Berks & Beyond Blog

The staffing industry is not what it used to be.  In decades past, employers typically viewed staffing services as a “necessary evil” – a last resort when a low-level employee called in sick.

But not anymore.

Today’s staffing industry is comprised of diverse, robust organizations whose services can greatly enhance your company’s productivity and profitability – even in a tough economy.  Still, a significant portion of the business community doesn’t really understand what we do, or how we do it.

So if you think that staffing services are too expensive, or that you can’t find an ideal candidate through an employment agency, take a read through this quick post.  It debunks five common staffing myths:

Myth #1: Staffing firms are too expensive.

Fact: If you focus solely on bill rates and placement fees, you may conclude that staffing services are more expensive than a DIY staffing approach.  In reality, staffing firms can actually save you money.  You can leverage their recruiting expertise and economies of scale to quickly and cost-effectively access the talented candidates you need.

You can also reduce overtime, training and payroll administration expenses by using temporary employees to handle your extra workload.  Additionally, staffing experts can show you how to lower your labor costs by reducing your core staff to meet the low end of your production cycle, and then bringing in supplemental help for busier times.

Myth#2: Temps are all secretaries.

Fact: Temporary employees now work in virtually every industry and increasingly include highly skilled professionals.  In additional to administrative and industrial workers, staffing firms now regularly supply medical, technical, legal and executive-level professionals to tackle mission-critical projects.

Myth #3: You can’t hire a good employee through a staffing firm.

Fact: Staffing firms use rigorous screening, interviewing, skills testing and background / reference check processes to ensure the quality of talent they supply.  And unlike an individual you recruit on your own, a staffing service’s candidate comes with a guarantee.

Myth #4: Staffing firms only provide “temps.”

Fact:  Today’s staffing suppliers offer a wide variety of services that can be customized to suit your workforce needs, including:  temporary help, direct hire, temp-to-hire, contract staffing and payrolling services.

Myth #5: Temps are only good for “fill-ins.”

Fact: Beyond filling in for vacations or illnesses, employers regularly use temporary and contract employees to: provide extra support during busy times; staff special short-term projects; access specialized talent; evaluate talent for permanent positions.

The Truth about Berks & Beyond Employment Services

The truth is, Berks & Beyond can certainly fill your last-minute staffing needs.  But we can do so much more for your business!  With years of experience serving employers throughout central and southern Pennsylvania, we can help you use staffing to reduce overhead, complete critical projects and improve productivity.

What can  Berks & Beyond do for you?  Contact us today.

Men and women are different in many ways.  But when it comes to work/life balance issues, they apparently share several of the same concerns.

Results from a WorldatWork fall 2010 research study conflict with a previously wide-held assumption about the differences between men and women – namely, that male identity is rooted in work, while women place a higher priority on personal/family life.

Watch the video.

Summary of Study Findings

The Global Study on Men and Work-Life Integration, conducted in November and December 2010, surveyed more than 2,300 men and women working in organizations with 500 or more employees.   The international study focused on how organizations can eliminate stereotypes and barriers that prevent men from using work/life offerings, as well as what prevents organizational leaders (who are often men) from supporting the use of those offerings.

Here is a brief summary of the study findings:

• Work and Personal Identity – Identification with work is much stronger in emerging markets/countries than in developed ones.
• Managing Work and Family Life – Finding time for family is especially challenging for men; however, both men and women seek more personal time for exercise and hobbies.  For both sexes, flexible work arrangements dominate the list of most valuable options for finding a healthy work/life balance.
• Financial Stress – Not surprisingly, financial stress is a top (if not the top) work/life issue across country and gender.  To ease this stress, employers can: increase employee assistance programs; offer financial counseling programs; be as transparent as possible about corporate finances and job security.
• Leadership Attitudes – Business leaders around the world embrace the importance of work/life balance and have programs and policies in place to facilitate it.  These efforts, however, are often ineffective because managers still believe that the “ideal worker” is an employee with few personal commitments.  In fact, half of managers in emerging markets, and four in 10 managers in developed markets, believe that the most productive employees are those with few personal commitments.

