound investment.   Finding the Right Partner Choose an agency that understands your industry's specific needs and offers transparent pricing structures. Look for one with a proven track record of placing qualified candidates who are a good fit for your company culture. Their expertise and resources can help you save money, reduce risks, and find the best talent to fuel your company's success.

Work is constantly evolving, and HR departments are at the forefront of these changes. One of the most exciting advancements has been the rise of Artificial Intelligence (AI) in HR. We often hear a lot about the negative implications of AI, however, when it comes to efficiency and employee engagement, AI has the potential to impact the role of HR professionals in a very positive way. In fact, 42% of HR leaders plan to use AI in their daily operations. Boosting Efficiency and Accuracy HR teams are often bogged down by administrative tasks. AI can automate many of these repetitive processes, freeing up valuable time for HR professionals to focus on more strategic initiatives. For example, AI-powered chatbots can answer employee FAQs, schedule meetings, and handle basic inquiries. This not only saves HR time, but also provides employees with 24/7 access to information and support. Keeping Employees Engaged Employee engagement has hit an 11-year low . It is essential for a productive and happy workforce – but analyzing employee needs can easily get pushed to the side by the day-to-day demand of other immediate tasks. AI can be used to analyze employee data to identify potential issues such as burnout or low morale. HR can then leverage this information to develop targeted employee engagement initiatives. Additionally, AI-powered learning platforms can provide employees with personalized training and development opportunities. Check out our video series to learn more about our monthly trainings for each of our employees! The Role of AI in HR AI is still evolving, but its impact on HR is undeniable. By leveraging AI's capabilities, HR professionals can become more efficient, strategic, and data-driven. This will ultimately lead to a more productive and engaged workforce, giving organizations a competitive edge in the job market. It's important to remember that AI is a tool, not a replacement for human expertise.  Its purpose is to HR professionals will still need to use their judgment and critical thinking skills to make sound decisions. However, AI can be a powerful ally in helping HR departments achieve their goals.

In today's ever-changing business landscape, staying ahead of the curve requires a workforce that is adaptable, skilled, and constantly learning. That's where investing in your employees' learning and development (L&D) comes in. It's not just about ticking a training box; it's about strategically empowering your team to be the best versions of themselves, both personally and professionally. “We recognize that our employees are our most valuable asset, so we need to invest in them,” says Sarah Peterson, PeopleShare’s Learning & Development Manager. “Our focus is to provide everyone with the tools needed to not only do their jobs, but to develop professionally and grow in their career. That’s what makes a good company great.” Here's why L&D should be a top priority for any business: Boost Employee Engagement and Retention: Employees who feel valued and see opportunities for growth are more likely to be engaged and stay with the company. L&D programs demonstrate your commitment to their success, fostering loyalty and reducing costly turnover. Sharpen Skills and Increase Productivity: Equipping your employees with the latest skills and knowledge allows them to work smarter, not harder. This translates to increased efficiency, improved problem-solving abilities, and a more productive workforce. Fuel Innovation and Stay Competitive: By providing opportunities for continuous learning, you keep your team up-to-date on industry trends and technologies. This creates a culture of innovation, allowing you to stay ahead of the competition. Develop Future Leaders: Investing in L&D today creates a pipeline of talented individuals ready to take on leadership roles. Strong internal development programs ensure a smooth transition for future growth. Attract Top Talent: In a competitive job market, a robust L&D program is a major selling point. It shows potential hires that your company is dedicated to professional growth, making you a more attractive employer. Building a Learning & Development Program Now that you understand the importance of L&D, how do you create a program that delivers results? Here are some key considerations: Identify Needs: Conduct regular skills gaps analyses to pinpoint areas where your employees need the most support. Tailored Learning: Offer a variety of training options, from online courses and workshops to mentorship programs, to cater to different learning styles and preferences. Continuous Learning Culture: Make learning an ongoing process, not a one-time event. Encourage knowledge sharing and collaboration among employees. Track and Measure: Monitor the effectiveness of your L&D programs to ensure they are meeting your objectives. Investing in your employees' L&D is investing in the future of your business. By empowering your team with the skills and knowledge they need to thrive, you're not just building a stronger workforce – you're building a culture of continuous learning and growth.

