Berks & Beyond Blog

To solve our clients’ complex staffing challenges, we at Berks & Beyond often have to think outside the box.  Here’s a creative solution we developed for a valued client that benefitted all parties involved:

The Problem:

To meet the staffing needs of their multiple locations, a Pennsylvania manufacturer’s corporate office decided to require all their locations to switch to a single national staffing service.  We had been serving this company’s Allentown location for years.  But because the national staffing service had more offices, the manufacturer assumed they’d get better results by working with one provider.

When the HR manager for the manufacturer’s Allentown office heard the news, she contacted us immediately.  She did not want to switch to the national staffing service, because Berks & Beyond had provided great service for so many years.  Unfortunately, she thought her hands were tied.

The Solution:

When we heard the news, we didn’t jump to conclusions – we got creative with our thinking.  Our team immediately began gathering information and quickly learned that the national service didn’t actually have an office near our client’s Allentown location.  We let the client know that if they were interested, we could explore ways to work together with the national service to best meet the client’s recruiting needs in the Allentown market.  Our client was excited at the prospect of continuing to work with us.

We were a little surprised when the national staffing firm reached out to us, after our client “went to bat” and stated that they wanted to keep doing business with Berks & Beyond.  Together, we created a unique partnership in which we supply the national service with candidates they in turn present to our client.

The Results:

Out-of-the-box thinking helped us develop a creative staffing solution in which everyone wins.  Our client is extremely pleased to continue working with us through the national service.  Instead of competing, we found a mutually beneficial way to partner with a national staffing service.  And most importantly, our local recruiting advantage ensures our client continues to receive the best candidates available.

Write Your Own Staffing Success Story

Contact Berks & Beyond today to find out how we can deliver real Results at Work for your organization.

From the Berks & Beyond Pottstown, PA office:

“While working on assignment for Berks & Beyond, I have enjoyed working on a wide variety of projects.  It is a great place to work and I’m happy that you are flexible with my hours, giving me time to travel to Ohio to see my family when possible.  

I have never been to an employment agency other than yours, and I find the people very pleasant and friendly.  I am happy to be a part of the Berks & Beyond team.”

–Karl Snyder

At Berks & Beyond, we offer our employees freedom, flexibility and a wide variety of job opportunities with Central and Southern Pennsylvania’s best employers.  We truly listen to your needs, provide the follow-up you expect and pride ourselves in matching you with the right position.  Contact a Berks & Beyond Recruiter today, and jump start your job search in 2012!

While retention is a hot buzzword these days, you can’t talk about retention without talking about turnover. Do you realize how much it’s costing you? Turnover costs most companies thousands if not millions of dollars a year – but most employers don’t realize it!

Companies routinely record and report costs such as wages and benefits, workman’s compensation insurance, utilities, materials and space, yet most companies have no system in place to track and report the cost of employee turnover.

How to Estimate Turnover Costs

• SHRM, the Society for Human Resource Management, once estimated that it costs $3,500.00 to replace one $8.00 per hour employee when all costs — recruiting, interviewing, hiring, training, reduced productivity, etc., were considered. But SHRM’s estimate was the lowest of 17 nationally respected companies who calculate this cost!

• Other sources estimate that turnover costs you 30-50% of the annual salary of entry-level employees, 150% of middle level employees, and up to 400% for specialized, high level employees.

• Do a quick calculation: Think of a job in your organization that has experienced high turnover, maybe supervisors. Estimate their annual average pay and the number of supervisors you lose annually. If their average annual pay is $40,000, multiply this by .125% (125% of their annual pay). The result? It costs $50,000 to replace just one supervisor. If you lose ten supervisors a year, you’re spending $500,000 in replacement costs just for supervisors. And that’s the bottom line cost. The top line cost? If the company’s profit margin is 10%, then it costs $5,000,000 in revenues to replace these ten supervisors.

Do These Numbers Seem Unbelievable?

Actual turnover costs are usually much higher than we think they are.

