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A forklift operator plays an important role in your company’s success and meeting the demands of the supply chain. A bad hire can not only cost your company money, but can cause delays in important processes that affect the overall bottom line.

How to Hire the Right Forklift Operator

To make sure you hire top talent, be sure to consider these areas during the hiring process.

Key Forklift Operator Skills

When you are glancing over resumes and applications, look for these skills:

  • Experience operating the particular machines used at your workplace, or a similar model
  • Proficiency in math, at least at an eighth grade level with the ability to calculate loads, bills of lading, and freight quotes.
  • Reliability, so your supply chain remains productive and contributes to the company’s overall success.

Training Considerations

Any good forklift operator is trained. In addition to some previous experience, it’s important you also train your forklift operators in-house. To comply with OSHA standards, and ensure a safe and productive warehouse, your training programs should include:

  • facility operations, including surfaces, types of loads and other important specifications;
  • traffic patterns in the warehouse, including machines and especially pedestrian;
  • operation of specific machinery and an understanding of mechanical issues; and
  • hands-on testing.

Looking for Local Top Talent?

If you need help finding the right forklift operator to move your company to greater success, contact MS-IL Staffing & Packaging.

Keeping your employees motivated and happy goes a long way to improve your employee retention. It can be a tiring job to be sure your employees stay motivated through the ups and downs of daily operations, but by following a few guidelines, you will be able to seamlessly motivate your employees, which can keep your top employees around for the long run.

Key Tips to Employee Motivation and Retention

Motivating your employees is not as difficult as it might seem. Your team wants to be lead with purpose and a bit of personal attention. By incorporating these strategies, you will be able to keep your employees motivated and increase employee retention.

Be Clear About Expectations

It’s so important managers and supervisors are clear about their expectations for their employees. People will more often leave a manager, rather than leave a job or company. One of the best ways to keep your employees is to be clear about expectations regarding growth opportunity, daily tasks, wages or compensation, and company goals. When workers know what’s expected of them, they have a greater sense of purpose which translates to overall worker happiness.

Allow Employees to Speak Their Minds

Another great way to achieve higher employee retention is to create an environment where employees feel comfortable speaking their minds. Workers want to be able to share ideas, feedback, or frustrations. When a company allows the proper avenues for open communication, it makes their employees feel significant and valued. Workers will be more motivated and less likely to leave a company when they feel they can speak their mind to their co-workers and supervisors.

Reward and Recognize Your Employees

Employees want to feel their work is appreciated. A company can motivate and retain their employees by recognizing effort and accomplishments, and rewarding those workers who meet or exceed job performance expectations. Sometimes, the reward or recognition can come in the obvious form of an increase in compensation. Other times, small gift cards, or lunch outings are appropriate.

Know Your Employees

While it’s not a good idea to become friends with your employees, it is motivating for employees to feel as though you are invested in them. Getting to know your employees’ hobbies or even some personal goals can help increase their motivation at the office, and also feel more connected to your company, increasing their likelihood to stay at the company for many years.

Create a Healthy Company Culture

There are many ways to create a healthy and positive company culture. This can also help increase your employee retention. For more information on how to enrich your office culture and retain happy employees, contact MS-IL Staffing & Packaging.

 

Depending on the industry, gaps in work history can be normal, even seasonal. The length of the absence in employment will determine how to best talk about it during an interview. Let’s break it down.

Boost Your Resume

Take advantage of any time off to grow as a professional. Whether you take classes, do volunteer work or become part of a professional networking group, you will gain experience from every opportunity, and they can be listed on your resume. Plus, if it’s unplanned time off, you may find a real job possibility from these “extracurricular” activities.

Short Gaps in Employment

If you have short gaps in your career path, or seasonal breaks, you can list the years of each job on your resume, instead of specific starting and ending dates. Highlight your strengths and responsibilities to draw attention to your experience rather than the length of time at each job.

If you have a job that has regular breaks or seasonal low times, plan ahead to get involved in opportunities to grow in your trade or enhance your skill set. This will not only make you a better worker, it will make for positive conversation points during your interview.

Long Gaps in Employment

Unfortunately, there can be times when you may have a long gap in employment. Especially in these lapses, it’s important for you to stay with the times, and prove you’re not out of touch.

If you left the workforce for a reason like raising your family, caring for a loved one, recovering from an injury or continuing your education full-time, talk about that with confidence. Don’t be apologetic about your decision; instead, showcase how that decision makes you a strong and capable candidate for the job.