In today's competitive talent market, retaining top performers is a priority for HR professionals. But simply offering competitive salaries and benefits isn't enough anymore. Employees crave a sense of purpose and belonging – they want to feel valued for their contributions. But how do you know if your employees actually feel valued? According to a recent survey, 66% of employees say they would leave their job if they didn’t feel appreciated. Taking the Temperature: Assessing Employee Value Before implementing a strategy, it's crucial to understand your current state. Here are some ways to gauge how valued your employees feel: Employee engagement surveys: Regular surveys with anonymous responses can provide valuable insights into employee satisfaction and areas for improvement. Exit interviews: Exit interviews offer a chance to understand why an employee is leaving and identify recurring themes related to feeling valued. Focus groups: Organize small group discussions to gather qualitative feedback on company culture, recognition, and professional development opportunities. Stay interviews: Proactive check-ins with high performers can help identify potential roadblocks and ensure they feel valued enough to stay. By using these methods, you can establish a baseline and track progress as you implement initiatives to cultivate a culture of value. 1. Invest in Recognition (Beyond the Annual Review) Once you understand your employees' needs, you can tailor your approach. Here are some key strategies to consider: Peer-to-peer recognition programs: 41% of employees want to be recognized by a peer, so allow employees to publicly thank their colleagues for their support or going the extra mile. Spot bonuses or small gifts: A timely reward for exceeding expectations shows employees their hard work doesn't go unnoticed. Personalized feedback: Public praise is great, but don't underestimate the power of a sincere "thank you" or a handwritten note. 2. Prioritize Growth and Development Employees who feel stagnant and unchallenged are more likely to seek opportunities elsewhere. In fact, 65% of employees prefer non-monetary incentives. Focus on professional development by: Offering training and mentorship programs: Help employees build new skills and advance their careers within the company. Encouraging cross-departmental collaboration: Broaden perspectives and expose employees to new areas of the business. Supporting educational pursuits: Consider tuition reimbursement programs or offering flexible hours to attend relevant courses. 3. Foster Open Communication and Feedback Employees who feel heard and valued are more engaged. Create a safe space for open communication by: Conducting regular employee surveys: Gather feedback on company culture, workload, and development opportunities. Organize town hall meetings: Give leadership the chance to address concerns and share company goals. Implement an "open door" policy: Encourage employees to feel comfortable approaching HR or managers with questions or concerns. Don’t just tuck these concerns away, utilize them when creating action plans. 4. Promote Work-Life Balance and Well-Being Feeling valued extends beyond work itself: Offering flexible work arrangements: Allow employees to manage their workloads and personal lives effectively. Promoting healthy habits: Organize wellness programs or offer gym memberships to support employee well-being. Recognizing the importance of personal time: Encourage employees to use PTO and avoid glorifying overwork. By implementing these strategies, we can create a work environment where employees feel valued, respected, and motivated to contribute their best work. Remember, a happy and engaged workforce is a productive workforce, leading to a competitive advantage for your company.

