do understand the fear that must be present in this industry surrounding health care legislation. Regardless of how you come out on this issue I am sure that you would agree that for a temporary staffing firm the thought of adding an additional annual cost of $2000 per employee (that you do not know if you can recover) would be a daunting position.
Last post I wrote about how in the midst of this economic recovery companies are adding and keeping temporary workers and consultants in lieu of making direct hires. Within the financial services sector I suspect that this trend will continue well into the recovery. Before the economy crashed, we had a client who had a
Last Friday, employment numbers came in and the number of individuals under the temporary-help service sector increased for the fifth straight month. This is not surprising; in fact it is a typical response to the tail end of a recession. At the beginning of a downturn, companies stop using temporary workers before layoffs, but as things pick up they realize they’ve cut too deep and hire temporary workers to meet the needs of their growing business until they are able to hire full-time roles.
Last post I discussed a relationship with a client that is very expressive of their appreciation of what we provide and how that translates into Wall Street Services working harder on their behalf. I contrasted that with our experience with our large clients who outsource the management of their temporary staffing to a Vendor Management
Now of course we do all we can for all of our clients but with this European Bank our efforts come more naturally. Because I know they appreciate our efforts, I think of them more often in a good light. And because I think of them more often, I come up with more ideas about improving their experience with Wall Street Services. And because they like it when I do things for them, I am eager to implement my ideas. All of this leads to them being more appreciative and the cycle continues.
It is critical that you understand what doing a good job looks like, but the ugly truth is that managers will rarely be able to tell you what that is. Most managers can’t articulate what makes a great employee- they just know it when they see it. If you are working hard in the wrong direction you won’t get to heaven. Here are some tips to set you out on the right course.
Nic Askew, a film maker I know, sent an e-mail a while ago asking for introductions to leaders to interview for his films. Rightly so, Nic is very concerned with the lack of leadership shown in this country and wanted to make it a theme in his next series of films. Particularly he wanted to
Ok, long time since my last post. It was a wonderfully busy January which, frankly, took me by surprise. Last January it was so quiet I thought the phone would never ring again. Which is decidedly NOT the case now. I am very grateful. An acquaintance wrote this Business Week article entitled “Why Victims Can’t
We had an interesting thing happen yesterday that reminded me of the importance of being direct, even when it hurts. We have a new person in training with our fulfillment team who is learning the ropes of our recruiting process. Last week this new employee sent an e-mail to a few of the temporary workers
Recruiting is the core of what we do. All of the other services we provide start with our ability to bring good candidates through our doors. I’m really struggling with this critical aspect of our business – there are so many people looking for work but at the same time our clients’ expectations have gone