UNITEMP Blog

Innovative Staffing Program Saves New Jersey Employers Almost $1,000,000.00 in 20 Years

Hackensack, NJ – In a time where the cost of everything from gas to health insurance is skyrocketing, UNITEMP Temporary Personnel continues to help New Jersey employers save big on their contingent labor when they need it most, at the end of the week.  The leading temporary staffing service is getting ready to celebrate 20 years of delivering No Premium on Overtime to its clients.

In 1991, Ted Kissel, President of UNITEMP, pioneered the NPOT concept because he felt uncomfortable gouging his valued clients beginning on the 41st hour with overtime premium bill rates.  “I decided to propose eliminating overtime premiums,” said Kissel.  “Our customers need our temporaries to finish their work on Friday, but often the temporaries have reached 40 hours by lunch time.  Staffing company profits generated by automatically increasing a $20.00 bill rate to $30.00 after 40 hours are great – but tough to justify to the customer’s CFO.”  Not surprisingly, his profit reducing idea was not well-received by his boss at the time, Ted Kissel, Sr.  “I realized that my future in the family business was at risk.   I repackaged and represented No Premium On Overtime as a differentiator for sales and as a customer retention program.  I made the sale.”

Kissel convinced his father that NPOT for staffing was ethical and a wise business decision.  His brainchild revolutionized the staffing industry and attracted the attention of major temporary help buyers.

Delivering a 33% savings on virtually all temporary help overtime has been a key factor in UNITEMP’s success.  Over the years, customers and their CFOs came to UNITEMP, because they realized that all customers, large and small, could achieve great results and big savings.  “We never looked back, and now 20 years later we continue to charge No Premium on Overtime (the same rate for the 55th hour as we do for the 1st hour of the week).  The cost to us is huge.  But, the overall value is even bigger in terms of customer retention and loyalty,” says the younger Kissel, who has served as UNITEMP’s President since 1995.

Kissel’s clients are extremely thankful that he stuck to his guns all those years ago.  UNITEMP estimates that, since the NPOT program began 20 years ago, they’ve saved New Jersey employers almost $1,000,000.00.  How much could UNITEMP save your organization?

If yours is like most forward-thinking companies, you are integrating contract employees with direct staff to maximize resources and meet project objectives.  But are you getting the best results from your contract staff? 

To get the most from your contract personnel, you must understand their motivations and develop a culture in which they can succeed.  Here are a few best practices to help you successfully manage these valuable contingent resources:

Use Them Only When Appropriate.

Before you begin searching for a contract employee, ask yourself:

• Is the assignment well-defined, with a tight deadline and a measurable end point?
• Does it require special expertise?
• Is it a “one time only” assignment?  (as opposed to repeatable work)
• Do time or money considerations preclude you from hiring a direct employee?

If you answered “yes” to the questions applicable to your circumstances, you probably have a project well-suited for a contract employee.

Prepare Direct Employees.

Your direct staff may not know what to expect from contractors, or they may have misperceptions about them.  To ensure that the two groups work well together:

• Define the roles of both contractors and direct staff.  Show the value that each brings to the table.
• Assure direct employees that contractors do not pose a threat.  Instead, let them know that contractors’ skills complement their own and improve the chances of project success.
• Cultivate working relationships between contract and direct staff, to encourage idea-sharing and develop rapport.

Communicate Regularly.

Lack of communication is often the greatest obstacle to successful working relationships with contract employees.  At each stage of their assignments, use the following suggestions to stay informed and ensure contractors won’t feel isolated:

• Beginning of assignment.  Orient new contract employees by explaining the parameters of the job, outlining “big picture” impact of the project, and introducing them to the rest of the project team.
• During the assignment. Throughout the project, involve contract employees in relevant meetings, include them in team memos and e-mails, ask for their opinions and ideas, and remember them when you celebrate project milestones.
• End of assignment. Hold a debriefing session to ensure objectives were met, gather necessary documentation, and discuss issues that may arise in the future.

Need specialized talent for an upcoming project?

UNITEMP’s contract staffing services allow you to access experienced New Jersey professionals who have the skills to do the job right.  Whether you need to cover unique staffing challenges, to meet the interim staffing requirements between direct hires, or for long or short-term projects, we’re ready to help.  Contact UNITEMP today.

As our economy struggles to gain steam once again, businesses are forced to make tough choices regarding their workforces.  Skyrocketing employment costs such as insurance, overtime, payroll taxes, healthcare and other benefits, coupled with the uncertainty of just how long a recovery will take, are placing enormous pressure on employers to run lean.