The Great Resignation has morphed into an ongoing talent war. HR professionals are on the front lines, facing a relentless struggle to fill open positions and retain top performers. In fact, 77% of employers are struggling to fill job vacancies. But you don't have to fight this battle alone. Here's where staffing agencies can become your secret weapon to stay ahead of the fierce competition for top talent. A good staffing partner will offer a range of strategies that can significantly bolster your HR capabilities in a competitive market: Expand Your Reach: Targeted Talent Pools: The first step towards winning the talent war is expanding your reach. Staffing agencies have access to vast networks of pre-qualified candidates. Specializing in specific industries and roles, they can quickly identify high-potential individuals who might not actively be searching for new opportunities. Time-Saving Sourcing: We handle the legwork of sourcing candidates, freeing up HR professionals to focus on core strategic initiatives. Streamline the Process: Screening and Interviewing: Staffing agencies take the burden of initial screening and interviewing off your plate by assessing skills, experience, and cultural fit. PeopleShare’s PeopleView pre-recorded video interviews bring candidate resumes to life, ensuring only the most qualified candidates reach your desk Faster Hiring Cycles: The longer your hiring process, the higher the risk of losing potential candidates to competitors. A staffing partner can expedite the recruiting process by pre-screening candidates and scheduling interviews quickly, keeping top talent engaged and minimizing the risk of them dropping out. Specialized Expertise: Niche Roles and Hard-to-Fill Positions: Certain roles require specific skill sets or deep industry knowledge. Staffing agencies often have dedicated teams specializing in these niche areas, leveraging their expertise to attract qualified candidates you might struggle to find on your own. Compliance and Legal Considerations: Staying on top of employment regulations can be a challenge. Staffing agencies navigate these complexities daily, ensuring your hiring practices are compliant and protecting your company from legal risks. Beyond Recruitment: Contingent Workforce Solutions: Staffing agencies can provide temporary or contract workers to fill short-term needs or cover gaps during busy periods. This allows you to maintain operational flexibility and scale your workforce as needed. For example, PeopleShare has an entire Strategic Solutions team that will work  with you to create custom solutions to help you reach your staffing and business goals. Onboarding and Payroll Support: Many staffing partners offer additional services such as onboarding assistance and payroll management for temporary workers, freeing up your HR resources and ensuring a smooth transition for new hires. By leveraging the expertise and resources of a staffing partner, HR professionals can gain a significant advantage in the talent war. Staffing agencies can help you: Attract top talent faster Streamline your recruitment process Reduce your workload Minimize hiring risks Maintain operational flexibility Don't go it alone! If you’re ready to watch your HR team transform into strategic talent acquisition champions – reach out to your local PeopleShare branch today.

The workplace landscape has undergone a dramatic transformation in recent years. Traditionally, the office served as a central hub for collaboration, communication, and company culture. However, with advancements in technology and the rise of remote work models, employees have experienced greater flexibility and autonomy. This has redefined their expectations of the workplace. The COVID-19 pandemic accelerated a shift towards remote work, leaving many companies grappling with the question of returning to the office. But simply calling employees back to their desks isn't enough. In today's competitive talent market, companies need to create an environment that fosters retention and engagement. According to a recent Resume Builder survey, 90% of companies with office space plan to return to office by the end of 2024. For many employees, remote work has become a preferred – or even non-negotiable – way to work. Nearly half of employees would find a new job if forced to return to office full time. Companies that fail to acknowledge this shift risk high turnover as employees seek out more flexible work arrangements offered by competitors. Strategies for Success Striking a balance between the benefits of a physical workspace and the flexibility desired by your workforce is key to ensure employee retention. Here are some key strategies: Hybrid Models: If your company is currently fully remote, consider a hybrid work model that allows employees to split their time between the office and home. This offers a sense of autonomy while still fostering collaboration and team building. Focus on Purpose: Help employees understand how their role contributes to the company's mission. A strong sense of purpose is a powerful motivator, regardless of location. Reimagine the Office: Transform the office from a simple workspace into a vibrant hub for collaboration, learning, and social interaction. Offer amenities and perks that make coming into the office an attractive proposition. Prioritize Wellness: Recognize the importance of employee wellbeing. Offer flexible schedules, remote work options, and mental health resources to support a healthy work-life balance. Open Communication: Maintain open and transparent communication with your team. Address their concerns regarding the return to the office and be receptive to feedback. Employees who feel heard are happy employees. The way we work is evolving, and successful companies will need to adapt. By focusing on flexibility, purpose, and employee well-being, companies can retain top talent and thrive in the new era of work.

