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How to Get the Most Out of Your Staffing Agency Experience

 “They weren’t able to get me a job!”

I hear this quite frequently about the various staffing agencies in the area and elsewhere, including about Quantum. There can be many reasons for this--some the job seeker can control and some the job seeker cannot. Let’s focus on those the job seeker can control by starting out with one of the most common misconceptions regarding staffing agencies.

I am asked quite frequently, “oh, you look for jobs for people?” Well, yes, in a roundabout way, but not exactly. Staffing agencies are for profit businesses. Staffing agencies build things; they package things; they design things; they manage things; and they answer phones, type minutes, and create reports. Staffing agencies are just like any other company with payrolls, taxes, employees, management structures, and so on. The difference is that the staffing agency does these things at other worksites rather than their own. The staffing agency’s employees build their widgets in someone else’s building. So, staffing agencies do not exist, typically, to “look for jobs for people.” The staffing agency’s business—its sole business—is to search for and hire the best available talent to make, produce, create, and distribute what it contracts with its client companies to do. When you register with a staffing agency, you are applying to work for that staffing agency.

So how does one increase the chance that a staffing agency will employ him or her? It begins with the same principles and ideas that one might use with any other employer.

Do some research to discover with which agencies you should apply.

By my last count, there are ten agencies in the Williamsport area. All are staffed by good people who do a good job at what they do, but most excel in slightly different areas. Some may be better at factory work or some at office work. Some may be able to provide direct hire offerings. Some may be better at certain niches like engineering or IT or Human Resources or sales. Many of us “do it all,” but have particular strengths, so watch the newspaper or the job boards or the individual websites of the local agencies. If an agency has a track record of having many administrative postings and you’re looking to be a clerk-typist, then that may be where you want to start.  This will require having some idea what you would like to do—“anything” is rarely a good answer when asked. It is also perfectly acceptable to ask your staffing agent. A good staffing agent will see no problem in referring you to another agency that is strong in what you're looking for.

Make sure you read all paperwork given you when you register and learn the rules.

This is extremely important. I have many applicants that look for the “sign here” lines on my application and skip over reading the very information that will help them. The registration paperwork is there for a reason. The purpose from the agency’s perspective—just like any company--is to judge whether you’re qualified and eligible. The purpose from the job seeker’s perspective is to sell him or herself and to read the policies to understand what is expected and how best to become--and stay--employed. So, take your time and use this to your advantage.

Listen attentively in the orientation and ask questions.

This is the time when your staffing agent will reinforce or explain much of what was likely in the application, handbook or the rules you are receiving. This is not the time to play with your cell phone, yawn, nap, or count ceiling tiles. Use the opportunity to understand how your individual agency works and what is important to them. Make sure to ask questions if anything is unclear or uncovered or if you have concerns

.

Follow the rules

Each agency has its own set of rules and priorities, but some are fairly common. Most common is to keep in contact with the agency to establish and maintain availability.   Some agencies will ask you to call on specific days so make sure to follow this. Many times, the very people who state that we haven’t “found them a job” are those that have not contacted us in weeks or months. How am I—or any agency—to know you are available to work for me unless you tell me so? With literally thousands of people registered, make sure you don’t become a name and a number in a computer database. Stay in contact.

Remember to follow these steps and your staffing agency experience will not only be enjoyable, it will be rewarding.

Ted Taylor, SPHR, CSP

Managing Partner, Quantum Strategic Personnel Solutions

Feel free to ask a question or apply at our website

Calling Off Work, Quitting, and Other Ramblings

Being in the staffing and recruiting industry for nearly 9 years, I never cease to be surprised by the reasons people quit their jobs, lose their jobs, or call off work (see "lose their jobs" for more information on this one).  Since every week I find myself saying at least once "well, there's a new one," I've decided to keep a journal of excuses and my reaction to them.   I'll post them here occasionally, primarily for my own entertainment.

Calling off Work

"I have the runs." Of the terms used for this on my phone or on my voice mail, this is probably the least graphic. First of all, let's get this out of the way right off the top:  If this is the reason you are calling off work, I really don't need to know the frequency, consistency, painfulness, or physical description.  "I'm sick to the stomach and am afraid I won't be able to stay out of the restroom" will suffice.  Thanks in advance. But secondly, just for those of you who do not know:  they do make OTC medication for this. How about taking one and letting us know you're sick but could you come in two hours late to give the medication time to work? It's unusual that someone would really need an entire day to get over "the runs."