Keep it Positive

No matter what the reasons for your employment gaps, it’s beneficial for you to stay positive during your interview if they are a part of the conversation. Never talk badly about a previous employer, and recognize how you’ve grown during those gaps to become a better professional. If you feel you might need practice before talking about this during an interview, then definitely do so!

Employment Guidance and Resume Tips

If you are looking for more employment opportunities, or a different career path, contact MS-IL Staffing & Packing. We’ve helped many professionals find a path that works for them. If you want help making your resume stand out to hiring managers, we can help you there, too.

No good leader has dreams of becoming a micromanaging boss. However, sometimes even a good leader can slip into micromanaging tendencies.

Why You May Be Micromanaging

If it was an accidental spiral into micromanaging, it could be innocent. Here are a few reasons good leaders find themselves trapped in a micromanagement style.

  • Unconscious Insecurities

If you have underlying insecurities about your leadership adequacy, you may actually be doing damage by overthinking your responsibilities.

  • Bad Hires

Hiring unqualified, immature, inexperienced or unmotivated employees is a drain to everyone on the team, and it can also pull any good leader into the habit of hovering over their workers. This type of boss behavior often leads to micromanaging.

  • Striving for Perfection

No one is perfect. While it’s important to have clear expectations of your employees (and communicate them), it’s unreasonable to expect perfection. By striving for perfection, you will only become frustrated, unmotivated and burned out. These effects can turn you into a micromanager and will negatively impact your team as well.

So, are You Micromanaging? Here’s How to Tell

1) Measuring or monitoring too much.

The advances in technology and available data are amazing. It can help offices be more productive, cut costs, reach more customers, etc. However, tracking too much, just for the sake of tracking, leads to micromanaging and confusion. Instead, focus on what’s most important. Measure one or two things for each project or area of the company and only add to those if absolutely necessary.

Where measurement deals with data, monitoring is concerned with behavior. Another point of confusion is when a manager thinks they are mentoring an employee, but in reality, they are just constantly looking over their shoulder. Step back and give your employees the space to do their work.

2) Gathering too much consensus. When making a decision, it’s important to collect input from employees who will be affected by or involved in that decision. Too much discussion, however, can lead to confusion and things not getting done. To avoid this trap, set a deadline to make decisions. If input isn’t gathered by then, move on! 

3) Intervening too much. Don’t be a “helicopter boss.” Your employees are allowed to make mistakes – then they can learn from those mistakes! A manager who always jumps in doesn’t give their employees the opportunity to learn some valuable lessons and bounce back stronger, smarter and more experienced than before. 

4) Creating too many priorities. Many people, including managers, can fall into a trap of trying to achieve too many tasks or goals that aren’t related. If you set too many priorities that fall on the same level of importance, you only create confusion. Plus, employees become overworked without clear direction.

Looking for More Management Advice?

For more help on being a confident leader for your office, and ditching any trace of micromanaging, visit MS-IL Staffing & Packaging.

To get top-performing job candidates to interview for your open position, you need to write effective and compelling job postings. The quality of your job post will determine what type of candidates apply for your company.

Guide to Writing a Highly Effective Job Posting

  • Use a Strong Job Title

Be sure to use a strong, straight-forward job title. You can also include a brief subtitle that highlights the main responsibilities (up to three) that relate to this position.

  • Include a Compelling Introduction

In your job posting, include an introduction that is similar to a lede in a newspaper article. It should be informative and interesting, making it hard to resist reading more about the open job position. If your introduction is boring, people may think your job or company is also boring.

  • Tell the Company Story

This doesn’t need to be long because it shouldn’t take focus away from the open position. It is effective to include a concise summary of when and why the company started in addition to what the mission of the company is, so the applicants can begin to get aligned with your purpose as well.

  • Sell the Job Position

Not all jobs are exciting, but you need to do your best to communicate the value of your open position. Describe how significant the job is to the company’s success, so the candidate is excited for the opportunity to fulfill these duties and be a part of your company.

  • Give Directions for the Application Process

Since there are various steps depending on the channel of the job posting, this is extremely helpful information. It will also help eliminate unnecessary communication between your office and applicants.

Post Your Jobs & Find the Best Talent for Your Company

For more help on posting your open positions to the best audience for your business, contact MS-IL Staffing & Packaging.

Every manager and human resources professional understands the importance of employee evaluations, but sometimes it can be hard to deal with performance problems.