In August 2023, Illinois signed into law legislation amending the Day and Temporary Labor Services Act (DTLSA). The act generally covers industrial temporary labor services, excluding clerical and professional services. New requirements for staffing agencies and their clients The legislation placed new requirements on both staffing agencies and their clients, in areas such as safety, pay, and benefits. You can read a summary of the DTLSA here. Perhaps the most disputed piece of the amendment is Section 42, which states that, after 90 days on the job, a staffing agency employee must be offered pay and benefits that are equivalent to those offered by the client, or otherwise be paid the cash value of the benefits. “Equivalent benefits” court ruling and what it means In November 2023, a group of trade associations staffing agencies sued the Illinois Department of Labor, arguing that the equal benefits mandate was preempted by the Employment Retirement Income Security Act (ERISA), a federal statute that established a uniform body of benefits law through the U.S. While many other amendments had already taken effect, the equal pay and benefits provisions were postponed until April 1. Then on March 11, 2024, a federal judge ruled that the equal benefits provision cannot be enforced while this court case is still in litigation, effectively halting the equivalent benefits requirement. It’s important to note that this ruling did not affect the equal pay provisions of the amendment. As of now, the equal pay requirement will still take effect on April 1, but the equal benefits provision is postponed, pending the results of the court case. All other areas of the amendment are still in effect. Conclusion The Illinois staffing landscape is evolving, but staying compliant and ensuring workforce continuity doesn't have to be a challenge. Partnering with PeopleShare gives you access to a team of experts dedicated to navigating these changes. We offer a comprehensive suite of solutions designed to simplify your operations and ensure a win-win situation for both your business and your temporary workforce. For more information, contact your PeopleShare representative today. PeopleShare is not a law firm, and this blog post is not intended to be legal advice. The information provided here is for informational purposes only and should not be a substitute for seeking advice from qualified legal counsel.

The US temporary staffing industry is undergoing a metamorphosis, shedding its old skin of limited options and low wages to emerge as a vibrant ecosystem catering to both business agility and worker aspirations. This article delves into the latest trends and perks shaping the temporary hiring landscape, drawing insights from various sources to help you navigate this dynamic arena. Surge in Demand for Temp Workers: The American Staffing Association (ASA) reports a 12% year-over-year increase in temporary and contract staffing placements in 2023, highlighting the growing demand for flexible labor (ASA Staffing Industry Report 2024). By 2050, 50% of the US workforce is estimated to be made up of contingent workers. (Staffing Industry Analysts report, October 2023) Shifting Motivations for Temporary Work: A majority of temp workers (64%) report choosing this type of job structure to fill in the gap between jobs or to help them land a job. 20% cite schedule flexibility as their reason. (American Staffing Association) A CareerBuilder survey finds that 40% of temporary workers value the opportunity to explore different career options, showcasing their desire for skill development and exploration (Source: CareerBuilder Temp & Contract Report 2023). Evolving Perks to Attract Top Talent: Competitive pay and benefits: Temp agencies are offering competitive hourly wages, healthcare benefits, and paid time off to attract and retain skilled workers (Staffing Industry Analysts 2024 Temp & Contract Staffing Benchmark Report). Upskilling and training opportunities: Recognizing the value of skill development, temp agencies are providing training programs and certifications to enhance worker employability (The Conference Board APSC Workforce Insights Report 2023). Career advancement support: Some agencies offer career coaching and job placement assistance to help temporary workers transition into permanent roles (Staffing Industry Review Temp Worker Satisfaction Survey 2023). Technology-driven experiences: Mobile apps for scheduling, time tracking, and communication are becoming commonplace, improving the overall temp worker experience (Staffing Industry Analysts Gig Economy Talent Management Report 2023). Industry Outlook: The temp industry is expected to see continued growth in 2024, driven by factors like the gig economy, skills shortages, and the increasing adoption of flexible work arrangements (McKinsey Global Institute Future of Work Report 2023). As the industry evolves, specialization and niche expertise will likely become more important for temp agencies to differentiate themselves and attract top talent (Staffing Industry Analysts Future of Staffing Report 2024). By understanding these trends and adapting their offerings, temporary staffing agencies can position themselves to thrive in the dynamic U.S. labor market. Additionally, job seekers considering temporary work can use this information to make informed decisions about the opportunities available to them.

