Professional staffing group salary: Average Professional Staffing Group Salary By Location, Job Title, and Department

Important Info (What You Need To Know)

The staffing industry can look simple on its face, but it’s actually quite complicated. If you contact one professional staffing group, they might be miles apart from what you’re really seeking.

It’s important to know the ins and outs of professional staffing groups, and you should contact the executive recruiters who can truly add value for your specific needs. Here’s what you need to know about recruitment and staffing. 

Table of Contents

On average, staffing companies usually have a 55-70% markup for important temporary hires. A professional staffing group is a firm that generally specializes in providing skilled employees to fill specific short-term needs on a temporary basis. Often employers’ needs for workers ebb and flow depending on seasonal demands or fluctuations in markets.

Since it is not economical to keep a large staff at the ready for sporadic staffing needs, savvy employers turn to staffing agencies to quickly provide the workers who are able to add immediate value. The percentage that a staffing company takes more than pays for itself when you make a quality hire. 

What is staffing?

Staffing is simply the concept that a staffing agency can provide a list of any number of workers with similar job skills and a desire to work on short-term assignments to fill the needs of an employer or multiple employers. For example, a company could need to hire a temporary Chief Financial Officer for four months while the current CFO is out on maternity leave. Or another example is if your current company is about to put itself up for sale, and you temporarily need an accounting consultant to help get your books in good order. 

Who is the best staffing agency?

Staffing agencies often have specific industry capabilities such as medical, high tech, human resources or finance so there is no one best overall. That said, there are certainly industry leaders.

Clay Burnett Group can offer guidance on how to connect with the right agency. One other idea is to leverage keyword searches in Google including your geographical area of need. Here’s an example, Google: Executive Search Firms Los Angeles OR Headhunters Los Angeles.

Is a Staffing Agency a good idea?

Using a qualified staffing agency to recruit the talent you need is an excellent idea. There is always an advantage in finding a pro to manage your hiring needs. Let’s say you’re a C-Suite hiring manager with limited internal resources to attract an ideal candidate. Would you rather place an advertisement for a particular position and end up receiving 100 resumes with 2 candidates worth interviewing or hire a staffing agency that will find you 10 candidates worth interviewing?

There’s a strong likelihood the professional staffing group that finds you 10 candidates will end up saving you a lot of money in the long-run. Making the wrong hire is quite often very expensive. Let the staffing industry professionals do what they do best and that is by finding you hires who will be true difference makers. Turn to frequently asked questions for more. 

Often staffing agencies serve as the actual employer of the skilled workers they contract to supply to individual companies. They price their services using their knowledge of current industry salary ranges and then add a fee for becoming the employer of record, managing payroll, benefits, new hires, terminations and more. Expect to be in the 55-70% markup territory for staffing services. 

How do staffing agencies get clients?

Staffing agencies find clients in a wide range of industries where the need for qualified workers ebb and flow according to the volume of their workloads. Retail is an excellent example of an industry that is impacted by surges in the need for qualified workers. Clients actually find staffing agencies via referrals, search engines, social media sites, advertisements, and proactive business development strategies. 

What is a staffing example?

Let’s say your company is putting itself up for sale but your accounting and finance team needs assistance preparing your accounting books for would-be purchasers. Would it help if you had a hands-on Controller level consultant helping the team to make sure you are properly prepared? The answer should always be an unequivocal yes. A professional staffing group will then find you the perfect accounting consultant for your specific needs so you’re set up for success. 

What is the difference between recruitment and staffing?

Recruitment agencies contract with employers to find employees who fit a specific description of job requirements. Executive recruiters will often provide several candidates meeting the job description for the employer to hire. Staffing agencies conversely can serve as an employer, providing skilled individuals available to work on assignments with a defined and undefined length of time.

Furthermore, staffing agencies will put the employee on their payroll vs. the client’s payroll. While recruitment agencies often find the talent but the client will pay the employee directly once hired. Recruitment can also signify long-term intent while staffing signifies short-time.  

What are the types of staffing?

There are three types of staffing. 1) Interim/temporary, 2) temp-to-hire, and 3) direct-hire. Notoriously, staffing implies most of all: interim/temporary. A company’s staffing needs can vary depending on its size, industry, and financial viability. 

What is the largest staffing company in the world?

According to Statista, Randstad is the largest with The Addeco Group a close second.

Globally Randstad remains the largest followed by The Adecco Group, ManpowerGroup, Recruit, and Allegis Group.

Is the staffing industry growing?

Yes! The way the United States and the world for that matter works and organizes companies to provide services is rapidly changing and staffing agencies provide employers great flexibility to experiment with their employment needs before committing to long-term hires. Everyone knows about the growing gig economy, but there’s also a growing flex economy for employers wherein they will leverage headhunters in the staffing industry to provide them with 1099 or W2 employees who the headhunters will put on their own payroll. Learn more: what is a headhunter? 

Who is the largest staffing company in the US?

According to Bullhorn, here are the top 5 largest staffing companies in the US (based on 2018 revenue estimates): 1. Allegis Group. 2. Randstad Holding. 3. Adecco. 4. Robert Half International. 5. Kelly Services.

How do staffing agencies make their money?

Staffing agencies contract with employers to provide qualified, trained workers who work for specific periods of time. They pay fair wages to the employees and charge a percentage fee to the employers. This is a value add situation for companies aka employers because they’re effectively outsourcing their hiring needs to a professional staffing group that operates in the company all day every day.

Recruiting both executives and staff level employees is a time consuming endeavor. Job placement services are true assets to companies who know how to leverage this industry. 

What is the difference between a staffing agency and a temp agency?

Generally, they are the same. Firms that fall into these descriptions provide the same kinds of services. They provide employees for a fee and often assume the responsibility of becoming the employer of record. The main difference often proves to be that staffing agencies can at times be more used for facilitating direct-hires while temp agencies core (and often purpose) is for temporary hires. 

Depending on your company’s needs, you may want to contact a staffing agency because they can provide mores services often than say a temp agency that really likely has one core service. 

Why are recruiters bad for your career?

They are actually absolutely great for your career! When recruiters are searching for potential candidates to meet a client’s job description, they often approach individuals who may not even be considering a job change.   If you get approached “out of the blue”, take a listen, you may find a new opportunity. Because recruiters are constantly watching social media sites to discover new talent it’s imperative that you keep your professional online profile up to date.

At a bare minimum, most people in the workforce would benefit from keeping an updated LinkedIn profile. This is the best professional network. Opportunity often knocks when you least expect it. 

Are staffing agencies a waste of time?

Not at all! Every day staffing agencies assist companies with finding and hiring critical employees and, and they help job seekers locate career opportunities.

That said, not all staffing agencies were created equal. Make sure you partner with the firm that has the experience and ability to help with your specific needs. How do you know if a particular professional staffing group is a fit for you you may ask? Research their website. If a particular staffing group looks up your alley for your needs, contact them via their website. Or simply pick up the phone and call them or send them an email. The best time to reach out when you have a need is today.  

What are the benefits of using a staffing agency?

Staffing agencies and other job recruiters save clients time and money because of the specialized services they offer. Regardless of whether an employer has a small or large HR department they often lack the resources to stay on top of current market trends, the ability to track salary levels, and the time to monitor existing pools of available talent etc.

Now that many professional staffing groups have changed their business models to accommodate distance workers, the number of potential good hires has expanded, making it even more important to outsource hiring to skilled and up-to-date recruiters.

Whether employers make the right hire or the wrong hire, a business’s future will be impacted regardless. Contact a professional staffing group, when choosing the right hire is critical.  

How do I choose a staffing agency?

You know what kind of workers you want to hire so do an online search to find the names of staffing agencies that list the specific job expertise you need. Next, contact the staffing agencies who meet your specifications and see how fast they respond to your outreach. Speed matters because it’s an indication of how much they value your business. If you like the person you talk to, give them a try.

A professional staffing group quite often works on a contingency basis. The primary immediate risk in the employer and staffing agency relationship is a particular staffing agency’s time. The staffing industry normally only gets paid when an employer has green-lighted the hire of a specific qualified candidate who they believe fits their needs. 

How do I get out of a staffing agency contract?

Read the contract carefully BEFORE signing it in the first place! If you anticipate any problems, negotiate the terms you prefer in advance. If in the end, you want out, you may face a penalty in a worst-case scenario. All that said, most respectable professional staffing groups, work on a contingency basis especially if they’ve never engaged with your company before. 

Once a hire is made, if an employer wants to get out of a staffing agency’s contact, there should be a buyout clause. Also on the flip side, placements aka candidates (while likely not contractually married to a staffing agency) have the right to request to switch their employer of record to the client. In that scenario, the client and the staffing agency will have to discuss buyout terms (which again should have been pre-negotiated). 

How long can a company keep you on as an agency?

