While the premise of giving the customer what they want certainly applies to all of us in the very competitive staffing industry sometime you have to take a step back and make sure you're truly getting the most bang for your buck.
Now I know some of you are saying to yourselves why would I believe every sales pitch thrown at me by the greedy commission based sales rep that my staffing supplier throws at me. After all, are they not in to make the most money they can? Perhaps, but if you trust your supplier to be looking at your best interests first (like we do at Ryan Staffing) you may want to give this list some consideration. So here we go...
1. PICKING THE SUPPLIER WITH THE LOWEST RATE
This usually means the supplier with the lowest pay rate as well and as we all know you get what you pay for these days. The "savings" you gain is more than eaten away by quality issues such as turnover, absenteeism , training and skill level.
2. TREATING TEMPS MORE LIKE A COMMODITY THAN A VALUABLE EMPLOYEE
In some organizations temps are viewed as a necessary evil rather that a valuable asset, one that can be easily replaced. Those that get the most out of the labor being purchased treat temps pretty much like they treat their own employees realizing that a happy worker is a productive worker.
3. NOT TAKING THE TIME TO "KNOW" YOUR SUPPLIER
Much like you would not buy a new car without kicking the tires or taking a test drive companies will select a staffing service without really performing due diligence on the suppliers ability to service their needs. Knowing how your service recruits employees, guarantees its result, manages its finances, protects its reputation etc. are too often ignored .
4. GIVING THE KEYS TO THE OFFICE/SHOPTO THE TEMP
It might be hard to believe but over the years we have seen temps elevated in to positions of authority ahead of permanent staff that involved giving access to confidential information, negotiable financial instruments and supervision. Much like we don't pick up hitchhikers or let strangers in to our homes after dark why would you give so much to someone you know so little?
5. ENDING TEMP ASSIGNMENT FOR ALL THE WRONG REASONS.
This goes back to the commodity issue which temps are not...they are employees with rights that are shared through co-employment laws involving both the client and the supplier. Ending temps after they get hurt on the job or make a complaint about being harassed because you think you have no dog in the fight is the wrong approach and can/has been costly to both the client and the supplier.
6. THINKING THE TEMP ARRIVES AS A FINISHED PRODUCT THAT REQUIRES NO TRAINING
It is not realistic to think that any new employee temp or other can show up to that first day at work and know how everything is done. Hopefully a temp shows up full of potential, with a good attitude and the basic physical skills to perform. It is up to you to maximize all this good that comes through the door by providing the training and motivation to achieve your expectations.
7. LACK OF COMMUNICATION WITH YOUR SUPPLIER
Starting with the initial job order providing your supplier with enough detail so that they can perform up to your expectations is sometimes lacking between the parties. Think about buying a new car and all the specs you give the dealer before you purchase. Your staffing supplier needs the same support from you in the form of a job description to make certain you get a great fit. Communicating injuries, incidents, hours and performance issues are other examples of the need for dialogue.
8. THINKING SIZE MATTERS
Locally owned and operated independent suppliers of staffing services often times have all the capabilities and more to fill your needs than the big boys. We might not have all the pretty bells and whistles of the national suppliers but we do have a vested interest in your needs and the flexibility to perform customized solutions without all the levels of bureaucracy in the way. Think about this. Over the years Ryan Staffing has had several "national" suppliers contact us to partner with them to service clients they could not. The shoe has never been on the other foot...funny huh?
9. BEING REALISTIC
Let's face the facts....you can't buy a Rolex for $50 right? So why would you think a staffing company can provide a temp with 20 years of CNC experience and pay him/her $9.25 per hour with no chance for permanent hire? In some regards it boils down to two things. Some jobs are not meant to be temp jobs. And, you get what you pay for in this business.
10. THINKING TEMP SUPPLIERS ARE LIKE FAST FOOD RESTAURANTS
It is no secret that you have a lot of choices out there when it comes to picking temp suppliers. While we all perform the same basic service some of us like to think we do it better than others. The reason is that while we are all the same we are different...if that makes sense. We all provide the burger and the bun but some of us know you don't want pickles without asking....if that makes sense. What it all boils down to is having a comfort zone and seeing value in maintaining long ter
