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What Else Does a Staffing Agency Provide?

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.

Workforce management

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 reduce the liability that your company has over the employees on site.

Work With a Top Staffing Agency in Dallas

Do you want to partner with a top recruiter in Dallas? Contact the team at CornerStone Staffing to learn more today.

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What Should Companies Look for in Workforce Management

October 13th, 2016

workforce-managementAre you considering a workforce management solution for your business? If so, what should you be looking for in both a service and their software solution? Before you make a decision on the workforce management partner for your organization, it is important to ask the following questions to better understand what you and your employees need. Here are three things that you should consider before working with an agency to manage your workforce.

1. Online Services

So much is changing in the staffing industry right now. Today, companies that don’t offer online services are quickly falling behind in the marketplace. Businesses and individuals are doing almost everything on line today, so having the option to place work orders and find reports online is critical. It also makes the back office process easier by allowing employees the ability to submit time cards online and the ability for companies to get their invoices electronically. While face-to-face or over the phone contact still exists, the convenience of online communications is essential in today’s business climate.

2. Employee Access

Your employees will also want more information to be available to them. Not only should they be able to submit their time cards online, they also want details. They should be able to access their own online profile which should include start dates, pay history, and performance indicators that will help them improve their skills for future employment. This information will also help potential employers when trying to understand how to manage and motivate their team.

3. Onsite Manager

In many cases, especially if a company needs a large workforce, an onsite manager will be essential. This representative from the staffing agency will be there to help you manage the workforce needs and be a liaison between your company and the staffing agency. Sometimes performance and management issues can come up when the recruiters aren’t available to be onsite to see how individuals interact on the job. This recruiter and employee relationship can be critical for long-term success.

Are you considering a workforce management solution? Contact CornerStone Staffing Agencies in Dallas to learn how we can help you today with our unique workforce management solution!

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Who’s More Important – Your Team or Your Clients?

August 5th, 2016

Who's More ImportantWe all know the adage that the customer is always right. Most of the time, companies will place a very high value on their clients. Without a good, loyal client base, most companies wouldn’t be in business. But what really is more important to your company, the client or your staff? By making your team your top priority, you will develop employees who will, in turn, treat your clients in the right way. Here are some other things to consider.

Employee Engagement

When your team knows that you value their contributions and that you appreciate the work they do, they will gain loyalty to your company. They will also be loyal to you as a manager. They will want to share positive information about working with your company, which can generate new customers. A happy employee will easily be able to handle a situation involving an unhappy client. Provide staff enrichment, a rewards program or other benefits to keep your employees engaged on the job.

Employee Success

You also want to help your team understand their place in the company for the long term. You want to help them understand their potential and work toward it. When a company doesn’t value the success of their staff, they won’t see dedication and interest in continuing to educate themselves or taking on other tasks as necessary. So by providing added training, you can encourage not only the success of your team, but also of your entire company, which will then reflect on your client experience.

Employee Investment

Your employees are your greatest asset. You are willing to invest in new technology and office equipment, so don’t skimp when it comes to investing in your employees. Starting at their salaries, stay competitive in the market but also offer incentives to encourage the best potential employees to work with your organization rather than your competition. Continue to reward your team with bonuses for performance or added perks that will continue to increase their engagement and benefit your company.

Client Benefits

In all of this, when you demonstrate to your team that they are important to you, the benefits that they will pass on to your customers will be extensive. They will provide overall better customer services, be able to defuse difficult situations, and be able to offer added value because they believe in you, your company, and your products or services. All of this will only enhance your client experience and complete this important business circle.

Do you want to improve your client experience by cultivating top-tier employees? Contact CornerStone Staffing today to work with a top staffing agency in Dallas!

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Turn that Bad Hire Around

March 24th, 2016

Turn that Bad Hire Around It can be very frustrating when you realize your newest hire isn’t living up to your expectations. There are a number of reasons the seemingly perfect employee crashes and burns once they start working with you. But that doesn’t mean your first resort needs to be termination. There may be ways to rescue that bad hire and tap into the potential you saw when you met with them the first time. Here are some ideas to turn everything around.

Address the issue privately and create a plan.

Before you do anything drastic, talk with the employee about your concerns. Address some of the issues that have come up since they started working and any inconsistencies from their interview. Then, work with them to create a plan to make improvements in their performance, productivity, time management, team skills or whatever is hindering their success. Addressing these issues in public won’t help the situation. Your first instinct should be to sit down and create a plan that works for everyone in your department.