As long as the contract terms allow. If a company doesn’t want to keep using a staffing agency, they will likely buyout the contact(s) of existing staffing agency hires. Companies aren’t obligated to use an agency forever, especially when contract terms don’t stipulate a specific time period.

That said, if a company has a worker who is on the staffing agency’s payroll, it should not be expected that eventually the company can merely hire the worker themselves. There’s likely a financial commitment that will have to be honored to buy out the contract. 

Is owning a staffing agency profitable?

Staffing agencies are profitable when they are run by professionals who understand the businesses they serve. Typically staffing agencies are started by individuals who have considerable experience in the industries they serve such as medicine, law or accounting & finance, operations, information technology, human resources etc.

When a staffing agency thinks short-term vs. long-term in how they interact with their clientele, this business can quickly become unprofitable. The agencies who think long-term, work-hard, and treat everyone with respect, will have a great chance of being profitable. 

What is markup in staffing?

Staffing agencies charge by adding a service fee to the salary paid to the employee.   The fee is often computed as a percentage of the salary and includes the costs of recruitment, payroll, insurance costs etc. throughout the tenure of the worker’s length of employment.

For example, let’s say Company A wants to hire Jane Doe as an Interim Chief Financial Officer. The pre-agreed upon markup is 65%. If Jane’s pay rate is $100, the temp agency’s bill rate will then be $165. The markup equates to this $65 delta. 

What is the average direct hire fee?

Fees for direct-hires are often computed as a percentage of the employee’s annual total compensation inclusive of signing and discretionary bonuses. Employers can expect to pay between 20% and 30% on average for a respectable executive search firm. 

Mom and pop shop type recruiters can charge as low as a 10% fee. And serious, respected executive search consultants quite often charge a 1/3 fee by default. When considering options, 25% is a very reasonable fee for any recruiting company who delivers on promises.  

When does the employer instead of the employee pay the fee to an employment agency?

Employers pay the fees associated with a new hire nearly 100% of the time because it is the employer who contracts with the agency to recruit potential workers.

As a candidate, if a professional staffing group asks you to pay a fee, you should run and disassociate yourself with this particular staffing group.

Employment agencies as a cost of doing business could see a reason to charge a candidate/future employee for helping out with that particular job seeker’s resume. Aside from that, never pay a employment agency when you’re on the employee side. 

How do staffing agencies negotiate salary?

Professional Staffing Groups track industry trends in specific labor markets and have up to date information on the supply and demand for workers so they can calibrate their salary offers on real-world data.

Staffing agencies should negotiate in good faith on behalf of both the candidate and the company. Win-win situations exist in every legitimate hiring situation. There’s middle ground when candidates and companies are reasonable about acceptable terms.

If there’s no middle ground, a professional staffing group should vocalize the different goals between the two sides. If a resolution is still not found at this point, an ethical staffing agency recommends other options to both the candidate and the company. A bad salary fit, is a lose-lose situation and must be avoided. 

How much money do you need to set up a recruitment company?

A recruitment company can be started with a small investment, however, there are important needs to consider for long-term success. Software is needed to manage on-going searches, a website is helpful for contact/marketing purposes, researchers are important to locate and evaluate potential candidates, legal advice is necessary for creating contracts, and accounting advice is needed to manage cash-flow and tax structure.

Once you have all your ducks in a row, you can expect to have started your professional staffing group with as little as $10,000. Get working. You will need to start earning placement fees as soon as possible if you don’t have a rainy day savings account to protect you from going into debt without any income. 

How does the staffing industry work?

The best way to think of the staffing industry is the old proverb – “Find a need and fill it”. The staffing industry is constantly evolving, watching as industries change to meet the very fast-changing economic reality.

Executive recruiters thrive in the staffing industry when they’re matching talent with opportunity. A successful recruiter recommends the talent who can immediately add value at a specific company. This can happen within the first 24 hours from the onset of an executive search beginning. Quality recruiters should be able to present multiple qualified candidates to their clients within two to three weeks on average.

How do you build a successful staffing agency?

Attention to detail is the best advice if you want to build a successful staffing agency. Personal service is a key component and the most necessary skill for a professional staffing group. The includes the ability to listen to a client’s real needs and to respond as ethically and quickly as possible within 24 hours notice. Every time.

Attentive service to clients is the time-proven path to success. Treat every company and future employee relationship as long-term vs. short-term, and your chances of success will go up exponentially. If you don’t value other people’s time, your staffing group has a chance to never be profitable. Repeat business and referrals are critical if you want to build a successful staffing agency. 

Professional staffing group conclusion

A professional staffing group is a firm that takes its mission seriously, carefully listening to the needs of its clients for highly trained professional workers who can complete job assignments with skill and dedication. Using their deep knowledge of industry trends, a professional staffing group is able to provide up to date advice because they are in constant contact with a fast-changing labor pool. For workers looking to advance their career goals, staffing agencies provide them with exposure to a wide range of employers and opportunities to find short-term and long-term satisfying jobs dependant on the workers interests.

Everything You Should Know About Staffing Agencies

• A staffing agency acts as a middleman between employers and workers, helping to match qualified candidates with companies that have job openings.
• If your business needs additional labor, working with a staffing agency can save your company time, and it offers other benefits as well, including flexibility and reduced legal risks.
• Staffing agencies charge a markup that typically ranges from 25% to 100% of the hired employee’s wages.
• This article is for business owners and hiring managers who want to know how staffing agencies work with companies.

Hiring for a small business is not an overnight process. Reviewing applications, interviewing candidates and determining salaries take precious time away from a business owner’s regular obligations, which may end up hurting the company in the long run. That’s why some employers partner with staffing agencies, which take a lot of the time and effort out of the search for candidates by providing workers for open roles. 

Using a staffing agency isn’t the right choice for every business, but if you’re considering working with one to meet your hiring needs, here’s what you need to know about the process.

What is a staffing agency?

A staffing agency recruits employees for businesses that are seeking to fill certain positions. They help companies hire for different types of jobs: temporary (an assignment with a set start and end date), temp to hire (an assignment that’s initially temporary but is used to help an employer determine the temp worker’s long-term fit with the company) and direct hire (a permanent position in which the staffing agency acts as a recruiter).  

If the agency doesn’t have a readily available and suitable candidate in its talent pool, it will typically advertise the position on job boards like Indeed and other places where job seekers would likely look. The agency can also reach out directly to suitable candidates through professional platforms like LinkedIn, which allows them to filter search results by keyword, job function, location, industry and more. This approach is particularly effective when hiring a niche specialist with a specific skill set. 

The agency will then accept applications and conduct interviews and a background check if required, just as any other employer would. Once the right candidate is found, that person is hired as an employee of the agency (except in the case of direct-hire positions). The worker’s paycheck and benefits, if offered, are issued by the staffing agency, but the length of employment is determined by the business. [Check out the best background companies. ]

Key takeaway: taffing agencies help fill temporary, temp-to-hire and direct-hire positions by matching existing workers who are well suited for the role or advertising the role to qualified job seekers.

What is the staffing agency process?

Finding qualified talent remains challenging for many small companies. In fact, according to ManpowerGroup’s research, 69% of global employers – a 15-year record high – are struggling to find workers with the right mix of technical, soft and personal skills. A staffing agency can help your business overcome that challenge.

When you need new staff and choose to work with a staffing agency, the process typically goes as follows.

1. The employer contacts the staffing agency. First, you’ll reach out to a staffing agency that specializes in your industry, specifying information like the job responsibilities, the number of workers needed, the timeline to hire new workers, and the hourly wage or salary.
2. The agency creates the job description. The staffing agency then writes a job description and advertises it for your business. It might also reach out to a potential candidate individually if there is someone who is a good fit for the job.
3. The agency vets candidates. Once candidates begin applying for the open position, the staffing agency reviews their experience and qualifications before scheduling and conducting interviews. They then choose the most qualified individuals to introduce to the hiring manager at your business.
4. The employer makes the final decision. The hiring manager or business owner can interview the staffing agency’s top candidates before making a final hiring decision. This saves you and your staff hours that you would otherwise spend sorting through countless applicants.
5. The agency takes care of the paperwork. Most staffing agencies handle all the paperwork associated with new hires, like contracts, taxes and other payroll tasks.

How much does a staffing agency charge?

Staffing agencies typically charge 25% to 100% of the hired employee’s wages. So, for example, if you and the staffing agency have agreed on a markup of 50% and the new employee earns an hourly wage of $10, you will pay the agency $15 per hour for their work.

In addition to the markup you’ll pay, you may be expected to cover additional fees for filling the position or contract buyout fees if you hire a temporary worker permanently.

What are the advantages of using a staffing agency?

As employers increasingly turn to part-time, freelance and temporary workers to fill their workforce gaps, staffing agencies have become a valuable resource for finding talent quickly and efficiently. Below are just a few of the many benefits the right staffing company can offer your business.