According to Kathie Lingle, WLCP, executive director of WorldatWork’s Alliance for Work-Life Progress, “Working men and women around the world seek the same holy grail: success in both their work and family lives.  The assumption that male identity is rooted in work and not family is a major impediment to the effective integration of employees’ work and family lives.”

Berks & Beyond provides essential staffing support services to help your employees achieve the work/life balance they deserve.  Visit our website to learn more about our staffing services for Central and Southern Pennsylvania employers.

“It is an immutable law in business that words are words, explanations are explanations, promises are promises but only performance is reality.”

– Harold S. Geneen

If you’ve ever managed a single person, then you know that employees make excuses.  They procrastinate, miss deadlines and blame others when they fail.

So how do you get them to consistently perform to the best of their abilities?  Use these smart suggestions to get better results – and fewer excuses – from your staff every day:

Make performance management a daily activity.  Annual and quarterly reviews definitely play their part in gauging performance, but nothing replaces the day-to-day guidance you give to your staff.  So talk to them regularly, leveraging every opportunity to improve employee’s efforts:

• Give them honest feedback about what they’re doing right – and what they need to improve.
• Discuss new projects and the opportunities they present for employee development and growth.
• Talk about overdue assignments or project difficulties and how to resolve them.
• Reinforce the importance of consistently doing a great job.

Limit excuses.  Eliminate the external factors on which employees often blame their poor performance by:

• Ensuring employees have the resources they need to do their jobs;
• Ensuring employees are adequately trained to do their jobs;
• Setting clear, mutually agreed-upon performance expectations for each employee.

Ask the right questions when problems arise.  Uncovering the cause of poor performance is the first step in creating a plan to remedy it.  So when an employee is failing at work, ask the following types of questions to diagnose the reasons why:

• What about the work system (e.g., tools, time, training, support) is causing the employee to fail?
• Does the employee know exactly what you want him/her to do, as well as the expected outcome?
• Does the employee practice effective work management?
• Does the employee feel valued, recognized and fairly compensated for his/her contributions?

Make performance goals SMART goals.  This goal-setting acronym is still widely used for one simple reason:  Specific, Measurable, Attainable, Relevant, Time-bound goals are more likely to be achieved.  So as you work with your employees to set higher standards for the next quarter or year, teach them how to create SMART performance goals that will get them there.

Create a “performance mentality” among team members.  Football players won’t play their hardest in a game where nobody keeps score.  Likewise, your employees won’t deliver superior results when they merely see themselves as “doing a job” everyday.  Foster a “performance mentality” by showing your team why their efforts matter – and what’s at stake.  Make sure employees understand your mission, how their jobs fit into the “big picture,” and what they need to do to help your company win.

Improve Performance with Berks & Beyond

Performance management is a vital component in your organization’s continued success.  Ensure that success with Berks & Beyond’s full complement of staffing solutions.  Whether you need to improve productivity, increase operating efficiencies or streamline your staffing function, we can custom design a solution to fuel exceptional performance throughout your company.  Contact us today to learn more.

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

SHIPPING & RECEIVING SUPERVISOR

Candidate Initials:  J. A.

Skills and Experience:  This seasoned candidate is knowledgeable in all aspects of shipping and receiving, as well as warehouse management.  Has over 20 years of supervisory and managerial experience in:  distribution, inventory control, returns processing, LTL/TL and warehousing.  Skills include MS Word, Excel and UPS/FedEx shipping.

Certifications:  OSHA and Forklift Certified.

Desired Pay:  $45,000 / yr.

To learn more about this candidate, please contact Denise in our York office at Denise@berksandbeyond.com or call 717.843.0031.

STRUCTURAL WELDER

Candidate Initials:  A. Z.

