Hiring A Guide To hiring best practices

Are you hiring? If you are thinking about hiring, there a few things one should consider before hiring.

The first important step in the hiring process is to determine what you are looking for, and what you can afford to spend.

Then the next step when hiring is to determine would you like to conduct the search yourself or have an outside staffing agency do the work for you. There are benefits to both approaches. The decision is usually tougher when firms do not have an internal HR team. A company that has reached the point where they have a dedicated HR staff usually is capable of handling a search on their own. A firm without an HR team, may not be capable, or more often just too busy.

Please remember making the wrong decision when you are hiring can have long lasting consequences.

However if you have hire the right employee the benefits to your organization are endless. With that star employee making your organization even more profitable.

Best Practices when hiring

1)Develop a job description, and mention as many keywords as possible. This may make the hiring process easier.

2)Define your budget. This is essential when a firm is hiring.

3)Give you job a formal title. This will help the hiring process.

4) Decide if you want to handle the search internally or if you want to hire a 3rd party for the search. There are benefits to having a 3rd party assist when you are hiring.

5)If you find the perfect candidate do not wait to see endless amounts of people just to fill a quota, hire them on the spot. Hiring managers should trust their instincts when dealing with the top talent. Otherwise you are giving someone else time to hire that candidate while you wait around.

6)Be clear in what you are offering when hiring with hard compensation, the actual dollar amount, and also soft compensation, what are the benefits, exactly how much does your company cover for medical, dental, 401 k.

7)Have a plan B in case the one you want to hire,, gets another offer. Either have a contingent plan with a higher offer, or have another candidate you want to hire.
Treat your star employees well, and they will not want to leave.

Good luck with your hiring strategy!

How to hire a temp

Your current workforce is totally maxed out.  The business owner has to keep an eye on the bottom line.  Not sure if you can commit to a new employee?  It’s a familiar tune.  Perhaps hiring a temp is the right move for your business, or maybe your not even sure How to hire a temp.

We hope to show you How to hire a temp the right way, and provide an explanation of the benefits of temporary labor.

The U.S. Economy has been adding jobs at a pretty steady clip over the past 3 months ending in November 2014   But how do we know this pace of job creation is really sustainable?  These are the questions a firm in need of immediate labor should ask when deciding to add to their own payroll or outsource to a temporary staffing firm.

The economic realities from 2008-2009 still are fresh in many business owner’s minds, as many companies found themselves overstaffed once the economy slipped into recession.

If a business knows How to hire a temp, taking advantage of temporary labor can be a great tool.

In a way temporary labor helps a business mitigate some of their risks, and acts as protection against an unexpected economic slowdown. These proceeding statements are especially true, if that business used a staffing company for this placement, and not their own internal resources.

If the business has used a staffing company for such placement in most cases the business employing the temp can be shielded from unemployment claims that may arise as a consequence of the candidate not working out, or the job disappearing suddenly.  In most cases the temporary staffing agency pay rolling the temp would be considered “the Common Law” employer of the temp, so they would assume liabilities for these types of claims,  and some others(but not all employment related claims) allowing the business to be shielded from some of these added costs and risks.

When you hire a temp, you are really getting more than just a temporary employee, you are getting options for the long term.  Temporary labor helps business owners stay flexible in their strategic planning, just in case the economy starts to weaken much like in 2008-09.

Some temp staffing companies even take it a step further, and can offer you the option of turning that temporary assignment into a permanent opportunity when you are ready to add that next person to your payroll.  And if the assignment never gets to the point of a full time opportunity arising, that is fine too.  As has already been discussed in this article flexibility with your hiring decisions is the foundations behind the business model of temporary staffing.

For long term assignments, turning a temporary assignment into one that becomes permanent, is one of the best practices on How to hire a temp.  Assuming a full time job materializes everyone wins, the candidate, the business employing the temp’s labor, and the staffing company who made the initial referral.

There are even certain types of temporary staffing agencies who offer temp to hire staffing options that do not cost the business owner any more money than if they hired that candidate on their own.

These staffing companies present themselves or this program as a No Fee Program.  In New York City and New Jersey there are more than a handful of these types of staffing companies, and others who also offer very similar programs.  At Triple Crown Staffing Inc after 150 working days the candidate can transfer to the client’s payroll without a fee to the client or candidate.

These staffing companies aim to keep the bill rates(the amount of money per hour the business pays, and their payroll taxes and expenses) the same as if they hired on their own.  Please keep in mind as you read this that no 2 staffing companies are set up exactly the same way, so the terms may differ slightly depending on who you are talking to.

Many people will tell you,If you are wondering How to hire a temp, that if the assignment is for a long period of time, or you think there is a full time job available, temp to hire options are the best.

Usually the smaller the agency the more personalized the service, and the more willing they are to go the extra mile for clients.  We suggest if you are wondering How to hire a temp, to try both a large staffing firm, and a boutique and this way you can form your own conclusion about what is the best way RE: How to hire a temp

So if a company knows How to hire a temp, it may be able to manage the size of their workforce in an efficient and appropriate manner balancing short term objectives with their long term goals.  At the same time a business can shield themselves from liability from certain types of claims that may arise out of an employment relationship ending.  For full time labor the client company may also keep their costs around the same if they would have hired on their own.  Equally as important they can provide themselves a window to evaluate the candidates work.  Often times the candidate and the client both feel like they win, when the candidate transfers to the client company payroll and becomes a full time employee of the business.