While it’s a regular part of your job to deal with performance issues, you should still try to minimize poor performance. To maximize performance in the workplace, you should identify the underlying issues that can be associated with poor performance. This way, you can do your best to avoid those issues.

3 Underlying Issues in Poor Performance

  • Unclear Expectations

It’s crucial that all managers communicate clear expectations for their employees. Minimizing confusion will give employees the confidence and direction they need to perform their best. If performance is still subpar, you will know it is not because they didn’t understand the expectations of their job, and then you can move on to identify other issues, or find employment solutions.

  • Untrained Employees

Make sure that you provide thorough training for all your workers. Training should be both hands-on and in the form of booklets or packets, so employees are able to reference training materials after their initial training sessions. You should also encourage an open-door policy when it comes to questions. Employees need to know they are allowed to ask questions or ask for feedback so they can be sure they are doing their job correctly.

  • Work Overload

Whether there aren’t enough hours or people to accomplish the tasks, or the work is being done sloppily, continual overload can negatively affect the quality of work and lead to burnout.

All these reasons for poor performance in the workplace can also lead to greater employee turnover, so it’s important to evaluate whether these issues are something your office needs to address.

Boost Morale & Productivity

To avoid poor performance and employee turnover, contact MS-IL Staffing & Packaging to discuss ways to find stellar employees, create a positive company culture, and increase employee productivity.

Almost every business or hiring manager has faced the dilemma of having several open positions at their company and needed help filling these positions with quality candidates. This can be extremely frustrating and costly to the company if open positions are slowing productivity. Thankfully, a staffing agency can be a helpful partner to solve this problem.

4 Ways a Staffing Agency Can Help Fill Open Positions

A recruitment agency can be an effective partner in employment solutions – whether you have to fill one position or 20 (or more). Here are four reasons you should ask your local staffing agency for help filling your open positions.

  • They are experts. Staffing agencies are dedicated to being experts in job trends, specific industries and recruitment practices. They stay ahead of trends, and a local agency is focused on your market – not an area of the country that doesn’t apply to you! They will know how to find qualified talent within a reasonable radius of your company.
  • They have a large network. Whether you are looking for temporary workers, full-time positions or seasonal employees, a local staffing agency has a network that can supply quality talent for your needs. Because this is their business, and not a department at a company, they spend their days building a network of professionals they are confident to recommend. Even if you have several open positions, they will be able to help you find workers for each position.
  • They help in all areas of hiring. From recruitment, to background checks, to payroll and/or benefits administration, they are there to help you. This will help you find the right job candidates quickly, so you can move on to your other work.
  • They will help minimize hiring chaos. One of the biggest risks when hiring in high volume is the sheer amount of paperwork to organize. A recruiting agency will keep everything organized, so you can focus on your other responsibilities and your days don’t spiral into chaos during a busy hiring season.

Start a Partnership & Never Look Back

If you are ready to have extra help during high-volume employment needs, contact MS-IL Staffing & Packaging. They’ll find qualified professionals to help your company fill any number of open positions.

Every human resources department or manager has wondered how to make their employees more productive. Some even try to figure out how to make them happy. The truth is, these two questions don’t have to be separate.

Why You Should Invest in Your Employees’ Happiness & How to Do It

In fact, happy employees are productive employees. When your employees are happy, they are motivated and they work harder. To dive a little deeper, here are the main reasons why it’s important to invest in employee satisfaction.

Employee Development & Engagement

Your employees want to know you value their talents, skills, and potential. A company can help boost employee happiness – and even retention – by investing in the professional development of their workers. Bring in educational presentations or workshops, or even consider offering a discount for additional certifications. Your employees will be grateful for the opportunity to improve on their professional skills, and you’ll also receive more skilled, happy workers to help your company succeed.

Encourage Collaboration

Employees are happier in the workplace when they create meaningful relationships with their co-workers. They are not looking for best friends, but they will enjoy their days more when they feel connected to their colleagues.

One informal way to do this is to hold a happy hour every quarter (or more) to allow your workers the chance to get to know one another in a relaxed environment. Getting to know hobbies and establishing connections is a great way to boost employee happiness and morale.

For workplace collaboration, be sure to have regular check-ins with your employees so they always have the chance to speak their mind, brainstorm or ask for feedback. You can choose to have these meetings with an agenda, or be more relaxed, depending on your company culture. Either way, giving your employees a chance to collaborate will help improve their happiness at work and can boost productivity as well.

Happy Employees. High Performance. Low Turnover.

