In a 2014 survey by American Staffing Association, nearly 90% of temporary and contract employees said that staffing work made them more employable.

“I applied for a two week temporary position that began as part time. I was able to learn new skills within the field while continuing my education and was offered a full time position with the organization that has lead to a 10 year career with the same company. Walking through the doors of Trillium Staffing back in May of 2005 was one of the best choices I have ever made.” states Jen H.

In today’s highly competitive job market, additional skills and experience are essential to climbing your career ladder. Many temporary positions allow you to gain needed experience, some offer free training, and room for advancement. In the same survey, 49% of temporary employees stated that staffing employment helped them get their foot in the door for a permanent job.

Looking for other reasons to consider temporary or contract work? Here are a few additional benefits:

• Gain permanent employment
• Obtain work experience in field of study
• Improve or update skills
• Flexible hours or schedule
• Obtain traveling work
• Free training or certifications
• Get a foot in the door at a large organization
• Obtain work while between permanent jobs
• Obtain consulting work

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

• Failure to notify employee of FMLA rights. Have your supervisors or department leaders been trained on when an employee would qualify for FMLA? If not, you’re at risk of never being notified that an employee may qualify; preventing you from even beginning the process.
• Failure to notify employee that leave counted towards 12 week FMLA entitlement. Do your supervisors understand what time does and does not count towards the allotted leave for an employee on FMLA? Making sure they are aware and can provide documented reminders to employees can save a lot of confusion and potential violations down the road. This can be especially important when an intermittent or reduced schedule FMLA leave is taking place.
• Counting FMLA leave against the firm’s absentee policy for disciplinary purposes. Do supervisors in your facility address attendance concerns without discussing it with HR first? If so, providing them with clear guidelines and instructions can prevent violations of this rule.
• Taking disciplinary action against an employee for using FMLA. Whether being short staffed, working overtime, or other disruptions to the workplace have frustrated a supervisor, it is imperative that they do not take disciplinary action against an employee for using approved FMLA. Work with your supervisory team to provide solutions, options, and ideas to ease the frustration and additional work load on the rest of the team.
• Failure to grant leave to provide physical care or psychological comfort to a seriously ill parent. Be sure to remind your supervisory team that FMLA doesn’t just apply to the employee themselves, but may include parents and children. Understanding what circumstances that may warrant beginning the FMLA process can quickly avoid an FMLA violation.
• Failure to reinstate employee to same or equivalent position, including same shift. Understandably, supervisors may need to make changes to their team in order to adequately staff their department during an employee’s absence. Work with your supervisors ahead of time to make sure they are aware of the employee’s rights when returning to work. This may prevent undue issues when arranging and rearranging staff.

Understandably, departments may experience larger workloads, more overtime hours, productivity decreases, and other hardships when an employee is off of work for an extended period of time. Providing additional support and leadership to supervisors and managers who are experiencing a period where they have a staff member missing, can help prevent added frustrations, FMLA violations, and a negative impact of morale in the workplace. Here are a few quick ways to support supervisors and managers before, during, and after an FMLA leave:

• Provide ongoing education on FMLA regulations, processes, and procedures.
• Work with other supervisors to assist in cross training other employees to assist in covering duties while one area is short staffed.
• Consider hiring a temporary employee to ease the burden of the increased workload.
• Keep the lines of communication open between HR and the supervisor. Often times an employee will communicate updates to a supervisor who may not realize the information needs to be reported, certified, or requires further action.
• Remind supervisors not to disclose confidential information with anyone other than necessary privacy officials. In addition, frustrations regarding any additional hardships should not be communicated to other employees.

Eligible employees are entitled to FMLA leave and should not experience undue negativity from supervisors, co-workers, or others in the workplace. Providing clear and concise procedures with all members of your management team can greatly reduce the risk of FMLA violations, HIPPA violations, and other issues in the workplace.

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Click the logo below to view a slideshow highlighting last year’s results!

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

The cost of hiring internally continues to climb annually. Take a peek at the infographic below from The Huffington Post. It is amazing how quickly the cost skyrockets from a few hundred dollars for a job posting to an outside job board to upwards of $18,000! All of these costs can be invested with no guarantee that the employee works out!

