Berks & Beyond Blog

The following top candidates are highly skilled, motivated and ready to go to work for you:

ADMINISTRATIVE SPECIALIST

Candidate Initials: R. L.

Skills and Experience: Diverse administrative candidate with strong computer skills, organizational abilities and work ethic!  Experience assisting office manager with: shipping/receiving/expediting (including FedEx and UPS); accounts receivable, payroll, ordering supplies and general office management.  Also worked as a night supervisor – training and supervising employees, managing cash, ensuring accuracy of logs and documentation.

Education: H.S. Diploma

Desired Pay: $12/hr.

To learn more about this candidate, please contact Katie in our Allentown office at Katie@berksandbeyond.com or call 610.435.9270.

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INDUSTRIAL MECHANIC

Candidate Initials: C. E.

Skills and Experience:  Personable, diplomatic manufacturing business professional with multiple degrees and a successful 5-year track record of profitable small business ownership.  This self-motivated candidate has a knack for quickly mastering technology and has demonstrated a history of meeting stringent production guidelines and producing accurate, timely reports.  Other areas of experience include:  preventative maintenance, hydraulics maintenance, industrial hydraulics, PC applications, report preparation, industrial math, CDL A endorsements, electricity of PLC, machine technology and industrial pneumatics.

Education and Certifications: H.S. Diploma, Technical School, recently completed mechanical certificate course.

Desired Pay: $18/hr.

To learn more about this candidate, please contact Katie in our Allentown office at Katie@berksandbeyond.com or call 610.435.9270.

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MAINTENANCE MECHANIC

Candidate Initials: T. S.

Skills and Experience: Over 15 years of experience with the same company as a maintenance mechanic.  Responsibilities included preventative maintenance, repair and troubleshooting industrial machines and equipment (e.g., punch press, press brakes, air tools, etc.), as well as overall facility maintenance.  Diverse experience in the following areas: PLC; ladder logic; troubleshooting control systems; pneumatic, hydraulic and pumping systems; mechanical and electrical systems; welding and fabrication; injection molding machines and systems.

Desired Pay: $17/hr.

To learn more about this candidate, please contact Allison in our Reading office at Allison@berksandbeyond.com or call 610.376.9675.

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!

The following top candidates are highly skilled, motivated and ready to go to work for you:

HR PROFESSIONAL

Candidate Initials:  D. M.

Skills and Experience:  This well-rounded candidate has over 10 years of experience as a human resources professional, including related work in marketing/sales, global services and sourcing & materials handling.  Has also worked as a substitute teacher and administrative assistant.

Education and Certifications:  Bachelor’s in Human Resource Management; Certified Administrative Professional; Notary Public; Certified Professional Secretary; Affiliated member of SHRM Lehigh Valley Chapter since 2004.

Desired Pay:  $15/hr.

To learn more about this candidate, please contact Katie in our Allentown office at Katie@berksandbeyond.com or call 610.435.9270.

WAREHOUSE SUPERVISOR

Candidate Initials:  B. G.

Skills and Experience:  Recently laid off due to the economy, this reliable candidate has an excellent work ethic and over 17 years of warehouse and logistics experience.  Having always worked as a supervisor, this individual is able to work well with all types of employees, no matter what their positions within the company.  Diverse experience includes:  pulling orders, shipping, receiving, quality checks, inventory control, maintaining ISO requirements, employee management, performance reviews and more.  Available for 1st or 2nd shifts as well as weekends.  Seeking employment along the I-81 corridor, between Chambersburg and Mechanicsburg, PA.

Desired Pay:  $37,000/yr.

To learn more about this candidate, please contact Audrey in our Harrisburg office at 717.737.5001 or e-mail Audrey at Audrey@berksandbeyond.com.

EXPERIENCED BUYER / PURCHASING COORDINATOR

Candidate Initials:  B. C.

Skills and Experience:  With over 20 years of experience in the purchasing field, this hardworking individual has excellent customer service and proven administrative skills, including knowledge of MS Word, Excel and Access.  Strong points include dedication to following through until a task is completed, as well as an affinity for establishing rapport with management, staff and clients. 

Desired Pay:  $12.00 / hr.

To learn more about this candidate, please contact Allison in our Reading office at Allison@berksandbeyond.com or call 610.376.9675.

Part 2:  Co-Employment Tips for Success

An earlier post featured a link to a brief quiz on co-employment laws.  How well did you do?