When you do your best to implement practices that invest in your employees’ happiness, you will find productivity among the company increases as well. Another notable change is your employee retention will also increase, making your happy and strong team more successful.

Implement These Practices & Find Greater Success

If you are interested in learning more about how to implement these practices, or how to find valuable employees for your growing team, contact MS-IL Staffing & Packaging.

Your online presence, or what you share on social platforms, matters. For many job seekers, they’ve been creating and sharing social content for at least a decade. However, maybe they’ve only been crafting resumes and cover letters for a few years, so there’s some disproportion when it comes to a professional reputation. While resumes and cover letters are definitely important material for hiring managers, so is your online presence since most will do a quick search of your name online.

How to Assess & Clean Up Your Online Presence

Don’t worry. While you may not be able to go back and redo some decisions in your college years, you can change what to publicize to the public, including your prospective employers. Here’s a simple guide for how to assess and clean up your online presence.

Do a Search for Yourself

Before you go through your social media profiles, do a search so you can see how much work you have to do. Be sure you see what a connection sees in addition to what a person who you are not connected with is able to view. Don’t assume that a hiring manager will not be a connection. If they request a connection on LinkedIn, you will want to accept it, so you’ll have to consider what content you want to share with your connections as well.

Content to Clean Up

Now that you’ve made notes about some things you want to clean up with your social accounts, plan to address these issues:

  • No bad-mouthing co-workers or employers, past or present.
  • No pictures or posts that clearly illustrate irresponsible behavior.
  • No dirty laundry rants or “TMI” posts.
  • No fanatical political content.

While these may seem like strict rules to follow, when you are looking for a job, it’s more important to be mature and professional than to express every emotion or thought that occurs during your day. A company will consider your professional experience first, but they also want to hire a person who fits within their culture.

Content to Enhance Your Talents

After all of the rules, you shouldn’t feel as though you can’t express anything. In fact, you can do a lot on your social platforms that can aid in your job search:

  • Create a personal website or blog to showcase your talent, knowledge or perspective.
  • Make all your social profile pictures the same for easy identification.
  • Add details of volunteer work, charity interests, hobbies, certifications or licenses, etc.

There are several ways to express yourself in a professional and mature way that will allow employers to see your qualifications and your personality without getting distracted by some irrelevant posts from the past.

Get Noticed for the Job You Want

Find the jobs you want and get help with your resume or other career questions by contacting MS-IL Staffing and Packaging.

As a hiring manager, you have a lot of responsibility. One of your biggest responsibilities is making sure you hire valuable and competent workers for your company. A bad hire is expensive, but a star talent can help your company reach their goals faster.

While resumes provide the basic information for each candidate, you’ll need to spend time interviewing your candidates to determine whether they will be a good fit for your company. It’s a crucial time to weed out bad candidates from the ones who should move on for another round of interviews.

If a job candidate does any of these faux pas, consider it a red flag, and move on.

  • No Knowledge of Job Position or Company

It is one of the first rules of applying to or interviewing for a job: The job applicant should do their homework on the company. If you are interviewing a candidate and they aren’t even aware of the job’s responsibilities, or key information about the company, they aren’t interested in working for your company. Even if the applicant has shining experience, if they aren’t dedicated enough to do some basic research to get the job, how dedicated will they be as an employee?

  • Unable to Prove Previous Job Experience

It’s hard to believe that anyone would lie on a resume or cover letter, but unfortunately, it still happens. If during the interview, a candidate can’t provide proof or details on previous employment experience or anecdotal examples, you should end the interview and move on. This is a clear red flag and is a clear reason to consider someone else.

  • Not Willing to Take Responsibility for Shortcomings

Another red flag, though maybe a bit more common, is when an applicant is hesitant or unwilling to take responsibility for any weaknesses or professional shortcomings. No one is perfect and your new hire should own this fact. It’s common to ask about weaknesses or setbacks in the office or professional setting, and if your job candidate cannot answer this question honestly, they might have a hard time with constructive critiques, being a team player, or demonstrating integrity when they work for you.

Find Quality Job Candidates for Your Company

If you need help finding quality candidates for your job openings, contact MS-IL Staffing & Packaging.

Today there is an app for everything, including mental and emotional health. Embrace technology and use these tracking and coping apps to reduce stress and improve your safety and well-being.

