Berks & Beyond Blog

Last week Berks & Beyond introduced you to the concept of V.U.C.A. – a volatile, uncertain, complex and ambiguous operating environment which has become the “new normal” in business today.

To truly thrive under such conditions, you need to develop “agile models” that prepare your workforce for major disruptive events.  These business models must also include the processes and systems that can actually shift and handle any unpredicted upcoming event at a moment’s notice.

Staffing and recruiting services, like those offered by Berks & Beyond Employment Services, can help you meet the challenges of today’s unpredictable business environment.  We help Central and Southern Pennsylvania employers like you successfully manage volatility with:

• Contingent labor.  By using temporary and contract employees as a significant part of your workforce, you increase your capability to meet sudden upturns, downturns and new skill needs.  The flexibility contingent labor provides helps you operate cost-efficiently, while still maintaining the ability to capitalize on new business opportunities.
• Project-oriented, senior level trainers.  Staffing and recruiting firms can provide quick access to specialized experts who can train your staff to effectively manage change.  You can use these professionals to carry out scenario training and simulations to make your core staff more comfortable and confident when they encounter complex situations that are full of uncertainty and ambiguity.  Using contract professionals in a case like this provides two benefits.  First, your core managers won’t be distracted from their primary responsibilities to design and conduct training.  Additionally, once the training is complete, so are your extra personnel expenses.
• Rapid talent acquisition.  We can work with you to develop detailed position specifications, before hiring needs arise.  When the time comes, our knowledge of your requirements and deep talent pool will provide quicker access to top candidates who are ready to perform for your business.
• Outsourcing.  Outsourcing services can help you effectively meet sudden needs, large increases in business and overflow work – without the need to continually hire and then lay-off workers.

The one constant in today’s business world?  Rapid change.  Thankfully, Berks & Beyond is prepared to help you manage the “new normal” of today’s V.U.C.A. environment.

The summer season is approaching, and you know what that means.  Throughout Central and Southern Pennsylvania, a multitude of college students will be looking for internships.

An internship program can create a win-win scenario for both employer and job seeker, but only if implemented properly.  So consider these pros and cons before “taking the plunge”:

Pros:

• Get work done.  Interns provide additional manpower for short-term support.  Extra hands help increase productivity and free core employees to complete creative, strategic or other projects you may struggle to complete.
• Internship programs are year-round recruiting tools.  By continually bringing in new talent, you create an ongoing pipeline of potential employees.
• Internships allow you to essentially “test-drive” a potential employee.  You can assess how he performs on the job, and how he fits into your corporate culture, before extending an offer for employment.
• Bring in fresh perspective.  New people bring with them novel perspectives, fresh ideas, specialized strengths and up-to-date skill sets.  You can use these to augment your direct workforce and help you uncover new solutions to company challenges.

Cons:

• Planning and properly administering an internship program is time-consuming.  If you do not have the resources to adequately orient and manage interns, your program will not wind up benefiting anyone.
• Unpaid internships are not without their risks.  Recently, state and federal regulators have been debating whether or not unpaid internships are legal.  Notably, high-profile media outlets have been targeted by class-action lawsuits brought by interns who claim they are actually employees.  Claimants allege that by misclassifying workers as interns, employers denied them “the benefits that the law affords to employees, including unemployment, workers’ compensation insurance, Social Security contributions, and, most crucially, the right to earn a fair day’s wage for a fair day’s work.”

Not interested in the legal exposure associated with interns?  Temporary and contract employees are a great alternative.  They deliver all of the advantages listed above, without the risks.

If you want to increase productivity, free your workforce to focus on more strategic priorities, or bring fresh perspective to your organizational challenges, Berks & Beyond’s temporary and contract staffing services for Central and Southern Pennsylvania employers may be just what you need.  Contact us today to learn more.

Have you ever imagined what it’s like to be a temporary worker?

Think about it for a minute.  With each new assignment, a contingent worker has to: find his way to and around a new work location; learn how to use new computer systems, tools, machinery or other equipment; fit into an entirely unique corporate culture.  Oh, and while he does all this, he also has to be instantly productive in his new position.

If it sounds a little daunting, that’s because it is.  A contingent worker faces a fresh set of challenges with each new assignment.  Although he’s used to managing the change inherent in his role, an effective onboarding process for temporaries can help smooth his transition into your organization.

Your staffing service should take a leading role in onboarding contingent workers.  As their employer of record, Berks & Beyond makes sure that all our employees’ paperwork (such as E-Verify, employment documentation, background checks, etc.) is in line and provides them with thorough descriptions of their assignment responsibilities.  For high volume staffing users, we can even develop customized orientation materials to ensure our employees are properly introduced to your company and their positions.

