Staffing company leaders address industry trends
The Columbia Business Times asked the owners or managers of four employment services companies in Columbia to give us their views of the staffing industry. The following answers were provided by Andrew Brooks, branch manager of Adecco Employment Services at 805 E. Nifong Blvd.; Caroline Gower, owner and founder of Caroline & Company at 31 S. Providence Road; and Penny Smith, manager of C&S Business Services at 3201 S. Providence Road, Ste. 101.
CBT: Is the demand for temporary workers increasing in Columbia?
Brooks: Absolutely, especially in the realm of temp-to-hire. The local market is an employees’ market. More workers are leaving the workforce or cutting back faster than they are being replaced. In a tight labor market, it makes more sense for employers to “try out” an employee before making the significant investment that a full-time hire requires. It’s a low-risk, win-win for both parties to decide if they’ve made the right choice.
Gower: Absolutely. Clients are using our services as a human resource extension of their own company. We recruit, interview and test applicants and conduct reference and background checks for them, thus reducing the many search hours and costs required in finding that one individual who matches their unique job description. More and more of the temporary workers we place are being hired as permanent employees.
Smith: Yes, temporary and temp-to-hire employee hiring have increased. Two factors seem to stand out above the others: the hurricanes and a slow increase in spending by consumers, raising production.
CBT: How have the demographics of temp workers changed in recent years?
Brooks: There is no typical temporary worker. With four distinct generations in the workforce, the skills, work ethic and needs are incredibly diverse.
Gower: When we opened our doors in 1982, it was mostly women who were seeking temporary positions. Now our temporary employees include a vast cross-section of the population—from those just out of school to retired individuals who have a wealth of knowledge and skills to offer. In the 24 years we’ve been in business, we have clearly seen a rise in the educational and skill levels of applicants. No matter the age, today, the majority of job seekers are searching for long-term employment.
Smith: There has been an increase in higher-level professionals looking for project jobs as well as currently employed individuals looking for the next bigger, better job opportunity.
CBT: Are more temporary workers requesting benefits than in past years?
Brooks: High medical costs have made our benefits package very attractive. I think the trend will be that more employers will have to provide benefits immediately, as Adecco does, in order to attract the best and brightest.
Gower: Due to an increase of one-income households, yes. Not surprisingly, most everyone going through a job search would prefer a position providing full benefits. The vast majority of our temporary placements become permanent employees, allowing them to take advantage of benefits offered by our clients. On average, our employees become eligible for full-time permanent employment within 90 days. During the employee’s time with Caroline & Company, we offer a limited-term health plan for those who need to fill the gaps between employment.
Smith: Most temporary employees are looking for two things: a good paycheck and an opportunity to get hired on with our clients, not the benefits. There might be one or two out of every 100 employees who actually take advantage of our benefits, which are available right away. In speaking with the employees, half will tell you benefits are important if they get hired by our clients, but not as a temporary employee.
CBT: Do you offer training for temps?
Brooks: We offer a wide array of multimedia skills training—everything from MS Office Suite training to safety and MSDS courses.
Gower: We provide one-on-one job counseling, but we no longer offer computerized training. Since the mid-Missouri companies we do business with have an expectation that Caroline & Company temps will have a history of skills and knowledge, we focus on finding highly trained temporaries to fill the jobs.
Smith: C&S offers software and safety training on an as-needed basis for clients needing specific skills in an employee.
CBT: What assessment services do you provide?
Brooks: We have a proprietary suite of skill and work behavior assessments called Xpert. We can test a candidate’s skill level with most software programs as well as skills for light-industrial positions. In addition, we can test a candidate’s general work attitudes and behaviors against the specified needs of the employer.
Gower: We test applicants on a variety of computer competencies that can range from basic entry-level skills to Microsoft Office to accounting and more. Plus, we do a basic background check on all our applicants and employees.
Smith: All clerical applicants are given tests in the areas they have knowledge in. This can range from software testing to call center (phone handling). Manufacturing and labor applicants can be tested for dexterity, mechanical aptitudes, math, etc. The biggest part is performing past employment checks to see the work ethic behind that employee. Skill tests, other than the basics, are dependent upon the client’s needs. There are hundreds of tests available for office or labor positions.