Berks & Beyond Blog

Berks and Beyond Employment Services, Inc. Relocates Carlisle Office to Accommodate Rapid Growth

Carlisle, PA –Berks and Beyond Employment Services, Inc. is pleased to announce the relocation of their Carlisle, Pennsylvania branch.

The staffing and placement firm, which currently serves much of Southern and Central Pennsylvania, is moving its Carlisle office to keep pace with the rapid growth they have experienced since opening just eight months ago.  Located in the Historic District, the new Carlisle location will provide greater visibility and much-needed room to grow.

Although relocating so soon after opening was not Berks & Beyond’s original plan, President Chris Garner couldn’t be more pleased with the turn of events.  “The support that our clients in the Carlisle area have shown us has been tremendous,” states Garner.  “In return, we are renewing our commitment to this market by expanding our staff and office space.  The new Carlisle office will help us supply our valued customers with the quality of employees they have come to expect from Berks & Beyond.”

Berks & Beyond’s new Carlisle branch will open after the Labor Day weekend at 300 South Hanover Street, Carlisle, Pennsylvania 17013.  The larger facility will create two new full-time positions and will continue to provide clerical, industrial, managerial and technical staff for temporary, temp-to-perm and direct placement.

While Berks & Beyond currently provides staffing solutions to employers throughout much of Central and Southern Pennsylvania, the new location will further broaden the company’s service area to include the following towns and cities:  Harrisburg, Camp Hill, Mechanicsburg, Middlesex, Mount Holly, Boiling Springs, Shippensburg and Newburg.

It’s ironic that the last post I wrote about Harrisburg’s economic situation came the day after a 265-point stock market drop.  At that time, the Bureau of Labor Statistics Economic Indicators were not very encouraging.

So how are things today, exactly one year later?

To see how the Harrisburg-Carlisle Metropolitan Statistical Area (MSA) stacks up against Pennsylvania and the nation, download the “Harrisburg-Carlisle.pdf” file on this Selected BLS Economic Indicators page, last updated August 5, 2011.

The Harrisburg-Carlisle MSA’s unemployment rate was 7.4% as of June, 2011.  This is slightly lower than both the state of Pennsylvania and the nation as a whole – and is down .9% from this time last year.  However, total nonfarm employment is down .3% in the Harrisburg area from this time last year, while the state’s employment actually increased slightly (+.9%).  For comprehensive employment statistics, follow this link:

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

Taking all of these statistics into account, it’s easy to see that the Harrisburg market – like much of our nation – is still struggling to gain momentum after a lengthy recession.  We’ll have to wait and see how the raised debt ceiling, downgraded credit rating and subsequent stock market turmoil will affect the recovery.

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.

Still on the fence about using social media?  Consider these statistics from the recent Cone Business in Social Media Study:

• 93 percent of Americans believe that a company should have a presence on social media sites.
• 85 percent believe that these companies should use social media to interact with consumers.
• 60 percent of Americans regularly interact with companies on social media sites.

The truth is, social media can help expand your business network, enhance your career, recruit employees and more.

According to HR expert Susan M. Heathfield, About.com Guide, HR professionals need to participate in social media for career success – and she should know.  She is a management and organization development consultant who specializes in human resources issues and in management development to create forward-thinking workplaces.  Susan is also a professional facilitator, speaker, trainer and writer.

Heathfield’s About.com article “10 Reasons Social Media Should Rock Your World” details the rationale behind making social media time investment mandatory for every HR professional:

1. Stay in touch with colleagues and friends. Social media makes it easier than ever to re-connect with former colleagues, classmates, teachers and other professional contacts.
2. Make it easy for others to find you. Maintain both individual and company profiles to make it simple and convenient for customers, employees and candidates to reach you.
   
3. Find potential job candidates. For example, you can e-mail social media contacts with job requirements and ask them for referrals.
4. Investigate potential career opportunities. If you’re interested in finding a new job, social media sites like LinkedIn can be invaluable in your search.  You can use the site to network, garner recommendations and learn about new job openings.
5. Establish your online brand. You can use social media to promote your career progress by establishing an online presence that defines who you are professionally and what you want to be known for accomplishing.
6. Join groups that share your professional interests. As a group member you can give and get information about recommended reading, industry trade shows or other professional meetings/events.
7. Develop social connections. Sites like Facebook are rapidly gaining mature professional members.  Unlike LinkedIn, Facebook is ideally suited to having fun and developing social contacts over time.  A word of caution:  carefully manage your Privacy Settings and critically examine content – before you post or upload – to make sure it’s compatible with your professional image.
8. Provide a space in which users of your products/services can interact with you. Use social media to expand your customers’ opportunities to discuss their wants and needs – with you or with other customers.
9. Build community around your products or services. The people who are the “face” of your company should leverage social media opportunities to build relationships with consumers.  Forums and blogs on your company website (and within your HR Intranet), as well as fan pages, can help you build this sense of community.
10. Finally your company, in addition to individual employees, should establish a company presence on major social media sites to stay in step with the changing interests and needs of consumers.  The Internet has opened up worldwide communication.  Why not use its social media components to make you and your company more successful?

Berks & Beyond – Leveraging Social Media for Recruiting Success

Berks & Beyond Employment Services uses social media to locate the talented, experienced and hard-working individuals you need.  Contact us today to learn more about our staffing and recruiting services for Central and Southern Pennsylvania employers.

