Berks & Beyond Blog

Have you ever heard of V.U.C.A.?

Well, many are not yet familiar with the term.  But unless you’ve been hiding under a rock for the last five years, you’ve felt V.U.C.A.’s impact on our business and economic conditions.  In a recent ERE.net article, Dr. John Sullivan explores the concept of V.U.C.A., as well as the effect it’s had on today’s recruiting and workforce management.

If you are one of the many strategic leaders frustrated with your inability to manage the rate of change in today’s talent management environment, you should spend a few minutes learning about V.U.C.A.  This term is an acronym for an environment that is dominated by:

• Volatility – where things change rapidly but not predictably;
• Uncertainty – where the past is not an accurate predictor of the future (and therefore preparing for “what’s around the corner” is extremely difficult;
• Complexity – where countless causes and mitigating factors complicate problems;
• Ambiguity – where the causes (i.e., who, what, where, when, how and why) behind events are often unclear.

The concept of managing under chaos is not new.  Throughout history, we’ve had numerous periods of social, economic and political upheaval which have created highly unstable business conditions.  But while these periods of uncertainty eventually resolved themselves, most business, economic and political leaders have realized that today’s V.U.C.A. environment is now a permanent condition.

According to Sullivan, talent managers, HR and recruiting professionals must develop new ways to survive in a V.U.C.A. environment.  Traditional models of talent acquisition and management simply cannot work, because they are not versatile enough to accommodate the rapid and unpredictable changes in business.

To truly thrive, you need to develop “agile models” that prepare your workforce for major disruptive events by providing a wider range of options/solutions.  Additionally, these models must also include the processes and systems that can actually shift and handle any unpredicted upcoming event “just-in-time.”  Bottom line, you must be prepared to handle unforeseen workforce events and conditions that literally nobody thought of in advance.

Check the Berks & Beyond blog next Tuesday to learn how our staffing services for Central and Southern Pennsylvania employers can help you thrive in a V.U.C.A. environment.

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

WELDER

Candidate Initials:  M. K.

Skills and Experience:  Proficient in MIG and TIG welding of aluminum, stainless steel & carbon steel, this candidate has a steady work history and holds welding certificates of achievement.  Experienced in setting up and operating lathes, mills, grinders and drill presses.  Looking to join your team today!

Desired Pay:  Negotiable

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

ELECTRICAL CONTRACTOR / TECHNICIAN

Candidate Initials:  J. J.

Skills and Experience:  Skilled in wiring, equipment installation and panel wiring (high and low voltage); has experience as a property inspector.  With a history of steady work, this technician is a talented professional you can depend upon.

Education:  Attended technical school – electrical technician.

Desired Pay:  Negotiable

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

CUSTOMER SERVICE REPRESENTATIVE / INSIDE SALES

Candidate Initials:  R. M.

Skills and Experience:  With over 20 years working in competitive and fast-paced environments, this experienced customer service / inside sales / account management professional is an effective multi-tasker who can communicate with all types of managers (including executive, purchasing and regional).  Prior responsibilities included:  securing customer loyalty; tracking/expediting orders consistent with ISO 9001 guidelines; working with field sales reps and managers in identifying potential sales opportunities, problems and/or conflicts.  This top candidate is dedicated to providing outstanding customer service and has a great personality.  Experience with MS Word & Excel.

Desired Pay:  $12/hr.

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

To solve our clients’ complex staffing challenges, we at Berks & Beyond often have to think outside the box.  Here’s a creative solution we developed for a valued client that benefitted all parties involved:

The Problem:

To meet the staffing needs of their multiple locations, a Pennsylvania manufacturer’s corporate office decided to require all their locations to switch to a single national staffing service.  We had been serving this company’s Allentown location for years.  But because the national staffing service had more offices, the manufacturer assumed they’d get better results by working with one provider.

When the HR manager for the manufacturer’s Allentown office heard the news, she contacted us immediately.  She did not want to switch to the national staffing service, because Berks & Beyond had provided great service for so many years.  Unfortunately, she thought her hands were tied.