  1. Stigma
    Journaling made easy. This app organizes entries into word-clouds to make self-reflection simple. It takes 15 seconds to add a journal entry (limited to 200 words or less).
  2. CareZone
    This app is designed for medication management. Features include reminders, tracking of medications prescribed and side effects, a journal and a calendar for appointments and to-do’s.
  3. SAM
    Track and observe anxiety’s effects over time. This app assists in developing insight and coping skills for symptom reduction.
  4. Take a Break! – Guided Meditations for Stress Relief
    From the creators of the popular Meditation Oasis® podcast, this app offers two different guided meditations to provide quick relaxation and stress relief.
  5. PTSD Coach
    Created by the U.S. Department of Veterans Affairs in partnership with the Department of Defense, this app is an educational, referral and self-management tool for trauma survivors.
  6. Mindshift
    Designed to help teens and young adults cope with anxiety, this app includes strategies and tools to tackle test anxiety, social anxiety, panic, conflict and more.
  7. Optimism
    These online, desktop and mobile self-tracking apps are mood charts designed to help proactively manage depression, bipolar disorder and other mental health conditions.

 

From American Staffing:

Staffing Firms Add 17,000 Jobs in July

Temporary help employment increased 0.6% from June to July, according to seasonally adjusted data released today by the U.S. Bureau of Labor Statistics. Staffing employment was 1.9% higher than in July 2015. Over the past 12 months, BLS reported, year-to-year staffing job growth averaged 2.4%.

Nonseasonally adjusted BLS data, which estimate the actual number of jobs in the economy, indicated that temporary help employment decreased 1.2% from June to July, generally consistent with historic July employment patterns. However, year-to-year, there were 0.9% more staffing employees in July than in the same month last year.

Total U.S. nonfarm payroll employment rose by 255,000 jobs in July (seasonally adjusted), BLS reported. Incorporating revisions for May and June, job gains averaged 190,000 per month over the past three months, slightly less than the average of 206,000 for the prior 12 months.

CTW-2015WinnerBadge

Indianapolis, Ind. (August 17, 2015)– MS-IL Staffing has been recognized as one of the 2015 Indiana Companies to Watch, an awards program presented by the State of Indiana and the Office of Small Business and Entrepreneurship (OSBE) and endorsed by the Edward Lowe Foundation

 

Twenty companies from Indiana will be honored as outstanding second-stage companies during the seventh annual Indiana Companies to Watch awards program, held on August 27 in Indianapolis.

 

Companies to Watch is an awards program that celebrates Indiana’s privately-held second-stage companies, those businesses that are past the startup phase, are considered to be established, and face issues of growth, not survival.

 

Companies honored range in industries and have headquarters based in 11 counties throughout the state. Among the 20 honored companies in 2015 is MS-IL Staffing.

 

MS-IL Staffing strengths are many, aside from being one of the fastest growing staffing agencies in the Midwest, they are also one of the fastest growing minority and woman-owned businesses in the country. MS-IL prides themselves on putting people ahead of profits. This has allowed them to build an all-star management team that will continue to make MS-IL the most innovative, boutique staffing agency in the country.

 

From 2011 through 2014, these companies generated $579 million in revenue and added 313 employees (both in Indiana and out of state), reflecting a 94 percent increase in revenue and 50 percent increase in jobs for the four-year period. That translates into a 25 percent annual revenue growth and 14 percent annual growth in employees.

 

These companies project continued growth in 2015, with a 23 percent revenue increase and 16 percent growth in employees (both in Indiana and out of state) compared to 2014. If their projections hold, these companies will have generated $820 million in revenue and added 761 employees over the last five years — a 139 percent increase in revenue and 174 percent increase in jobs since 2011.

 

This program would not be possible without the generous support of the State of Indiana and the Office of Small Business and Entrepreneurship by the Edward Lowe Foundation. Sponsors include the Barnes & Thornburg, Katz Sapper & Miller, Key Bank, Purdue University and Ivy Tech Corporate College.

 

Companies to Watch firms must employ between six and 150 full-time equivalent employees, have between $750,000 and $100 million in annual revenue or working capital in place, and demonstrate the intent and capacity to grow based on employee or sales growth, exceptional entrepreneurial leadership, sustainable competitive advantage or other notable strengths.

 

 

About OSBE

Under the leadership of Lt. Governor Sue Ellspermann, the Indiana Office of Small Business and Entrepreneurship (OSBE) oversees the Indiana Small Business Development Center (ISBDC), the Procurement Technical Assistance Center (PTAC), and the Indiana Small Business Ombudsman. The OSBE staff helps grow the Indiana economy by assisting entrepreneurs and small businesses through programs and personal consultation. For more information on OSBE and to see how Indiana is “the state that works” for entrepreneurs visit www.osbe.in.gov.