Skills and Experience:  This highly sought-after candidate possesses an extensive background in all phases of welding, as he has experience in fitting, blueprints, schematics, MIG/TIG and structural welding, dual shield, flux-core, stick, Air arc and Oxygen-Acetylene.  Excellent references and leadership skills; would make a wonderfal addition to any company lucky enough to hire him. 

Desired Pay:  $15 / hr.

To learn more about this candidate, please contact Lynnda in our Pottstown office at 484.945.0516 or e-mail Lynnda at Lynnda@berksandbeyond.com.

PRODUCT ENGINEER

Candidate Initials:  L. M.

Skills and Experience:  This well-rounded manufacturing and product design professional has a background in managing a diverse technical workforce.  Strengths include:  manufacturing and tooling, product design and development, rapid prototyping, and project management.  Additional experience in foreign business travel, AutoCad 2009, CadKey, MS Project, AS400 and MS Office.

Education and Certifications:  B.S. in Business Management; Associates in Engineering Technology; Certifications in Six Sigma, Lean Manufacturing, Architectural Design and Surveying. 

Desired Pay:  $50,000 / yr.

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

Are you new to the employment market?  Just out of school?  Making a career transition?  Looking for a change?  If so, an informational interview is a great way to help you:

• Learn about an industry, a profession, or a career path in a chosen field
• Set yourself apart from the crowd in a competitive job market
• Get tips on how to prepare for and enter a given career
• Gain valuable insider feedback on potential future job openings
• Sharpen interview skills that may have become a bit “rusty” from disuse
• Practice selling yourself and your personal brand

In short, this type of interview can provide you with invaluable visibility, information and practice – all in a low-stress setting.

Tips for Successful Informational Interviews

• Do your homework.  It goes without saying that you’ll get out of the informational interview process what you put into it.  Read industry journals and go online to research any company in which you’re interested – before making phone calls.
• Identify people to interview.  If you know anyone who could make an introduction for you, don’t be shy – ask him or her.  Additionally, you can contact an organization directly, or visit its website, to obtain names.
• Prepare for the interview.  Develop a short (15 – 30 second) overview of yourself, including your reasons for requesting the interview, as a way to introduce yourself and set a context for the meeting. 
• Initiate contact.  Contact the person by phone and mention how you obtained his or her name.  Ask if it’s a good time for the individual to talk for a few minutes, emphasizing that you are looking for information – not a job.  Request a convenient time to schedule a 20 – 30 minute appointment.
• Develop a question list.  Use online resources to create a list of informational interview questions to ask.
• Conduct the interview.  Dress the part and arrive a few minutes early – just as you would for a traditional interview.  Re-introduce yourself and ask your most pressing questions first.  Listen well, take notes if you’d like and respect the individual’s time by limiting the length of your interview.
• Find out how your skills will translate.  If you already know how your experience will benefit a potential employer, now is the time to say so.  But if you’re unsure where you might fit into a department or company, the informational interview provides a perfect opportunity to find out.
• Be honest.  Since you’re not interviewing for an available opening, be candid about your strengths and weaknesses, as well as career goals.  If your skills and priorities are not a match for a particular organization, the interviewee may be able to connect you with potential employers that are more in-sync with your needs.
• Say “Thank You.”  Be sure to let the individual know how much you appreciate the time and information.
• Follow-up.  Send a thank-you note within one to two days.  If appropriate, keep in occasional touch with this person – the relationship you initiate could become an important part of your network.

A Final Thought

Informational interviews can happen anywhere and anytime.  So keep an open mind and seize potential opportunities whenever they present themselves – because you never know who might be helpful in your career search.

If you’re in the market for a new job, or are just curious about what kind of jobs are available right now, please call Berks and Beyond today.  We offer a variety of excellent temporary and direct employment opportunities throughout Central and Southern Pennsylvania.

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.