If you want to find out exactly how much turnover is costing your organization, find an online employee turnover calculator. Just remember that only tangible costs can be calculated on these sites. Intangible costs are just as real and sometimes much greater than quantifiable costs, but they are difficult if not impossible to measure.

Why Don’t More Companies See This as a Costly Problem?

Many companies don’t realize the true cost of turnover, which costs companies in both expertise and dollars, because they have never examined it. Here are five possible reasons:

1. No process is in place to tabulate the costs of turnover.

2. If they are measured, those costs are not reported to top management.

3. Employers think it’s an inescapable cost of doing business — but it’s not!

4. Everyone thinks it’s an HR problem, but it’s really a strategic issue requiring top management and HR’s combined attention and actions.

5. Costs are underestimated, so they don’t cause concern.

How Can You Measure Turnover Costs in Your Organization?

A comprehensive program measures the following costs:

• · Separation costs
• · Replacement costs
• · Training costs
• · Vacancy costs

Separation costs include:

• costs incurred for exit interviews
• administrative functions related to termination
• separation/severance pay
• any increase in unemployment compensation.

Replacement costs include the cost of:

• attracting applicants
• entrance interviews
• testing
• preemployment administrative expenses
• acquisition and dissemination of information.

Training costs include both formal and informal training costs. Vacancy costs include the net cost incurred due to increased overtime or temporary employees needed to complete the tasks of the vacant position.

How can you reduce turnover?

When turnover costs are unacceptably high, do an assessment. Find out who is leaving and why. Exit interviews can help you gain information. Then develop a retention program based on your findings.

You can always contact Berks & Beyond to find out how we can help lessen your turnover costs!

At Berks and Beyond, we want to make staffing simpler and more effective for you.  When your challenges are complex, we can provide the expertise you need in all parts of the personnel cycle – from position description through orientation – to ensure a successful match.  The following case study demonstrates our results at work:

The Problem:

A Reading, PA employer was facing a difficult – albeit positive – problem.  Due to high business volume, their plant manager was shouldering too heavy a workload.  HR was tasked with creating a new position in their plant to ease the demand on the plant manager.

The Solution:

Our staffing specialist met with this client three times to learn about the company, the personality of the plant manager and his immediate business needs.   Working together, Berks and our client solidified the job title, job description and primary responsibilities.

Because of the service we provided, our client decided to work exclusively with us to find the perfect match for their new position.  We conducted interviews to initially screen potentially qualified candidates and then referred only the best to our client.

The Results:

Working exclusively with Berks and Beyond enabled our client to hire the perfect person for the position.  We saved this Reading employer time and money, by not having to advertise, sort through piles of résumés or pre-screen candidates.  As an added benefit, the plant manager was free to stay focused on his core job responsibilities during a critically busy period.

In Our Client’s Words:

“Berks and Beyond was the perfect solution for our temporary work force needs.  With great enthusiasm for their work, they helped us create a quality temporary work force at affordable prices.  They made it easier than I had anticipated. Not only did Berks and Beyond help us with our temporary staff, but they also shared  ideas which will enhance the effectiveness of our workforce.  I am thoroughly impressed with how quickly they came to our rescue.  They met all of our requests faster than we anticipated – a rare occurrence with most businesses today!  It is always a pleasure doing business with Berks and Beyond!”

Write Your Own Staffing Success Story

Contact Berks & Beyond today to find out how we can deliver real Results at Work for your organization.

The Problem:

An Allentown distribution company was having trouble finding quality employees.  The staffing service they were working with sent them candidates without properly checking their criminal backgrounds first.  Despite discussing these issues with their provider, the problem persisted.  The plant manager turned to Berks & Beyond for help.

The Solution:

Berks & Beyond understood the seriousness of the distributor’s situation.  Our account manager met with HR to tour their facility, get to know the client’s business and review our stringent screening processes and policy.

