Technical Staffing Solutions

The job picture is beginning to brighten in many places. Out of 57 communities, 54 saw improvement over the year from October 2009 to 2010. Most of the gains however were modest. Some communities saw 2% or more, and some had 4.6%.

An employment specialist said the job picture started changing for better around 1 year ago when companies started hiring temps.

Mark Whitmore, directory of North Shore Career Center said “That is usually a good early indicator of recovery”. “Many of these jobs lead to permanent positions. People are finding their way back into the workforce.”

When you’re looking for TOP TALENT for your company, consider Technical Staffing Solutions. We offer the service, the benefits, the commitment, AND the guarantee, which all add together to be YOUR SOLUTION!

Contact us for more details!

The US economy added a huge amount (actually, the highest since January) of temp jobs, which suggests that US employers are still concerned about our recovery and are still aback about perm hire.

November posted a weak job report and that raised questions about our recovery. Is it slowing down? We had signs of a stronger manufacturing sector and returning consumer demand.

Temp payrolls were up 19% in November, which was a slower than usual increase for the past few months, but the large amount (39,500) temporary jobs added marked the highest number since January!

Temp payrolls are actually up by almost 1/2 of a million since September of 2009, according to the Department of Labor.

The number of temps in our workforce has jumped since the recession ended and now totals 2.2 million positions. Industry execs expect the “penetration rate” to surpass its earlier peak of 2%.

“Temp growth continues to be strong,” Tig Gilliam, Head of NA Operations for Adecco SA said. He said that year over year growth is slowing since the recovery of temp jobs is into its second year.

Employers remain concerned whether recovery can be sustained, Gilliam said. “It’s not that perm isn’t recovering. It’s just a pretty anemic pace at this point.”

Did you know that we also have an entry level division?

http://www.thejobshop.cc

And, we also have a Nursing Pool division!

http://www.medplusstaffing.cc

Times are tough. It seems a lot of workers have switched up from looking for the “right job” to looking for a “job”. Employers themselves are at an advantage right now hoping to catch the right person for their team, for everyone else, it can be quite frustrating.

Job seekers are being turned down for positions that they could do, and this hurts the individuals. Even moreso when there are bills to pay and the means to pay them passes them by. In times like this, the seekers will take almost anything, whatever happens to be available at the time.

Recruiters know that there is a large pool and wide range of candidates who may have the skills required for the job, but the client’s goals do not change. The job description could be seeking a fit into a broad range of categories, but in actuality is seeking an individual from one of those categories with a particular skill.
The candiate may have the desired experience because of an earlier job in their career, and the client themselves may be asking how long that candidate will stay in a lower position making less money. The recruiter must consider how many times the client will accept refilling this position, and the answer is clear: “do it right the first time”. It’s not realistic to expect a high level candidate to stay in a lesser role when the high level jobs become available. The focus must be a fit that is for the long term.

Think positively. You have a lot to offer, and when the time is right, the offer will be taken. The economy is in a rough spot right now, and there are many professional, skilled candidates on the market, and right now the market belongs to the employer and clients. We look forward to placing you in a position that fits you perfectly, in a team that fits you perfectly, in a relationship that fits you perfectly!

The Service

Technical Staffing Solutions (TSS) specializes in the placement of technical research, development, operations, logistics, finance, allied health, and engineering candidates up to and including director level executives for a wide variety of industries. Our primary purpose is to expose companies to the top talent in the marketplace. We pride ourselves on the knowledge of the key players within our specialty industries.

At TSS, our recruiters serve clients and candidates with integrity. We offer the most ethical, professional standard in the industry. Because we consider our candidates and clients to be our partners in the recruiting process, we take a personal approach and remain committed to delivering high-quality work. We listen to the needs of our clients and work quickly to maximize opportunities!

The Benefits

• We find a good match for your company..the right people right now!
• World-wide recruiting capabilities and state of the art technology
• We deliver prequalified candidates directly to your desk
• We accommodate requests for background checks, drug and alcohol testing, credit checks, social security number verifications and other screens.
• Your account is handled by a dedicated, experienced staff who will work diligently to fill your position as quickly as possible with the perfect candidate.

The Commitment

We share an enthusiasm to provide win/win solutions for employees by resolving recruitment and career change challenges successfully.

Your company’s success and future depends on your people. TSS will help bring you the right employees to prosper your business!

We pledge responsibility to all clients and candidates who entrust us with their future!

We are committed to serving you behind the scenes to allow your company to take center stage!

The Guarantee

If for any reason you are unsatisfied with a candidate we will replace them free of charge within 60 days of their date of hire.

The Math

THE SERVICE
THE BENEFITS
THE GUARANTEE
+ THE COMMITMENT
YOUR SOLUTION!