Focus on attitude.

The right attitude is important, but not just for the employee. Both of you may need to change your attitude about the situation. While you can’t always change someone else’s behavior, you can change your reaction to it. Maybe look at why you perceive that the new hire is not performing up to your standards and react appropriately by changing your own attitude. It may help improve the relationship. Everyone learns differently. What took most of your employees one duration of time make take this employee longer. Be patient.

Make them feel part of the team.

Sometimes a new employee doesn’t seem to gel with the team and that can cause misfires when they are attempting to acclimate to the business. Work with your existing team to make the new employee feel welcome. This can help them not only with an adjustment period but they may learn some better habits from your staff.

Do everything you can.

Before you decide to simply pull the plug, make sure that you, your staff and the new employee have done everything possible. If, at that time, things still aren’t working out the way both parties would like to see, you can move on to another option and terminate the employee. Be sure that you remain professional and help them with the transition as much as possible.

Finding qualified, experienced personnel can be a challenge. Work with a leader in staffing services in Dallas by contacting the great team of recruiters at CornerStone Staffing today!

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What’s the Most Effective Way to Communicate in a Job Process?

September 18th, 2015

How to Communicate

While you’re searching for a job, there are plenty of instances when the communication needs to be initiated by the hiring company. But there are other times when it is up to you to communicate to the hiring manager. You need to be in control of your job search as much as possible. How do you know the right times and how much contact you should be having throughout this process? Here are three things to consider when communicating with a potential employer.

How often should you connect?

This largely depends on where you are in the process. If you have submitted a resume then it is fine to follow up once to make sure that your resume was received. If you have been contacted for a phone interview, make sure you ask what the next step is after the phone interview and when they expect to schedule face-to-face interviews. Finally, for a traditional interview follow up once within a week of the meeting or by the time the interviewer specified that they would be making a decision.

What is the best method?

The key here is to determine the best way to communicate with the specific hiring manager. Some people prefer phone calls and others prefer emails. Try to determine the best method for each individual. However, if it is unclear then an email is usually a good fallback plan. It gives them the time to review your message and respond when they are available. If you do use the phone, don’t call first thing in the morning, lunchtime, or right before the close of business. Around 10 a.m. is a good time because they’ve caught up from the previous night.

How to avoid being a nuisance.

The final piece of the communications puzzle for job seekers is to ensure that they don’t inadvertently sabotage their chances of being offered the job. Hiring managers have a big job to do. Not only do they have to fill this open position (and possibly other positions) but they also have to handle their own day-to-day tasks. If you follow up too often or become an inconvenience, they may become frustrated and place your application in the “No” pile. If a company doesn’t contact you after you’ve followed up once after the interview then it is time to move on and continue your search.

It’s personal service from our tenured recruiters that makes CornerStone Staffing stand out from the rest and allows us to offer you clear, objective job search assistance that gets results. CornerStone Staffing, now hiring for jobs in Arlington TX, can help so call today!

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Offering Competitive Salaries Will Pay Off

September 11th, 2015

The old adage is true – you do get what you pay for. Since the recession ended, companies have had a hard time reconciling their budget against new-hire salaries. But when a company wants to save money and offers lower salaries, they often have issues with a poor talent pool and high turnover. Those problems become even more evident in a tight candidate market, which a lot of companies are currently experiencing. Here are some ways you can take a second look at your hiring budget and reconsider the salaries for your open positions.

Do your research

The very first place you should start is Salary.com. Look up your city along with the job title, and you will find both the average and median salary levels that would be best for these open positions. The site will also provide good ideas for a good benefits package to go along with the compensation. If you stay competitive in your market you’ll have a pick of the best candidates.

Be open minded in negotiations

Don’t automatically discount a candidate because they bring up a number that wasn’t on your radar screen. This may not be their final offer. Use their number as a jumping-off point to create an effective negotiation strategy that will give both of you what you’re looking for. If you aren’t able to meet their salary range, then look into other perks and attempt to make up the difference in a flexible work schedule or benefits.

Take a close look at turnover

Are you having problems keeping your staff happy? Are people leaving your organization frequently? One of the possible solutions is to start paying more for these roles. They may be leaving to take other positions with a higher salary. Or, you may simply be hiring less-qualified people because you aren’t willing to compensate at a higher rate.