If your score was less than perfect, don’t worry.  This week’s post contains practical tips to maximize the effectiveness of your co-employment arrangement, while minimizing the potential for problems:

• Let the staffing firm do its job.  When co-employment problems occur, they often stem from situations in which a client company unnecessarily assumes employment responsibilities over temporary or contract workers.  So remember that when you pay a temporary or contract employee’s hourly bill rate, included in that rate are the services the staffing firm provides – recruiting, interviewing, testing and selecting candidates.  Head-off potential problems by allowing the staffing service (who is the employer of record for these workers) to perform these tasks.
• Take advantage of on-site coordinators.  If you have a large temporary workforce, ask your staffing service to provide an on-site representative.  This individual can reinforce the staffing service’s role as employer, by carrying out administrative functions, handling performance counseling and addressing disciplinary action.  Although there may be a charge involved, the benefits usually far outweigh the costs of an on-site coordinator.
• Give the staffing firm specific feedback on their employees’ job performance.  If performance issues arise, it may seem natural for you to speak directly with the temporary or contract worker assigned to you.  But to steer clear of potential co-employment problems, you should instead speak with your staffing representative about your concerns.  That way, when the individual is subjected to disciplinary action, the staffing service will be able to provide him or her with the performance-related reason for the action – making the individual far less likely to consider the action to be discriminatory, or to file a charge.
• Allow the staffing firm to handle employee termination.  If you are dissatisfied with a temporary or contract worker, ask your staffing provider to handle disciplinary action and / or termination and replacement.  Provide information about the individual’s work performance to your staffing representative, and then allow them to handle the rest.
• Review your benefit plan descriptions.  Ask an expert to make sure that the language in your benefit plan effectively excludes temporary employees.  To guard against lawsuits that stem from ambivalent wording, be sure to incorporate exclusionary language that makes benefit entitlement dependent upon your employment classifications – regardless of common law definitions.

Ensure Successful Co-Employment with Berks and Beyond Employment Services

As a leading Central and Southern Pennsylvania staffing firm, Berks & Beyond’s staffing experts can work with you to develop effective co-employment procedures from both a legal and operational standpoint.  Give us a call to learn more.

Come enjoy Central Pennsylvania’s largest array of arts, activities and entertainment at the Labor Day weekend KIPONA Celebration.  This festival provides family fun for all, and is offered FREE on the banks of the beautiful Susquehanna River!

Event Dates:

Saturday, September 4th – 10:00 a.m. to 10:00 p.m.
Sunday, September 5th – 12:00 Noon to 9:00 p.m.
Monday, September 6th – 10:00 a.m. to 8:00 p.m.

Event Details:

• ArtFest, featuring over 150 Artist and Craftspersons
• Activities, rides and performances for children and families
• Live music and entertainment
• Food and beverage vendors
• The Dick Reese Canoe Classic Race
• Capital City Bassmasters – Bass Classic
• Giant’s Pennsylvania Chili Cook-Off
• Gala Fireworks Display

And much, much more!  For more details, including a complete schedule of events, visit the City of Harrisburg’s Department of Parks, Recreation and Enrichment’s website.

The following top candidates are highly skilled, motivated and ready to go to work for you:

ADMINISTRATIVE PROFESSIONAL

Candidate Initials:  S. R.

Skills and Experience:  Extremely well-versed in all areas of administration, this candidate has marketing, HR and office management experience.  Able to multi-task; has the tenacity to stay with a project until it’s completed; unafraid to tackle what many would consider unpleasant tasks; active community volunteer.  Computer skills include:  MS Word, Excel, Outlook and Publisher, as well as several accounting programs.

Education:  College graduate.

Desired Pay:  $30,000/yr.

To learn more about this candidate, please contact Allison in our Reading office at Allison@berksandbeyond.com or call 610.376.9675.

PRODUCTION SCHEDULER

Candidate Initials:  T. B.

Skills and Experience:  Looking to join your company as a top-notch employee, this candidate has a superb background in customer service, purchasing and office clerical.  Worked for 5 years as a purchasing assistant and procurement controller.  Skills include:  switchboard, cashier, MS Excel, Powerpoint and Word.  Has been promoted several times by previous employers and would be a great asset to your company.

Desired Pay:  $19/hr.

To learn more about this candidate, please contact Heidi in our Pottstown office at Heidi@berksandbeyond.com or call 484.945.0516.

SALES PROFESSIONAL 

Candidate Initials:  M. B.

Skills and Experience:  This proven self-starter possesses over 10 years of sales experience, including advertising and inside sales through prospecting and cold calls.  Researched target companies for marketing and selling strategies; conducted marketplace research in order to generate new leads.  Strong computer skills.

Education/Awards:  B.A. in Visual Arts; Rookie of the Year Award for highest sales volume of first year.

Desired Pay:  $30,000/yr.

To learn more about this candidate, please contact Katie in our Allentown office at Katie@berksandbeyond.com or call 610.435.9270.

The following top candidates are highly skilled, motivated, and ready to go to work for you:

OFFICE / ADMINISTRATIVE SPECIALIST

Candidate Initials:  R. B.

Skills and Experience:  Dynamic, friendly candidate with extensive administrative experience in roofing and construction supply.  Well-qualified for customer service, office work, or other interesting opportunities that will allow her to utilize her experience.  This energetic and engaging individual is seeking full-time, seasonal or temporary work in or around the Mechanicsburg / Camp Hill area.

Desired Pay:  $10/hr.

To learn more about this candidate, please contact Carl Rudolph at Carl@berksandbeyond.com or call 717.737.5001.

RESIDENTIAL & COMMERCIAL ELECTRICAL CONTRACTOR

Candidate Initials:  D. S.

Skills and Experience:  Residential / commercial single- and three-phase electrician, certified with the Commonwealth of Pennsylvania / Journeyman.  This experienced professional has also worked on an apprenticeship program training mechanics.