Any staffing service can claim they’re the best, or that they’ll find you the right job opportunity.  But we’re not just “any staffing service.”  So, we thought we’d go straight to the source – and show you what our employees have to say about their experiences with Berks & Beyond:

York

“Berks and Beyond has been the primary force of my success in finding and maintaining employment.  Not only did they professionally jump right in and find the right job, but continuously kept me updated on better opportunities.  Each and every client has a personal relationship with Berks and Beyond.  I can respectfully say Berks and Beyond has treated me like family from the start.  Thank you Berks and Beyond!”

Sincerely,

Haile Danzler

York

“Dear Bonnetta:

I just wanted to once again say thanks for everything.  You really followed up and worked hard to find a job/career match for me.

You made it happen.

I want you to know that although you may think it is part of your job, you did go above and beyond.  Most agencies would not continue to follow up as you and your team of professional employees did.  I know that God will continue to bless you and your family for your kind heart and caring personality.  You have made a difference in my life, when I thought there was no where else to turn you and your team opened up the doors of opportunity for me and for that I am truly grateful…

I just want you to know I appreciate it so much and may God Bless you for that.   Have a nice day and stay sweet.”

Thank you,

Kenneth Lund

Pottstown

“At a previous employer, I did not feel like I was part of a team.  Working at Berks & Beyond focuses on excellence and teamwork.  Their approach is friendly, flexible and a very can-do attitude.  The staff is very nice and helpful, and I enjoy working with them.  In my position, no day is exactly like the day before and my job is not boring.  I have never worked for a staffing agency before, but I really enjoy it and have broadened my horizon.  Thank you for giving me this wonderful opportunity.”

Michael Houck

Write Your Own Success Story with Berks and Beyond

Contact a Berks & Beyond recruiter today.  We’ll match your skills, experience and interests with the perfect job opportunity in the York, Pottstown, Allentown, Reading or Harrisburg areas.

Tips for Successful Salary Negotiations

Congratulations!  You’ve found a superstar with the ideal skills, personality and experience for the position.

But you still have one hurdle to overcome – salary negotiations.  Landing the cream of the crop without blowing your personnel budget can be tricky.  To help, here is a quick list of strategies for negotiating salary with high performers:

1. Have the right mindset.  Negotiation is a process, not a war.  At all costs, avoid the pitfalls of the “us vs. him/her” mentality.  Instead, enter the salary negotiation process open-minded, with the ultimate goal of hiring the best possible candidate for your company.
2. Do your homework.  Rest assured your candidate will have done his.  Before heading into negotiations, prepare yourself by:  reviewing the candidate’s salary history; consulting relevant salary surveys; knowing what your competitors are paying; understanding current market and economic conditions; factoring in cost-of-living differences; and developing a comprehensive compensation package.
3. Use a negotiating point person.  In multiple interview situations, a candidate may ask salary questions of more than one interviewer.  Be prepared.  Prevent potentially catastrophic communication errors by designating a single person to discuss and negotiate salary with a candidate.
4. Never lowball a candidate if there is a good fit.  A top candidate knows what he’s/she’s worth.  If you lowball him/her in an attempt to save a few dollars, he/she will likely be insulted and reject the offer without even countering.
5. Sell the intangibles.  Identify a candidate’s “hot buttons” – intangibles which are just as important to him/her as money.  Leverage these intangibles (e.g. company culture, stability, challenging work, opportunity for advancement, flexible hours, etc.) to sweeten the deal when your pay range is maxed out.
6. Be up-front if you can’t negotiate.  If your initial offer is not negotiable (because of budgetary or other constraints), tell the candidate when making the offer.  If possible, provide an explanation.  The candidate will understand that your base salary offer is firm, and will then move on to negotiating other parts of the compensation package.

Work with Berks & Beyond Employment Services.  Avoid the pitfalls of salary negotiations by using our direct hire staffing services.  We can handle every step of the process from initial screening through salary negotiations, to ensure you land a top performer without breaking the bank.