Even in companies with a great culture, eventually employees want to feel as if they are being adequately compensated and not being taken advantage of.

Review each candidate individually

One thing you should never do (unless it’s mandated) is have an inflexible salary for the position. It is acceptable to have a range, but if you decide that your administrative assistant should make exactly $35,000 per year then you will rule out great candidates who may be looking for $37,500. You should always have some wiggle room and review each candidate and their requirements separately. Just hiring the person who has asked for the lowest amount may not get the quality you deserve or need in the role.

It’s personal service from our tenured recruiters that makes CornerStone Staffing stand out from the rest and allows us to offer clear, objective job search assistance that gets results. Contact our team to learn more about recruiting for DFW jobs today!

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Hiring Nightmares to Avoid: It’s About the Salary

January 17th, 2014

Before you make your next hiring decision, consider this very sticky trap: the question of salary. While there are many possible nightmares including poor onboarding and a bad company culture fit, salary is probably one of the easiest to solve. Here are a few tips and thoughts about calculating a new employee salary and hiring the best people for your business.

  • Don’t risk losing a good employee with a low offer. Many companies over the last few years have reduced salaries in order to keep their business above water during the recession. It might be time to recalculate this strategy. The old adage “You get what you pay for,” is undoubtedly true. Talk to your candidate about their expectations and take these numbers into consideration as you make a decision. You may pay a little more than you expected or planned but it will cost even more when a lower paid employee leaves for more money or if the candidate turns out to be a bad fit.
  • Avoid pay compression. This means that there is very little difference between the pay across multiple levels of your organization. New salaries may be just under those of current employees or, in some scenarios, they might be paid more. This can be extremely bad for employee morale. Keep up with the current market and pay your current employees what they are worth rather than keeping outdated salary information. Create a forecast and plan and know what you should be paying current employees and what the market pays incoming employees for necessary skills.
  • Beware the other end of salary negotiations. Most potential employees will be quite genuine when it comes to negotiating their salary. Candidates have been shown the formula for calculating  a reasonable pay scale for their skills, experience, location, and cost of living. However, a red flag may be raised if a candidate becomes unreasonable, angry, or argumentative about the salary they feel there are owed. If you begin negotiations and don’t find the other party to be respectful it may be a sign that you should not extend an offer and instead move on to another candidate.

Do you know how much you should be paying for certain jobs? If you are looking for staffing agencies in Dallas TX, contact us today.

Ask These Three Questoins Before Accepting a Job

January 4th, 2013

You’ve been looking for a job for a long time and you finally get that phone call. They want to hire you. What do you need to do to ensure that you have the best possible situation if you take this job? While some of these may have been mentioned in passing during the interview process, once you’ve received an offer you are in a better position to get the answers. Here are three questions to ask the potential employer before accepting the job.

  1. How long did the previous employee in the role take to complete their daily and weekly tasks? This will give you the big picture of what the manager is expecting out of the role and what you are capable of contributing. You want to know that the tasks and the time allotted to them are realistic. You also want to make sure that you are interested in doing what it takes to get the job done to the manager’s satisfaction.
  2. How long should I expect to stay in this position before being considered for a promotion? Companies do like to invest in individuals who are interested in growth within the company but they also have a job that needs to get done right now. They don’t want to hire someone whose mind is on the next possible step rather than the position for which they were hired. Manage your own expectations by understanding the typical way promotions are handled within the company. This will allow you to focus on doing a good job up front so you will be considered for future opportunities.
  3. Why did the last employee in this position leave the job? There are countless reasons an employee leaves a position. On the positive side, they may have received a promotion themselves which led to the job vacancy. They may have moved away. They may have accepted a position with another company. On the other hand, they may have not been performing satisfactorily or they may have had behavior issues on the job. Knowing these things will give you a good sense of how to approach the job once you accept it.

Are you looking for a great opportunity in 2013? Contact CornerStone staffing, one of the top staffing agencies in Dallas, TX.

Are You Using Google+?

February 23rd, 2012

If you’re a regular visitor to the CornerStone Staffing blog, you know that social media should be an integral component of your recruiting plan. And the latest entry into the social media fray is known as Google+ (or Google Plus). A social media tool that is part of your Google account (which you may use for Gmail, Picasa or other Google tools), Google+ offers a new way to network, connect with peers and meet great new talent.

