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4 Signs You Need to Work With a Staffing Agency

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Running a business is hard work. Even if you have a fully staffed team and everything seems to be operating smoothly, there could still be some underlying issues at hand, the eradication of which could empower your business to thrive. Sometimes, that means bringing in an outside source like a staffing agency.

 

Many companies across the US work with staffing firms to help find the best possible talent for their team. In fact, according to a recent survey, around half of all hiring managers said they planned to increase their use of staffing firms over the next five years – and for good reason. Staffing agencies do more than simply place workers into your open positions. Partnering with one can present a number of benefits that help your business operate at full capacity in both the short and long term. But how do you know when you need one?

 

There are some telltale signs that your operation could benefit from the help of a staffing agency. Here are some of them!

 

Low Retention Rates

 

Are you finding that you are having to replace your staff every few months? Low retention rates can lead to a number of other problems, most notably the excessive time, energy and money spent on replacing your staff. The average cost per hire is around $4,000 – but the cost of replacing a bad hire can be up to ten times more. Also, consistently bringing in new team members makes it difficult to establish a strong company culture.

 

Good recruiters, like the dedicated team working at LPC, will go out of their way to find candidates that are well-suited for the position, and won’t present you with any talent that they don’t believe to be a good match. It is not their goal to make as many placements as possible, although it is a welcomed side effect! At the end of the day it is the recruiters’ objective to make matches that are mutually beneficial and long-lasting, so that you don’t have to worry about replacing your team on a regular basis.

 

Low Employee Engagement

 

Having a fully staffed operation is step one, but having a team that is motivated, communicative and collaborative can make a world of difference. Having a company culture of high employee engagement can lend itself to many other positive aspects. Employees that enjoy their jobs contribute to higher productivity levels, better teamwork, lower absenteeism and higher company loyalty. Alternatively, employees that aren’t engaged will likely produce the opposite results.

 

Recruiters have years of experience placing candidates into positions that they are not only qualified for, but that will be a good cultural fit for the overall team. This will allow them to integrate into the team more naturally – and relieve some of your management headache.

 

When you find your hires through a staffing agency, you can be sure that they have been pre-screened thoroughly and you will only meet with candidates that the recruiting professional truly believes would be a positive addition to your team – we aren’t in the business of wasting your time!

 

signs staffing agency lpc personnel

 

Hard-to-Fill Openings

 

Depending on the industry and position, some jobs can be a piece of cake to fill. Whether the job in question doesn’t require much experience, has flexible hours or any number of other attractive qualities, there are some positions that can get filled within hours. However, the people that fill those jobs aren’t always the most qualified for the role. In addition, there are some roles that don’t garner as much interest or are a harder sell, which can leave positions open for much longer than you would hope.

 

Either way, a staffing agency can help you find the perfect candidate for these hard-to-fill situations. They have the resources available to present your positions in an appealing way and in the most effective spaces. They can also help find better matches for those easy-to-fill jobs – so you can be sure your operation is running as effectively as possible.

 

Your Company is Going Through Changes

 

Is your company taking on a new project? Maybe you are expanding into a new territory? Or perhaps you are pivoting into a new industry?

 

If your company is going through any sort of significant changes or restructuring, it may be beneficial to partner with a staffing agency to assist with any personnel changes and make the process much smoother. Especially in the beginning stages of a new venture, it’s important to have a strong workforce to represent your company and to avoid as many bumps as possible. Working with recruiters that have experience staffing virtually every professional situation can be very helpful when you have a lot on your plate.

 

Do any of these sound familiar? If you think your company could benefit from the help of a staffing agency, LPC would be happy to help. We have over 30 years of experience in logistics, supply chain and customer service staffing in the Greater Houston Area – contact us today to get started.

 

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The Best Methods for Attracting Candidates to Your Logistics Jobs

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Finding quality candidates should be a top priority for any company. Candidates that are engaged and motivated at their jobs are linked to higher job satisfaction, higher retention rates and overall productivity and profitability. The value of qualified candidates is undeniable – but how can you attract them to your jobs?

 

There is no one way to get candidates interested in your open positions, but some methods are more effective or appropriate than others. It depends on the industry, demographic and the position, and can also require a significant amount of trial and error, but we can all agree that the ‘post and pray’ method should be left in the past.

 

From the traditional to the modern, here are some of the best methods for attracting candidates to your logistics jobs.

