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.

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.

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.

A recent Reuters article by Kristina Cooke shares some good news:

“The pace of temporary job creation after the most recent recession – an average of about 25,000 per month – has been faster than the past two, potentially a good sign for a labor market struggling with a jobless rate of 9 percent.”

This Reuters graphic of BLS data illustrates why experts look to the staffing industry for signs of recovery:

If you compare temporary employment to overall employment, you can see how the number of temporary workers declines faster heading into a recession and rises more quickly in a recovery.

In fact, research from the American Staffing Association indicates that temporary help employment is a strong coincident economic indicator when the economy is emerging from a recession.  Overall, temporary hiring rose steadily through 2010, with U.S. employers adding more than 300,000 temporary jobs (about a quarter of the 1.17 million in overall job growth last year).  Translation?  The sustained upturn in temporary staffing is good news for the economy.

But Cooke goes on to temper this enthusiasm, noting that a faster pace of temporary hiring hasn’t yet translated into significant full-time job creation – a critical piece of the recovery puzzle.  Experts such as Peter Capelli, professor at the University of Pennsylvania’s Wharton School, say that because employers are now using temporary assignments to try out potential employees on the job, the increase in temporary hiring could be masking direct hiring.

Berks & Beyond Employment Services – Driving Central and Southern Pennsylvania’s Recovery

As businesses throughout Pennsylvania begin to staff-up again, Berks & Beyond is driving the recovery.  We deliver customized staffing solutions to help companies like yours achieve sustained business success in a volatile economy.  What can we do for you?  Contact Berks & Beyond today.

Looking for a job in Pennsylvania?  Consider going social.

Over the past several years, employers have ramped up their use of social media to post jobs and recruit talent.  Here are a few quick tips to help you get connected with the right people and opportunities:

Create a 21st century résumé.  To effectively share your qualifications with potential employers via social media, you need an up-to-date digital résumé that works with today’s technology.

Get LinkedIn. This site allows you to connect with people you know, view job postings, obtain recommendations, and get introduced to people who work at companies where you’d like to work.

Try Twitter. This social networking and microblogging utility enables you to connect with people you don’t know, based on common interests – a great way to network.  In addition to basic networking, Twitter also has tools like Twellow which allow you to search people’s bios and URLs on their bios.  This allows you to identify and then follow people who are employed by your dream companies.

Think like an employer. Hiring organizations know that good people know good people.  For this reason, they often ask employees post on their Facebook and Twitter accounts that they’re hiring, in the hopes that friends (or friends of friends) will be interested in the position or know someone who is.  Make sure you keep an eye on dream employers’ tweets, posts and updates.

Friend Berks & Beyond on Facebook. We use social media like Facebook to help connect people like you with great work opportunities.  Check out our latest job postings on the “Careers” tab, gain valuable career advice, ask a question, or just keep up-to-date on what we’re doing.  To become a fan of Berks and Beyond, simply log onto Facebook and type “Berks and Beyond Employment Services, Inc” in the search box at the top of the main window.  Click the “+1 Add as Friend” button on Berks and Beyond’s page, and then confirm your friend request.

How are you using social media in your job search?

We’d love to know.  Leave your comment below.

Temporary employees can be a great asset to your organization.  They can help you meet critical deadlines, fill-in for unplanned absences and free your core staff to focus on their most important tasks.

But if your company uses large numbers of temporary employees, it’s easy for your direct staff to fall into an “Us vs. Them” mentality.  And while treating temporary workers as an entirely separate workforce may seem innocuous, the practice can have unintended consequences for your direct employees. 

For example, research from the University of Arizona has found that direct employees (particularly at lower levels) are less satisfied with co-workers and bosses when working with a higher proportion of temporary employees.  Why?  The responsibility of training and socializing temporary workers on company-specific processes is often assigned to direct employees.  As a result, having more temporaries can complicate full-time workers’ jobs.

Here are a few suggestions for improving the working relationship between temporary and direct employees to achieve even better staffing results:

• Make temporary employees feel included.  While temporaries are, in fact, a separate part of your workforce (and must be treated differently because of co-employment laws), you and your staff can still make them feel welcome in your organization.  By encouraging social interaction (e.g., formal or informal introductions) among all workers, you can foster social ties that are essential to a cohesive workforce.
• Educate your direct staff.  Take the time to clearly explain the role and value of temporary workers.  The better your direct employees understand the benefits temporary help provides, the more likely they’ll be to work productively with them.
• Take advantage of training.  If you use large numbers of temporaries, many staffing services will develop customized orientation and training programs for specific positions.  This shifts the time-consuming burden of getting new temporary employees up-to-speed off your direct employees’ shoulders.
• Consider an on-site staffing coordinator.  With a Vendor On Premise (VOP) program, a staffing service provides a staffing specialist to work at your location.  This individual will schedule, assign and coordinate temporary workers; provided necessary orientation and training; and monitor temporary worker performance to ensure maximum productivity.  In addition, the on-site coordinator can resolve temporary workers’ issues that come up during the work day.

Bottom line, there are a number of steps you can take keep relations between temporary and direct employees positive.  And the more positive their working relationship, the better your results will be.  Contact Berks & Beyond today to learn more about our strategic staffing solutions for southern and central Pennsylvania employers.