The Solution:

When we heard the news, we didn’t jump to conclusions – we got creative with our thinking.  Our team immediately began gathering information and quickly learned that the national service didn’t actually have an office near our client’s Allentown location.  We let the client know that if they were interested, we could explore ways to work together with the national service to best meet the client’s recruiting needs in the Allentown market.  Our client was excited at the prospect of continuing to work with us.

We were a little surprised when the national staffing firm reached out to us, after our client “went to bat” and stated that they wanted to keep doing business with Berks & Beyond.  Together, we created a unique partnership in which we supply the national service with candidates they in turn present to our client.

The Results:

Out-of-the-box thinking helped us develop a creative staffing solution in which everyone wins.  Our client is extremely pleased to continue working with us through the national service.  Instead of competing, we found a mutually beneficial way to partner with a national staffing service.  And most importantly, our local recruiting advantage ensures our client continues to receive the best candidates available.

Write Your Own Staffing Success Story

Contact Berks & Beyond today to find out how we can deliver real Results at Work for your organization.

While retention is a hot buzzword these days, you can’t talk about retention without talking about turnover. Do you realize how much it’s costing you? Turnover costs most companies thousands if not millions of dollars a year – but most employers don’t realize it!

Companies routinely record and report costs such as wages and benefits, workman’s compensation insurance, utilities, materials and space, yet most companies have no system in place to track and report the cost of employee turnover.

How to Estimate Turnover Costs

• SHRM, the Society for Human Resource Management, once estimated that it costs $3,500.00 to replace one $8.00 per hour employee when all costs — recruiting, interviewing, hiring, training, reduced productivity, etc., were considered. But SHRM’s estimate was the lowest of 17 nationally respected companies who calculate this cost!

• Other sources estimate that turnover costs you 30-50% of the annual salary of entry-level employees, 150% of middle level employees, and up to 400% for specialized, high level employees.

• Do a quick calculation: Think of a job in your organization that has experienced high turnover, maybe supervisors. Estimate their annual average pay and the number of supervisors you lose annually. If their average annual pay is $40,000, multiply this by .125% (125% of their annual pay). The result? It costs $50,000 to replace just one supervisor. If you lose ten supervisors a year, you’re spending $500,000 in replacement costs just for supervisors. And that’s the bottom line cost. The top line cost? If the company’s profit margin is 10%, then it costs $5,000,000 in revenues to replace these ten supervisors.

Do These Numbers Seem Unbelievable?

Actual turnover costs are usually much higher than we think they are.

If you want to find out exactly how much turnover is costing your organization, find an online employee turnover calculator. Just remember that only tangible costs can be calculated on these sites. Intangible costs are just as real and sometimes much greater than quantifiable costs, but they are difficult if not impossible to measure.

Why Don’t More Companies See This as a Costly Problem?

Many companies don’t realize the true cost of turnover, which costs companies in both expertise and dollars, because they have never examined it. Here are five possible reasons:

1. No process is in place to tabulate the costs of turnover.

2. If they are measured, those costs are not reported to top management.

3. Employers think it’s an inescapable cost of doing business — but it’s not!

4. Everyone thinks it’s an HR problem, but it’s really a strategic issue requiring top management and HR’s combined attention and actions.

5. Costs are underestimated, so they don’t cause concern.

How Can You Measure Turnover Costs in Your Organization?

A comprehensive program measures the following costs:

• · Separation costs
• · Replacement costs
• · Training costs
• · Vacancy costs

Separation costs include:

• costs incurred for exit interviews
• administrative functions related to termination
• separation/severance pay
• any increase in unemployment compensation.

Replacement costs include the cost of:

• attracting applicants
• entrance interviews
• testing
• preemployment administrative expenses
• acquisition and dissemination of information.

Training costs include both formal and informal training costs. Vacancy costs include the net cost incurred due to increased overtime or temporary employees needed to complete the tasks of the vacant position.

How can you reduce turnover?

When turnover costs are unacceptably high, do an assessment. Find out who is leaving and why. Exit interviews can help you gain information. Then develop a retention program based on your findings.

You can always contact Berks & Beyond to find out how we can help lessen your turnover costs!