Fast hiring

The job market has changed considerably over the past several years, and the hiring process is longer and more difficult than in previous decades. Working with a staffing agency makes it quicker and easier.

“Great talent becomes harder to find, and it becomes extremely time-consuming for managers to review résumés and conduct interviews, all while still being responsible for their day-to-day operations,” said Matthew Rowles, senior manager of talent acquisition operations at Coca-Cola Consolidated. “Turning to a trusted staffing partner can save time and money. A staffing firm can prescreen and qualify candidates to ensure the manager is always interviewing candidates that are a fit for the role.”

Reduced team workload

One of the upsides of employing the services of a staffing agency as opposed to assigning hiring responsibilities to a member of your team is that it frees that individual to concentrate on critical role-specific tasks. A staffing agency can focus on the hiring process; that is its main function, after all. But if your employees have to dedicate some of their work time to vetting and interviewing numerous candidates, it might disturb their day-to-day routine and reduce productivity. A staffing firm solves that problem.

Did you know?: A staffing agency can take on most of the time-consuming tasks involved with the hiring process so business owners and managers can allocate their efforts elsewhere.

Flexibility

AJ Brustein, co-founder of on-demand staffing platform Wonolo, said that many companies are holding back on hiring for full-time positions for several reasons. A focus on leaner operations has a lot to do with it.

“Companies are trying to be more productive and only have workers when they are absolutely needed,” Brustein said. “They need to find ways to make sure every dollar they spend is going to help the business. Temp staffing allows them to only have people when they need them, and those people are being productive.”

Jason Leverant, president and COO of national staffing franchise AtWork Group, said that employers have come to realize the value of having a fluid workforce that can be dynamically adjusted to meet their hiring needs on an ongoing basis.

“The flexibility [of using a staffing agency] became the primary driver in the push to bring on a workforce that can adapt with the ebb and flow of a client’s business demands,” Leverant said.

Specialized hiring

According to Monster’s Future of Work Report 2022, more than 9 out of 10 employers are struggling to fill a position due to a skills gap. If you’re looking to hire a niche worker with specific skills, a specialized staffing firm can make the process more painless. 

For example, some agencies solely focus on recruiting employees in the tech or legal fields. They have the necessary connections, resources and accumulated pools of passive candidates looking for new opportunities, allowing them to locate a perfect fit for your role. Additionally, their extensive knowledge of area-specific salary ranges and market history, and their ability to spot red flags during the screening process, can save you money in the long run. 

Reduced risk

There are a lot of legal responsibilities involved with being an employer, like covering certain taxes, providing health insurance coverage and following labor laws. From a financial and operational standpoint, hiring employees also comes with financial risks, especially if someone new has to be fired or unexpectedly leaves. When you use a staffing firm, the agency assumes many of these liabilities for you.

“Staffing firms are generally considered the employer of record when it comes to the temporary associates that are placed, so … [staffing firm clients] appreciate the fact that, for the most part, the staffing firm maintains full responsibility for the employees while they are on assignment,” Leverant said. [Read related article: Business Liabilities Every Owner Should Know]

What are the disadvantages of using a staffing agency?

While there are plenty of benefits when using a staffing agency for simplifying and accelerating your hiring process, it’s important to be aware of the potential risks and downsides. 

Additional hiring costs

There is no getting around it: Using a staffing agency comes with, on average, a 15% to 25% annual salary fee that varies depending on the industry and other factors. On the other hand, Zippia research shows that having an in-house HR team can increase a company’s hiring costs by more than 50% when you factor in those team members’ annual salaries. It’s also worth considering the productivity, time and resource investment that comes with handling hiring internally. Each company has to ask itself which is the real disadvantage.

Wide culture gap

While a good staffing agency takes time to get to know your business and its values, it will likely lack deeper insight into your company’s culture. This means that its proposed candidates, while possessing relevant skills and experiences, might end up clashing with the rest of your team when it comes to ethics and attitude. However, this can be mitigated by introducing an internal culture screening process in addition to the agency’s vetting procedures. 

Reduced team bonding

The traditional in-house hiring process usually involves several rounds of interviews conducted by different team members. This method allows the staff to get to know the prospective candidate and form a certain bond with them before they become an employee. Using a staffing agency to primarily fill the role of interviewer means that a new hire often comes to your business as a complete stranger and will require additional time to build relationships. This downside can become even more problematic with temporary workers, who might be unfairly perceived as inferior to permanent employees. 

Reputation consequences

Establishing a stellar internal hiring process can help strengthen your company’s reputation with both prospective and current employees and become an integral part of your culture. Even if a candidate doesn’t receive a job offer, they can still spread the word about their positive experience with your organization. But if you decide to use a staffing agency, you are relying on its established brand, reputation and professionalism. In that case, if a candidate has a poor hiring experience when interacting with the agency, it can reflect poorly on your own business.

Did you know?: The best online reputation management services can help ensure your company’s reputation remains positive despite negative reviews from past, current or prospective employees.

What are common misconceptions about staffing agencies?

Though there are certain disadvantages of employing the services of a staffing agency, some perceived cons can, in fact, be blessings in disguise. Here are rebuttals to two common misconceptions about outsourcing your hiring.

Too expensive

One of the most widespread, albeit inaccurate, beliefs about hiring a staffing agency is that it’s too expensive to be worth it. Why pay extra in recruiting fees when you could hire someone yourself? However, while you might think you’re saving money upfront, using a staffing agency might save your company more in the long run.

“Many companies will only look at the agency’s fees to determine the cost, but typically fail to realize the value and savings they can provide as well,” Rowles said. “Time to hire is an important factor when it comes to how much an open position can cost a company. The longer a position is open, the higher the cost, due to a loss in productivity and diverting resources. Working with a staffing firm can help decrease the time to hire and help decrease a loss in productivity.”

Lower candidate quality

Some companies may believe that workers who come through staffing agencies are only available because they couldn’t get hired anywhere else. That’s not necessarily the case; in fact, temporary employees are often overqualified for the jobs they’re doing, Brustein said.

“These workers decide to work temp jobs because they value flexibility or they are trying to get into a different field, or maybe they just want a big change and temp positions are often easier to land initially than permanent ones,” he said. “We often see MBAs doing entry-level temp work because it helps them get a better sense of businesses at the field level.”

Tip: Some managers lack recruiting skills and experience, leading to a less efficient hiring process and increased stress for your employees. A staffing agency eliminates those issues.

How do you start working with a staffing agency?

Ready to hire a staffing firm? Here’s expert advice on kick-starting the relationship. 

Find the right agency.

Before you can rely on a staffing agency to find quality employees, you have to choose a firm that’s right for your business. Leverant emphasized the importance of selecting a company with a stellar reputation for abiding by sound business practices.

“Make sure you’re working with a reputable firm that takes pride in the employees it sends,” he said. “That includes making sure that their employees have all of the proper credentials verified, including, but not limited to, reference checks being conducted. You also want to make sure that they are carrying the proper insurances, including general liability and workers’ compensation insurance.”

As with all business relationships, a staffing firm needs to provide value to you to be worth the investment.

“Sit down with a staffing firm and truly find out if they can bring value to your organization,” Rowles said. “As a small business, each employee’s importance and cost associated with recruitment is amplified, so … find a firm that treats [your organization] as a business partner, not just a client.”

Similarly, if you decide to use an on-demand staffing platform instead of a traditional staffing firm, check reviews and make sure the site is trusted by other business owners and workers before you sign up or make any payments.

Be clear about your needs.

Good staffing agencies want to help you find the best workers for your organization, but they won’t be able to do that if you don’t communicate clearly and thoroughly about your company, your position and the type of person you want for the job. Beyond discussing the basic responsibilities and required skills for the role, specify any business policies (dress code, hours, breaks, etc.) to give the staffing firm representative an idea of your corporate culture and what kind of professional would succeed at your company.  

Once you’ve clearly defined your needs, let the recruiter know so they can start the search. If at any point your needs and preferences change, be sure to update the agency so they can adjust their search accordingly.

Check the legal aspects.

Depending on the positions a staffing firm is helping you fill, check that employment-related legal details, like worker classification and payroll taxes, are taken care of. For temporary and temp-to-hire roles, the staffing agency is the official employer for tax purposes, so they should confirm that the workers you use are in fact employees and not independent contractors, Leverant noted.

“Additionally, you want to review the contracts to ensure that there are proper provisions in place regarding indemnification, preferably a ‘dual indemnification’ clause, which protects both parties from issues that may arise,” Leverant said.

Maintain a good relationship.

Finding the right staffing agency for your business may take some trial and error, but once you’ve identified one that provides high-quality service and well-qualified workers, stick with it and give feedback along the way. Discussing new workers’ performance with your agency representative can help both you and the firm with your future talent searches.