Here are just a few of the ways temporary staffing can help your business contain expenses, manage uncertainty and maintain productivity during a slow economic recovery:

Contain employment costs.  Healthcare, workers’ compensation, unemployment insurance, Social Security and overtime costs continue to rise each year.  Temporary staff can help you mitigate these costs:

• As the temporary employee’s employer of record, the staffing service pays benefits, unemployment, taxes and other personnel expenses.  You pay only for productive hours worked.
• When you use temporary staff to handle special projects and peak production periods, you don’t have to increase your fixed payroll costs – or direct headcount.
• You can eliminate overtime, and the employee burnout it causes, by bringing in temporary staff to handle extra hours when business picks up.

Manage uncertainty.  If your business faces an unknown future in this economy, consider using temporary staff to keep your workforce flexible.  You can bring in additional labor and expertise when you need it, while avoiding the expense and problems caused by overstaffing.

Increase focus.  When times are tough, every employee must be put to his or her highest and best use.  Temporary staff can be used to handle low-priority, mundane, or non-core business functions, so that your regular staff can focus on their most important priorities.

Minimize layoffs.  Although some businesses may be hiring again, many others continue to face the threat of layoffs.  Planned staffing services can help you smooth the fluctuations in your workload that typify the onset of a recovery - providing the on-time staff you need to handle sudden surges in demand, while reducing the need for layoffs once things slow down again.

Maintain productivity.  Staffing services carefully pre-screen and test their workers to ensure they have the skills and attributes necessary to perform for your company.  In certain cases, the staffing firm will even train and orient new temporary staff for you, to help you maintain productivity.  And because staffing services handle recruiting, screening, interviewing, testing and reference-checking for you, their services help you be even more productive.

Through good economic times and bad, UNITEMP provides the services your business needs to thrive.  Contact us today to learn more about our staffing services for New Jersey employers.

Leading NJ Staffing Firm Helps Employers, Employees Weather the Recession and Slow Recovery

Hackensack, NJ – While leading economists debate over whether or not we’re “double-dipping,” UNITEMP Temporary Personnel focuses on designing smart staffing solutions to help both employers and employees weather these tough economic times.

The leading New Jersey staffing service continues to provide area employers with qualified short- and long-term temporary and contract staff across a wide range of skill sets.  These contingent workers help organizations control fixed labor expenses, meet tight budgets and free core employees to focus on revenue-generating activities.

During a recession and subsequent recovery, “Managers want and need to save money and meet their expense budgets exactly.  UNITEMP specializes in staffing customer ‘not-to-exceed’ purchase orders for temporary personnel.  Meeting budgets is exactly what our purpose is,” says Ted Kissel, President of UNITEMP Temporary Personnel.

UNITEMP’s services also greatly benefit local job seekers.  The staffing firm’s contract and temporary assignments help individuals:  earn money while searching for direct employment; avoid résumé gaps; keep job skills sharp and up-to-date; gain valuable networking contacts; and stay positive and productive during what can be a very difficult time – both emotionally and financially.

“Of course, each job helps us put one of our valuable employees to work,” says Kissel.  “And in spite of the sporadic, spontaneous and sometimes abrupt nature of temporary work, many people are glad to do it.”  To find out more about current openings, Mr. Kissel encourages New Jersey job seekers to visit the Search Jobs page on UNITEMP’s website.

UNITEMP Temporary Personnel provides short- and long-term temporary and contract staff within a wide range of skill sets, including the following:

• Administrative & Office
• Accounting
• Banking & Finance
• Bilingual
• Communications
• Education
• Information Technology
• Human Resources
• Legal Support
• Marketing & Sales
• Medical Support
• Call Center
• Customer Service
• Technical
• Engineering
• Manufacturing
• Services
• Project Support
• Real Estate
• Insurance
• Agriculture, Forestry & Fishing
• Mining
• Transportation
• Utilities
• Wholesale Trade
• Retail Trade
• Public Administration

Social Media Helps Leading NJ Staffing Firm Connect with Clients, Employees

Hackensack, NJ – You have one new friend request.  UNITEMP Temporary Personnel invites you to “Friend” their Facebook fan page. 

While millions are using Facebook to keep in touch with friends, the leading New Jersey temporary and contract staffing firm is using this social media platform as part of their progressive internet marketing strategy.

The page allows UNITEMP to interact with clients, employees and applicants on a whole new level.  “People are spending more and more time online, and Facebook provides a convenient way to reach them,” says Ted Kissel, President of UNITEMP Temporary Personnel.  “This page helps us share real-time staffing and job posting information, and encourages our clients and employees to give us their feedback.”

Containing several interactive features, the page contains valuable information for managers, temporary employees and job seekers alike.  Visitors can leave comments or ask questions on UNITEMP’s “Wall”; browse the “RSS / Blog” tab, which displays their company blog feed; or even search for up-to-the-minute administrative temporary, contract and full-time job listings.

