The Benefits of Using Staffing Agencies

Top Companies that Use Staffing Agencies Save Time and Money

There are many advantages that come along with using a staffing company, such as Hospitality Staffing Solutions, to expand and fill openings within your staff rather than hiring directly. Staffing with HSS alleviates the stress of direct hiring while saving your company time and money. Expanding your staff through HSS provides you with top candidates, flexibility, and savings.

Top Tier Candidates

Access to top tier candidates is essential to an effective and efficient hiring process. Working with a staffing firm will give you access to this pool of talent. For example, HSS employees endure a rigorous recruitment process, which means that only the top, most experienced workers will arrive to work at your property.

Using a staffing agency to expand your team may also provide a bridge for potential permanent hires. In this case, you can permanently add on an employee who has already been screened and trained, and that has prior experience and knowledge of your brand. This saves you time and money in recruiting, hiring, and training new candidates.

Flexibility

Flexibility is another advantage that comes along with using a staffing company. One of the biggest benefits of staffing with HSS is the flexibility that we provide. It is fairly common for a business’s staffing needs to fluctuate throughout the year, and this is especially true within the hospitality industry. Staffing needs are constantly changing due to occupancy spikes, peak season, and special events, and HSS provides a flexible solution for meeting these changing needs. HSS embraces change and offers flex staffing and open-ended contracts with no minimum hours required. This allows for seasonal changes in the number of HSS employees that you hire throughout the year.

Savings

Staffing with a staffing company can save you time and money. When you expand your staff with HSS, we become your partner in hiring and managing workers. We handle the time consuming recruitment and vetting processes and send you the best candidates to meet your needs. Our team members are employees of HSS, so we take care of employee processes such as background checks, payroll, and liabilities. To make the employee management process even easier, we assign a supervisor to each of our clients who serves as the property’s direct point of contact with HSS.

Furthermore, staffing with HSS can save your company a great deal of money. On average, we cut our customers’ costs by up to 12% annually. HSS’s inclusive pricing covers recruiting and hiring, employee benefits, taxes, workers compensation, and payroll.

Join the HSS Team

Are you currently looking for work? HSS branches throughout the country are always looking for exceptional individuals to add to their teams. Working with HSS is an exciting and rewarding opportunity. Hospitality Staffing Solutions is known throughout the industry for our top of the line workers. HSS staff members are service minded, motivated, and attentive, and they carry this reputation throughout their assignments at the over 600 hotels, resorts, casinos, and other businesses that we service throughout the country.

HSS uses grass roots recruiting and rigorous standards to find motivated, hardworking candidates. We search for potential team members who share our passion for hard work and providing quality service, and in order to provide our clients with superior staff members, we employ diligent screening practices when interviewing and vetting potential candidates.

To apply to become a member of the HSS team, visit an HSS office near you to complete an application in person, or you may complete an application online. After your application has been screened, the four step interview process will begin.

Once you are selected to join the HSS team, you will be trained and supported by the hospitality industry’s top staffing company. HSS offers its team members many exciting opportunities for stable employment and career advancement.

Addressing Recruitment Challenges in a Tight Market: Trends and Challenges

With low unemployment, finding worker in just about any industry is a challenge. In the case of contingent labor, there is almost a perfect storm of low unemployment and a high rate of contingent labor. In other words, more companies are utilizing temporary workers at the same time the pool of potential workers is shrinking. Here are a few strategies for addressing recruitment challenges in a tight labor market while keeping in mind staffing industry trends and challenges.

1.) Flexibility

A workplace can differentiate itself significantly by offering flexibility when it comes to hours and shifts. This goes beyond a nice fringe benefit; in some cases flexibility accounting for child-care or other family issues could simply mean the difference between taking assignment and not. In other words, flexibility can expand the potential candidate pool significantly.

2.) Creating a team

Often, programs are put in place in order to enhance talent retention. Make sure that these same strategies extend to temporary workers. A contingent workforce should be treated the same as a full-time workforce when it comes to workplace birthday parties, events, and incentive programs. Not only do these programs impact how workers feel about teamwork, but not including temporary workers can have a damaging effect on their moral.

3.) Yes, pay helps

It’s an economic reality that pay rates go up as unemployment goes down. In a service industry, it’s imperative that quality of service isn’t impacting even as labor markets tighten.

4.) Stay the course

It may be tempting to implement a permanent hiring strategy in order to address tight labor markets. This could have a detrimental impact on long term strategies however that allow for more flexibility the workplace. Increased use of contingent labor in the workplace has being increasingly steadily in the United States. The practice has been driven by greater flexibility for employers to adapt to the ebb and flow of supply and demand. Switching strategies for a tight labor market may seem like a short term fix but could

Best Practices for Engaging a Contingent Workforce

Contingent Workforce engagement is a big topic around the HR cooler these days. With low unemployment, organizations are finding that cultivating a strong contingent workforce is vital to the success of their organization. But, while office culture and full-time employees are the focus of this cultivation, hourly workers and contingent labor is often left out of the conversation. Implementing best practices for a contingent workforce can help cultivate a company culture at every level of the organizations.

1.) Consistency: Being consistent in engagement programs with permanent and contingent workers is essential and is a good start.

2.) Honesty: Be upfront about the possibility of full-time employment, talking about possibilities for the future only if there are genuine opportunities. Also being honest if those opportunities don’t come to fruition. Honesty, it turns out, still is the best policy.

3.) Welcome Feedback: A contingent workforce often observes an organization from a fresh viewpoint and may have valuable insight based on other assignments they’ve had. Ask their for their opinion. They’ll feel more valued because they are.

4.) Share Industry Insights: Often, contingent workers have the opportunity to not only break into full time opportunities at your organization, but to grow within the industry. Learning about larger issues and opportunities can help them grow their career even after their assignment with you is over.

5.) A Handshake Goes a Long Way: Greeting contingent workers on the first day of their job, and, in fact, every day on their assignment, can makes a temporary worker feel part of the team. Productivity goes up, no-show evaporate, and you’ve just brought talent engagement to all of your talented workers.

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