Most staffing and recruiting firms offer a guarantee on their placements and screenings. This protection in addition to the savings of time, resources, and expenditures can quickly justify the investment in outsourcing your hiring process. Established staffing firms only charge a fee if a placement is made, allowing you to view qualified talent before investing anything financially.

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

• How did you locate them? If they were easy for you to locate, they’re likely easy for candidates to locate as well. Do they have a strong web presence that clearly showcases their strengths and career openings? Do they have a strong personal brand on LinkedIn? The ideal Recruiter will have a fair balance of both. If their website doesn’t offer enough information and opportunities for candidates to align themselves with the Recruiter, then they’re not likely to obtain resumes as frequently. If they don’t have a strong profile and connection list on LinkedIn they aren’t as likely to be building connections and relationships in the industry, be obtaining regular referrals, and be as current on industry trends.
• Do they have strong sales abilities? In today’s employment market, most industries are experiencing a strong competition for top talent. If the Recruiter can’t sell your company goals, company culture, and career progression to a candidate correctly the first time; you are in great danger of losing the candidate to another opportunity. Not sure about that? Ask them what makes them want to represent your organization, or specifically why they feel a candidate should choose a career with your organization over a specific competitor. If they cannot site specific examples on the fly they likely are not able to provide a candidate with sufficient information to choose a career with your organization over a competitor.
• Are they an active listener? If the Recruiter is more focused on selling their services and experience to you than listening to your needs, you have a problem. Each recruiting experience and client is unique and should be viewed as such. While industry experience and previous accomplishments are important, they should never overshadow learning what your organization’s needs, struggles, and goals are. Without your insight into these things, their recruiting efforts can quickly be wasted on the wrong candidates and recruiting tools. In addition, if they aren’t an active listener with you than they are likely to miss out on equally important information from candidates; resulting in poor matches.
• Are they a “yes” person? If you find a Recruiter agrees with every thing you say and doesn’t offer some suggestions or changes in some areas, they may not be your answer. Because of the range of experiences that Recruiters encounter, they should offer you additional insights to improve your chances of a successful hire. Some examples may be: You are hiring for an HR Generalist with 5+ years of experience but are not willing to hire anyone with a previous title of HR Manager. An experienced Recruiter should encourage you to consider candidates that have held a wide range of titles. They should work with you to identify why you prefer someone without the previous Manager title. Is pay your concern? Are you trying to avoid someone with supervisor experience because this role does not provide that? The Recruiter’s experience should push them to remind you that many smaller businesses may title someone as an HR Manager who may not have supervised others in the HR team and may have a similar pay requirement to your role. The Recruiter’s job is to help you find the right talent for your position, offering suggestions within the process is a part of that job.
• What are their statistics? If they cannot provide you with their average submittal time, average placement rate, and placement success rates; you may want to continue your search. If they aren’t measuring their success and failures, they likely don’t have a focus on process improvement. How many professional athletes don’t know their stats? None. Continue your search for someone who is strives to be the best in the industry and is tracking their success.
• Measure their ability on a position basis, not a contract basis. The right Recruiter to fill your Controller position may not be the best Recruiter to fill your skilled trades positions. If they are asking you to sign an exclusive agreement, you may want to re-consider. A strong Recruiter will be confident in their abilities to present the best candidate to you for your needs, regardless of who else may be working the order. If you are looking to fill a position that is different than the positions that a Recruiter typically handles for you, ask them who they know that specializes in the other lines of work. Many recruiting firms have Recruiters who specialize in a multitude of different positions and industries. Locating another Recruiter within the same organization can save you the leg work of re-educating a new firm on your company expectations and company culture.
• How are their people skills? Chances are if the Recruiter cannot hold or make conversation with you, they aren’t likely to be build rapport with candidates on your behalf either. Are they involved in industry specific associations? How do they meet passive candidates? Where does the largest portion of the placements come from? These are all great conversation starters. If your Recruiter can’t quickly site responses to these questions, they probably are not engaged enough in your niche to quickly find you the right talent.

Finding the right Recruiter to meet your organization’s needs as just as critical as hiring the right internal staff. Identifying someone that takes a genuine interest in your organization’s goals and success is crucial. This individual will give the first impression of your company culture and can ultimately turn a candidate on or off to a future career with your team. Don’t let pricing, location, or contracts dictate who locates your staff, let talent.

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.