"I have a doctor's appointment."  So you have to miss the entire day for a doctor's appointment? Of the 4000 hours of payroll I have a week, roughly 60-80 are lost to "doctor's appointments" for 8 people. Most of our employees work in north-central Pennsylvania.  Where is the doctor's appointment, Virginia? New Hampshire? In most common circumstances, there is no reason to miss an entire day for a doctor's appointment. A colonoscopy?  Sure. But your typical doctor's appointment?  No. Go in late, leave early, or go and come back. It really is that simple.

What? You didn't know you had a doctor's appointment until this morning? Please understand that somewhere some production planner based their expectation of how many widgets could be made upon having X number of people there today. The fact you forgot to, neglected to, or chose not to let someone know before today that you have a "doctor's appointment" means either someone else has to work harder to make up for your absence or the company is going to lose some money. Eh, but who cares if the company loses money, right? It's only your job that will eventually be cut due to finances. No big deal.

"My car broke down last night and I can't get it fixed."  All together now:  Give me a "B!"  Give me a "U!" Give me an "S!"   What's that spell?  BUS!  Okay, not all towns have public transportation, but ours does. So why are people telling me about their cars? Oh, and given the fact that getting the car fixed will cost money and we pay by the hour, calling off an entire day while claiming you can't get your car fixed is slightly counter-productive, don't you think?  Here's another idea:  TAXI.  Here's several more: neighbor, parent, relative, maybe the friends that helped you get the hangover that made you call off last Monday. The worst thing a broken car should do is make you late.  It should not make you miss an entire day.

"I QUIT!"

"The supervisor told me what to do!" Hmm.  Really?  Imagine that! Before you roll your eyes reading this, it was an actual honest to God reason an employee on his second day gave me for quitting. Apparently, the supervisor had told the employee that the way he was doing something wasn't efficient and to "try it this way."  

We can't have that. It's not the trainer's job to train, and it's not the supervisor's job to supervisor. So, if you're a supervisor, I caution you against, well, supervising or you may lose your employee.

"It's not enough money to live on."  I get this IF you've already done your job search and have attended an interview while you had the runs, your car was broken down, or you had that doctor's appointment in Virginia. I've read many employment applications on which people wrote "not enough money" in answer to "reason for leaving?"   and then had NO job for two to three years. Really?  How did that work out for you? 

I often wondered about such a reason. I always suspected  the "not enough money" was cover for something else on an application (fired, took an "under the table" job, there's a job not listed, etc).  But then I received a call from an employee last week that her job didn't pay enough and she was quitting (two hours before her shift, I might add).  I asked, "oh, so you found another job?"  She answered, "No. I said it's not enough money to live on."  I asked, "So then you'll have no job?"  She said, "Yeah. I just can't make it on that little." Bewildered, I couldn't resist asking the question, "So you'll just quit because nothing is obviously more than little?" Unsurprisingly, she didn't understand the question, so I repeated it. She answered, "Oh, I'll figure something out." Given the fact I just received her unemployment claim questionnaire, I'm going to go ahead and guess what she thinks she's figured out.

Folks, if you're not making enough money, I get that. But be an adult and find an alternative (i.e., another job) before quitting and sitting home on nothing and expecting someone else to pick up the tab. 

"I was disrespected." This phrase seems to be growing on popularity. Is this a song somewhere or something? Look, I don't mean any disrespect, but if you haven't earned respect, you cannot be "dis"-respected. And without exception, the people who have uttered the phrase "I was disrespected" or "you disrespected me" have not done anything to earn any respect. In fact, in every case it has been the contrary. Being corrected, managed, or expected to do something is not disrespect. Failing to correct, be managed, or do what is expected is disrespect.

"I didn't/don't like the job."  I get it. I think most people have at least had days that they didn't particularly like their job. If it's an everyday thing, it probably is time to change jobs. But in today's economy, make sure you have another job lined up before jumping ship.

"The walk-out." After almost 9 years, someone is still going to have to educate me and give me one example of what would be a good reason for a full-grown adult to walk out mid-shift on a job. 