You can help ensure your contingent workers are productive, safe and efficient by helping to onboard them, too.  In her Staffing Industry Analysts blog, Subadhra Sriram recommends the following tips to help you orient and assimilate temporary and contract workers:

• Have contingent workers complete online forms before their assignments start.  Instead of spending valuable time filling out paperwork when they arrive, our employees can immediately begin working for you.
• Provide us with clear and detailed job descriptions, as well as performance expectations.  Sharing this information before the assignment starts helps ensure all parties are on the same page – and are working toward the same goals.
• Give your temporary and contract workers the support they need.  Make sure they know to whom they report and who can answer their questions.  Have all the materials they will need to perform their work available and set up.
• Establish a collegial working environment.  Before a temporary arrives, tell your direct staff about his role and how they can welcome/support him.  Once he’s there, take a few minutes to properly introduce the temporary to his co-workers, show him where the break room and restrooms are, etc.

These steps may sound small, but they will truly make a big difference to your contingent workers.  Treat them with care and they’ll return the favor.

Frustrated?  Bored?  Tired of the “same-old, same-old” at work?

Then maybe it’s time to inject a little fun into your day.

At Berks & Beyond, we’re all about hard work – but we know that having a good time while working is important, too.  Making work fun:

• boosts productivity, creativity and loyalty;
• helps everyone deliver better customer service (to both internal and external customers);
• decreases absenteeism and tardiness;
• reduces stress and promotes optimism;
• improves teamwork.

And that’s just the tip of the iceberg!

Given all the potential benefits, what’s the best way to inject a little fun into your work day?  Well, I’m not suggesting you go out and buy a practical joke kit to torture your co-workers – that’s sure to backfire.  But there are lots of politically-correct ways to amuse yourself on the job.  The main thing to remember is that each company has its own unique culture which influences what works and not works – it’s up to you to make smart choices for how to lighten things up.

Here are a few ideas and links to get you started:

• Lead by example.  Want to make your workplace more fun?  Lead by example.  In fact, most employees assume that humor and fun on the job will be viewed negatively.  They need you to clearly demonstrate that having fun (that is appropriate, sensitive and inclusive) is not only okay, it’s encouraged.  So lighten up.  Smile more.  Find the humor in challenging situations.  Be a role model for fun and others will follow.
• Establish a Fun Committee.  Ask for volunteers to plan fun activities and events that are in line with your company’s unique culture.  Establish a budget (it doesn’t have to be large) for the committee and rotate leaders to make sure ideas are fresh and include everyone’s opinions.
• Create a humor bulletin board.  Encourage employees to bring in funny cartoons or jokes that poke fun at the circumstances that cause negativity or conflict in the office.  Assign someone responsible to monitor the content.
• Hold a weekly contest.  Collect $2 from everyone who wants to participate at the beginning of the week.  Each Friday, take five minutes to play a game (it could be bingo, wastepaper basketball, closest to a certain number without going over, etc.) and give the cash to the winner.  Be sure to rotate the game to keep things interesting, and alternate games of skill with games of pure luck to ensure everyone has opportunities to win.
• Acknowledge and reward people for the humor they share.  When someone goes above and beyond to lighten the mood in your workplace – especially during a stressful time – find a way to recognize that contribution!  In time, having fun at work will become part of the fabric of your company’s culture.

Looking for more resources?  Here are a few links:

25 Ideas for Building Fun into Your Work Setting

Workplace Fun Ideas

From all of us at Berks & Beyond, have a fun day!

Looking to climb the corporate ladder in human resources?

It turns out that “soft skills” – things like leadership ability, cross-cultural competence and interpersonal expertise – are now just as essential as traditional skills and experience for HR professionals looking to advance their careers.

If one of your New Year’s resolutions is to get a promotion, follow this link to a March Harvard Business Review article titled “The New Path to the C-Suite.”  The article, which examines the evolving roles of seven executive-level positions (including chief human resources officer), shows that forward-thinking companies are increasingly seeking HR officers from nontraditional backgrounds.  To find individuals with the “balanced skill sets” they need (including understanding of commercial models and change management), organizations are filling the CHRO role with candidates from business functions like operations and marketing.

Here are the “new requirements” CHRO candidates will need to possess to adeptly juggle the changing needs and contributions of diverse employees, including boomers, millennials and professionals from emerging economies:

• Commercial acumen;
• Understanding of cultural differences and shifting demographics;
• Change management skills;
• Facility with cultural change initiatives;
• The credibility needed to act as an internal adviser to the CEO and the board;
• Ability to work with the board to manage succession;
• Technology savvy;
• Expertise in building compensation and performance into governance structures;
• Skill at marketing the CHRO position to the rest of the organization.

In summary, the skills needed for top jobs in human resources is changing with the times.  Functional and technical expertise, while still important, has become somewhat less critical than understanding business fundamentals and strategy.  To be upwardly mobile in HR, you must grow and develop the soft skills needed to engage a diverse workforce, and find pragmatic solutions to complex human capital issues.