“Whether you tap into on-demand staffing solutions for unpredictable needs or traditional staffing solutions for predictable needs, always ensure you have staffing agencies who have proven themselves to be reliable so you can focus on growing your business,” Brustein added.

How much should you rely on a staffing agency?

Whether or not you should solely rely on a staffing firm in your hiring process depends on your business’s needs, the urgency of filling the role and the budget. While some agencies offer full-cycle recruitment support from the initial job brief to the new employee’s onboarding, you might consider including at least one internal vetting stage. 

For example, you can have an informal chat or a final interview with the prospect and their future direct line manager or an executive team member. This can help ensure the potential employee is a culture fit and would give the candidate an opportunity to ask questions that an agency might not be able to answer.  

Some companies choose to use a staffing agency solely for initial screening purposes to sort through the vast number of incoming applications. Those businesses then opt to handle everything else themselves. In contrast, others also rely on external firms to help with interview scheduling or job placement and advertising. Businesses can even choose to continue in-house recruitment efforts in conjunction with staffing agency services to get the best of both worlds, so to speak.

Is a staffing agency a good choice for your business? 

Using a staffing agency can help accelerate your hiring process, reduce the workload for your current employees, offer flexibility regarding the type of hires and mitigate legal risks. At the same time, its services come with an additional fee that can be as high as 100% of a worker’s annual salary, and they are less likely to be a suitable culture fit. 

It can be a good idea to combine an agency’s efforts with additional internal vetting to ensure the optimal fit. If you decide to solely use a staffing firm, make sure to carefully assess your business needs, goals and budget; conduct an extensive reference and reputation check; and clearly communicate your hiring requirements.

As an alternative to using a traditional staffing agency, you can sign up for on-demand hiring platforms like Upwork, Freelancer.com and Wonolo, which give you access to independent professionals who are ready to work, usually remotely. These platforms operate a bit differently in that workers who come through these sites are considered independent contractors, so you’re responsible for paying them directly and issuing a 1099 tax form at the end of the year. However, as with staffing agency employees, you are still relieved of official employer obligations (payroll taxes, benefits, etc.) when using these workers, assuming they are properly classified.

Ultimately, it’s up to you to determine the extent of a staffing agency’s involvement to maximize efficiency and suitability for your organization’s particular needs.

Nadia Reckmann and Sammi Caramela contributed to the writing and reporting in this article. Source interviews were conducted for a previous version of this article.

Staffing Agencies | Employer Engagement and Career Design

In addition to providing income during your job search, a professional staffing agency can help you:

• Network for a full-time job
• Become familiar with different companies and industries
• Meet and network with people in your field
• Build your skills with free training
• Try out a particular employer
• Enhance work experience and add skills to your resume
• Fill in the gap between graduation and full-time work or between jobs
• Decide on a career path

Types of job placements:

• Temporary or contract, where you work on an interim basis
• Temp-to-perm or temp-to-hire, where you work on a trial basis to determine if the job is a good fit
• Direct hire or permanent, where you are recruited by the staffing firm and then hired by its customer

• Health Care: Physicians, dentists, nurses, hygienists, medical technicians, therapists and home health aides
• Professional: Accountants, bookkeepers, attorneys, paralegals, managers, advertising and marketing execs
• Technical and Scientific: Engineers, scientists, lab technicians, draftsmen, tech writers, programmers
• Clerical: Secretaries, general office clerks, receptionists, administrative assistants and cashiers
• Industrial: Manual laborers, food handlers, cleaners, assemblers, drivers and maintenance workers

How it works:

• Find the agencies that work in your field of interest; most candidates register with several
• Each company has its own application process; check the website or call for directions
• Most firms will have you complete an online application or profile
• Some will require a computer skills test or similar and possibly an interview
• Be patient and persistent. Check in at least once a week with firms you have registered with

Staffing Agencies are listed below to find additional staffing agencies in the Boston area:

Go to www.bostonchamber.com and follow these steps

Scroll over Member Directory (top right of page)

This will bring you to the Business Directory

Under Category/Keyword, select: Employment Agencies & Executive Search Firms

Adecco Staffing Boston

99 Summer Street
Boston, MA 02110
Phone: 617-951-0108

Specialties: Accounting, engineering, finance, customer service, creative, hospitality, IT, marketing and science.
Website:  http://www.adeccousa.com/job-seekers/Pages/welcome.aspx

Aerotek

25 Braintree Hill Park Suite 402
Braintree, MA 02184
Phone: 781-356-6900

Specialties: Accounting & finance, administrative health services, administrative, architecture, clinical research, energy, engineering, environmental, labor, manufacturing, mortgage, scientific
Website:  www. aerotek.com

Ajilon

20 Custom House Street # 600
Boston, MA 02110
Phone: 617-603-2040

Specialties: Administrative, customer service, financial services, healthcare, human resources, marketing, supply chain & logistics
Website: www.ajilon.com

American Personnel

133 Federal Street, 7th floor
Boston, MA 02110
Phone: 617-556-0100 (Accounting & Finance)
617-350-0080 (Business Services) 617-350-5590 (Healthcare)

Specialties: Accounting & Finance, Business Services, Healthcare
Website: www.americanpersonnel.com

The Bowdoin Group

745 Atlantic Avenue, 8th floor
Boston, MA 02111
Phone: 781-263-5200

Specialties: Financial information & services technology, financial services, healthcare information services & technology, life sciences, media, software technology & services
Website: http://bowdoingroup.com/

Cleary Consultants

21 Merchants Row
Boston, MA 02109
Phone: 617-367-7819

Specialties: Accounting, administrative, advertising, banking, executive search, finance, IT, legal, marketing, medical, office support, sales, travel, web & software development
Website: www. clearyconsultants.com

Contemporaries

8 Faneuil Hall North Marketplace, 3rd Floor
Boston, MA 02109
Phone: 617-973-5151

Specialties: IT placement, administrative, payroll, marketing and creative services
Website: www.bostoncontemporaries.com 

Hollister Staffing Inc.

75 State Street, 9th Floor
Boston, MA 02109
Phone: 617-654-0200

Specialties: Technology, accounting & finance, administrative & HR
Website: www.hollisterstaff.com

Kelly Services

10 Post Office Square
Boston, MA 02109
Phone: 617-956-0870

Specialties: Finance & accounting, education, engineering, information technology, law, science and healthcare
Website:   www.kellyservices.com

Manpower

93 Franklin Street
Boston, MA
Phone: 617-426-0566

Specialties: Accounting & finance, call center & customer service, creative & marketing, engineering, hospitality, human resources, industrial & manufacturing, IT, office & administrative, sales, skilled trades, transportation & warehousing
Website:  www. manpower.us

Professional Staffing Group

155 Federal Street
Boston, MA 02110
Phone: 617-250-1000

Specialties: Office administration, creative & marketing, financial services, healthcare & nursing, human resources, accounting & finance, IT & hardware support, higher education, call center, sales
Website: www.psgstaffing.com

Randstad

15 Broad Street, #612
Boston, MA 02109
Phone: 617-227-2090

Specialties: Accounting, administrative, finance, medical, office, & technology
Website: http://us.randstad.com/content/findjobs/job-search/search-list.xml

Stratacuity

1 Cate Street
Portsmouth, NH 03801-3735
Phone: 877-787-2821

Specialties: Pharmaceutical and Biotech
Website: https://www.stratacuity.com

Total Clerical Services (a Panther Global Group Brand)

18 Tremont Street, Suite 135
Boston, MA 02108
Phone: 617-248-0780/800-708-8367 (Toll Free)

Specialties: Accounting, administrative, customer service, creative, healthcare, human resources, legal
Website: www. pantherglobalgroup.com/tcs/

Ultimate Staffing

101 Federal Street, 21st floor
Boston, MA 02110
Phone: 617-330-1210

Specialties: Administrative, call center, clerical, customer service, healthcare, human resources, light industrial, management, marketing, sales, technical
Website: www.ultimatestaffing.com

AVID Technical Resources

185 Devonshire Street, Suite 100
Boston, MA 02110
Phone: 617-951-1880

Specialties: Applications development and infrastructure support
Website: www.avidtr.com

Entegee

70 Blanchard Road, Suite 102
Burlington, MA 01803
Phone: 781-221-5800

Specialties: Software/hardware engineering, design & drafting, programming
Website: www.entegee.com

TRIAD Engineering Corp

131 Middlesex Turnpike
Burlington, MA 01803
Phone: 781-273-1880

Specialties: A range of engineering, design & drafting, and R&D technicians & technology support
Website: www. triad-eng.com

Commonwealth Sciences

11 Walpole Street
Norwood, MA 02062
Phone: 781-501-5000

Specialties: recruiting firm specializing in life sciences, primarily science, engineering, & green technologies
Website: http://cwsciences.com/