Illinois signed HB 2862 into law on August 4, 2023, amending the Illinois Day and Temporary Labor Services Act. These amendments bolster equal pay rights, transparency, and safety within the temporary labor industry. This post will summarize the key changes. Equal Pay for Equal Work The amendment reinforces Illinois' commitment to wage transparency and the classification of temporary laborers as employees. Temporary laborers working over 90 calendar days at a third-party client must be paid similarly to their lowest-paid comparative employee. The 90-day clock starts on or after April 1, 2024. If no comparative employee exists, they should receive the lowest directly hired employee's pay and benefits. Staffing agencies have the option to provide the cash equivalent of benefits. Also included in this provision is the responsibility of third-party clients to share job-related data with their staffing agencies. Workplace Safety and Training The amendment also introduced new safety and training requirements that became effective August 4, 2023. These changes are designed to encourage collaboration between temp agencies and client companies for a safer work environment. Specifically staffing agencies must train temporary workers on their clients’ safety practices and how to report safety concerns. Labor Disputes Also effective the date the amendment was signed, staffing agencies are required to inform temporary laborers about labor disputes and their right to refuse related assignments. Record Keeping Records on safety training, workplace hazards, compensation, and employee notices must be maintained for three years. Increased Penalties The amendments increased penalties for violating these rules. Penalty amounts will depend on several factors, such as the amount of harm to the temporary worker and the seriousness of the violation. The amendments to the Illinois Day and Temporary Labor Services Act represent a significant shift in the treatment of temporary laborers in the state. With several important questions still unanswered, both temp agencies and client companies will need to await further guidance from the Illinois Department of Labor. As this legislation takes effect, it is likely to become a topic of discussion and potential revision in the future, making it crucial for businesses in Illinois to stay informed and adapt to these new regulations.

AI has been a topic of interest for HR pros and recruiters for some time now, revolutionizing the way talent acquisition is approached. With its ability to analyze vast amounts of data and automate repetitive tasks, artificial intelligence has become an indispensable tool in the recruitment process. From screening resumes to conducting preliminary interviews, AI-powered solutions have significantly enhanced efficiency and accuracy, allowing HR pros to focus on more strategic aspects of their roles. AI algorithms can identify patterns and trends in candidate profiles, helping recruiters make data-driven decisions and find the best-fit candidates for their organizations. As AI continues to evolve, its potential in HR and recruitment will only grow, reshaping the way talent is sourced, assessed, and nurtured in the workforce of the future. As businesses continue to embrace the growth and expansion of AI, they are integrating it into more of their daily operations. According to Zippia, an impressive 65% of recruiters and a staggering 95% of Fortune 500 companies are already utilizing AI in their hiring process. The power of AI lies in its ability to streamline the candidate experience, enhance search and hiring procedures, and alleviate the workload of HR professionals. One common complaint throughout the application process is the time it takes, and integrating AI can significantly speed up the hiring process, resulting in improved candidate experience and an increased likelihood of them recommending your company in the future. Harnessing the Power of AI There are countless ways AI is being used in the hiring process, including: Writing and posting job descriptions that engage and attract ideal candidates AI tools utilize Natural Language Processing (NLP) to analyze successful descriptions, generating inclusive and engaging language. Furthermore, AI-driven systems optimize job postings for search engines and employ personalization algorithms to tailor content for specific candidate demographics. Sourcing and screening candidates Algorithms sift through vast datasets from diverse sources, utilizing predictive analytics to assess the likelihood of candidate success based on historical hiring data. Machine Learning (ML) models are employed to match candidate profiles with job requirements by analyzing skills, experience, and cultural fit. Automated resume screening tools leverage AI to quickly and accurately shortlist candidates, providing significant time savings for recruiters. Communicating with candidates With chatbots offering instant, intelligent responses to queries through various channels like text messages and emails. Natural Language Understanding (NLU) enables chatbots to comprehend and respond intelligently to complex questions, while virtual assistants assist in scheduling interviews and maintaining seamless communication throughout the hiring process. Analyze the success of campaigns and develop hiring plans based on history When it comes to analyzing the success of campaigns and developing hiring plans, AI analytics tools take center stage. They evaluate recruitment campaigns by analyzing key performance indicators (KPIs) and utilize predictive modeling to forecast the effectiveness of future strategies based on historical data. AI-powered dashboards provide real-time insights, empowering recruiters and hiring managers to make informed decisions promptly. While the idea of integrating AI into your hiring process may seem overwhelming at first, it is crucial to understand that you don't have to implement it across all aspects of recruitment right away. Instead, start by identifying one or two areas where AI can make a significant impact on your hiring process. This approach allows you to gradually integrate AI into your workflow and experience its benefits firsthand.