Our account manager explained that Berks & Beyond uses a number of measures to ensure that our employees are thoroughly screened and authorized to work for our clients:

• Before being placed, every Berks & Beyond employee undergoes a criminal background check, drug screen and E-Verification.  If any applicant fails any part of our screening process, we notify our clients and replace the employee immediately.

To instill confidence in our service, we gave the distribution company the right to audit our screening measures at any time.  We also conducted a safety audit of the client’s facility, to ensure safe working conditions for our employees.

After witnessing first-hand our efforts to reduce risks and liability for both clients and employees, the distribution company agreed to place a trial-basis order.

The Results:

Berks & Beyond has a thriving business relationship with this client.  Since the initial order, we have placed numerous candidates with the Allentown distributor.  Our client has noticed a significant improvement in the quality of workers they receive, and trusts us to make staffing simpler and safer for them.

Write Your Own Staffing Success Story

Contact Berks & Beyond today to find out how we can deliver real Results at Work for your organization.

The Problem:

GMG Bakery, a Reading area employer, was using another staffing service to meet their temporary staffing needs.  Due to the nature of his business, owner Jack Gallen’s placed frequent just-in-time staffing requests.  Unfortunately, those requests were often filled with unreliable workers – or not filled at all.

Despite discussing these issues with their provider, in the hopes of resolving their problems, neither applicant quality nor fill rates increased.  GMG Bakery turned to Berks & Beyond for help.

The Solution:

Berks & Beyond listened to GMG Bakery’s staffing needs and concerns.  Since filling last-minute staffing orders was vitally important, we offered them an after-hours phone number they could use to submit temporary help requests for early the next morning.  Berks & Beyond also promised to deliver temporary employees with a proven track record of reliability.

Mr. Gallen agreed to give us a few orders, to see how our candidates would measure-up to those sent by other agencies – as long as we implemented the steps with our candidates that we said we would take.

The Results:

Berks & Beyond clearly and consistently outperformed our competitors.  As a result of our superior service and follow-through on our commitments, this Reading, PA employer now has a core group of skilled, available temporary employees they can rely upon.  GMG Bakery now trusts us with all of their staffing business.

Testimonial

“Response time on your end is quick and efficient from my phone call for employees.”

–Jack Gallen, Owner of GMG Bakery

Write Your Own Staffing Success Story

Contact Berks & Beyond today to find out how we can deliver real Results at Work for your organization.

The Problem:

A Reading area employer was experiencing high turnover of the temporary employees their staffing service provided.  This staffing provider failed to adequately explain essential job functions before placing temporaries – often forcing a square peg into a round hole, just to make a placement.  These workers were often poorly matched to the assignment, and didn’t last long on the job.

Frustrated with the host of problems a “revolving door” of temporary employees caused, the employer turned to Berks & Beyond for help.

The Solution:

Berks & Beyond spent time up-front learning about the client’s unique environment, temporary job descriptions and essential job functions.  We assured this client that we would sit down with each candidate and thoroughly discuss the opportunity – responsibilities, working environment, expectations, etc. – to make the best matches, and rule-out candidates who might not be a good fit.

The client agreed to give us a shot at their business, to see how our candidates compared to the other agency’s.

The Results:

Berks & Beyond clearly and consistently outperformed our competitor.  We listened to our client’s needs and created higher quality matches.  As a result of our superior service, this Reading, PA employer now enjoys a higher placement level and significantly lower turnover ratio.

Write Your Own Staffing Success Story

Contact Berks & Beyond today to find out how we can deliver real Results at Work for your organization.

The Problem:

Like many manufacturers, York Imperial Plastics works on a production needs basis.  Constantly changing production schedules often make them unable to anticipate labor needs until the day they are working on an order.  In the past, they were often forced to work short-handed, or required employees to work extended shifts, to meet production deadlines.

This manufacturer needed immediate access to a flexible, trained and pre-oriented workforce to supplement their core staff when demand suddenly surged.