The holidays are a time to celebrate, give thanks and enjoy both family and friends.

Unfortunately, the holidays can also make you want to tear your hair out by the roots.

The reality is, most of us are over-scheduled, over-worked and overwhelmed.  And while this season is meant to instill feelings of love and cheer, the increased expectations and financial strain of the holidays can overshadow the joy we should be experiencing.

This year, make a commitment to handling stress – before it handles you.  Use these tips to proactively identify and manage your stress levels during the holidays, and hopefully enjoy yourself a little bit more.

Identify the Causes

Stress increases during the holidays for any number of reasons.  Here are some of its prime culprits:

• Excess. During the holidays, we tend to eat, drink and spend too much.  Parties, gift-giving, stores filled with sales, decadent desserts and cocktails – they all tempt us to overindulge and then leave us with lasting consequences (e.g., debt, weight gain, headaches and worse).
• Extended visits. While spending time with family during the holidays can be a wonderful thing, it can also cause an overdose of togetherness.  Everyone needs his space during stressful times, and extended visits can leave you with little or no time to decompress and recharge.
• Social isolation. On the other side of the spectrum, loneliness can be just as much of a problem.  For those who don’t have family to visit, the holidays can exacerbate feelings of isolation.

Keep it Manageable

One of the only good things about holiday stress is that you can plan ahead to manage it – before it becomes overwhelming.  Use these common-sense tips to keep your stress at a healthy level this season:

• Realize that you can’t do it all. You are not a super hero and nobody should expect you to be.  Take the pressure off of yourself and avoid the trap of setting unrealistic expectations this season.
• Evaluate your priorities. What are the most important things to you and your family during the holidays – spending time with family?  Sharing a special meal?  Shopping together?  Giving gifts?  Sending cards?  Decide which activities and traditions offer the most positive impact, and then eliminate the extraneous ones.  If you focus on a few favorite pursuits and really enjoy them, you won’t miss the rest.
• Exercise regularly. Nothing provides immediate, reliable relief from anxiety like a good workout.  You don’t have to run a marathon to feel the benefits of exercise, but you do have to engage in it regularly.  Whether you lift weights, walk, bike, use the Wii or take classes like yoga or kickboxing, make exercise a priority this season.  In addition to relieving stress and boosting your mood, it will also help you keep those extra pounds at bay during a time when you’ll be taking in more calories.
• Set a schedule. Put your plans on paper (or into your scheduling app) to see how realistic they truly are.  Be sure to allow time and flexibility for additional shopping trips, driving, exercise, unexpected visits and good old-fashioned “down time.”  If your planner looks too full, you probably need to re-examine your priorities.
• Plan for togetherness and alone time. When dealing with difficult relatives, it’s okay to set limits on what you are willing to do.  On the other hand, if you anticipate loneliness, it’s smart to invite a group of friends to your home.  The key in both cases is to plan ahead, so you have both the togetherness and space you need.
• Eat smart. During the holidays, we’re bombarded with a parade of delicious food, tempting treats and a seemingly endless supply of cocktails.  If you want to look and feel your best this holiday season, plan ahead.  Be aware of your triggers for overindulging, keep healthy foods in your refrigerator as much as possible and practice moderation.
• Make balance a priority. For most of us, work doesn’t stop during the holidays.  Use these suggestions to maintain a healthy work/life balance through this season – and all year long.

From all of us at Berks & Beyond, we wish you a happy, healthy and stress-free holiday season!

Discrimination on the job occurs every day.

It’s a harsh reality, but factors such as age, race, gender, sexual preference and religious affiliation still influence hiring, promotion and daily interaction in the workplace.  For these reasons and others, promoting diversity in the workplace is a vital endeavor:

• It helps organizations actively identify and remove barriers to equal opportunities in all aspects of employment, from recruiting to retaining and developing professionals.
• It improves workplace cultures and team performance, by helping employees and managers alike to overcome long-held stereotypes and misconceptions.
• It encourages employers to develop and retain diverse, competitive workforces that draw on the talents of all parts of our society.