As we enter the year 2024, the air is filled with anticipation and motivation. With our goals firmly set, we are eager to take on the challenges that lie ahead. While setting goals is the easy part, it is sticking to them that often proves to be the most difficult. The demands of work, the overwhelming nature of life, and the constant distractions can easily push our goals to the sidelines. However, this year, let's make it a priority to ensure that we stay on track and accomplish what we set out to do. Here are five valuable tips that will keep us focused and determined. Set Realistic Goals The first step in achieving our goals is to set realistic ones. While it is important to dream big and have ambitious aspirations, it is equally crucial to break them down into smaller, attainable steps. By having a combination of both big and small goals, we avoid the frustration and discouragement that may arise from setting goals that are beyond our reach. Create A Plan Once you have established your goals, it is essential to create a plan that outlines the necessary steps to achieve them. This roadmap provides clear direction and serves as a constant reminder of what you have accomplished and what remains to be done. When life gets chaotic and time becomes scarce, referring back to the plan will keep us focused and prevent us from losing sight of our objectives. Accountability Accountability is another critical aspect of reaching our goals. Sharing goals with a trusted friend, family member, or coworker not only provides us with support but also holds us accountable. By finding someone who also has their own goals and setting up regular check-ins, we create a system of mutual encouragement and motivation. These check-ins also allow us to track our progress and reflect on how far we have come, reinforcing our determination to continue moving forward. Learn From Setbacks Inevitably, setbacks and challenges will arise along the way. It is important to remember that setbacks are a natural part of any journey towards success. Instead of allowing them to derail you completely, view these obstacles as opportunities for growth and learning. Adapting and adjusting our approach in the face of challenges is crucial. Flexibility is key, as life often throws unexpected curveballs, and being able to navigate through them will ensure that we stay on track towards our goals. Reward Yourself As you work tirelessly towards your goals, it is essential to reward yourself along the way. While the satisfaction of reaching a goal is undoubtedly a reward in itself, assigning separate rewards to each milestone achieved adds an extra layer of motivation. Celebrating our accomplishments, no matter how small, not only brings joy but also reinforces the determination to continue pushing forward. The start of a new year is always an exciting time filled with fresh possibilities. However, maintaining that initial motivation and excitement throughout the entire year can be challenging. By implementing these five tips, we can ensure that our goals remain a priority and that we stay focused on achieving them. Let's embrace this year with determination, perseverance, and a commitment to our goals. Together, we can make 2024 a year of remarkable achievements.

