Provisional Blog

You know that employee turnover can be costly for high level positions. But did you also know the cost to replace an entry level employee can also be quite high? According to the Society for Human Resource Management (SHRM), replacing an entry level employee, on average, costs anywhere from 30-50% of that individual’s salary.

Here’s an example:

An entry level employee at your company is making $24,000/year. They decide to leave. It could cost your company anywhere from $7,200 all the way up to $12,000 to replace that employee. These costs include sourcing, screening, hiring, and training the new employee, as well as any losses in productivity.

So what can you do to retain and manage entry level employees? Here are some tips:

Pay a higher wage.

It may be tempting to pay entry level employees less, but doing so may cost you more in the long run in the form of turnover. So if you can, stretch your budget some to pay the highest salary possible to entry level employees.

Interact with your employees.

When you get to know your employees, you’ll have a better understanding of what makes them tick. As a result, you’ll be able to better motivate and manage them.

Give rewards for above-and-beyond work.

Entry level employees – and all employees for that matter – should be rewarded when they go above-and-beyond the usual call of duty. Give them an extra day off, a gift certificate, or even a small cash bonus. Not only will your employee feel valued, but they will also be more motivated to continue doing a good job.

Include financial assistance for education in the benefits package.

You can encourage employee growth by offering to pay for all or part of an advanced degree. If you’re worried that the employee will leave as soon as they earn their degree, then tie the financial assistance to their longevity with your company. For instance, they are only eligible for the assistance if they stay with your company for at least five years.

Let them know you value their input.

Just because an entry level employee is a rookie, doesn’t mean they won’t have good ideas. In fact, they may be able to offer you a fresh perspective since they are so new. So encourage them to come to you with ideas and suggestions. Even if you don’t take their input, explain to them why and let them know you appreciate their feedback.

And if you need help recruiting entry level – or any level – employees, please contact Provisional. As a leading Northwest staffing services firm, we know where to look to find high quality candidates in a variety of fields.

Managing your payroll is a pain in the neck. Especially if you’re a small to medium size company that doesn’t need a full-time bookkeeper or accountant.

So what can you do to make the task easier? Simple. Outsource it! Here’s why:

Outsourcing payroll can help save you money.

First, do the math. To figure out whether you’d save money by outsourcing your payroll function, determine how much money you are currently spending on payroll management. Don’t forget to figure in costs such as completing tax forms and printing checks. Now, compare those costs to a firm that offers payroll services, like Provisional. Which is less?

Outsourcing payroll can help improve productivity.

Payroll management takes a lot of time if you do it right. So by outsourcing your payroll, you and your employees can focus on core tasks that actually generate revenue for your company.

Outsourcing payroll can help you to tap into expertise.

Employment and tax laws are always changing and many employers don’t have the time to keep up with them. If this is the case for you, then a company that offers payrolling services will have the knowledge you need to ensure you remain in compliance with the laws – all without having to spend the money on a full-time payroll expert.

Outsourcing payroll can help enhance accuracy.

Payroll mistakes can get you into trouble with Uncle Sam. But when you outsource this critical function, you don’t have to worry about inaccurate paperwork and late filings.

Outsourcing payroll can help enhance flexibility.

When you have an in house employee handling payroll, you may get into trouble if that person suddenly quits or goes on vacation. By working with a payrolling provider, you don’t have to worry about situations like these. There will always be someone available to manage your company’s payroll.

If you have any questions about outsourcing payroll management, or would like to know more about our payrolling services, please contact Provisional. As a leading staffing services firm in Seattle, we have the expertise and experience to manage your payroll with ease. Contact us today to learn more.

Ever hired a candidate, only to find out later that the person was not the star performer you thought they were? As an experienced Northwest recruiting and staffing firm, we hear this from clients all too often. A candidate looked great on paper, sounded even better during an interview, and turned out to be a major under-performer.

The good news is that there are steps you can take to help you hire the winners – and turn away the losers. Here are the top four:

Step #1: Get referrals.

Your best employees probably hang around with other high achievers. Therefore, asking them for referrals is a great way to source candidates.

Step #2: Test candidates.

Pre-employment testing can help you uncover the true skills of a candidate, and better predict on-the-job performance. There are a variety of tests you can give candidates, including behavior tests, abilities tests, and character tests. Whichever test you decide on, be sure to conduct a benchmark study first. Give the test to some of your top-performing employees as a way to find out how they perform. This way, you can compare candidates’ scores to the scores of your star employees.

Step #3: Use your best employees as your guide.