At Berks and Beyond, we regularly recognize both our internal employees and field associates (temporaries on assignment) for their responsibility, integrity and work ethic.  Why?  Because showing our employees how much we appreciate their hard work and service to the company is a great way to raise morale (and profits, too).

So what does your company do to motivate employees?  Looking for some new ideas?

Beyond straightforward cash incentives (which are great, but not always financially feasible), here are a few thoughts and tips on how to effectively show your appreciation:

• No occasion is necessary.  You can tell others how much you value them and their contributions any day of the year – really!
• Ask employees what’s important to them.  The more closely your incentives align with employees’ wants and needs, the more effectively they will motivate.
• Find opportunities to recognize employees at all levels.  While you’ll logically want to reward top sales performers, don’t forget about the less visible employees who facilitate their success.  Make sure that your incentives send the message that all employees in your organization are valuable.

Five Ways to Show Appreciation

• Say “Thank you.”  Do you hear these two words enough?  If not, start a new trend on the job.  Remember, this simple phrase is extremely powerful – and it’s free to share.
• Provide new opportunities.  Give your employees chances to learn more (via training or cross-training), use their talents, attend association meetings, or represent your organization at civic and philanthropic events.  In addition to motivating your staff, you’ll wind up with more well-rounded employees.
• Distribute coupons for a paid hour off.  For many employees, knocking off an hour early, or coming in an hour late is a huge morale booster.
• Create and celebrate a fun holiday or seasonal tradition.  Schedule the celebration at the end of your busiest or most stressful time of year, to give employees something to look forward to.  Get creative with your ideas and ask for employee input.
• Offer flextime.  Permitting flex time allows employees to work the same total number of work hours, just at different times or locations.  This gesture lets your employees know that you respect their lives outside of work.  And during stressful economic times, facilitating healthy work/life balances for employees is a huge motivator.

Need to motivate a staff that’s stretched too thin?

If you or your staff is working too hard, Berks and Beyond can help.  Use our staffing services to offload non-essential activities, reduce overtime, minimize burnout, and reduce turnover due to overwork.

Did yesterday’s 265-point stock market drop leave you wondering what’s happened to our supposed economic recovery?  Unfortunately, this month’s Bureau of Labor Statistics Economic Indicators are not any more encouraging.

To see how the Harrisburg-Carlisle Metropolitan Statistical Area (MSA) stacks up against Pennsylvania and the nation, download the “Harrisburg-Carlisle.pdf” file on this Selected BLS Economic Indicators page, last updated July 20, 2010.

The Harrisburg-Carlisle MSA’s unemployment rate was 8.3% as of May, 2010 – slightly lower than both the state of Pennsylvania and the nation as a whole.  However, total nonfarm employment is down 1.1% in the Harrisburg area from this time last year, while the state’s employment increased slightly (+.5%).  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.

Expansion Means Better Service for Area Employers

Harrisburg, PA –Berks and Beyond Employment Services, Inc. will hold the Grand Opening of its sixth office on Wednesday, February 17, 2010.  Although the staffing and recruitment firm has served the Harrisburg market for over three years, the additional location will allow Berks & Beyond to provide expanded and more responsive service to area employers.

“We see the Harrisburg office as a natural extension for our business.  Over the past few years, we’ve watched the staffing and recruitment needs of the Harrisburg market evolve; this new location will help us better meet those needs,” states Chris Garner, President of Berks & Beyond.  “We are staffing the Harrisburg office with seasoned professionals, some of whom have over 25 years of staffing experience.  These veterans will help ensure we deliver exceptional employees and customer service from the day our new office opens its doors.”

Berks & Beyond’s sixth location is located at 1505 Market Street, Camp Hill, PA 17011.  Like the existing offices, the expansion location will provide clerical, industrial, managerial, and technical staff for temporary, temp-to-perm, and permanent placement services.

While Berks & Beyond currently provides staffing solutions to employers throughout much of Southern Pennsylvania, the Harrisburg office will broaden the company’s service area to include the following towns and cities:  Boiling Springs, Camp Hill, Carlisle, Colonial Park, Dauphin, Dillsburg, Enola, Harrisburg, Hershey, Highspire, Hummelstown, Lemoyne, Lewisberry, Marysville, Mechanicsburg, Middletown, Mt. Holly Springs, Newberrytown, New Cumberland, New Kingston, Shepherdstown, Shiremanstown, Steelton, and Wormleysburg.

Expansion Means Better Service for Area Employers

Harrisburg, PA –Berks and Beyond Employment Services, Inc. is pleased to announce plans for a Harrisburg, PA expansion office.  The staffing and placement firm, which currently serves much of Southern Pennsylvania, will open the new office in order to expand and enhance the services it offers to employers throughout Dauphin, Cumberland, Perry, and York counties.

“Although this will be a brand new office for Berks and Beyond, we are not new to the Harrisburg market,” says Chris Garner, President of Berks & Beyond.  “This expansion office will allow us to better serve our existing clients in the Harrisburg area, and grow our customer base throughout the region.  Some of our most experienced employment specialists will staff the new office, ensuring a smooth transition and exceptional customer service from the outset.”

The new office, Berks and Beyond’s sixth location, will be located at 1505 Market Street, Camp Hill, PA 17011.  Like the existing offices, the expansion location will provide clerical, industrial, managerial, and technical staff for temporary, temp-to-perm, and permanent placement services.

The Harrisburg office is currently scheduled to open on February 17, 2010.

For more information, please contact Chris Garner at 610.376.9675 or e-mail him at chris@berksandbeyond.com.

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.