Upwardly Mobile in HR?  Berks & Beyond Can Provide the Support You Need

Berks & Beyond can provide the administrative, clerical and HR support you need to be even more successful in your job.  Contact us today to learn more.

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!

American employers are faced with a difficult balancing act – attracting new talent, while also holding onto experienced workers.  Achieving this balance is driving employers to create financial benefit plans that appeal to workers of all ages.

According to Bank of America Merrill Lynch’s Workforce Benefits Report (published April, 2011):

• 94 percent of 650 C-level executives surveyed recognize the importance of retaining older employees and the knowledge they possess;
• 98 percent point to the need for younger workers.

To attract and retain these key segments of the workforce:

• 50 percent of those surveyed offer customized work schedules;
• 33 percent provide retirement income and health care education programs;
• 32 percent offer continuing education and development opportunities;
• 22 percent give employees the opportunity to work remotely;
• 21 percent offer extended benefits to older employees.

According to Andy Sieg, head of Retirement Services for Bank of America Merrill Lynch, “Longer life expectancies and baby boomers’ desire or need to keep working are leading to an aging population of American employees that will require more age-friendly workplaces and benefit plans designed to meet the unique needs of multiple generations.”

Employers also feel an increased sense of responsibility for the financial well-being of their employees:

• 59 percent of employers feel greater responsibility to help employees meet financial goals;
• 53 percent feel that responsibility includes providing both financial benefit plans as well as access to financial education and advice.

“If there is one silver lining of the recession it’s this increased sense of responsibility,” says Stephen Ulian, head of institutional retirement and benefit solutions at Bank of America.  As a result, employers are offering a broader range of financial education programs and tools, although getting employees to take full advantage of them remains a challenge.

Berks & Beyond provides essential staffing services for Central and Southern Pennsylvania employers.  Visit our website to learn more.

Technology vs. the human touch.

When it comes to your job search, which is better?  Job board technology is certainly efficient.  With a few clicks you easily can apply for several jobs in under an hour – all from the comfort of your own home.

But that same efficiency can work against you.  Jobs that are available to you are also available to literally anyone else with an internet connection.  When you submit your résumé, you may be one of dozens, hundreds or even thousands of applicants.  As the number of job posting applicants increases, so does the chance of your résumé being completely ignored.  How efficient is that?

Job boards do serve a purpose in connecting job seekers to employers.  But if you’re serious about finding a great job, here are several reasons why experienced recruiters, like the ones who work for staffing and placement services such as Berks & Beyond, beat job boards – hands down:

Reach the hiring authority – 100% of the time. A good recruiter has the ear of prospective employers and will proactively market you directly to key hiring decision makers.  Recruiters keep your best career interests in mind and ensure your skills, experience and personal brand are presented in the best light possible to potential employers.

Access the “hidden” job market. Many of Pennsylvania’s leading employers know that they have greater hiring success when working with a recruiter.  These companies rely on staffing professionals to handle the time-consuming legwork associated with finding the best candidates and skip the job board route altogether.

Get inside information on employers and their hiring practices. If you are interested in a particular employer, a recruiter can use his knowledge of an employer’s hiring processes (including interviewers’ personalities and interviewing styles) to help you successfully navigate obstacles.  Likewise, he can provide valuable insight on a company’s corporate culture, helping you more accurately evaluate career opportunities.

Maintain job search control. If you’re a top performer who posts his résumé all over every job board, you may suffer unintended (and unwanted) consequences.  Unethical staffing services may find your résumé on a job board and submit it without your approval or begin hounding you with phone calls.  With a good recruiter on your side, you can maintain control over your résumé and work with a single point of contact.

Manage job search anxiety. For many, finding a new position is extremely stressful.  Recruiters are experts at the process and can help guide you through the nerve-wracking process of interviewing.  By working with a recruiter you also enjoy peace of mind, knowing that you have someone else on your job search team.

Get a personal advocate and partner in your job search. In most cases (retained searches being an exception), recruiters aren’t compensated unless they actually place candidates.  Unlike a job board, they have a vested interest in ensuring the success of your job search.

Protect your privacy. If you think your current employer won’t find out you’re actively seeking another job, think again.  Many employers set up automatic search agents on major job boards which notify them if their employees are preparing to make a move.  When you work with a recruiter, you can rest assured that you will be represented anonymously, and that your job search will remain confidential.

Access temporary and contract opportunities. If you are out of work and open to temporary or contract employment, recruiters can place you in short-term assignments or project-based opportunities that get your foot in the door and may even lead to direct employment.

Berks & Beyond – The Human Touch in Recruiting and Placement

Technology is an important component in your job search, but nothing replaces a recruiter’s personal touch.  To us, you’re much more than just a résumé or an application.