Temporary/contract staffing seems to be a hot topic on the Internet lately, and not just on Web sites that cater to recruiters or staffing agencies.

Many mainstream sources are reporting on a trend we have been tracking for months: that contract staffing seems to be leading the way in post-recession hiring. However, the optimism that an overall job recovery would soon follow is slowly fading away.

Here are some highlights from the recent Internet buzz on contract staffing:

• The latest employment report from the Bureau of Labor Statistics (BLS) shows that professional and business services added 28,000 jobs in September, a gain the BLS attributes mostly to “temporary help services.” Meanwhile, 95,000 non-farm jobs were lost overall, and the unemployment rate remained at 9.6%.
• The Wall Street Journal, citing Department of Labor (DOL) data, reported that temporary-help payrollsincreased in 11 of the past 12 months and that it added 16,900 jobs in September.
• A recent www.CNNMoney.com article also provided DOL data, showing that hiring in the temporary services industry is up 22.1 percent over last year while the overall job market has only improved by 0.2%.
• The American Staffing Association provided similar statistics in a Human Resources Executive Online article, showing that the number of temporary and contract workers employed in the second quarter of 2010 was 23 percent higher than those employed in the same quarter of 2009.  The article also cited a research report by the Economist Intelligence Unit in which 6 out of 10 respondents stated the proportion of contract workers at their organizations would increase. Only 12 % of the respondents planned to hire more permanent workers.

courtesy of

Debbie Fledderjohann, Top Echelon Contracting President, http://www.topecheloncontracting.com

When negotiating a contract candidate’s pay rate,  it may feel like you are between a rock and a hard place.  After all, both the client and the candidate are your customers.  You have to make your client happy if you hope to get future job orders, and a satisfied candidate will likely turn to you for future contract opportunities and may even refer friends looking for contract work.

So where do you start?  A common rule of thumb is to divide the annual salary for a comparable direct position by 2,080 (the number of hours typically worked in a year).  That will give you a starting point that you can then adjust based on the circumstances of the particular contract placements.

Here are some factors that may affect the pay rate:

• Short-term contracts generally require higher pay rates to attract quality contract candidates.
• The longer the contract is supposed to be the closer the pay rate can be to a comparable direct position’s salary.
• The pay rate can also be closer to a direct salary if the position is likely to convert to direct.
• If benefits are going to be included, that may justify a lower pay rate.
• Factors that would affect a direct-hire’s salary also come into play in a contract placement negotiation.  Examples include how long the worker was unemployed, how valuable his/her skills are, and the proximity to the candidate’s house.

The biggest tip when negotiating with candidates is to make sure you don’t promise a high pay rate right out of the gate if you don’t know what the client is willing to pay.  It’s better to under promise and over deliver.  Getting range of bill rates from the client can help make the entire negotiation smoother and less painful!

courtesy of Debbie Fledderjohann, Top Echelon Contracting President

Our Benefits:

• We find a good match for your company..the right people right now!
• World-wide recruiting capabilities and state of the art technology.
• We deliver prequalified candidates directly to your desk.
• We accommodate requests for background checks, drug and alcohol testing, credit checks, social security number verifications and other screens.
• Your account is handled by a dedicated and experienced staff who will work diligently to fill your position as quickly as possible with the perfect candidate.

Technical Staffing Solutions…we provide results…not excuses.

We’re starting to see some upward movement in the economy and more companies hiring.  We are seeing a trend where companies are taking longer to go through the interview process, as well as wanting to see more resumes or being very strict about skill needs.  This slow hiring approach can be frustrating to candidates, but companies need to know they are on firm ground with the right candidate before proceeding in this tricky economy. 

We take time to get to know our candidate and how they can contribute to the opening – we want to present them as a whole person to our client.  We take the same care in filling contract and contract to hire scenarios as we do with direct placements – this is the opportunity for the right candidate to shine.  We take pride that most of our contract to hires and even some of our shorter term contracts results in long term relationships between the candidate and company.

Many candidates wonder why a company would choose to go with a contract or contract to hire scenario over doing a search on their own.  Most companies simply want to try out the person before risking the high costs associated with a direct hire.  Sometimes the individuals doing the hiring within the company are so submerged in their daily tasks that they don’t have the necessary time to devote to finding the right candidate.  The contract relationship can be beneficial to the candidate because they can experience whether or not the job and company are the right for them – the “try out” goes both ways.

Before the hire is the best time to put in the due diligence necessary to ensure the relationship is long lasting.  This makes for happy clients and happy candidates.  Most individuals wouldn’t purchase a house or a car before checking out several different options and seeing which is right for them – we respect that companies what to take the same cautious approach with their major “purchase”.  Most individuals spend 30% of their weekday at their job – finding the right one is a major life decision and we want to assist the candidate in making the right choice.

Courtesy of Aorist