The common theme for all of these? When did sense of responsibility and commitment die and where are they buried?  I'd like to send flowers.

by Ted Taylor, SPHR
Managing Partner, Quantum Strategic Personnel Solutions
Contact Quantum
 
 

Job Fairs -- Lewistown

JOB FAIRS

Lewistown CareerLink


6395 State Route 103 North


Lewistown, PA 17044


Friday, May 17 from 10:00 am to 1:00 pmThursday, May 24 from 1:00 to 4:00 pm



We are hiring packers to work for Quantum at Trinity Packaging in Lewistown, PA. These are 90 calender-day temp-to-hire positions. Solid work history, high school diploma or equivalent, and a pre-employment substance screen are required. Demonstrable good attendance record is a significant plus. Steel-toe shoes are required. Please bring IDs required for the Federal Form I-9 to the job fair. We cannot hire without these IDs. Pre-register online at www.quantumsps.com


Shifts Available


Monday to Friday: 8:00 am - 4:00 pm 4:00 pm - 12:00 midnight 12:00 midnight - 8:00 am
Rotating shifts: Daylight: 7:00 am - 7:00 pm Overnight: 7:00 pm - 7:00 am

Pre-apply here

 

Quantum is going to Pay Cards

***EFFECTIVE JUNE 1, 2012***

As of payroll on June 1, 2012 Quantum Strategic Personnel       Solutions will be going to mandatory pay cards or direct deposit as means of paying our employees.  As of this date, we will no longer be mailing our paychecks. Due to the closing of our mail distribution center, this is to ensure your timely pay.  Prior to   Friday, May 25, you will want to make sure to contact our office to register your pay card or to set up direct deposit

                   

Prepaid Payroll

MasterCard® Program

Your Paycheck on a MasterCard®

• Save approximately $400 a year having your pay check put on the Global Paycard Payroll MasterCard®
• Convenient alternative to checks
• Very easy to use – just swipe like credit card
• Cash withdrawal at any ATM
• Can be used for POS purchases
• Record of all transactions
• Can be used a pre-paid phone card
• Can be used to transfer money
• No  credit approval or bank account
• No check cashing fees
• Everyone qualifies
• Add your cash to your card for safety
• Use your card to pay utility bills
• Make internet purchases
• Additional cards available for family
• Transfer money to family card – eliminating wire transfer fees
• Use your card at all other employers 

Pennsylvania Shared-Work Program

SHARED-WORK PROGRAM

In March 2012, Pennsylvania implemented a new Shared-Work Program. The Shared-Work program allows an employer to temporarily reduce the work hours of a group of employees as an alternative to a lay-off. Employees covered by the plan receive a percentage of their UC Weekly Benefit Amount, or WBA, while they work the reduced schedule, if they are otherwise eligible for UC.

The percentage by which each employee's work hours are reduced is called the "reduction percentage." The employer determines the reduction percentage. It must be at least 20 percent and cannot exceed 40 percent. The reduction percentage must be the same for all employees participating in a Shared-Work plan. For example, if an employee normally works 40 hours per week, and the reduction percentage is 20 percent, then the employee's hours are reduced by 20 percent and he or she would work 80 percent of 40 hours, or 32 hours per week. If an employee in the same unit works 30 hours per week, then he or she would work 80 percent of 30 hours, or 24 hours per week.

For each week included in the plan, an employee receives a percentage of his or her UC WBA equal to the reduction percentage. For example, if the employee's WBA is $400 and the employee's hours are reduced by 20 percent under the plan, the employee would receive 20 percent of $400 or $80 in Shared-Work UC.

The employer implementing a Shared-Work plan will be charged 100 percent of the UC paid to participating employees within the effective period of the plan.

If you have questions regarding this program, please contact 877-785-1531.

Forms:

• Application for a Shared-Work Plan (Employer), UC-1084
• Application for a Shared-Work Plan (Employer) Instructions, UC-1084A
• Application for Shared-Work Benefits (Claimant), UC-1088
• Application for Shared-Work Benefits (Claimant) Instructions, UC-1088A
• Bi-Weekly Claim Form (Employer), UC-1089
• Application to Modify Approved Shared-Work Plan, UC-1091
• Shared Work FAQs
• 
  

Original article found on the PA Labor and Industry site, here.