We listen and take a real interest in matching you with an opportunity that suits your unique skills, needs and interests.  Contact a Berks & Beyond recruiter today to learn more about administrative, light industrial, accounting/finance, engineering, HR, managerial and skilled trades opportunities throughout central and southern Pennsylvania.

The temperature is heating up and so is the fun in Berks County!  Here are a few ideas to help you enjoy this fantastic time of year in southern Pennsylvania:

The Mark James Caribbean Sunset Show – Sunday, June 12th

Reading-born Singer/Songwriter/Entertainer Mark James takes you down to the Keys without leaving PA.  MJ, along with his 5 piece band, Caribbean Sunset, has put together a show for the Gring’s Mill Summer Concert Series that features a tropical blend of steel drum sounds and breezy smooth jazz saxophone.  Mix in some steel guitar and you have an evening of laid back, eclectic music including favorites from Jimmy Buffett, Kenny Chesney, Alan Jackson, Spyro Gyra, Harry Belafonte and Club Trini.  Visit www.mark-james.com for more details.  The rain date is Sunday, June 19th.

Summer in the City Art Stroll – Friday, June 3rd

The Art Stroll is a series of themed first-Friday downtown “strolls” where local artists display their work in front of businesses in downtown Hamburg, PA.  The event runs from 6:00 am. to 6:30 p.m., and features other activities and performing artists related to the theme of the month.  Hosted by the Hamburg Area Arts Alliance.  For more information, call 610.562.3106 or visit www.HamburgPa.org.

Taste of Weaver’s Orchard – Saturday, June 4th

Strawberries are here!  Head over to Weaver’s Orchard, 40 Fruit Ln., Morgantown, this Saturday from 10:00 a.m. to 3:00 p.m. Enjoy plenty of pick-your-own strawberries and a wide variety of free food samples from their market. Start by sampling food outside under the tents and weave your way into the farm market for even more samples, free sandwiches and giveaways.  For more information call 610.856.7300 or visit the Weaver’s Orchard website.

What do you think of when you hear the term “temporary employment”?

Most people regard temporary work as a means to earn extra cash, maintain a flexible work schedule, gain work experience or fill employment gaps.  Did you know, however, that temporary employment can also be a great option if you’re looking to change careers?

With a broad range of assignments and projects available, temping can be a highly effective way for you to break into a new field – but it probably won’t happen by accident.  To use temporary employment as a true career change catalyst, you must intentionally structure your work experiences.  Here are a few tips:

Choose the right type of staffing service for your career interests. Before registering with a staffing service, visit their website or contact the office directly to find out what types of placements they specialize in.  Some staffing firms place people in a wide range of industries and positions, while others specialize in a specific field.

Be upfront with your staffing specialist. When you interview with a recruiter, let him know that you are looking to change careers.  Tell him about your skills and experience and ask how they might transfer into a new field.  Discuss your need for challenging assignments that will help you try out different jobs, develop new skills and evaluate new career options.  When a staffing specialist understands your needs, he can do a better job placing you in opportunities that will drive your career change.

Treat every assignment as a learning experience. In addition to performing your required job duties, use each assignment as an opportunity to learn about the employer, the industry and potential career opportunities.  Ask questions, observe co-workers, talk to your supervisor and let him know that you’re looking to make a change.  Take as much knowledge and experience away from each assignment as you can.

Build new skills while on assignment. Most staffing services offer free skills training to individuals who register with them.  While on assignment, use non-work hours to take advantage of training resources, building skills that will help you in your next career.

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Tips for Managing Career Changes

If the thought of changing jobs and/or careers causes you anxiety, you’re not alone.  The truth is, there is a certain amount of instability inherent in changing jobs.  Here are a few suggestions to help manage the stress:

Focus on developing your skills. Choose projects/assignments/jobs that help you build new skills and develop expertise in a certain area.  When your learning curve flattens out, ask to be reassigned or look for another opportunity.  Continually building your skills will ensure you’re in demand.

Adopt a job changing mindset. Instead of focusing on the instability of a job change, view it as an opportunity.  Get used to the notion that you will change jobs frequently throughout your career.  When it’s time to make a move, your job changing mindset will make the transition much easier.

Keep your job changing skills sharp. You’re not going to stay at any job forever, and you don’t know how long it will last.  But if you keep your job hunting skills sharp – networking, interviewing, keeping on-top of temporary opportunities that serve your career interests – you will always be able to get work when your needs, or your company’s needs, change.

Berks & Beyond – Your Career Change Partner

At Berks & Beyond, we do more than just place you in a position.  We listen to your needs, learn about your skills and experience, and then present you with work opportunities that are a perfect match for you.  If you’re looking to make a job change, Berks & Beyond is the ideal partner.  Contact us today to learn more about job opportunities throughout Central and Southern Pennsylvania.