Take a look at the backgrounds of your best employees. What do they have in common in terms of work experience or education? For instance, do your star performers all have excellent customer service skills? Do they all hold MBAs? Do they all have a track record of overcoming challenges? Once you’ve found the commonalities, look for those same traits and experiences in candidates.

Step #4: Offer candidates a realistic job preview.

Turnover of new hires can occur quickly when they are unpleasantly surprised by an aspect of their job. Therefore, it’s important to offer a realistic job preview. These are meant to provide candidates with information on both positive – and negative – aspects of the job.

If you need help hiring winners for your company, contact Provisional. As a leading Northwest recruiting and staffing firm, we can help you source, screen, test, and hire star talent for your company.

As a leading Northwest staffing firm, we know that great hires help you develop a strong and productive company. Bad hires, on the other hand, sap time, energy, and resources. So how can you prevent a poor hiring choice? By avoiding these five mistakes:

Mistake #1: Hiring someone for the wrong reasons.

This is a common mistake. But don’t hire someone because they are a friend of a friend or because you went to the same college together. Make sure you stay focused on hiring the very best candidate for the position.

Mistake #2: Overlooking candidates without advanced degrees.

It’s easy to be impressed by candidates who hold advanced degrees, however there’s no substitute for real world experience. So unless an advanced degree is crucial for the position, don’t overlook those candidates who don’t have a bunch of fancy letters after their name, but who do have a proven track record of success.

Mistake #3: Not checking references.

This is one easy step that too many companies fail to take. But by carefully checking references, you can help avoid hiring mistakes. One critical question to ask each reference: “If you could hire or work with the candidate again, would you?” Any hesitation is a telltale sign.

Mistake #4: Having a long, drawn out decision making process.

Hiring is a big deal and the last thing you want to do is make a bad hiring decision. However, if you told a candidate you’d be making a hiring decision by the end of the week, stick to your schedule. If you don’t, you’ll lose the respect of the candidate and gain a bad reputation in the process. So whether you’re ready to hire, or want to cut a candidate loose, it’s important to make a timely decision.

Mistake #5: Rushing the hiring process.

On the flip side, you don’t want to rush your hiring decision either. Before you start interviewing candidates, set a reasonable time schedule in which you’d like to complete first round interviews, invite a small group back for second interviews, and ultimately make your final hiring decision. It can be tempting to just “go with your gut” about a certain candidate, but a hiring mistake can be a nightmare if you don’t follow proper protocol and meet with at least 4 or 5 candidates first.

If you’re not feeling overly confident about your hiring abilities – or if you simply don’t have the time to put into sourcing, screening, interviewing, and recruiting – then it may be time to hire a staffing firm. Since 1994, Provisional has been the Northwest’s leader in specialized recruiting and staffing services, placing over 6,000 direct-hire professionals with companies in Seattle, Spokane, and Coeur d’Alene.

Contact us today. We’re ready to help you find the people you need.

Small Business Research Services EquityNet can perform a range of research service reports on your emerging venture including a market analysis, competitive analysis, intellectual property analysis, technology analysis, opportunity assessment or a tailored combination of topics.

	Small Business Research Services EquityNet can perform a range of research service reports on your emerging venture including a market analysis, competitive analysis, intellectual property analysis, technology analysis, opportunity assessment or a tailored combination of topics.

You just got word that your bid was accepted for a huge new project in Spokane. But now you’re worried that you don’t have the necessary staff in place to get the job done. What can you do?

Consider contract staffing.

Contract staffing offers an effective strategy for controlling costs, reducing risk, and accessing the specialized skills you need to complete your project.

When to Use Contract Staffing

Contract staffing is ideal when:

• You need a very specific skill set on a temporary basis
• Your organizational capacity is strained
• You need help for a limited amount of time
• You don’t have time for a full recruiting effort
• Your turnaround time for a project is tight

Benefits of Contract Staffing

• Tap into specialized skills fast. You can gain access to the expert you need almost immediately.

• Eliminate risk. You don’t have to worry about things like payroll taxes, unemployment benefits, liability insurance, and workers compensation since the contractor works for the Spokane staffing firm, not for you.

• Try before you buy. You’ll be able to try out talent on a contract basis; if things go well, you may want to consider hiring the contractor full time.

• No fixed costs. There are no fixed costs associated with a contract employee. Once the project is complete, simply release the individual.

If you need contract help to complete an important project, please contact Provisional. We have relationships with a variety of technical contract professionals who can help fulfill your project staffing needs.

Tired of weeding through resumes from dozens of unqualified, inexperienced applicants? Dealing with a bad hiring decision? Need a top performer, but don’t have the time to source, screen, and recruit?

