April 27th, 2017
We imagine you’ve arrived here at this blog post because you’re wondering what exactly a staffing agency can do for you and your company. Sure, you know that you can contact an agency when you need temporary or temp to hire employees to staff open positions or help with projects in your business. But is there more to it than just temps? A staffing agency offers a number of benefits to your company, so let’s take a look at some of the big ones.
Depending on your needs and agreement with your staffing provider, they can also help with workforce management. This is an integrated set of processes that will optimize the level of productivity of each employee and in the department. Many agencies provide onsite workforce management and can partner with you to determine the best metrics and procedures.
Managed service provider
In a more specific way, you may also work with an agency to provide an entire department that is necessary for your operations but not exclusive to your product or services. An MSP is an outsourced agency that can manage this specific aspect for you, such as a separate IT department.
Recruitment process outsourcing
There may also be a benefit to outsourcing your entire hiring process to an agency that specializes in placements for your industry. In some cases, the RPO provider can install their own recruiting or human resources department or may take over aspects of your company’s staff, technology, or reporting processes. This can allow you to focus on your business rather than the business of hiring.
Employer of record
One of the most important aspects of working with an agency to provide workers in your company is that they assume the role of Employer of Record. When you have a workforce staffed and managed by your staffing partner, they assume all the responsibilities for issuing W-2s to the employees. They will be in control of all federal and state employee guidelines, and overall compliance. This will remove reduce the liability that your company has over the employees on site.
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Do you want to partner with a top recruiter in Dallas? Contact the team at CornerStone Staffing to learn more today.
March 23rd, 2017
Many employers conduct pre-employment screening to determine if the candidates they’re considering are truly qualified for the job. These types of skills tests are a benefit for both employees and employers. It keeps employees from feeling they’re in over their head when they’re placed in a situation they’re unfamiliar with. And it ensures the employer is objectively hiring the most qualified person for the job. But how can you prepare ahead of time for any pre-employment screening or testing the employer conducts? Here are some things to consider.
1. Ask the company if they test skills.
There is nothing wrong with asking the company if they use pre-employment testing as part of their hiring process. The real trick is ensuring that you don’t sound concerned by the prospect. For instance, if you just ask “do you test on skills,” it may send up a red flag that you’re not comfortable with the skills you’ve presented on your resume. When you ask, position it as your preparation process.
2. Determine the type of testing.
If they do provide testing, ask them what type they do. This can give you an idea of what to review before taking the test or how to approach the test in general. If the test is written, online or in the office you can prepare for that. Each will have its own set of processes, and you can find yourself better suited to one or the other. The more you know the more relaxed you can be.
3. Brush up on your skills.
You should be pretty confident in the skills you bring to the table, but that doesn’t mean you shouldn’t practice. Especially with a skill that you haven’t used for a little while, make sure you remember some of the basics. For example, if you have experience in Microsoft Excel, but haven’t used it since your last position, spend some time at home with the program to refresh memory on some of the tools.
4. Don’t worry, you’ve got this.
Finally, it is critical that you don’t stress yourself out too much by overthinking the test process. The most important thing is that you are talented and you are skilled for this position, so relax. Be confident and trust your skills. Before the test make sure to get plenty of rest, eat a proper meal, and try not to get too stuck in the minutia of the process.
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Are you looking for a new job? Contact CornerStone Staffing today to work with the best staffing agency in Dallas!
January 12th, 2017
We all know what a boomerang is: An Aboriginal Australian hunting weapon that is thrown and comes back to the thrower. The word, over time, has come to mean anything that gets thrown out and comes back, and that is true for employees. A boomerang candidate is a former employee who left your organization for another position and is now interested in returning to your company. But should you consider this candidate for your open job? Here are some things to consider.
What skills did they learn elsewhere?
When they left your company, what happened next? What kind of company did they work for and what experiences can they now bring back to your table? Was this growth something your company was unable to provide? Take a hard look at their skills. Even though they have worked for your company in the past doesn’t mean they are a good long-term fit.
What does your candidate pool look like?
What other candidates are you considering for this job? Where did you source them? What do they bring to the table that your boomerang candidate cannot? A fresh perspective may be just as valuable as reinstating someone who needs a little training. It is a good idea to weigh these pros and cons before making a decision.
Did they leave on good terms?
The most important thing to consider is why they left in the first place? Was it a life change that was unavoidable, like a relocation or new circumstance? Did they simply want to take an opportunity to learn something new that your company couldn’t offer at the time? Or, and most importantly, was there a specific reason they were not a good fit for your organization? Has anything changed that demonstrates improvement in that area?
How does your team feel about them?
Finally, you need to talk to others in the company who remember or worked directly with your boomerang candidate. Do they feel as though this person left on good terms? Do they feel confident that this placement would work out for them? Do they have fond memories and like your former employee as a person? If not, why? What would need to change to make it a better long term fit?
Are you looking for the right candidate to fill your open positions? Contact CornerStone Staffing today to learn about how our awesome team of recruiters can help!