 

Write a Great Job Description

 

It sounds simple, but writing an excellent job description is instrumental in getting candidates excited about your positions. This is the first impression your prospects will have of the position, and in some cases, your company in general, so illustrating it in an enticing way is very important. Especially in an industry that is as competitive as logistics, you have to do all that you can to make your brand stand out from the rest.

 

Aside from the technical requirements of the positions, some other aspects you can include in your job description are:

 

  • Compensation and perks
  • Information about company culture
  • Company history and reputation

 

Staffing agencies can not only help you compose these descriptions, but they can ensure they get seen by the right people and on the right job boards. Don’t just write the bare minimum – you are trying to sell not only the job, but your company and your values as a whole!

 

Tap Into Professional Networks

 

Sometimes, the best logistics candidates aren’t actively looking for jobs, but you would still like to alert them to your company and jobs. Around 70% of job seekers consider themselves to be passive, but 87% of those job seekers would be open to the right possibility if it came along. Building an online presence and connecting with passive candidates on platforms like LinkedIn or Instagram can help you to build a rapport with them and give them an idea of your company. When they are ready to look for employment, your company will be the first that comes to mind!

 

Recruiters are great additions to any professional network: by the very nature of their jobs, they have countless candidates on hand that could be perfect for your positions, so keeping them close is a smart move.

 

logistics jobs candidates

 

Consider Employer Brand

 

Many of today’s job seekers don’t just want a paycheck – they want to work for a company with a great reputation, competitive perks and strong workplace culture. These are all elements of the employer brand, and maintaining a positive one is a crucial aspect of attracting candidates to your open positions. In addition to the way your jobs are seen, the way that you are seen as an employer is very important in gaining the trust of job seekers and getting them excited to work for you.

 

Professionals working in the staffing and recruiting sector know job seekers better than anyone, and they can lend a hand tapping into what exactly it is your prospective candidates are looking for in an employer, giving you that competitive edge.

 

Work With a Staffing Agency

 

Staffing agencies are one of the best professional partners to have on your side when attracting candidates to your logistics jobs. They bridge the gap between job seeker and employer and understand what both parties need, allowing them to make matches that are long-lasting and cohesive. Also, when you are hiring for volume, staffing agencies can be beneficial when you don’t have the time or resources to find talent yourself.

 

A specialized agency such as LPC Personnel that has experience in your specific field has a deep understanding of the industry and what qualities a strong logistics team consists of, allowing them to  present your positions to prospective candidates in a strategic and attractive way.

 

Are you looking to add some talent to your logistics operation? If so, give LPC Personnel a call – we have over 30 years of industry experience in the Greater Houston Area and would be happy to lend a hand. Contact us today.

 

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4 Ways Qualified Candidates Improve Your Bottom Line

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It can sometimes prove difficult to source exceptional candidates on your own – you have a lot on your plate! However, working with a staffing agency ensures that each and every candidate that we match to your positions is qualified, hard-working and dedicated to doing great work. Not only does hiring qualified candidates mean you can build a strong team and a more positive workplace culture, it can also end up saving you a good deal of money down the line in some unexpected ways.

 

Here are some of the top ways in which qualified candidates improve your bottom line.

 

They Contribute to Higher Retention Rates

 

Working with a staffing agency that understands what you are looking for in an employee means that those employees are more likely to stay with that position for longer. When you hire a candidate that is well suited for your position, the likelihood of them leaving – or you having to let them go – is dramatically lowered. Having high retention rates cuts down on costs because you won’t have to replace your workforce as often. The average cost per hire is around $4,000, so having to do this less frequently can end up saving you big time.

 

They Are Less Likely to Make Errors

 

Research shows that candidates who are not only good at their jobs, but work within a system of positivity, support and good leadership, are less likely to make costly mistakes. They are also more likely to learn from the mistakes they do make and are more receptive to feedback that will help improve their future performance. Employees that don’t feel engaged at their place of work, either due to their disinterest in the position or their poor relationships with other employees, are logarithmically more likely to make errors that can end up costing a company a great deal of money.

 

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Qualified Candidates Often Need Less Training

 

Candidates that have some background – or at least, some interest – in the position they are applying for typically need less training and are more likely to be a good fit. On average, training a new employee costs around $1,500. While it is a necessary part of any job, the opportunity to reduce this number even a little bit by hiring suitable candidates is a wise strategy.

 

This isn’t to say that job seekers with less experience should never apply for jobs that are outside of their training level, or that employers should not give those with less experience a chance because they don’t want to train them. At LPC Personnel, we believe in giving passionate, hardworking people a fair chance.