If you’re dealing with problems like these, then it’s probably time to hire a staffing firm. But, since not all firms are created equal, how can you find one that’s right for you? Here are five steps:

Step #1: Research

Tap into your network of business contacts and ask them for recommendations for a reputable Northwest staffing firm. After you’ve compiled a list of possible staffing firms in the Northwest, then do some research online. Check out their company websites. See if there are any online reviews written about them – either by other companies, or by candidates who have worked with the staffing firm. (You can learn a lot about a staffing firm by how they treat their candidates.)

In addition, make sure that the staffing firm is a good fit for you. Even if a particular firm came highly recommended from a friend, if that firm specializes in temporary staffing, and you’re only looking to fill full-time, permanent positions, then they may not be right for you.

Step #2: Start asking questions.

After Step #1, you should have a decent list of Northwest staffing firms. Now it’s time to call them, one by one, and start asking some questions. For example, find out what their process is for qualifying a candidate, learn about their fee structure, and ask if they have experience in your particular industry and if they offer any satisfaction guarantees.

Step #3: Make sure you’re clear about your needs.

Be sure to tell the staffing firm exactly what kind of help you need. For instance, do you need temporary employees to meet a seasonal peak in demand? Do you only need full-time employees? Or a mix of both? Do you have other needs, such as payrolling? Also, be sure to inform the staffing firm about any unique needs you may have for hiring, such as requiring a federal background check.

Step #4: Invite potential staffing firms on site.

Ask someone from each staffing firm to visit your company. They will be able to experience your corporate culture first hand and, as a result, gain a better understanding of your needs and determine whether they can meet them.

Step #5: Ask for references.

You wouldn’t hire an employee without checking references, right? (At least we hope not!) Similarly, don’t commit to a certain staffing firm without getting references first. Speaking with other companies that have worked with the staffing firm in the past is invaluable.

Hiring top performing employees is a challenge. Hiring a staffing firm that can meet your needs can seem impossible. But by following these five steps, you’re sure to find a firm that’s right for you. And, if you’d like to add Provisional to your list of potential Northwest staffing firms, please let us know. We’re happy to meet with you to discuss your needs and determine a staffing solution that’s a fit for you.

Making good hiring decisions matters now more than ever for Seattle employers. The last thing you want to do is hire someone you thought was a star performer and have them turn out less than stellar.

So what can you do to make better hiring decisions? Use the right assessment tools.

Here are a few to consider:

Assessment tool #1: Qualifications screens.
This is the application the candidate completes to determine whether or not they meet the basic requirements of the position. Qualification screens offer an easy and affordable way to screen out a large number of unqualified candidates. But…your assessment of a particular candidate certainly shouldn’t stop here.

Assessment tool #2: In person interviews.
Once you’ve made your first round of cuts, it’s time to bring in the handful of qualified individuals that you’d like to interview in person. Your interview can be totally unstructured, carefully designed beforehand, or a mix of both. Regardless of the format you choose, you must be able to clarify responses and ask good follow up questions to get the information you need to make the best hiring decision.

Assessment tool #3: Skills testing.
Testing skills is an important way to ensure the candidate you hire has the knowledge you need. Depending on the position you are hiring for, you may want to give the candidate a knowledge test, have them engage in a role-playing exercise, or even have them come in for a day of work.

Assessment tool #4: Personality testing.
Besides skills testing, you may also want to conduct personality assessments to determine whether the candidate’s personality traits are a good fit for your company. A personality assessment can give you a clear picture of the candidate’s strengths, weaknesses, motivations, and potential.

Assessment tool #5: Background investigations.
By using outside sources, you’ll be able to gather critical information about each candidate. Whether you simply do a reference check or conduct a full out criminal background check, these types of investigations can help you avoid a bad hire. Sometimes it can be tempting to skip over this step – however, it can also be potentially catastrophic.

When used properly, these assessment tools can help you to gain a better idea of a candidate’s ability to perform the job and also help you to avoid making bad hiring decisions.

If you’re not sure which assessments are right for your job opening – or you need help conducting effective candidate assessments, contact the employment experts at Provisional. As a leading employment agency serving companies throughout Seattle, WA, Provisional has the knowledge and experience to properly source, screen, interview, and hire the very best fit candidates for your positions.

Contact Provisional today to learn more.

As an HR and staffing agency serving Seattle and Spokane, we’ve seen companies make a lot of HR mistakes. And, unfortunately, these mistakes can be like ticking time bombs, just waiting to explode.