The Solution:

Berks & Beyond developed and implemented a just-in-time staffing solution, maintaining a reserve pool of employees who were ready to work at a moment’s notice.  The employees were pre-screened, pre-tested and given an advance tour of York Imperial Plastic’s facility, so they could hit the ground running when called to work.

The Results:

Now when the manufacturing firm has a sudden surge in demand, they have on-demand access to a flexible and immediately productive workforce to handle the extra capacity – without adding to their permanent headcount.  With one phone call to Berks & Beyond in the morning, the Director of Operations can have additional workers by that afternoon. 

Core staff members experience less stress and job burnout during busy times; and when production slows down again, the temporary employees simply end their assignments.

“Over the last three years, Berks & Beyond has been a tremendous asset to our organization.  On a daily basis, they have been instrumental in helping us successfully flex our workforce with qualified and energetic individuals.  Berks & Beyond has an extremely talented and responsive staff, always ready and willing to find solutions to all problems and issues.”

–Chris Leh, Director of Operations

Write Your Own Staffing Success Story

Contact Berks & Beyond today to find out how we can deliver real Results at Work for your organization.

The Problem:

An Allentown manufacturing firm was using three staffing agencies to supply general warehouse laborers for a specific number of positions.  The company was experiencing high turnover in these positions and their staffing suppliers were not consistently checking their employees’ criminal backgrounds as promised.

Despite communicating the vital role criminal background checks played in this manufacturer’s organization, as well as the problem turnover was causing, the manufacturer was not getting what they needed from their current staffing firms.

The Solution:

Berks & Beyond worked under a 30-day trial period, allowing this customer to evaluate the way we serviced their account.  We consistently completed criminal background checks, according to the client’s specifications, for every candidate who accepted an assignment with them.  We also let this customer know they could audit us at any time to verify our process.

The Results:

Now that the trial period is over, this client definitely gets what they need from Berks & Beyond.  Every candidate is routinely screened according to the manufacturer’s specifications, and turnover has gone down.  In fact, since we began placing our employees there, we have had only one person turnover!

“Berks & Beyond has served our needs in a timely manner and completed everything as promised.  Turnover is under control, which is what we needed, as well as background checks being done finally the way we needed them.  Berks & Beyond is professional and I would recommend them to anyone looking for consistency.”

–Shipping Manager

Write Your Own Staffing Success Story

Contact Berks & Beyond today to find out how we can deliver real Results at Work for your organization.

The Problem:

After undergoing a major lay-off several months ago, a Reading battery manufacturer received a large order from a client.  With a greatly reduced workforce, the manufacturer knew their core staff would struggle to get the job done. 

The battery manufacturer needed qualified workers to manage peak production, without incurring the costs (e.g. unemployment, workers’ compensation, taxes) of bringing back the employees they had recently laid off.  After careful consideration, they knew they required additional temporary labor – right away.

The Solution:

Berks & Beyond worked with the Plant Manager to identify the types of positions, required skills and number of workers needed.  We then implemented a just-in-time staffing solution, recruiting and delivering talented candidates to handle their temporary upsurge in production.

To ensure the right fit, the Plant Manager retained control of the interviewing process.

The Results:

Just-in-time temporary staffing now complements this manufacturer’s core staff to effectively manage workload surges.  We currently have 13 temporary employees working at their location, with an additional 7 more needed in the coming weeks.  This client is able to quickly ramp-up staff to meet high-volume orders, without the additional expense and administrative burden of hiring and then laying-off permanent staff.

“Recently (we) needed to ramp-up an additional assembly line and positions in our back shop departments.  We decided to use Berks and Beyond Employment Services to fill these positions.  This was no small task, since we were requiring up to 20 workers ASAP.  However, the staff at Berks and Beyond had met our challenge quickly and with what appears to be satisfactory workers.  Thank you.”

–Plant Supervisor

Write Your Own Staffing Success Story

Contact Berks & Beyond today to find out how we can deliver real Results at Work for your organization.