“Hiring people is an art, not a science, and resumes can’t tell you whether someone will fit into a company’s culture.” – Howard Schultz

Here are just a few of the many benefits of partnering with a staffing firm:

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About Recruiting Solutions

Founded in 1992, Recruiting Solutions is a woman-owned staffing and recruitment agency with offices in Greenville, Columbia and Florence, SC. Recruiting Solutions serves more than 150 clients around the United States placing quality talent in executive, office professional, information technology and industrial roles. While recognizing that every company’s operational needs are unique, as is the job search for an individual, Recruiting Solutions builds customized workforce and employment solutions by acting as a strategic partner.

Recruiting Solutions offers a variety of targeted solutions for your workforce needs including contingent/supplemental staffing, executive search/direct placement, and recruitment process outsourcing.

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Here are a few of the factors that add up to the cost of employee turnover:

1. Finding a replacement. Once an employee leaves, it’s back to square one when it comes to filling that position again. The job must be advertised and promoted. Then you have to look through all of the resumes, screen candidates on the phone and set up interviews with the hiring manager(s). The process can be very time consuming. On average, it can take anywhere from 40-60 days to fill any open position and with the low unemployment rate, it may take even longer!
2. Cost of onboarding. Once you have found the right candidate, now begins the onboarding. You spend time on orientation, discuss safety information, benefit plans, etc. Then, they must be integrated and introduced to their new team and managers. Additionally, the IT team has to set up the technology that the new employee might be using. It is said that it takes three to six months to learn a new job.
3. Cost of training. Employers spend both time and money on new employee training. New employees have to learn not only what is expected of them in their new position, but they may have to learn new technology, programs/software, organizational processes, and the overall company culture.
4. Reduced productivity. The employee who left had reached a maximum production capacity. Now that he/she is gone, the job is vacant with no one performing that work, creating a costly performance gap during the time their role is not filled.
5. Overworked current staff. Existing staff is often expected to make up for lost productivity due to turnover. High costs of overtime begin to affect profitability. Plus, as the team gets stretched thin there is potential for the quality of work to decline. Additionally, existing employees suffer from decreased job satisfaction and lack of engagement which could also lead to customer dissatisfaction and further turnover.
6. Lost knowledge. Perhaps there are individuals who can do what your former employee did, but may not have the technical skills, specific knowledge or soft skills of the previous employee. Effective and efficient employees do more than put numbers in a spreadsheet, write code, or sell a product – they know the people, traditions, values and mission of your organization.

If your company is experiencing employee turnover of any kind, let us help you! We will investigate and get to the bottom of your problem to help you recruit and retain your most valuable asset, your workforce. Check out of one of our success stories for reducing employee turnover or contact us today!

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For businesses to be successful in today’s competitive job market, not only do you have to find the best employees, but you have to retain the best employees.  The cost of employee turnover can cost a company thousands of dollars. It’s best to take an inward look at your company and figure out how you can go about keeping the talent that you have. What does your retention rate look like? What does your employment brand look like? Retaining talented individuals is key to company success and attracting the all-star employees in the future.

As a staffing agency that has been ranked one of the Best Places to Work in South Carolina for the last four consecutive years – we’d like to think we know a thing or two about fostering a positive work environment where employees want to work.

Here are five ways to increase your employee retention:

1. Listen to your employees. Don’t ever assume that employees are content with their job. Continue to provide open avenues for your employees to speak up. Don’t only listen to employees in their annual review and exit interview. If the only type of feedback session your employee has is with their manager they might not feel completely comfortable discussing if they are unhappy or if they have interest in learning another side of the business. Offer employees an opportunity to have an additional review and/or feedback session with someone other than their manager, such as the HR department or with another manager to discuss goals, career objectives and what they enjoy or don’t enjoy about their current job.
2. Acknowledge and reward your employees. It may be beneficial to offer personality tests to see what kind of acknowledgment your employees need. You can offer monetary incentives like gift cards, bonuses, promotions, raises, nice gifts, etc. You can also offer treats or a pizza day to a team that has gone above and beyond. Aside from monetary promotions and raises, there are other easy ways to show employee recognition. A “thank you” from the leadership team when recognizing that an employee who has done a good job will go really far. You can offer an “Employee of the Month” parking spot to reward individuals for their hard work. If you have a larger company, you can highlight outstanding employees on your intranet or in your company newsletter. There are a lot of clever and cost-effective ways to reward and acknowledge employees.
3. Create a positive culture. In today’s competitive market for top talent, having a positive culture is not an option. Host team lunches, ice cream parties, volunteer days, or start a company wellness program to create team engagement and bonding. Foster a close-knit culture so that your employees will not want to leave your company. After all, your employees are spending 30 percent of their time at work so they need to have a positive experience when they are in the office.
4. Offer flexibility in the work schedule. Aside from the employees earned paid-time-off, be flexible when an employee has a doctor’s appointment or a family emergency. You can also offer flexible Fridays, birthday holidays or a once a month early/late arrival opportunity. If one of your best employees has a long-commute, you can work with that individual to accommodate a better time for them to come in or leave work.
5. Communicate with your employees. By communicating with your employees on a regular basis, they will feel “in-the-know”. The last thing you want is your employees to feel is as if you are keeping secrets from them or to put any lack of trust in their leadership. With today’s technology, it is easier than ever to communicate what is happening in the company. While you don’t have to give them inside secrets, you can provide simple company updates to make your employees feel knowledgeable. Offer meetings or luncheons where your leadership speaks to your employees, send newsletters or update your company intranet. Either way, communication is key to helping with employee engagement and retention.

If you are having any issues with company retention, it can be helpful to have an outside company take a look and give you an outsider’s perspective. With more than 27 years in the staffing industry, we offer business reviews and recruitment process outsourcing as just a few of our many services. If you are looking to partner with a reputable staffing agency, contact us today!

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1. Tap into your employment pool. Identify employees that are quick-learners and hard workers. Do any of their skills transfer to the position you are trying to fill? Can they be trained to obtain the skills and knowledge needed for the job? Once you have determined the employee, you can develop a transition plan for the chosen employee.
2. Keep constant contact with quality candidates. Stay top-of-mind with former candidates who qualified for your positions. You never know when or if that individual will decide to change jobs or decide they are ready for a new career path.
3. Hire a temporary employee. By hiring a temporary employee, this gives you time to evaluate the employee and see if they are a good fit for your organization without being fully invested. If the employee is a good match and provides you the quality you are looking for, then you can proceed to make them full time.
4. Identify a reputable staffing agency. Find a good staffing agency that not only understands the job but your company’s culture, standards and expectations of your business and existing workforce. Staffing and employment agencies that offer a thorough screening process can help you identify the quality candidates that you are looking for.

Finding the right employee takes time, but they are out there. If you are trying to identify your next all-star employee, click here and let us help you determine who will be your next best fit! Not only do we have access to an abundance of high-quality candidates, but we have a well-organized team that will find you quality talent in a timely manner.

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Finding the right employee today is tougher than ever!  Employers across South Carolina are finding it more difficult to fill critical job openings due to record low unemployment and widening skill-gaps.  Companies that are taking a strategic approach to hiring are faring best in today’s competitive environment.

When evaluating your hiring needs it is important to look beyond your current openings and take time to focus through a wider lens.  What is your employment brand?  In today’s candidate-driven market, providing a positive work environment and a strong company culture are essential in becoming a destination employer.  Our company has worked hard at growing our brand and company culture and has seen tremendous results. Here are a few things your company can do to attract and retain the right talent:

• Offer internships, apprenticeships, trial hires and on-the-job training. Employers are not only looking for candidates that possess the basic skills needed for the job but more importantly have the critical thinking skills and motivation to do the job well.  As the economy continues to improve employers are increasing investment into training and developing their employees. This allows employers to fill gaps in employee skill sets and will help companies work to full capacity in an improving economy.
• Expand your search past the typical college graduate. Although a four-year degree is still important to many employers, some companies are rethinking this hiring requirement. Graduates of technical schools, training or those who possess relevant work history are becoming as highly demanded as those with a degree.
• Create an outstanding candidate experience. Candidate experience is defined as how job seekers perceive and react to employers’ sourcing, recruiting, interviewing, hiring, and on-boarding processes. Successful employers are putting a greater emphasis on this by ensuring new employees are faced with a smooth first day.  Make certain there is someone dedicated to provide the new hire with all the pertinent information and tools needed to get the job done.
• Find a staffing partner! Today’s market requires you to be nimble and quick and a solid staffing partner can be a “difference maker” for your company.  At Recruiting Solutions we hire all day, every day.  Our reputation of aligning with destination employers aids in our ability to constantly attract and add qualified individuals to our talent benches.  Make sure you work with a staffing partner that knows your local market, has a proven track record of success and is open to creating customizable solutions to address your needs.  Invest the necessary time to meet with your staffing team to ensure everyone is focused on your company’s objectives. We believe the most successful business relationships center around communication where ideas are presented, evaluated and implemented to the benefit of all parties.

Equally as important is selecting a staffing partner that has the financial resources to support your growth and a conservative approach to managing risk.  Comprehensive insurance coverage, adherence and an understanding of today’s ever-changing employment law landscape can provide you with the peace of mind you deserve when addressing your employment needs.

About Recruiting Solutions

Founded in 1992, Recruiting Solutions is a WBENC-certified staffing and recruiting company with offices in the Upstate, Midlands and Pee Dee Regions of South Carolina. Recruiting Solutions provides a comprehensive array of staffing, recruiting, and human resource management services to diverse organizations in South Carolina and beyond.  For more details about our services, click here.

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We are proud to work with both educational institutions and economic development-oriented groups across all of our markets. This allows us to stay in touch with the community as well as make even more of a positive impact at each location that we serve. We believe that teamwork within our local markets is an essential part of what allows us to constantly strive for progress toward this goal.

Thank you to SiMT for all of the support and collaboration! Click link below to read more about the Incubator, Recruiting Solutions, and other growing businesses in the Florence-Darlington area.

SiMT Incubator sees businesses flourishing

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When recruiting and hiring in a competitive industry, it’s important that hiring managers stay up-to-date with the latest compensation trends. This is especially true in the IT field, where experienced candidates with highly technical skills remain in high demand. As a recruitment partner, Recruiting Solutions performs in-depth market research and compensation analysis to enable our clients to attract and retain the talent that they need.

Industry Overview

Web Applications Development 

Web Applications Developers are responsible for developing, testing, and implementing web-based application systems. The median salary in the US is $79,272.

Software Development

Software Developers design, modify, write and implement software programming applications. The median salary in the US is $81,706.

SharePoint Development

An experienced SharePoint Developer would equate to an approximate median annual FTE salary of $88,000 in South Carolina. Contract rates are 20-30% higher with a median of $51 to $55 hourly rate.

Microsoft .NET Development

An experienced MS .NET Developer would equate to an approximate median annual FTE salary of $85,000 in South Carolina. Contract rates are 20-30% higher with a median of $49-$53 hourly rate.

Drupal Development

An experienced Drupal Developer would equate to an approximate median annual FTE salary of $83,000 in South Carolina. Contract rates are 20-30% higher with a median at $48-$52 hourly rate.

Resources: 

Interested in learning more about our comprehensive employer services?  Visit our Employer Services page to find out how Recruiting Solutions can help you find and retain the talent you need.

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Recruiting Solutions brings you an inside look at today’s job-seekers

As a full-service staffing and HR company, Recruiting Solutions is always looking for ways to bring additional value to our client partnerships.  One way we accomplish this is by identifying workplace trends and issues, and sharing our findings and strategies with our clients.

Throughout 2015, we surveyed job-seekers local to our South Carolina markets after they interviewed with our recruiters.  Their responses provided some interesting insights into job-seekers’ motivations in today’s market.  We also learned more about the driving factors of workplace satisfaction and employee retention. We’ve compiled some of our proprietary data in the infographic below.  Take a look at our findings – some responses may surprise you!

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