 

About the ISBDC

As part of OSBE, the ten Indiana Small Business Development Centers (ISBDC) support the formation, growth, and sustainability of Indiana’s small businesses by providing entrepreneurs expert guidance and access to a network of resources. Funding for the regional ISBDCs comes from state universities, chambers of commerce, economic development offices, mayor offices, and banks. Statewide financial support is provided by U.S. Small Business Administration, the State of Indiana and Ivy Tech Community College. Administratively, the ISBDC Lead Center is operated by the Office of Small Business and Entrepreneurship (OSBE), an agency of the Office of Lt. Governor Sue Ellspermann. To learn more about the ISBDC and to become a client visit: http://isbdc.org.

 

About Indiana Companies to Watch

Indiana Companies to Watch is an awards program celebrating second-stage entrepreneurs presented by the Office of Small Business and Entrepreneurship, its Small Business Development Center, the Indiana Economic Development Corporation and endorsed by the Edward Lowe Foundation. Sponsors include the Barnes & Thornburg, Katz Sapper & Miller, Key Bank and Ivy Tech Corporate College.

We have started our construction build out on our new office location in Hebron, Kentucky.  Our new address is 2091 North Bend Rd., Ste 130, Hebron, KY 41048.  We will be operating out of this office during the build out, so please come by and see us for job opportunities.  We are hiring for all shifts in a warehouse environment with great pay.

 

Staffing services are popping up everywhere all across the country, but not all of them can be successful and a going concern. We will explore some of the pivotal elements indicated by entrprenuer.com that can help shape and create a successful staffing business and also ensures it continues to thrive.

We will touch on some of the major bumps on the road that new staffing firms might encounter and how they can be avoided or removed so your business is a success.

What are the major reasons people fail in the staffing services industry? Many of the problems listed below are common to all startup businesses but are particularly true for staffing services:

Inadequate financing. It’s a problem in any industry, but particularly in this one. Why? In this business, cash is king. You must have your financial house in order to weather periodic storms, and without fail, you must meet payroll.

Inadequate financing. It’s a problem in any industry, but particularly in this one. Why? In this business, cash is king. You must have your financial house in order to weather periodic storms, and without fail, you must meet payroll.

Inadequate insurance. This is an industry with a lot of potential liability problems. One expensive claim can wipe you out if you’re underinsured. Re-evaluate your insurance needs periodically.

Lack of temporary workers. Because the skill and labor of your temporary workers is the major product you sell, this can be a serious problem. Make sure you’re constantly recruiting.

Poor customer service. You must satisfy your clients. It’s that simple.

Underestimating the time commitment required. As is usually the case with a new business, you have to put in a lot of time getting it off the ground. A staffing business demands long hours—something you have to accept from the get-go.

Unsatisfactory workers. If the employees you place are unqualified or unprofessional, your staffing service won’t have a good reputation. Make sure you have effective testing and evaluation procedures.

Expect that you’ll need to trouble-shoot from time to time. Following are some of the problems you may encounter, along with suggestions for dealing with them.

Client dissatisfaction. If a client indicates dissatisfaction with an employee, many staffing service owners don’t charge that client. You may have to use your judgment on this, however, if the client waits longer than the customary four hours before notifying your service. Whatever you decide, you must pay the employee.

No-show employee. You might give no-shows one strike before crossing them off your employee list—unless they have a good, documented reason for not showing up, such as a trip to the hospital or a family emergency. Under those circumstances, you might give them a second chance.

Employee cancellation. This is annoying and a waste of time for both you and the client. Document the occurrence in the computer each time, and work quickly to find a replacement worker for the client. This is the critical point: Make replacing workers your top priority. Send termination letters to employees who show a pattern of cancellations.

Missing time sheet. Getting employees to turn in their time sheets on schedule can be an ongoing hassle. The simplest solution is to have firm deadlines for handing in time sheets. Employees who miss the deadline don’t get paid that week. If you’re unable to bring yourself to enforce this type of policy, you can get the employee to phone in the information so the payroll division can cut the check. Do not, however, hand over the check before you have the employee’s signed time sheet in your hands.

If a time sheet is lost, then someone in your office should fill out a “missing time sheet report” using the employee’s phoned-in information. Verify it with the client, then supply the payroll division with that form as a substitute for the time sheet.