So why should you become a fan?  Kissel is committed to adding real value for everyone who becomes a fan of UNITEMP.  “We want to provide timely, relevant information about temporary help and the staffing industry, particularly for our New Jersey customers, employees and job seekers.  So if you want to further your career, find a job or ask a question, the page can be a valuable and fun tool.”

To become a fan of UNITEMP, just log onto Facebook and type “UNITEMP Temporary Personnel” in the search box at the top of the main window.  Select UNITEMP Temporary Personnel from the results list, and then click on the “Like” icon.

If you’ve recently fallen victim to downsizing or or a layoff, you may be tempted to file for unemployment benefits.  But in my opinion, temporary work is a much better option.  Here’s why:

• Keep your skills sharp.  If you don’t use it, you lose it.  No matter what field you work in – administrative, technical, professional or industrial - temporary work helps keep you in-touch and on-top of your game.
• Keep your morale high.  In today’s job market, it’s taking nearly twice as long as normal to find work.  When you sign up with UNITEMP, we can get you back to work quickly.  And when you’re working, you’re more likely to have a positive outlook on your situation.
• Get your foot in the door.  In many cases, our temporary employees are eventually hired by our client companies.  If you want to work for a particular company, a temporary assignment is a great way to make internal contacts and get your foot in the door.
• Try out a new career.  Ever wanted to try a different type of work?  Now is the perfect time.  Temporary assignments give you the freedom to work in a variety of positions and industries – to find the perfect new career fit for you.

Bottom line, choosing temporary work over unemployment is a smart move.  Over the years, I can’t tell you how many people I’ve met who have changed careers, improved their lives, become independent, and made more money in the long run than they expected to by working as temporary employees.  I even know some who transitioned into full time jobs, found business partners, made great contacts, and actually met the person they married by accepting temporary work over unemployment.

As far as I know temporary work does not interfere with unemployment.  Yes, you have to work for your money.  But in most cases I’ve seen, the unemployment benefits are extended if the work stops.  And, worst-case scenario, one of the good things I mentioned earlier happens while you’re on assignment.  So what do you have to lose?  Contact UNITEMP today or search our office/clerical, technical and professional opportunities.

You’ve just won a three-month contract with a major new client – congratulations!  Now, you need to figure out how to get the extra work done. 

Should you pay your current employees overtime, or bring in temporary help?  Consider the following sample cost analysis.  It is based on an annual salary of $40,000 ($20.51/hr.), vs. time-and-one-half overtime, for one employee:

Cost Analysis

Although this is just a sample exercise for illustration purposes, it clearly demonstrates the economic rationale for using temporary employees.  When you need additional productive hours on a temporary basis, staffing services can lower costs, reduce burnout and improve the productivity of your direct staff.

UNITEMP – New Jersey’s Staffing Economics Experts

Need help assessing the cost of a staffing strategy?  Contact UNITEMP.  Our experts will work with you to determine the most productive and cost-effective way to get your work done.

Cost Analysis Assumptions

* Temporary staffing rates vary by market, but the relationship (ratio) between pay rates remains the same.

** Fringe benefits include:  holiday pay, sick leave, vacation pay, personal days, insurance, F.I.C.A., S.U.I., F.U.T.A., worker’s compensation, etc., based on a national average of 31%.

*** Based on U.S. Chamber of Commerce national average statistic of 12%, which includes firms that pay no benefits.  For small firms with moderate benefits programs, this cost is typically 40-45% of payroll, and for larger firms with extensive benefits programs, the cost can be up to 100% or more of payroll.

What’s the single most important variable in the success (or failure) of your business?

Your staff.

Steven Berchem, Certified Staffing Professional and Vice President of the American Staffing Association, posted a great article on the ASA website which addresses the ways today’s businesses are using staffing to gain real competitive advantage. 

Here are a few of the article’s salient points:

• As agility becomes more essential to success, smart companies are rejecting traditional hiring models and taking bold approaches to staffing.  They are moving away from lengthy hiring processes and no longer see the wisdom of filling every position with a permanent employee.
• These changes in key business practices have led companies to use more temporary and contract employees in diverse and highly skilled professions, including: accountants, attorneys, chief executives, doctors, graphic designers, IT professionals and even pilots.
• Today’s staffing employees are motivated, satisfied and educated.  In a survey conducted by the ASA, nine out of 10 staffing employees said they would recommend temporary or contract work to a friend or relative.  And while it may come as a surprise, staffing employees are actually better educated than the overall workforce, with 74% having at least some college education (compared to 62% of the traditional workforce).
• Staffing firms provide the only means of accessing some of America’s best talent.  In fact, the majority of staffing employees either use temporary or contract work as their sole means of finding a “permanent” job, or they simply prefer their current work arrangement over traditional employment.