Favorite Staffing

333 Washington Street, 8th floor
Boston, MA 02108
Phone: 617-367-2607

Specialties: Healthcare
Website: www.favoritestaffing.com

Maxim Staffing Solutions

110 Second Avenue
Needham, MA, 02494
Phone: 781-400-7105

Specialties: Allied health, healthcare information management, nursing, physician
Website: www.maximstaffing.com

Aquent

711 Boylston Street
Boston, MA 02116
Phone: 617-535-6000

Specialties: graphics, creative arts, communication, marketing, IT, and design
Website: www.aquent.us

Communications Collaborative (a subsidiary of Pile & Company)

179 Lincoln Street, Suite 400
Boston, MA 02111
Phone: 617-536-3700

Specialties: marketing, advertising, and communications
Website: www. communicationscollaborative.com

The Creative Group: A Robert Half Company

125 High Street
High Street Tower, 20th Floor
Boston, MA 02110
Phone: 617-526-8899

Specialties: Graphic designers, production artists, web production artists, presentation specialists, proofreaders, web designers, web developers, marketing & communication managers, desktop publishers, copywriters
Website: http://www.roberthalf.com/boston-manchester/creative-marketing

Dana Associates, Inc

353R Huron Avenue
Cambridge, MA 02138
Phone: 617-661-0779

Specialties: specialize in placing sales and marketing professionals in the software, hardware, internetworking, telecommunications, business services, sales, management
Website: www.danaassociates.com

The Talent Group

28 Tremont Street
Boston, MA 02129
Phone: 617-242-5624

Specialties: Advertising, marketing, marketing communications
Website: www.thetalentgroup.net

Semper International

607 Boylston Street
Boston, MA 02116
Phone: 617-557-3000

Specialties: Advertising, communications, customer service, graphic arts, marketing
Website: www. semperllc.com

Security Tips for your job search

The great majority of employers are honest, but for those employers who are not, be aware of these security tips:

• Never pay a recruiter or an employer for a job
• Never supply bank account, social security number or credit card information
• If the job sounds too good to be true, it probably is (examples, “no experience necessary” “ earn money fast”)
• When you are in doubt, ask a career counselor in the Career Development department or Google the company name with the word “scam.”

Professional Recruiting & Jobs Search Services Across California

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Working with Nelson Connects is easy. Simply contact us, and we’ll connect you with one of our staffing or recruiting specialists who is ready to partner with you every step of the way.

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We find a match

Whether you’re an employer looking for your next great employee or a candidate looking for your next great job, our staffing experts will help you find the match that defines your version of success.

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Grounded in authenticity, trust, and transparency, our collaborative approach delivers exceptional service and builds long-lasting partnerships with both employers and job seekers.

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Turn to our enterprise experts for flexible workforce solutions when and where you need them.

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“My company used Nelson Connects for staffing services. We were transitioning the
business from 1099 contractors to W-2 employees over a 12-month period. I
honestly didn’t know how many of the employment laws and regulations worked
and needed a solution. The Nelson Connects team made it easy! They educated me,
set all the employees up and created a simply way to track time for payment. My
team loved the simplicity and mostly the direct deposit connection versus the paper
checks we had used. I recommend Debi and her team at Nelson Connects if you
want staffing solutions that work.“

“Dear Elke, I want to thank you again for finding me the perfect job. I am so happy.
This placement is perfect. I am forever grateful“

“It has been a pleasure to work with Nelson Connects. We appreciate their
professionalism and responsiveness. Our Business Development Manager, Suzanne,
invests the time to understand the needs of our organization, job requirements for
open roles and what we are looking for in candidates and future employees. She
has provided us great talent that fit both technically and culturally.“

“Nelson Connects staff are truly wonderful! My recruiter Brandon took the time to
listen to my needs and within a week they presented me with opportunities that
matched up with my skills as well as my need to work remotely due to medical
reasons. He also took the time to continue to reach out after I started my
assignment to assure that I was happy. I have worked with other staffing agencies
in the past and Nelson Connects is by far the best!“

“I have been working with Nelson Connects for many years now. Their team is an
amazing group of talented individuals that know my industry and what type of
people I’m looking for. They have always gone above and beyond to provide
excellent service. I value their input and enjoy working with the whole team!“

“I can’t say enough good things about my time with Nelson Connects. My experience
has felt more like family, than co-workers. Every single member of the staff I’ve had
the pleasure of interacting with have been caring and compassionate. They have
always made sure to make me feel valued and respected, while maintaining a
thorough and informative approach. I’m incredibly fortunate to be associated with
this team and commend them on their incredible and well-deserved success. “

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Top Recruiting & Staffing Agency

Full-Service Recruiting & Staffing
National Brand. Personal Focus.

Full-Service Recruiting & Staffing
National Brand. Personal Focus.

MJ Morgan Group is a full-service recruiting firm based in Maryland and serving metro areas from central Pennsylvania to south Texas. Our comprehensive staffing services are designed to help companies fill specialized positions and assist workers in finding a job they’re qualified for. If you run a company in the United States, or you’re looking for professional or light industrial work, we can assist you!

We assist with the hiring needs of companies across numerous industries. To ensure successful placements, we delve deeply into our customers’ needs and ask detailed questions about the type of employees required. We specialize in many areas, including:

• Accounting and finance
• Administrative and clerical
• Engineering
• IT

• Light industrial
• Operations
• Sales and marketing
• And many others!

Our Services

• Contract-to-hire staffing services: This is an effective way to test out job candidates before investing in salary, benefits, and training. Then, if it’s a good match, you can transition your contracted workers into full-time employees.
• Direct-hire staffing services: Bringing on a new hire is an investment in your company’s most important assets — your people! MJ Morgan Group gets to know your company as well as our candidates, allowing us to recommend new hires we truly feel will add value to your team.
• Payroll services: Concentrate on growing your business and let MJ Morgan Group handle the back-office employee paperwork. We simplify everything from weekly payroll check preparation to quarterly payroll tax returns to yearly W-2 processing.
• Temporary employment services: Why pay for labor year-round when you don’t really need it? If your industry has a busy season, we can help you recruit the right temporary employment to keep up with demand. This service provides you with the flexibility you need to remain successful in a competitive business.

Don’t see the service you need? Contact us today, and we’ll do our best to help.

Professional & Light Industrial Staffing

If you’re searching for a fulfilling career, MJ Morgan Group can help you find the right fit. It’s easy to apply online for any position you’re interested in. Look for a job through us, and we’ll help you every step of the way, from providing resume and cover letter tips to suggesting ways to nail your interview.

We staff employees in two different styles of work — professional and light industrial.

Professional jobs consist of accountants, financial analysts, technicians, and other positions that largely involve working at a desk. If you’re qualified for this type of employment, we can help you jump-start your career.

Light industrial jobs include electricians, forklift operators, commercial vehicle drivers, and other occupations that put both your mind and body to work. Some of these jobs are entry-level positions, while others require years of experience. We’ll help you find the right fit for your qualifications.

People Built. People Strong.

We’re proud of our reputation as one of the Mid-Atlantic’s leading staffing agencies, and we earned it because we focus on the people we serve. Whether you’re an employer or a job seeker, your needs and your strengths are our top priority. Click to get started today.

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Temp, part-time, full-time: We’ll help find your perfect match.

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2022 Salary Guides!

Knowing the hiring landscape is key, whether you’re a job seeker or an employer. Download our guide for advice and insights on salaries, growing fields, and other employment trends for 2022. Armed with our forecast, you’ll be better informed and better equipped to enter the employment market.

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National Brand.

Your Local Team.

Office Locations:

205 Harborview Dr.
Baltimore, MD 21230
Directions

3799 East-West Highway Hyattsville, MD 20782
Directions

5629 Columbia Pike
Falls Church, VA 22041
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5332 Mount View Rd., Ste. B Antioch, TN 37013
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7676 New Hampshire Ave., Ste. 104
Takoma Park, MD 20912
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9300 Forest Point Cir., Ste. 129 Manassas, VA 20110
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1007 North Front St., Ste. 410 Harrisburg, PA 17102
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8647 Wurzbach Rd., Unit G
San Antonio, TX 78240
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From the DC metro area to the heart of Texas, we specialize in matching employers with job seekers. We do the hard work of hiring. From part-time jobs to payroll services to long-term consulting, we have a service that meets your needs.

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National Brand.

Your Local Team.

Office Locations:

205 Harborview, Dr.
Baltimore, Maryland

Directions

3799 East-West Highway
Hyattsville, Maryland

Directions

5629 Columbia Pike
Falls Church, Virginia

Directions

5332 Mount View Rd., Ste. B
Antioch, Tennessee

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7676 New Hampshire Ave., Ste. 104
Takoma Park, Maryland

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9300 Forest Point Cir., Ste. 129
Manassas, Virginia

Directions

1007 North Front St., Ste. 410
Harrisburg, Pennsylvania

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8647 Wurzbach Rd. , Unit G
San Antonio, Texas

Directions

From the DC metro area to the heart of Texas, we specialize in matching employers with job seekers. We do the hard work of hiring. From part-time jobs to payroll services to long-term consulting, we have a service that meets your needs.