 

However, this simply means that those who are more susceptible to learning and listening, and who already have some background in the industry may need less training and attention from management. This allows them to dive into the job quicker and for you to get back to what you do best: managing an awesome team!

 

Happier Employees are More Productive and Profitable

 

When a candidate truly enjoys their position, they can be up to 13% more productive than if they were unhappy at work. Employees that are engaged and happy at work are not only more likely to be more productive, but they can increase company profits. A recent study has confirmed that when employees like their jobs and are positively immersed in the workplace culture, their productivity skyrockets and their presence can lead to higher overall profitability. LPC Personnel strives to only place candidates in positions that we truly believe to be a good overall fit for your company, to avoid any potential hiccups in efficiency.

 

Finding the right candidates starts with partnering with the right staffing agency. LPC Personnel has over 30 years of experience staffing the Greater Houston Area and would be happy to help you improve your bottom line through qualified, stable candidates. Contact us today to get started!

 

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5 Tips to Find and Hire Food Manufacturing Employees

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The food manufacturing industry is thriving. However, finding skilled talent to fill open positions in the industry can sometimes be a challenge. As of August 2018, there were 508,000 open jobs in U.S manufacturing. While this job growth is positive, it also indicates that finding candidates with the right skills to fill these jobs could reach crisis proportions. To accommodate this, companies may have to rethink their current strategies to truly engage and hire brand new talent. Here are a few things you can try!

 

Change the perception of the food manufacturing industry

 

With the baby boomer generation almost ready to retire, manufacturers need to find new, younger talent that is ready to work. The challenge with attracting and hiring these candidates is due in part to their perception about the industry. Manufacturers believe negative perception from students and their parents are one of the reasons causing the current talent shortage, according to Deloitte and The Manufacturing Institute’s study in 2018. The study revealed that parents encouraged their children to avoid pursuing a career in manufacturing due to the impression of poor job security and limited career prospects.

So, what can companies do to change this public perception? For starters, companies could partner with local high schools and colleges to educate students about the industry in attempts to shift their mindset. Students may not have the opportunity to become educated about this field, so it is up to the companies themselves to make sure it happens

By educating students on what the work environment looks like and what employees do, you can broaden their knowledge about the industry, potentially shifting it into a more positive light. They’ll gain a better understanding of what the job looks like and what the career prospects are. While this is a long-term recruitment strategy, it is not a bad idea to consider when aiming to improve the image of the industry and grow the workforce.

 

Strengthen your company culture

 

Millennials and Generation Z don’t want to be “faceless” employees—they look for collaborative work environments where they can interact with their managers and coworkers. Furthermore, they appreciate receiving ongoing feedback from their superiors in order to learn and improve their current skillset.

With this in consideration, management can take initiative by encouraging more open communication and collaboration across the team. This could be in the form of more productive meetings or using better technology so that employees can communicate companywide. To foster continuous learning and improvement, consider having one-on-one sessions with employees to discuss their strengths and any potential areas of improvement. Managers can also consider offering training and learning opportunities to maintain a skilled and up-to-date team.

 

food manufacturing

 

Take a chance on hiring inexperienced workers

 

To meet the demand of finding and hiring employees, manufacturers can benefit from taking a chance on hiring inexperienced workers. It is becoming increasingly common for companies to train these employees on the job. According to this New York Times article, Alexandria Industries hired a young man who didn’t have a college degree or a manufacturing background.

The company provided him with technical and leadership training. That was six years ago—today, he has been promoted and says he plans to stay there until he retires. Hiring candidates without the desired skills can be risky, but that risk can often pay off if you find a person with the right personality fit.

 

Employee engagement activities

 

One great way to attract new employees and retain current ones is to organize employee engagement activities. Employees like to know that their work is contributing to the company’s overall vision and success. In addition to telling them that you value their contributions and efforts, it is important to show them as well.

Take the team out for dinner or organize an activity that allows everyone to interact with one another. It enables your employees to view the company as one that cares about their workforce. Even if these outings aren’t frequent, your employees will appreciate the gesture.

 

Work with LPC to help find manufacturing employees

 

At LPC Personnel, we’ve helped companies find and hire manufacturing employees for over 30 years. We take the time to understand what you’re looking for in candidates and provide you with the best of the best.

Do you need help finding quality manufacturing candidates? You’ve come to the right place. Contact us today to get started.

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