Inaccurate job description. You give out assignments based on the information the client provides, and sometimes that information is inaccurate. Job duties that turn out to be different from what the client stated can end up wasting an employee’s time and your money. You can remedy this by filling out a profile of an assignment and faxing or emailing it back to the client for verification. Employees are justified in calling your service and asking either for someone to replace them (if the job requirements are substantially less or more than the employee is capable of) or a higher pay rate (if the job requirements are more than stated but the employee has the necessary skills). In the latter case, you’ll have to renegotiate with the client company and establish a higher billing rate.

Client unreliability. Clients can be unreliable in several ways. They can give you problems at billing time by paying late or they can be difficult for employees to work with; either because of the supervisory staff or because of policies or attitudes toward temporary workers. What can you do to minimize these types of problems? Get references on firms you deal with, and get your temporary staff to evaluate the firms you send them to.

Employee steals from the client. Theft is a serious problem, but this is where your bonding insurance will come in handy.

Employee steals your client list and your temporary employees list. Aside from your personnel themselves, these two lists are probably the most valuable assets of your business. If an employee steals them, fill out a claim with your bonding company. If you can prove the theft, you should also take the employee to court.

Placement that ends sooner than expected. A few hours isn’t a crucial difference, but if an employee’s assignment ends much earlier than expected, that employee should be put at the top of the list for another assignment. Your ability to keep employees working for the promised length of time will help create a good reputation for your service.

Placement that lasts longer than expected. Under this circumstance, an employee is justified in asking you to find someone else to complete the assignment. After all, employees have schedules and other commitments. If at all possible, the employee should give you a few days’ notice to find a qualified replacement.

Employee hates the job. This will happen occasionally. When you receive a “Please get me out of here” call, ask the employee to stay at the assignment until you can find a replacement. Then do so as quickly as possible.

References:

•  Entrepreneur.com, June 13th 2014. Reasons people fail in the Staffing Agency. Krista Turner

Last week Ericka Flye of RTV6 (The Indy Channel) stopped by to interview MS-IL Staffing & Packaging owner, Leticia Snoddy. For more information, click here: http://shar.es/1pU1Wx

Being service minded in society seems to have a negative connotation. In reality, it should be perceived as one of the best qualities to have. To be successful in any career, especially human resources, we need to be willing to go the extra mile, and be there to serve our, coworkers, customers, management team and anyone else that needs us. This is one of the main qualities that I look for when placing human resource professionals. If in your career, you have been in the service industry, I will take an extra look at your resume. Why? Because it shows that you have the ability to place someone else’s needs first.

 

“To give real service you must add something which cannot be bought or measured with money, and that is sincerity and integrity.” –Douglas Adams

 

MS-IL Staffing is expanding again!

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As Indiana continues to be in the spotlight about DISCRIMINATION,  I am sadden that we still live in a world or I may say country that still allows such behavior.  As I am face with the question of “Will I be discriminated”, this question in my opinion will be a reality to me and many more in my community and around the state and country.   Some may say that this is attacking a certain group of people or organization, I disagree with them because this will impact everyone one way or another.  It will impact people that are looking for a job but now can get denied because they don’t have the same believes the establishment has, or the financial income that it will have for establishments here in the city of Indianapolis.  For the days to come the Governor of Indiana is still trying to convince not only Hoosiers the entire country and himself that this bill that he signed is not to openly discriminate the LGTB community.  I believe that discrimination is just that, discrimination, and hate no matter how you spell it.  Below are some post from top CEO to Politicians to Celebrities expressing their concerns.

CEO Tim Cook – “These bills rationalize injustice by pretending to defend something many of us hold dear. They go against the very principles our nation was founded on, and they have the potential to undo decades of progress toward greater equality,” “This isn’t a political issue. It isn’t a religious issue. This is about how we treat each other as human beings. Opposing discrimination takes courage. With the lives and dignity of so many people at stake, it’s time for all of us to be courageous.”

Miley Cyrus – Pop star Miley Cyrus called Pence an “a#$hole” in an Instagram post over the law.