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New Haven County Staffing Agencies

June 16th, 2017

As you apply for a new position, you’ll probably be asked to supply a resume that documents your previous job titles, and you may be asked to furnish references who can speak candidly about your character. Your prospective employers can use these details– plus any information they find online—to assess your readiness for the role. But most employers don’t want to stop there; they’d like assurance that you can do the job, but they also want to know how much your services will cost. And to make that assessment, prospective employers may ask some challenging questions. Will you be ready to answer? Keep these tips in mind.

Your previous salaries are (usually) your business and your business alone.

Prospective employers do not have a right to your salary history. If you’re asked what you earned at your last job, you’re under no obligation to answer honestly, or at all. Many job seekers don’t recognize this, and when faced with a firm question from a panel of serious-looking hiring managers, they feel pressured to respond. As a result, they’re often presented with an offer that’s equal to or just above whatever they were making in previous roles, and over the long term, this can seriously limit their earning potential and financial growth. Think about it: if you make a negotiating mistake while landing your very first job, this mistake could haunt you for life…but fortunately, it doesn’t have to. Past jobs are in the past, and unless your salary history is publicly available online, it’s nobody’s business but your own.

Answer by providing your preferred range.

Instead of answering with: “I made $52,000 per year, plus benefits,” you can say “My salary was in the fifties.” Even better, you can say: “I’m looking for a salary between $60,000 and $65,000 per year.” It’s what you want and what you’re willing to negotiate for that matters. Be sure the lowest end of your range still falls within the amount you can accept. And keep in mind that an offer at the lowest end of your preferred range sends a message about how much your work is valued and how much this company can afford. Either could indicate a red flag, so keep your eyes open.

Salary history and public employment.

If you work or previously worked in a government role, your salary history may be made public, so recognize this before you attempt to negotiate for an offer that’s vastly above your past earnings. Keep your expectations reasonable, and be ready to provide a clear list of all the reasons why you’re worth what you’re asking for.

For more on how to set the opening stage for your salary negotiation, contact the job search and career management experts at Merritt.

Tags: Answering Salary Questions New Haven County, Employment Opportunities in Stamford, New Haven County Staffing Agencies, Staffing Firms in Stamford, Staffing Services in New Haven County, Stamford Employment Agencies
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October 28th, 2016

As a nervous, hopeful candidate stepping into your scheduled interview, you might think you’re here to answer questions, not ask them. You might imagine that you’re in the interrogation seat, and your employers are the ones who have something to gain by learning as much about you as possible. But that’s only half true. Your interviewers need to gather the facts so they can make a smart hiring decision, but you also have a decision to make. To find out if this job is right for you, turn the tables during your session and make sure you get some answers to these key questions.

Where can I go from here?

You want this job, but of course you don’t plan to settle into this position and keep it until you retire. After retirement, you can also get help from Tomes Law Firm, PC serving Freehold for other legal advices.  You have long term career plans that will eventually take you beyond this role, and ideally, you want to work for a company that can help you reach your destination. Can this organization provide opportunities, exposure, training, and room for a promotion—or several? Will your managers coach you and support your plans, or will they work to keep you in your chair? Now is a great time to find out.

How would you describe this company’s culture?

Culture matters, and the atmosphere and energy in this office can influence your job satisfaction, your health, and of course your career growth. Don’t lead the interviewer as you ask; just encourage him or her to speak from the heart and describe this workplace in their own words. Read between the lines as they answer, and know what you’re looking for. What kind of culture will best help you thrive and contribute?

What kinds of qualities will I need to demonstrate in order to succeed here?

Will this job require excessive travel, social interaction, solitude, public speaking, repetition, or constant disruption? What kinds of traits will help you accomplish your daily tasks and form strong relationships with your coworkers and clients? Will your competitive edge help you, or will a more collaborative attitude serve you well as you work to find a place for yourself here?

What will I need to accomplish right away?

Starting on day one, what kinds of problems will you be solving and what kinds of challenges will stand in your way? Will you have a clear set of goals for your first day, week, or six months? If you don’t, that’s okay; you’ll just have to set your goals on your own.

For more on how to make the most of your interview and land the job that’s right for you, reach out to the professional staffing team at Merritt.

Tags: Accounting Staffing Agencies Hartford, Employment Opportunities Fairfeld County, Hartford Financial Staffing Agencies, Hartford Temporary Employment, New Haven County Staffing Agencies, Temporary Staffing New Haven County
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November 13th, 2015

You have a vacancy on your accounting team and you need to staff the position before your remaining team members become overburdened. Or maybe you’ve never needed an in-house accountant before, but now you do, and you want to find someone who can help your growing company make smart financial decisions. In either case, an established, reputable staffing firm can help. And in the meantime, there are several winning moves that you can make on your own. Keep these tips in mind.

Sourcing matters.

As you look for places to publish your post and cast your net, your decisions can have long-term consequences for the success of your accounting department. Don’t just post your position anywhere. Do some research first, and recognize that large national websites will attract one kind of candidate, while small, local, industry-specific sites will attract another. Think about the kinds of students or job-seeking professionals who frequent your chosen outlet. Are these the ones you want?

Don’t engage in adverse selection.

Hiring managers often make a damaging mistake: They set up barriers to entry, like thorns around a forbidden castle. They create a tedious application process, they treat candidates rudely, they conduct harsh, off-putting interviews, and they let candidates sit in the dark for weeks before providing updates. They often believe they’re “weeding out” losers and the uncommitted, but they’re actually doing the opposite. Talented candidates are in demand; they don’t have to put up with nonsense. After the tenth round of adversarial interviews, only the most desperate applicants will still be waiting in line.

Look for thought leaders.

At networking events and industry gatherings, ask for recommendations. If you hear the same name multiple times, track this person down. Look them up online and find out more about them. Sometimes it’s better to pursue passive candidates than wait for active seekers to come to you. If you discover a talented, local, ambitious potential employee somewhere within your professional community, reach out. You have nothing to lose.

Don’t miss opportunities.

Are local universities in your area sponsoring job fairs or career days? Find out and get involved. Have you visited veteran job placement offices in your area? Are you connected with university career placement services? Does your company have a prominent profile in the community? The candidate search is mutual; recognize that your best candidates are searching for you just as you search for them. Raise your profile and they’ll be more likely to see you.

Get help.

Again, your best and most efficient resource will be professional staffing and recruiting experts that can help you source, target, and pursue the accounting talent you need. Call the team at Merritt and arrange a consultation today.

Tags: Administrative Staffing Firm Bridgeport, Bridgeport Accounting Staffing Partner, Hiring Top Accounting Talent New Haven County, New Haven County Staffing Agencies, New Haven County Staffing Partner, Staffing Agencies in Bridgeport
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October 9th, 2015

Your employees work hard for your company. They give their absolute best, one hundred percent of the time, which challenges you to dig deep and give your best in return. Usually, this leads to an upward spiral; you draw inspiration from them and set a high bar for yourself, and they follow your example and do the same. Your customers reap the benefits, and your company grows and grows. But while your orders flow in and you observe this cycle of success, keep one important thing in mind: everything comes at a cost, and every employee has limits. Keep the cycle going by protecting your employees from burnout.

Pay attention.

Watch out for signs of stress. Ironically, the hardest working employees may also work hard to hide the signs of burnout and overload. A cheerful smile and a little extra makeup go a long way, but don’t be fooled. Keep an eye on the loaded plates of each individual employee, and before you assign new tasks, think about the projects they’re already dealing with. If you need to redistribute workloads, don’t wait for your employees to tell you so directly; they probably won’t.

Encourage the use of sick time.

Never encourage your employees to come to the office when they’re sick. This includes both physical and mental health issues, and when they feel anything from a cold to a case of generalized exhaustion, don’t just let them leave, send them home. Even subtle gestures and word choices can inadvertently encourage a culture of “heroism”, which can spread germs, low morale, and disengagement throughout the office.

Recognize different personalities and work styles.

Sometimes a case of burnout can be held at bay with fun activities that help your teams relax, socialize and de-stress. But think carefully. A mandatory weekend retreat in the mountains, a non-optional mini-golf tournament, or expecting every employee to show up at five for a sponsored happy hour at a local bar can actually make the problem worse, not better. Respect the needs of employees who recharge their batteries in their own way. Instead of group fun, consider surprising your teams by letting them leave early on a Friday. Tailor your program to your people and your specific culture.

Listen and respond.