Google+ has already made a huge splash on the social media landscape. As of October 2011, there were more than 40 million users! And it’s inevitably becoming a game-changer for recruiting in social media. Let’s take a look at some of the ways Google+ is different than Facebook, and how that impacts you:

  • You should already have a profile (and people will expect it to be up and running!). Google+ is past its infancy, and now that businesses can set up their own pages on Google+, top talent and potential clients expect you to have an active profile. Google+ is the latest tool, and it came out of the box with a clamoring for invites. Now that the floodgates are open, you had better have a profile. If you’re not sure how to set one up and use Google+, here’s an excellent online tutorial to help you get started.
  • Google+ isn’t about “friends.” Ever have an awkward moment where you receive a Facebook friend request from someone who isn’t really a friend? Google+ circumvents this issue with “circles.” In your Google+ “circles,” you can organize all your connections. Each circle can have access to different pieces of information. Someone (including job seekers and clients) can add you to his or her circle without permission; however, you can control what these people see.
  • Privacy still matters. Privacy settings come into play on all social media sites, most notably with Facebook and it’s frequent privacy updates. With Google+, your privacy settings allow you to set certain information as a public “share,” so even someone who isn’t in one of your circles can still keep tabs on relevant information. This can be a great way to include clients, job seekers or current employees, without having to give access to more personal information than you’d like. Google+ blurs the line in our online “worlds” more than any other social media site. Use your privacy settings to your advantage.
  • Google+ is more about engaging conversation. Facebook and Twitter are excellent resources for sharing information, and the occasional short conversational exchange. Google+ is made for conversations – in other words: relationship-building. “Hangout,” a group video chat function, allows you to speak to multiple friends (coworkers, staff at clients, etc) using your webcam. Hangout doesn’t require additional software like Skype, and is an easy way to assemble multiple people (across different locations), quickly. “Sparks” is the Google+ news function (similar to your Facebook news feed). Use Sparks to share information and stories (and start conversations) with members of your various circles.

For more information about Google+, visit the official Google+ website.

Searching for talent in Dallas Fort Worth?
Contact CornerStone Staffing. Our network includes a range of talented professionals across the Dallas Fort Worth area. We’ll find exactly the professional you need for your business!

5 Ways to Improve Your Corporate Culture

November 18th, 2011

Can you describe your corporate culture? Has your organization thought about how you would like your culture to be, and to reflect on your business as a whole? When you’re interviewing potential new employees, you are weighing their pros and cons, but candidates are also sizing you up – and your corporate culture could be costing you great employees.

Foster a positive corporate culture to help find and retain great talent!

When your corporate culture is a positive and encouraging one, the enthusiasm and pride is contagious – which can help you land your next great team member. Here are five tips to help encourage a more positive culture within your company:

1. Encourage questions and learning.
Technical skills and experience are an important part of any position, but in some companies, they can pigeonhole employees and narrow their focus. Often times, employees have ideas that fall outside their areas of “specialty,” but don’t raise the thought because of fear. Foster a culture where asking questions and making suggestions are encouraged. You have the power to create an environment where employees feel comfortable, even excited, to learn more and offer ideas. And employees who feel like a part of the “big picture” show increased productivity.

2. Don’t punish mistakes.
No one enjoys making mistakes. As a society, we’re conditioned at a young age to believe that mistakes are bad, and failure is unacceptable. In business, nothing could be further from the truth! As Benjamin Franklin once said, “I didn’t fail the test. I just found 100 ways to do it wrong.” Accept mistakes as a learning opportunity.  Encourage your employees to try new things and, yes, make mistakes – so that they can learn from them. When employees aren’t afraid of being scolded by the boss for making a mistake, they’re more likely to embrace the mistake and truly learn.

3. Celebrate birthdays and milestones.
Who doesn’t appreciate a card or even some cake once in awhile?  We all feel special on our birthdays, and bringing a little bit of that recognition into the workplace can make a world of a difference for employees. Are any of your employees celebrating anniversaries with your company? Thank them for their continued hard work. Taking a small bit of interest in your employees’ difference can have a profound impact.

Take your organization to the next level.
At CornerStone Staffing, we offer staffing and workforce solutions to the Dallas Fort Worth area, designed to help improve your productivity and empower your employees.