Hillary Clinton – Sad this new Indiana law can happen in America today. We shouldn’t discriminate against ppl bc of who they love #LGBT http://t.co/mDhpS18oEH

Ashton Kutcher – Indiana are you also going to allow Christian establishments to ban Jews from coming in? Or Vice Versa? Religious freedom??? #OUTRAGE

Audra McDonald – On the phone w/@united so long I forgot what year it was, then saw the law Indiana Gov.Pence just signed & remembered…It’s 1950 #NOHATE

Not only people are upset but business, organizations, and States are concerned how this will impact them, their employees and citizens.  Below are some:

Yelp

Following the signing of the law, the crowd-sourcing review site statement saying, “It is unconscionable to imagine that Yelp would create, maintain, or expand a significant business presence in any state that encouraged discrimination by businesses against our employees, or consumers at large.”  Yelp also threatened to boycott Arizona when it was considering passing similar legislation last year, and mentioned that it would have a similar position on Arkansas if it passes legislation that it is debating that would enable discrimination.

Salesforce

“Today we are canceling all programs that require our customers/employees to travel to Indiana to face discrimination,” Salesforce CEO Marc Benioff tweeted, pointing to a CNN story in which it said that it would halt all efforts to expand to the state.  The Salesforce decision comes after a group of tech-based businesses sent a letter threatening to halt business in the state if the bill became law. “Technology professionals are by their nature very progressive, and backward-looking legislation such as the RFRA will make the state of Indiana a less appealing place to live and work,” the letter said.

The City of San Francisco

San Francisco Mayor Edwin M. Lee announced that municipal employees are barred from traveling to the state for work-related trips. “San Francisco taxpayers will not subsidize legally-sanctioned discrimination against lesbian, gay, bisexual and transgender people by the state of Indiana,”

NCAA

The college athletic association said it was “especially concerned” about the new law, and may pull upcoming college tournaments scheduled in the state.  Sports commentator and former NBA star Charles Barkley encouraged the NCAA to cancel upcoming Final Four tournament games in the state. “Discrimination in any form is unacceptable to me,” he said. “As long as anti-gay legislation exists in any state, I strongly believe big events such as the Final Four and Super Bowl should not be held in those states’ cities.”  Former Indiana Pacers guard Reggie Miller also objected to the law, saying “I’ve never been big into politics, but I’m very disappointed in my adopted home state of Indiana … I’ve always been about the inclusion for all, no matter your skin color, gender or sexual preference … We are all the same people, beautiful creatures,” he said.

Sen. Chuck Schumer (D-NY) even offered to host the tournament games in his state. “@NCAA if you’re looking for a new place to hold 2021 #FinalFour – NY has plenty of great venues that don’t discriminate,” he tweeted.

Eli Lilly and Company

The global drug giant, which employs more than 11,000 workers in the state, called the law “bad for business.” The company is Indiana-based and unlikely to move, but they released a statement to Think Progress that indicated their disappointment in the law.  “Discriminatory legislation is bad for Indiana and for business. That’s one key reason we worked with the Indiana Chamber and other businesses in an attempt to defeat the legislation,” Eli Lilly and Company spokeswoman Janice Chavers said via email. “One of our long-held values is respect for people, and that value factors strongly into our position. We want all our current and future employees to feel welcome where they live. We certainly understand the implications this legislation has on our ability to attract and retain employees. As we recruit, we are searching for top talent all over the world. We need people who will help find cures for such devastating diseases as cancer and Alzheimer’s. Many of those individuals won’t want to come to a state with laws that discriminate.”

Disciples of Christ

The entire Christian denomination sent a letter saying that “…The recent passage in the state legislature of the RFRA bill is distressing to us. It is causing us to reconsider our decision to hold our 2017 gathering in Indianapolis.”

Gen Con

The comics and gaming convention threatened to move its annual event out of Indiana over the law. “Legislation that could allow for refusal of service or discrimination against our attendees will have a direct negative impact on the state’s economy and will factor into our decision-making on hosting the convention in the state of Indiana in future years,” wrote Gen Con’s Chief Executive Adrian Swartout.

White House

On Friday, White House spokesman Josh Earnest said, “I have seen that there are a number of private businesses and nonprofit organizations that have said that the signing of this law prompts them to reconsider doing business in the state of Indiana. All those business and some of those who are considering having conventions in Indiana have raised concerns about whether all of their employees can count on being treated fairly in Indiana.”

“I think that is a testament to the kind of reaction I think a lot of people all across the country had, which is that the signing of the bill doesn’t seem like it’s a step in the direction of equality and justice and liberty for all Americans,” he said. “Again, that’s not just the view of the administration, I know that’s the view of the Republican mayor of Indianapolis and a whole host of nonprofit and private sector companies who have legitimate concerns about the impact of this legislation.”