In the meantime, keep your door and your ears open. Some employees may hide their stress, but others will let you know what they need. And when they do, you’ll be wise to listen. If they need better resources or extended deadlines, take action immediately and let them know they can count on you to help them do their jobs.

For more on how to work hard for your employees so they can keep working hard for you, reach out to the Westchester County staffing experts at Merritt.

Tags: Accounting Staffing Agency Westchester County, New Haven County Staffing Agencies, New Haven County Staffing Partner, Protecting Your Team From Burnout, Staffing Agencies in New Haven County, Westchester County Administrative Staffing Agency
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September 11th, 2015

When talented potential candidates research your organization online, what do they find? And how do these findings influence their decision to choose your company over the competition? As you launch your next candidate search, keep in mind that the selection process moves in two directions, and your best candidates will be scrutinizing you just as carefully as you scrutinize them. Keep these considerations in mind as you move forward.

Put yourself in your candidate’s shoes.

Place yourself in the position of your candidate and run your company’s name through a search engine like Google. Review the items that appear at the top of the list and try to interpret these items the way your ideal candidate might. Do these articles, blogs, social media sites and reviews make your company look interesting, hip, successful, and ethical? Do they make the company seem financially stable? Based on your first impression of the information you find, would you want to work here? Why or why not?

Know where top candidates are looking as they search for information.

Keep in mind that most savvy candidates don’t stop after a quick Google search. Sites like Glassdoor and Salary.com can provide more information about your company culture, what it’s like to work here, how former employees would describe the experience, and of course, how your salary offers line up with others in the marketplace. Keep in mind that your candidate will be seeking out unbiased sources of information that are not sponsored by the company, and your glossy brochure or slick website can’t compete with an unbiased source that provides conflicting information.

Flood the airwaves.

If you don’t like what you find, take action. Establish a social media presence for your organization if you don’t have one already, and make an effort to encourage positive information that can change your message and your reputation for the better. While you’re at it, get ready to defend or explain some of the details that are circulating in the world if your candidate decides to ask about them during the interview process. For example, if your candidate asks you for more information about a recent bankruptcy hearing, an ethical scandal, or a pending merger, don’t be caught off guard. Have your answer ready.

Be proactive.

Before your online reputation becomes a concern, make sure plenty of positive information is published an available. Encourage your current employees to praise the company on social media if they’re happy here. Offer incentives for positive Tweets and posts. You may even consider providing hiring bonuses and rewards for those who actively promote the company to potential employees among their social media connections.

For more on how to attract talented candidates and keep your reputation strong, contact the experienced staffing team at Merritt Staffing.

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HR policy ULK Group of Companies

Human Resources Department of ULK Group of Companies

ULK Group of Companies
Anisimova Anastasia Konstantinovna
+7-921-499-10-33, [email protected]

Ustyansky timber industry complex
Mustya Yuliya Alekseevna
– +7-9301- + 414-44-45 ok-zavod@ulkust. ru

Velsk timber industry complex
Svetlana Valerievna Istomina
+7-931-414-09-38 [email protected]

Pestovsk timber industry complex
Smelova Marina Alexandrovna
+7-921-202-74-45, +7-921-707-05-07, [email protected]

Pinezhsky LPH
Vershinina Svetlana Sergeevna
+7-921-085-78 -45, [email protected]

Plesetsk LPH
Ostrizhnyuk Victoria Alexandrovna
+7-921-479-96-70, [email protected]

Ustyansk thermal power company
Falaleeva Victoria Anatolievna05 + 7-90 921-414-44-82, 8-818-55-5-16-52, [email protected]

Bear
Mikheevskaya Alexandra Vladimirovna
+7-921-670-60-09, [email protected]

Development Corporation Ustyan
Butorina Elena Anatolyevna
+7-931-409-95-71, ok.ber@kry29. ru

Ustyany Publishing House
Koshutina Anna Sergeenva
+7-931-402-07-98, [email protected]

Today, 5290 people of various professions and specialties work at all enterprises of the Group.

The ULK Group provides its employees with a high level of wages – above the industry average in Russia. As a responsible employer, it provides all employees with safe, comfortable working conditions, social guarantees, and the opportunity for professional and career growth.

The company introduced a percentage bonus to the wages of employees for length of service. Free transportation of employees within the district, to the place of work and back was organized. Travel for non-resident employees is paid, free hostel is provided, free meals are organized.

For employees of the ULC, there is a provision on the allocation of material assistance for the birth of a child, awards and distinctions have been established. The enterprise organizes professional and sports competitions, corporate holidays for all employees.

Excellent living conditions have been created for loggers. Working in the forest on a rotational basis, operators live in mobile houses equipped with bedrooms, kitchens and locksmith rooms. The forest trailers have gas, electricity, TV and the necessary minimum of amenities.

The amount of wages directly depends on the results of work. The company guarantees the most transparent terms of payments when achieving performance indicators. The company has created conditions for professional growth and advanced training in the training center.

The company strives to raise the prestige of the lumberjack profession to the highest level, attracts the best personnel to the team. The Group is the organizer of the annual Russian Championship “Lumberjack of the XXI century”, which is attended by Russian teams of lumberjacks working on high-performance equipment.

Professional recognition and the level of prizes motivate employees to achieve ever higher performance indicators, make it attractive to work in the company for young and ambitious professionals.

Work in production

The timber industry complex is a modern high-tech production. The scale and ambition of the tasks facing the company requires the involvement of qualified employees who can work in a team and achieve their goals.

On the territory of the complex, the construction of a comfortable hostel for 232 people with free accommodation, a round-the-clock dining room with home cooking, and modern showers are equipped in each production workshop. Beautiful and comfortable overalls are issued free of charge. The bus of the complex delivers employees to the place of work and back to the district center.

The complex is an enterprise with a high culture of production. The organization has introduced an internship system that every new employee goes through before starting work. The ability to adapt to new working conditions allows the employee to understand the principles of teamwork, the requirements for quality and discipline.

Work in the thermal power industry

The heat and power company, which is part of the Group, belongs to the sphere of housing and communal services. The created production is not only high-tech, but also fully automated. The company is in demand for specialists with various work experience and professional level – from working with the end user of services (the public) to maintaining the most complex information systems.

Comfortable and modern workplaces for the company’s employees are located at the head office in the Oktyabrsky village and on the territory of the boiler house. The company has introduced a transparent system of labor motivation, which depends on the achieved indicators. This allows not only to increase the amount of wages, but also to develop professionally for all employees.

Personnel policy – INK

Personnel policy – INK

Working at INK is:

• Stability
• Decent earnings
• Career prospects
• Self-realization
• Friendly team
• Mutual understanding and support
• Comfortable working conditions
• High level of corporate culture

Join the team of professionals!

A close-knit team of professionals is the main asset of the INK group of companies, therefore, priority direction personnel policy INC is the introduction of the most modern methods of recruitment, training and development of personnel.

Personnel training and development

For the professional growth of employees, advanced training courses are provided, as well as the opportunity to receive higher or even second higher education in various educational institutions of the country, taking into account the production needs and the specifics of training. More than a third of the total number of INC employees annually take training, retraining and advanced training courses. In 2014, INC created a corporate training center that has a license for educational activities dated 06/03/2015 reg. No. 7825, according to which INK has the right to implement educational programs for vocational training, additional vocational education and additional education for children and adults: vocational training – “Slinger”, additional vocational education – “Ensuring environmental safety when working in the field of hazardous waste management” and additional education – “Fire-technical minimum”. INC also has Regulations on staff rotation, personnel reserve, young professionals, which allow creating a favorable environment for self-improvement of employees and career advancement.

Social responsibility

The INK group of companies cares about the material and social well-being of its staff, encourages employees to work long-term and conscientiously, ensuring their professional growth. The company has developed and operates a provision on guarantees and compensations. INC assumes increased obligations to fulfill the guarantees of labor rights and freedoms of citizens established by the state, to create favorable working conditions. INC has a system of material motivation for employees. All the necessary social infrastructure has been created at production facilities: comfortable hostels, canteens, baths, gyms, sports grounds, rest rooms. Specialists working on a rotational basis are provided with a full set of workwear, which, in turn, is purchased exclusively from certified manufacturers.
Each INK employee is insured against an accident at work, can receive medical services and spa treatment under voluntary medical insurance, and also undergo a full medical examination annually at the expense of the company.

Feedback

Improving the working conditions of personnel remains a priority in the personnel policy of INC. For this, feedback mechanisms are actively used. The management regularly travels to work sites in order to meet with employees on the ground, to listen to their wishes and suggestions. In addition, INC’s CEO hosts a personal meeting: employees can meet with senior management face-to-face, make a phone call or write a message. The staff is provided with ample opportunities to make a personal contribution to improving working conditions. The most interesting ideas are noted at the corporate competition “I suggest!” and are brought to life.