Education:  Various courses for electrical with Penn State in 2005; additional mechanical / hydraulic training.

Desired Pay:  $24/hr.

To learn more about this candidate, please contact Bonnetta at Bonnetta@berksandbeyond.com or call 717.843.0031.

SUPERVISOR / WAREHOUSE

Candidate Initials:  M. W.

Skills and Experience:  Excellent supervisor / warehouse candidate with 12 years of experience.  Very knowledgeable in all aspects of running a warehouse and managing employees.  Forklift certified.

Desired Pay:  $11/hr.

To learn more about this candidate, please contact Allison at Allison@berksandbeyond.com or call 610.376.9675.

Do you know why the U.S. staffing industry is growing at a faster rate than the overall economy?  The answer can be summed up in a single word:  flexibility.

The American Staffing Association’s Intelligence Report called Workforce Flexibility:  Staffing for a Better Bottom Line speaks to this very topic.  The article details the numerous ways our industry delivers the workforce flexibility today’s businesses need - from quickly finding experienced specialists for short-term projects to helping organizations run leaner during these tough times. 

I encourage you to follow the link above and learn more about how our industry can benefit yours.  And of course, if you have specific questions about how Berks & Beyond’s services could enhance your company’s workforce flexibility, please contact us directly.

As you may know, Berks and Beyond recently opened our new Harrisburg office.  We’re pleased to report that, according to the Bureau of Labor Statistics, the Harrisburg – Carlisle Metropolitan Statistical area has weathered this recession better than many surrounding areas. 

To see how the Harrisburg area stacks up against the state and the nation, download the “Harrisburg-Carlisle,Pa.pdf” file on this Selected BLS Economic Indicators page, last updated January 25, 2010.

The Harrisburg – Carlisle MSA’s unemployment rate was 7.6% as of December, 2009 (tied for 94th place in the nation).  Overall, Harrisburg lost fewer jobs last year as compared to both the state of Pennsylvania and the nation as a whole.  For comprehensive employment statistics, follow this link:

Bureau of Labor Statistics Harrisburg – Carlisle PA: Nonfarm employment and labor force data 

Want to learn more?

Contact us and a Berks and Beyond staffing professional will show you how our services can help you make the most of our current economy – by saving you money, reducing your risks and keeping your workforce lean and flexible.

The current economy has driven down revenues dramatically.

This is not a newsflash, of course, but a harsh reality that has triggered sweeping changes to workforce plans – plans to increase capabilities, reduce costs, and survive the economic chaos that’s likely to linger into 2010.

If your company is struggling in the current economy, here are five key action steps you should consider adding to your workforce plan:

1.  Reduce labor costs and/or headcount. 

Identify which key positions, key individuals, and key skill sets will have the most business impact during the next two years.  Once you prioritize, you can then focus on retention, redeployment, and development efforts for the most impactful positions.

Develop ways to reduce labor costs and headcount in lower priority positions.  Ideas include:  mock or temporary layoffs; designating lower priority positions as “contingent labor” positions; labor wage arbitrage; and flexible outsourcing.

2.  Redeploy key employees.

Create a proactive redeployment process to move your top performers and highly skilled individuals into the units and jobs where they can have the greatest impact.  You should strive to have your best and brightest:

• doing what they do best;
• with the right skill set for the job and business unit;
• with the right tools, resources, and motivators;
• with the right manager; and
• with the right teammates.

3.  Retain key employees.

Tough times will not automatically cause your top employees to value security over external opportunity.  And just because you’re not hiring, it doesn’t mean your competitors aren’t targeting your very best.  So make retention a priority even during a downturn.

First, identify the things that excite and frustrate your key workers.  Then provide a plan for increasing their level of excitement, challenge, learning, and opportunity within the firm.  Finally, develop a “bad manager identification program,” because bad managers are the number one cause of employee turnover.

4.  Reinvigorate your succession plan.

If your firm has experienced hiring freezes or layoffs, it has made itself vulnerable to a future talent pool gap.  By failing to hire and develop talent, there may not be enough internal talent to fill future leadership positions once growth begins again.

The best course of action in this case is to maximize your talent pool, hiring top performers while simultaneously releasing below-average employees.  This approach will foster employee development and minimize the potential for a future talent gap.

5.  Prepare to “explode out of the box.”

Ensure you have sufficient talent to capitalize on the upturn by retaining your best recruiters and having them focus on:  developing Web 2.0 recruiting tools; maintaining employee referral programs; updating your employment branding.

Develop a “boomerang” program that maintains relationships with the very best employees you’ve had to release during the recession.  Staying in touch may allow you to rehire some of the proven talent you’ve lost once business improves.

Free Workforce Planning Consultation

During times of uncertainty, workforce planning is absolutely essential.  Be prepared – not surprised – by contacting Berks and Beyond today to schedule a free workforce consultation.  Our employment experts will:

• forecast your talent needs;
• examine your talent supply;
• help HR align the two by providing the right staffing and support services;
• prepare your business to “explode out of the box” once the upturn hits.