So what can you do to avoid employee-related errors? Here are some tips:

Not establishing a sexual harassment policy.
Employers are liable for the actions of their managers. That means if you have a manager who is acting inappropriately, you are responsible. In light of that, make sure you implement an effective sexual harassment policy. Also, be sure to act in a timely manner to investigate any claims of sexual harassment.

Not completing I-9 forms for new employees.
This can be a costly mistake if the Immigration and Naturalization Service audits you. You are not required to photocopy employee-produced documents, but you must be sure to fill out the I-9 forms completely.

Failing to document disciplinary action.
Make sure you document the unsatisfactory performance of an employee. If it ever comes down to it and you have to fire them, you’ll have documented proof of their poor performance. Not keeping documentation can leave you vulnerable to discrimination lawsuits.

Requiring medical exams before a job offer.
The Americans With Disabilities Act (ADA) prohibits employers from asking candidates about disabilities or requiring medical exams before an offer of employment is made. You can ask a candidate to take a job-relevant medical exam only after offering a position to them.

Failing to take keep your workforce union free.
Be sure to remain in constant communication with your employees to deal with grievances. If employees don’t think you’re interested in issues impacting them, then they may look outside the workplace for representation.

If you have any questions about HR and employment law, please contact Provisional. As an HR and staffing agency serving Seattle and Spokane, we can answer any questions you may have and help to ensure you are in compliance with all necessary state and federal employment regulations.

As a Seattle staffing firm, we’ve seen how bad communication can exact a toll on a company or business relationship – from miscommunication to missed deadlines to creating a negative atmosphere.

So what are some of the worst communication habits out there to avoid? Here are six:

1. Contacting others only when you need something.
Whether you need a reference, a job, ideas, or help with a project, it’s never a good idea to only connect with someone when you need something. Why? Because you’re leaving the person on the other end feeling used and abused.

2. Failure to say thank you.
If someone did you a favor – such as got you a job interview or gave you some good business advice – make sure to follow up with a thank you call, email, or note.

3. Not returning phone calls or emails.
This is probably one of the most inconsiderate communication habits. If you’re guilty of it, then it’s time to break this bad habit. One way to do it is by creating a policy giving yourself two business days to return all calls and emails.

4. Not listening.
Failure to listen can cause some expensive mistakes in the workplace, including lost opportunities, lower productivity, and unhappy customers.

5. Lying.
The truth may occasionally hurt, but lies tend to be far more destructive.

6. Complaining.
Pointing out flaws for the sake of problem solving is one thing. Chronic complaining and negativity is another – and can have a dampening effect on the whole organization.

Fortunately, these and other nasty communication habits can be averted or changed by cultivating more positive habits. If you’re guilty of one or more of these bad communication habits, then it’s time to commit yourself to speaking honestly and treating others more courteously.

Companies that don’t begin to deal with baby boomer retirement planning now, may find themselves unable to compete in the near future. So how can you create an effective succession planning strategy?

Here are four steps:

Step #1: Conduct a knowledge loss assessment.
When people retire, they take their knowledge and experience with them. Do you know where your firm is most vulnerable to knowledge loss? To find out, conduct a knowledge threat assessment, which is simply an analysis of where talent losses are likely to occur and what information and expertise those people have.

Step #2: Figure out which key players are most likely to retire.
From your knowledge loss assessment, determine which people possess the knowledge that is most critical to your company’s future. Sit down with each of these individuals to discuss their plans for the future – and to develop plans to ensure that their knowledge is retained at your company.

Step #3: Transfer knowledge.
Now that you know which positions, departments, or divisions will be most impacted by retirement, it’s time to consider a knowledge transfer. You can do this in many ways:

• Job shadowing. Pair less experienced managers that are best qualified to move up with the senior managers.

• Document processes. Think about investing in people to chart and document processes that do not currently have formal documentation.

• Technology. Use simple technological tools, such as electronic discussion groups to capture “shoptalk” and the knowledge that only comes with time on the job. Use a social network analysis to determine which people get contacted to solve specific problems.

Step #4: Retain senior employees.
Think about what would make it possible – and desirable – for older workers to continue working at your company. For instance, you may need to modify your policies and procedures for part-time work because seniors may want a different kind of flextime than younger workers. For instance, seniors might prefer the ability to take more time off to accommodate a traveling schedule.

Those companies that gather and think through the data, and develop a strategy for dealing with Baby Boomer retirement are in a much better position to survive the huge wave of retirees.

If your company has not started thinking about succession planning, there’s no time like the present. Contact Provisional. As a staffing services firm serving the Northwest, we have the knowledge and expertise to help your company create an effective succession plan.