While it’s true that today’s typical workplace may be generally more welcoming and accepting than one of generations past, many employers and workers still struggle with the issue of diversity.  Employees continue to feel excluded from certain occupations – regardless of their qualifications and experience.

The good news is, you have the power to change this reality.  In addition to providing diversity training for your employees, use these ideas to help improve and promote diversity in your workplace:

Formalize anti-discrimination policies. Make it clear to all employees that discriminatory hiring, promotion and other practices will not be tolerated.  If you haven’t already, formally introduce, implement, enforce and update clear anti-discrimination policies.  Countless resources are available online, such as the U.S. Small Business Administration’s website.  Their site provides guidance to help you add anti-discrimination policies to your employee handbook.

Reach out to local organizations. Take a look at your existing workforce.  Does it resemble the communities in which you operate?  If not, develop a hiring strategy that allows for greater inclusion and representation.  Talk to community leaders from churches, cultural institutions and colleges.  Ask them to help you better connect with potential candidates who are under-represented in your workforce.

Establish responsibility and accountability. Diversity promotion and training usually falls to HR.  If no such department exists, create a committee to help implement the policy you develop.  Encourage members to continually develop new ideas on how to attract more diversity to your company.

Ask employees for referrals. Your current staff may have peers in the industry or know qualified candidates who may be looking for work.  The referring peer can help your new employee more easily adjust to his new work environment, especially if he is part of an under-represented group.

Expand your reach. Appeal to a wider audience by participating in job fairs and career expos.  Make available postings more attractive to diverse job hunters by emphasizing details that will attract them.

Offer benefits that appeal to a diverse workforce. Demonstrate your willingness to hire from all segments of the workforce by offering programs such as:

• onsite daycare
• flexible work schedules
• job sharing
• childcare subsidiaries
• religious holiday accommodation
• diversity-friendly (but office appropriate) dress codes

Support new hires. As you develop a more diverse workforce, make sure the new employees you hire feel welcomed and valued.  The first few weeks can be challenging for a new employee, so do what you can to help him get acclimated.  Pair him with a mentor to help him develop new working relationships, and clearly communicate opportunities for advancement.  Show him that he has a future in your company and he’ll be much more likely to stay.

Berks & Beyond understands and promotes the value of diversity in the workplace.  We are an Equal Opportunity Employer, helping all job seekers find rewarding employment opportunities.

Bored?

If you’re working in an entry-level job, you just might be.

Fact: Lots of jobs are tedious, repetitive and even downright boring – but we all have to start somewhere.  Unfortunately, that “somewhere” can be an entry level job that is neither highly challenging nor exciting.

Another fact: If you want to get ahead in your career, you need to carry out your responsibilities (no matter how uninteresting they are) to the best of your ability.

So how do you stay focused and productive in an entry level job?  Turn things around by using these tips to win the boredom battle:

Take a power break. When boredom threatens to overwhelm you, fight back by using your breaks intelligently.  Though you may be tempted to surf the Internet or play solitaire, use your time more contructively.  Clean up your desk, invite a colleague for a cup of coffee to discuss a new idea, or brainstorm a list of ways to improve your department.  The more intelligently you use your break time, the sooner you’ll move on to a more challenging job.

Change your outlook – literally. One of the easiest ways to freshen your perspective on the job is by asking your supervisor for a new desk, office or cube to call home.  If you can’t change your location, see if you can change how your desk is oriented.  Even a small change can brighten your outlook and renew your enthusiasm for your work.

Tell your supervisor. While it’s unadvisable to whine about how boring your job is, it’s perfectly acceptable to ask your manager for more work.  If you are working in a direct position, tell your boss that you are ready for more responsibility.  He may appreciate your honesty and efficiency and reward you with a more challenging set of tasks.  He may also allow you to trade duties with colleagues, so you both get a break from the monotony.

If you are working with Berks & Beyond on a temporary or contract assignment, speak directly with your staffing supervisor.  He can look for future assignments that build on the experience you’re gaining.

Volunteer for tasks unrelated to your job. Offer to help plan the company office party or sign-up for another social committee.  You’ll not only keep yourself busy, you’ll also network, show-off your organizational skills and establish your reputation as a team player and natural leader.