The holiday season is upon us, and while the festivities bring joy and celebration, they also bring unique challenges for HR professionals. Balancing the spirit of the season with the responsibilities of HR can be demanding, but with thoughtful planning and proactive strategies, you can ensure a smooth and festive experience for both employees and the organization as a whole. Communicate Policies: Effective communication is key during the holiday season. Remind employees of relevant HR policies, such as guidelines for time off, remote work options, and any special considerations for holiday-related events. Clear communication helps manage expectations and minimizes misunderstandings. Foster a Festive Workplace Culture: Encourage a festive atmosphere at the workplace to boost morale and team spirit. Consider organizing holiday-themed events, decorating the office space, or initiating a charitable giving campaign to spread the holiday cheer. Creating a positive and inclusive environment enhances employee engagement during this special time of the year. Flexible Scheduling: Acknowledge that the holiday season can be a hectic time for employees. Consider offering flexible scheduling options, allowing for adjusted work hours or remote work when feasible. Flexibility demonstrates understanding and supports employees in achieving a balance between work and personal commitments. Employee Recognition Recognize and appreciate your team's hard work throughout the year. Whether through personalized notes, small gifts, or a holiday-themed celebration, expressing gratitude goes a long way in fostering a positive workplace culture. Acknowledging employees' efforts contributes to a sense of belonging and motivates them for the year ahead. Prepare for Year-End Processes: As the year comes to a close, HR professionals need to prepare for year-end processes. This includes finalizing payroll, conducting performance reviews, and planning for the upcoming year. Ensure that all necessary tasks are organized and communicated to relevant stakeholders to wrap up the year smoothly. Manage Stress and Wellness: The holiday season can be stressful for many individuals. Implement initiatives to support employee well-being, such as stress management workshops, wellness programs, or even flexible hours to accommodate personal commitments. A focus on well-being helps maintain a positive and healthy work environment. The holiday season presents an opportunity for HR professionals to showcase their organizational and people management skills. By proactively addressing time-off requests, fostering a festive workplace culture, and prioritizing employee well-being, HR can contribute to a positive and harmonious holiday experience. As you gear up for the festivities, remember that thoughtful planning and clear communication are the keys to a successful and enjoyable holiday season for everyone in the organization.

In today's dynamic business landscape, finding the right talent is crucial for success. Whether you're a small startup or a large corporation, partnering with a staffing agency can be a game-changer in your talent acquisition strategy. However, not all staffing partners are created equal, and selecting the right one requires careful consideration. In this blog post, we'll explore key factors to help you choose the perfect staffing partner for your organization. 1. Define Your Needs Before you start evaluating staffing agencies, it's essential to have a clear understanding of your staffing needs. What roles do you need to fill? What are your short-term and long-term goals? Knowing your requirements and goals will help you find a partner that specializes in your industry and can tailor their services to your specific needs. 2. Industry Expertise Look for a staffing agency with experience in your industry. Industry-specific knowledge is invaluable as it ensures the agency understands your unique challenges, the skill sets required, and can source candidates who are a good fit culturally and professionally. 3. Reputation and Track Record Research the reputation and track record of potential staffing partners. Check for client reviews, testimonials, and case studies. Ask for references and speak to other businesses that have worked with the agency to gain insights into their performance, reliability, and success rate. 4. Range of Services Consider what services the staffing agency offers. Some agencies specialize in temporary staffing, while others focus on permanent placements or a combination of both. Make sure the agency can provide the staffing solutions that align with your needs and hiring strategy. 5. Talent Pool A strong staffing partner should have access to a diverse and extensive talent pool. Inquire about the size and quality of their candidate database. A larger talent pool increases the likelihood of finding the right candidates quickly. When working with a PeopleShare office, our teams share a large database of qualified candidates so we can always find the right fit for your company. 6. Technology and Tools Inquire about the technology and tools the staffing agency uses. Modern tools, such as applicant tracking systems (ATS) and data analytics, can streamline the recruitment process and provide valuable insights into candidate performance and trends. 7. Communication and Transparency Effective communication is key to a successful partnership. Choose an agency that values transparency and keeps you informed throughout the recruitment process. They should provide regular updates on candidate progress and be responsive to your inquiries. Selecting the right staffing partner can significantly impact your organization's growth and success. Remember, the right staffing partner is not just a service provider but a strategic ally in achieving your workforce goals. Ready for your next great hire? Reach out to your local PeopleShare office and learn how we can help you hit the ground running today!