The American Staffing Association, in partnership with Career Builder, has released its new Skills Gap Index. The metric is an aid for those who follow the economy and staffing industry, but it is also used by those of us in the industry so that we can develop solutions and strategies for our clients.
Do you live in a state that had an increase in minimum wage? Perhaps you do. From Alaska to West Virginia, twenty-one states increased their minimum wage this year. Our partners at AnserTeam have assembled a list: • Alaska: From $7.75 to $8.75 per hour. • Arizona: From $7.90 to $8.05 per hour. • Arkansas: […]
The staffing industry tends to involve a lot of Variable employees. We’ll discuss who they are and where they stand with the ACA.
Today’s post is by Jessica Barber, one of our Tech Support Specialists. When you’re working with software, what is entered in will be what comes out. For example, “June” in is “June” out, while “Jume” in is… nothing. (The exception to this is Autocorrect, where “Jume” in becomes “pony” somehow.) Entering Employees and Clients to […]
What do you do when you need to adjust that Custom Skills screen? Our tech support manager Lisa Gordon walks you through it.
An employee portal can revolutionize your payroll day, payroll questions and year-end, and save lots of postage and time on the phone.
Are you recruiting efficiently? COATS has a way to eliminate hours of data entry and find the associates your clients need in record time.
Unlike June’s major rulings in employment law, July’s have less of an impact, but are interesting and even shocking in places, like good beach reading.
When you’re plugging a new employee into COATS, there’s lots of data to enter. But there’s also tax information to be considered, and depending on the details, that could be a lot of information.
While some publications have published articles pondering whether social media is a threat to the staffing industry, a better way to look at it would be to view social media as the powerful tool it is and understand how it can strengthen your recruiting and sourcing efforts. Social media is, of course, a means of […]
You might have thought that 2011 was an action-packed year in employment law, but if January is any indication of the year to come, 2012 is going to knock all our socks off (and then file an injunction ordering us to put them back on again).
Hopefully, you haven’t abandoned your personal New Year’s resolutions just yet, although we’d totally understand, given the year-end stress. Once the dust has cleared, it’s a great time to set fresh goals for your business. Think of them as business resolutions for the new year.
In staffing, we rely on businesses to trust us with one of the most important strategic elements of their business: hiring. And candidates are trusting us with one of the most important elements of their lives.
it’s important to have a day to say “thank you” to all the men and women who have served our country. But even better than saying “thank you” one day a year is helping veterans find jobs, especially in this economy.
You can use queries to get to know your candidates better as people and workers, to get an idea of what they value, how they perceive themselves and others and how they view their careers, and your position’s potential role in it.
You can help your interviews become a better tool for finding the right fit between your client and potential candidates by asking better questions. Today, we look at the stories you can ask candidates to tell.
Over this series, we’ve covered a lot of the ways that candidates can tell you, “I’m not that great a candidate, really.” But there are also two more subtle ways a candidate can remove themselves from the “Strong” category.
While skills testing and background checks can give you empirical data about a candidate, the information you glean from their interview is a lot fuzzier.
Reference checks and background checks are two separate things, but with one common goal: to find out if this person really is who they say they are.
While employment history is often the focus of candidate reviews, skills are just as important—if not more so. A good resume will help a candidate get a job, but only skills will help them do the job.