According to the results of research by Superjob (the largest recruitment portal in Europe) among more than 850 thousand companies, for six years in a row, the Irkutsk Oil Company has become one of the most attractive employers in terms of job seekers.

KAMAZ garbage truck driver

Municipal road vehicle driver

Leading specialist in geology

Metrology technician (INK-SERVIS)

Commissioning engineer (INK-SERVIS)

Lead Geology Specialist

Metrology Technician (INK-SERVICE)

Commissioning Engineer (INK-SERVICE)

All vacancies

September 28, 2022

Marina Sedykh became an honorary citizen of the Irkutsk region

26 September 26, 2022

In Ust-Kuta, the Center for Career INC

23, 2022

INC Stands at the Tyumen Oil and General Forum visited more than 5 thousand people

9 9000

September 21, 2022

Head of INC Yakov Ginzburg and chief engineer Ruslan Salikhov met with students of specialized specialties in Tyumen

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Job description for payroll accountant: duties, functions, requirements

chief accountant

6 minutes to read

10.2019″> October 14, 2019

Author:
Elena Zakirova
Payroll project manager 1C-WiseAdvice

Contents
What is the peculiarity of the payroll section What the payroll accountant should know: basic requirements The functions of the payroll accountant Job responsibilities of the payroll accountant The rights of the payroll accountant Job description of the payroll accountant – sample 2019 Responsibility for errors in accounting

Payroll is a responsible area of ​​accounting. Mistakes in accruals always lead to conflict situations and financial losses for the company. 1C-WiseAdvice experts share their professional secrets on how to select candidates and build an effective payroll system in a company using job descriptions.

For the mistakes of the accountant of the settlement group, his leaders are paying. Therefore, the calmness of the chief accountant and the director of the organization depends on the professionalism of the calculator.

Based on the experience of many companies, 1C-WiseAdvice specialists have seen that correct and timely payroll increases employee loyalty. Frequent miscalculations, on the contrary, can significantly reduce staff motivation.

The competencies and skills of a payroll accountant should be consistent with the profile of the company. For example, the principles for calculating the salaries of shift workers and employees of medical companies are different. And this means that a payroll accountant is required not only to have general knowledge, but also to understand the industry subtleties and nuances.

The quality of an accountant’s knowledge in the payroll area directly affects how an employee copes with job responsibilities. Decisions made by a specialist in his current activities should be based on legal and industry regulations.

The main list of professional knowledge of an accountant-calculator:

1. Understanding the legal requirements for payroll. It is necessary to understand the peculiarities of calculating the salaries of employees working in various modes, be able to work with sick leave, take into account industry-specific legislative and all the subtleties of settlements with personnel.
2. Knowledge of the mechanisms for the preparation of tax reporting related to wages, compliance with the deadlines for its submission.
3. Application of formulas, methods and methods for verifying the correctness of the calculation of wages.
4. Understanding the mechanisms of workflow, the rules for archiving and storing documents in this area of ​​accounting.
5. Possession of information on how payroll transactions are reflected in the accounts of analytical and synthetic accounting.

This is the minimum amount of knowledge. An accountant-calculator must not only possess them, but also be able to put them into practice. A full-time accountant often combines several areas of work, so he simply has no time to comprehend any nuances of a separate specialization. So, the calculations are carried out in a primitive way.

In 1C-WiseAdvice, each employee has his own profile of activity. Our clients know that their salary is calculated by a professional who takes into account all the industry specifics of this process.

The functional responsibilities of the payroll accountant depend on how accounting is set up in the organization. Sometimes such a specialist has to combine several sections or personnel records. 1C-WiseAdvice experts, while conducting an audit of companies, noticed a simple pattern. Highly specialized workers have a significant advantage. The wider the functionality of an accountant, the greater the likelihood of error.

The required minimum skills that an accountant should have:

1. Work with primary accounting documentation (orders, timesheets, etc. ).
2. Reflection on the accounts of accounting operations for accounting wages.
3. Calculation of payments and deductions, calculation of taxes and contributions arising in the area associated with payroll.
4. Control of mutual settlements with personnel.
5. Preparation of tax reporting, monitoring compliance with deadlines and correct execution.
6. Collection and analysis of information data at the request of the company’s management.
7. Assisting other employees in obtaining information or reference information about their wages and other accruals and deductions.

The skills and competencies of a specialist are best fixed in the job description in the form of duties. This will help the employee understand what the employer expects from him. And the company’s management will always have the opportunity to assess the professional qualifications of an accountant.

The job description (JD) of the payroll accountant should describe in detail all the duties of the employee. Such a document avoids controversial issues and regulates the relationship between a specialist and an employer.

The duties of an accountant must include control of the primary documentation used in the calculation of wages, the reflection of these operations on accounting accounts. The employee must prepare certificates in the form of 2-NDFL, calculate social contributions, and generate reports. It would be useful to oblige the employee to improve their knowledge of labor legislation in the field of accrual and payment of benefits, the provision of benefits to certain categories of employees.

The specificity of this area of ​​work is that the accountant has access to a large amount of personal data of employees. Therefore, it is necessary to include a clause on compliance with the legislation on the protection of personal data and confidential information in his job responsibilities.

There is always a section in the job description that is devoted to the rights of a specialist in charge of payroll. They are mainly related to obtaining information and improving existing business processes on the site.

For example, an employee has the right to receive inside information, including information that has the status of “trade secret”, if it is related to the solution of current tasks.

An accountant can make decisions within the limits of official authority, suggest ways to optimize work or increase the informatization of internal payroll reporting.

1C-WiseAdvice experts recommend annually reviewing the provisions of job descriptions. Accounting and labor legislation is very changeable. Functionality that was effective last year may change significantly next year.

Sample job description for a payroll accountant, relevant in 2019

It is important not only the competent content of the job description, but also its correct design. The organization must issue an order that puts the instruction into effect. One copy of the instruction is issued to the employee against signature, the second remains in the employee’s personal file.

The requirements of the legislation regularly make adjustments to the duties and scope of responsibility of specialists. The emergence of new special regimes, changes in wage conditions – all this often leads to errors or incorrect performance of duties by an employee. As a result – fines, penalties, inspections by regulatory authorities.

As a rule, in an organization, the responsibility of a full-time specialist is limited by labor legislation, and the owner of the business or the chief accountant has to bear the main monetary and reputational losses. In 1C-WiseAdvice, this problem is solved differently.

We fully compensate financial losses to outsourcing clients if they are caused by errors through our fault. It is possible to receive a payment even for those who have already ceased cooperation with us. The statute of limitations for reimbursement is 3 years from the date of submission of the last report.

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Personnel policy of NaftaGaz: personnel growth, salary increase and educational programs

Moscow, October 25 – Neftegaz. RU news agency. A clearly defined personnel policy, with defined goals and objectives, is one of the components of the effectiveness of any enterprise. It is aimed at identifying the potential of specialists, creating an organized workflow and, of course, increasing production indicators.

For industrial companies whose activities are mainly concentrated in hazardous facilities, a personnel management strategy is especially important. It must ensure a high level of responsibility of its employees, their qualifications, the creation of decent working conditions and much more.

Question of priorities

One of the largest independent oilfield service companies in Russia, NaftaGaz, divides the personnel management strategy into 7 major blocks:

1. personnel needs planning,
2. training and development,
3. complex system of motivation,
4. social support,
5. employee performance management,
6. corporate culture development,
7. organizational development.

Work is underway in accordance with these directions. If necessary, the strategy is updated and updated. For example, according to its latest version, in the next 2 years it is planned to focus on such items as working with young professionals, creating a personnel reserve, developing innovative areas in personnel management, social support programs and motivation systems.

Bigger and better

Despite certain crisis phenomena in the industry, NaftaGaz not only retained its staff, but also increased the number of employees. In 2021, the company actively increased its production staff, next year it is expected to grow by 20-25%. Such a big “plus” is associated primarily with the volume of contracts, which entailed significant investments in fixed assets and the creation of new jobs. At the same time, in order to optimize, it is planned to attract more local personnel – residents of the city of Noyabrsk, since it is there that the company conducts its main activities.

During 2021, as a result of market analysis, wages were increased for certain categories of employees, including for drivers and support staff. And since October 1, the indexation of wages has already affected all employees.

Learning is light

Now the company faces a huge layer of work in terms of cooperation with universities and attracting young professionals. The task is not as simple as it might seem at first glance. In its solution, one has to face a “wall” that grows from the requirements of the customer: the terms of reference often do not allow attracting young specialists, work experience is required.

“We have decided that we will incur additional costs and train young specialists mainly in production professions. You can constantly look for ready-made specialists on the market, but now our company has grown, has entered a new stage of development, and we are ready to actively work with young people,” says Dmitry Zakharov, NaftaGaz Deputy General Director for Human Resources.