Take initiative. If you’ve finished your work and need something to do, take a look around the office and see what needs to be done.  Ask co-workers if they could use a hand.  Find out what’s on your supervisor’s To Do list (it’s probably a long one) and see if you could tackle a project for him.  Don’t wait for challenge to come to you.  Be proactive.  Demonstrate your willingness to work and desire for challenge, and chances are you will be rewarded.

Stay positive and give your best effort. Remember, nearly everyone has been in your shoes at one point or another.  Yes, your work may be menial now, but try to make the most of the opportunities it presents you to help develop your skills, increase your knowledge base and build your network.  If you always give your best effort and focus on staying positive, you can effectively keep boredom at bay.

Looking for more variety, responsibility or challenge?  Give Berks & Beyond a call.

Working as a temporary employee provides constant variety.  As a Berks & Beyond employee, we can provide you with a wide range of temporary assignments with Central and Southern Pennsylvania’s best employers – delivering the opportunity and challenge you desire.  If you’re bored in your work and could use a change, give us a call today.

Reading, PA knew it was poor.  But now it knows just how poor.

While the problem of poverty has been a major problem in the city for years, residents, business owners and government officials reeled after a September 26, 2001 article in the New York Times named Reading as the poorest city of 65,000 or more in America.

According to the November 2, 2011 Bctv.org article “Frustration reigns at poverty forum in Reading” by staff writer Madelyn Pennino, hundreds of people gathered this past Tuesday for a town meeting to address the issue of poverty.  During the forum, dubbed “Reading:  The New Face of Poverty,” citizens and panelists provided a number of thoughts on how to eradicate the problem, including:

• Taking responsibility and cooperating to make a difference.
• Cleaning up the city.
• Making it easier for businesses (large and small) to come in and thrive.
• Improving educational and training opportunities.
• Attacking crime.
• Embracing cultural diversity.

While the ideas seem sensible, frustrated city residents said that the city and the public are not nearly on the same page in how to make changes that will bring the city’s poverty level down.  Participants did agree, however, that ignoring the problem hasn’t worked and poverty is everyone’s issue.

During the forum, Reading Mayor Tom McMahon acknowledged that many good-paying jobs have left the area, and that our state does not have the best incentives for attracting new businesses.  When asked how it could be made easier for someone to open a business in Reading, McMahon said there is a one-stop shop every Thursday morning in City Hall where city officials offer that kind of help.

Reading’s poverty issue is both deep and complex, and it will not be easily resolved.  As our community sorts through the economic challenges it faces, Berks & Beyond offers advantages to businesses and job seekers alike.  During difficult times, our staffing services help clients control overhead, avoid costly hiring mistakes and manage an unpredictable economy.  For those who are out of work, Berks & Beyond provides viable employment opportunities (many of which are direct) that provide much-needed income.

Effective interviews are essential to making good hires.

As an interviewer, it’s your job to create the framework for the discussions you have with job candidates.  Although the process may become tedious at times, you can ensure hiring success by employing methods that are consistent and provide a thorough understanding of every candidate you interview.

During each interview, ask the following questions to be sure you’ve covered all your bases – and increase the likelihood that the candidate you select will accept your offer:

1. Explain employment gaps. In some cases, a gap in employment can be easily explained.  The candidate may have moved, returned to school or experienced a major illness, for example.  In other cases, however, a break in work history may be a major red flag.  If an applicant has a gap on his résumé, it’s your responsibility to determine whether or not it’s a cause for concern.  Address the issue early in the interview process, to avoid wasting time on a candidate you wouldn’t ultimately hire.
2. Whether or not the candidate is interviewing somewhere else. How would you feel if you spent months finding the right candidate, only to have that individual choose another job offer?  Know where you stand from the outset by asking an applicant upfront if he is applying to other jobs – and if so, where he is in the process.  You’ll save yourself countless headaches down the line.
3. Why the candidate applied for the job. Asking a candidate why they applied provides valuable insight into his motivation.  His reasons may be personal, or they may connect him to your company (e.g., his experience with your brand or your organization’s role in the community).  While any variation of these answers is acceptable, be wary of the applicant who says he’s in it for the money.  If a competitor offers more, your new employee may be the first one to head out the door.
4. Commute time. Asking questions like, “How long does your daily commute take?” and, “How long are you willing to commute?” may seem innocuous, but they are essential.  If he currently commutes 15 minutes and your organization is 45 minutes away, he may be using your position as a back-up.  Avoid a surprise at the end of your hiring process by having a clear idea how far each candidate is willing to travel to get to work.
5. Compensation history. Make sure you clearly understand each candidate’s total compensation, including bonuses, benefits and additional reimbursements such as mileage, cell phone, etc.  Some candidates may inflate their previous compensation to receive a better offer, so be proactive and ask for a complete, detailed history during the interview.  When it comes time to make a final hiring decision, you’ll be better equipped to assess candidates side-by-side and know how to structure a fair offer.

Looking for more interviewing and hiring help?  Check out these earlier Berks & Beyond posts:

Five Tips to Improve Your Hiring Process

Common Hiring Mistakes – and How to Avoid Them

List of Interview Questions to Avoid When Hiring

Make Hiring Simpler – and More Effective – with Berks & Beyond

If recruiting and hiring take a toll on your organization, or if you simply need more time to focus on your business, call Berks & Beyond.  Our team of recruiting professionals will:

• listen to your needs;
• shorten your time to hire;
• present only qualified candidates who have been well-screened;
• reduce the burden (and expense) of recruiting and screening candidates on your own.

Contact us today to learn more about Berks & Beyond’s direct placement services.

“The purpose of the American Jobs Act is simple: to put more people back to work and more money in the pockets of those who are working.”

—President Barack Obama, September 8, 2011

In a time when some workers are living week to week, paycheck to paycheck or day to day, President Obama claims he can help our ailing economy by: introducing new tax cuts to help small businesses hire and grow; putting workers back on the job while rebuilding and modernizing America; creating pathways back to work for the unemployed.

Here is what President Obama says his American Jobs Act will do, if it is passed in its current form:

• Lead to new jobs for construction workers, teachers, veterans, first responders, young people and the long-term unemployed.
• Provide a tax break for companies who hire new workers or raise workers’ wages.
• Cut payroll taxes in half for every working American and every small business.
• Repair and modernize at least 35,000 schools.
• Give companies extra tax credits if they hire veterans.
• Give companies a $4,000 tax credit if they hire anyone who has spent more than six months looking for a job.
• Extend unemployment insurance for another year.
• Jolt our stalled economy and give companies the confidence that if they invest and hire, there will be customers for their products and services.

Follow this link to read the full text of the American Jobs Act.

Follow this link to read the short fact sheet for the American Jobs Act.

Follow this link to watch President Obama’s American Jobs Act speech on September 8, 2011.

What will the American Jobs Act mean for your business?  That depends upon whom you ask.  Here are two differing perspectives:

From Mokoto Rich (New York Times):

“The dismal state of the economy is the main reason many companies are reluctant to hire workers, and few executives are saying that President Obama’s jobs plan – while welcome – will change their minds any time soon…The plan failed to generate any optimism on Wall Street as the Standard & Poor’s 500-stock index and the Dow Jones industrial average each fell about 2.7 percent.”

From Dan Pfeiffer (The White House Blog):

“Today, we’ve seen reports from economic analysts and statements from CEOs.  All of their statements underscore the same message: the American Jobs Act will create jobs and is good for the American people.  It will grow the economy, help middle class families and strengthen communities across the nation.”

As you can see, opinions about the potential effectiveness of the American Jobs Act vary greatly.  The fact is, Pennsylvania employers won’t know for sure how it will impact business until Congress passes it (and there’s a chance it may not even pass).

In the meantime, Berks & Beyond continues to help drive the recovery.  We deliver customized staffing solutions to help Central and Southern Pennsylvania employers achieve sustained business success in a volatile economy.  What can we do for you?  Contact Berks & Beyond today.