To read or download the full article, click here.

Maximize the Value of Your Human Resources with UNITEMP

If you’d like to maximize the value of your staff as a source of competitive advantage for your company, contact UNITEMP today.  We can show you how to use staffing to become more agile, efficient and profitable.  Together, we can develop a smart staffing plan that will enable your organization to compete – and win.

Are you new to the world of social networking?  Looking for fresh ways to enhance your career prospects?  If so, use these quick tips to turn a social networking profile into a powerful career-building tool.

Find the right site for your career interests.  Begin by browsing the different “networks” provided by major sites like LinkedIn and Facebook.  Click through each network’s subfields to determine which sites have areas that match your needs and interests.

Build your profile carefully.  When creating a profile for career purposes, make sure that the information you post is accurate and appropriate.  Start by reviewing other profiles, then mirror the style and content of the best ones.

Choose an appropriate profile picture.  Your picture makes a critical first impression on a recruiter.  Be sure it’s a positive one.  Only post pictures that are “neutral” (i.e., not sexy, costume-like, or potentially alienating) and appropriate for business.  If you already have a profile picture, review it with a critical eye to ensure it prepresents you in a professional manner.

Maintain distinct identities.  If you use sites for both personal and professional purposes, separate your virtual lives by establishing dedicated social networking pages.  Direct all co-workers and business contacts to your professional page and ask them to “friend” you there.

Manage your privacy settings.  Take advantage of the technology sites like Facebook offer to limit what potential employers can learn about you.  Like other features, privacy options are continually updated – revisit them periodically to ensure your settings keep details about your religion, political beliefs and relationships private.  As a rule of thumb, assume that everything you post is public, except what you explicitly designate otherwise.

Post content, links and news.  Post timely content that highlights your professional area of expertise.  By including relevant links on your profile, you: demonstrate your concern about developments in your industry; position yourself as an informed expert; prove your commitment to improving yourself as a professional.

Garner recommendations.  As your online professional network grows, seek opportunities to obtain and post recommendations from superiors, co-workers, subordinates and satisfied clients.  Their third-party perspective gives readers a more objective view of you as a professional.

Complement your social networking job search activities.  Register with UNITEMP and gain access to a multitude of rewarding job opportunities that never make it to job boards or other online channels.

Have you ever bought something on impulse?  Ever wonder what attracted you to the item in the first place?

Whatever the reason, something about the way that product was marketed created a strong attraction in you – strong enough to make you act.

In many ways, job postings are a lot like the impulse items we all buy on occasion.  As a manager, you must ensure that the announcements you write compel the candidates you seek to take action – even if they aren’t actively seeking new jobs.

To help you in this arena, use these tips for creating irresistible job postings that are magnets for talent:

1. Tell a story to stir emotions.  Rather than beginning with dry job requirements, focus on the ways your company’s products or services impact customers’ lives, or draw from client testimonials.  Write about the way your business makes people feel, and use this to create a compelling image of your company and the available position.
2. Approach the posting from the job seeker’s perspective.  Top candidates are more interested in what a position offers them personally – high earning potential, intellectual challenge, recognition, etc. – than in your company’s business strategy.  Ensure your job posting addresses these needs by first highlighting the rewards of the position.
3. Emphasize your company’s strengths.  Everyone wants to work for a successful organization.  Put your company’s best foot forward by identifying strengths such as: organizational growth, industry track record, competitive advantages of your products/services, positive corporate culture, financial stability, awards and/or recognition.
4. Convey a sense of optimism.  Potential candidates are quick to form judgments about your company based on the tone of your listing.  Use positive language to turn downsides into opportunities (e.g., a decline in profits signals a need for innovation).
5. Keep it short.  Details are great, but a passive job seeker won’t take the time to read a lengthy listing that drones on and on like Charlie Brown’s teacher.  So as a general rule, limit job postings to two or three pages.
6. Avoid overused buzzwords and transparent euphemisms.  For the savvy job seeker, buzzwords do little to differentiate your company – so use them sparingly (balancing the need for SEO when postings are online).  Likewise, steer clear of inflating job titles (e.g., listing a coffee gopher as a Beverage Production Manager) that will only rob your company of both clout and credibility.
7. Use your in-house writing talent.  A job posting is a marketing piece.  If you’re not a Twain or Grisham by nature, enlist your marketing department’s help.  Provide them with the nuts and bolts of the job (as well as this post) and let them craft a compelling posting for you.

Attracting top talent is both time-consuming and expensive – so why do it on your own?  Call UNITEMP with your job specifications, and allow us to find the best temporary candidates for you.  See how our employee performs on the job, without the risk of expensive hiring mistakes.   Then, at your discretion, you may extend an offer for direct employment to the employee with our temp-to-hire option.