The Wellspring Group

Your Staffing Source

reliability consistency accuracy

Using Recognition to Maintain Employee Morale

December 2nd, 2010

As the nation slowly recovers from the recent brutal recession, employee morale is low — very low. In fact, a recent survey of about 200,000 workers showed that employee morale is the lowest it’s ever been.

Employers risk losing workers with low morale as soon as the job market warms. Replacing an employee can cost anywhere from one-half to more than two times his or her annual salary!

So it will behoove you to buck up your current employees, and you may do in two simple ways:  praise and recognition  for their efforts, especially when those efforts go above the usual.

Sixty-five percent of those workers surveyed said they had not been recognized at all for their hard work in the year prior to the survey. Of those who left an employer, about 80 percent said the main reason they left was because they felt unappreciated.

Yet — and here’s where you should sit up and take note — of those companies where employee morale is high, almost all workers said that their managers recognize their employees’ efforts.

What’s more — and really pay attention here – the survey found that those organizations who recognized their employees for their efforts usually were more profitable than those who didn’t recognize workers.

As you work to make your company’s culture one of appreciation and recognition, be sure you praise and acknowledge not only top performers, but “average” and underperforming employees — when they make an extra effort for even the smallest of things. Praise can go a very long way to helping your employees get to a level of performance where you want them to be.

If you’re in the search for exceptional, hard-working, top-notch IT professionals, contact The Wellspring Group. We will source the most talented IT workers possible. We look forward to hearing from you!

HR on Steroids: Aligning HR with Key Partner Relationships to Achieve Strategic Objectives

November 11th, 2010

In order to select the right search firm for your organization’s next high-level position, you need to have a solid understanding of your company’s or individual department’s primary needs. Establish a hierarchy of skills and/or assets that are most vital to you and your team, then begin the process of “interviewing” search firms to determine if they are a good fit for your company, and can provide you with the type of candidates that are well-suited to your open position.

But why work with an executive search firm? Why not simply go out into the job market yourself and find that perfect candidate? After all, in these challenging times, you should have no trouble finding qualified candidates, right?

Surprisingly, it just doesn’t work that way. When an economic downturn leaves an unusually high number of highly skilled people seeking jobs, the sheer numbers can be overwhelming for most companies. Combine this with the fact that the internet has, over the past five years, completely revolutionized the way potential applicants are located, recruited, screened, and hired, and you will find yourself not only spending far more money on resources to properly handle this information overload but, even more importantly, you will waste time attempting to streamline a process that you must spend valuable time learning before you can even begin to put an effective system in place to handle it.

This is where the expertise of an established, experienced IT search firm is well worth the cost. This is our lifeblood. Our primary focus is to stay on the cutting edge of the latest recruitment and applicant filtering techniques. Our staff has the knowledge and experience to develop an effective plan for finding applicants that not only have the skill set you need, but who also is able to “fit” in your corporate culture, thus creating a synergistic relationship in your department – creating a whole that is greater than the sum of its parts.

We know where to find the right people, present them to you in a timely manner, and allow you to select the perfect candidate – all while you focus on your business. Take the guesswork out of finding your next employee. Let The Wellspring Group present you with the highly skilled candidates needed to take your company to the next level. We look forward to hearing from you.

Keys to Working Effectively with an Outside Staffing/Recruiting Firm

October 28th, 2010

There are a number of ways in which you can recruit for new staff members for your company. After all, reduced staff through open positions can contribute to increased stress on other employees and decreased efficiency in your company overall. Hiring new employees and recruiting your industry’s stars is essential in a company’s ability to move forward.

Another way in which you can find qualified personnel is through an outside staffing or recruiting firm. There are many benefits to working with this type of service, as its staffing managers often have contacts to qualified personnel looking for gainful employment in your industry. Moreover, they can offer assistance with initial interviews, call backs and other facets of the hiring process that prove to be time-consuming for busy executives and companies already working with the minimum amount of staff.

In order to reap the benefits of working with an outside staffing firm, you need to understand how to do so correctly. The more effectively you can work together from the outset, the better your chances are for successfully finding the right fit.

To start, you must clearly communicate your needs. Draft out, in writing, exactly what you are looking for in a potential employee. Be specific in terms of skills and experience. State your terms on salary, benefits, probationary periods and anything else relevant to finding the right person to fill a particular position.

Allow the staffing company to do its job – don’t try to micromanage the search for a new employee. If you are working with a reputable company, then you must be able to “let go” and  allow the staffing firm to find you a new employee without the need to be involved in the process until you need to be (usually only for final interviews with the top candidates).

When you need the expertise to find IT professionals for the jobs that need doing and you want the search done as easily and successfully as possible, contact The Wellspring Group. We’ll make the whole process flow efficiently and effectively. Contact us today!

Staffing Defined: When and Why Temporary, Temp-to-Hire and Direct Recruiting Make Sense

October 21st, 2010

The staffing industry tends to toss terms about like so much candy being tossed by Iron Man costume-clad kids to in a Halloween parade to those on the sidelines. If you’ve ever wondered what “temp-to-hire,” “direct recruiting,” “long-term temporary” mean — and how they can help you — here are some definitions.

Temp-to-Hire. Bringing a worker to your company on a temp-to-hire assignment means you have arranged with your staffing service to bring someone in who, if all goes well, you will hire on to your own payroll after an agreed-upon length of time, usually 90 days. Temp-to-hire allows both you and the temporary worker to see if the position is a good fit for both you and the employee — if the worker has the skills and attitude you seek and if the assignment fits the worker’s career goals. Temp-to-hire is wonderful when you want to see how an employee really works on the job without having to make a full-time commitment.

Long-term Temporary Assignment. These often are used by employers who need skilled professionals for long-term work but are leery of bringing someone on to their own payroll, often due to the fact that the employer is unsure of future needs. Will the work still be there for the person to do six months from now? Or will business droop, meaning the employer may have to let someone go. Hiring employees is costly, as you know, and most employers understandably are loathe to hire someone just to have to let him or her go a few months down the road. Bringing in someone for a long-term assignment (two months to a year), can help you get the work you need done before you make the huge commitment of hiring someone on to your payroll. If it turns out you find the temporary worker to be an excellent member of your team, you can hire the person from your staffing service at any time. Your service will charge you a fee for this.

Direct Recruiting. Sometimes, you really do need to get someone on to your company’s payroll quickly, without placing him or her on a temporary, long-term temporary or temp-to-hire assignment. Also known as executive recruitment or direct placement, companies tend to engage recruiting firms to source, vet and perform preliminary screening for harder-to-find positions. Staffing services and recruiting firms constantly recruit for positions within their staffing niche (such as IT, The Wellspring Group’s recruiting focus) and so can send two or three completely screened top candidates to a company within days or even hours for final interviews by the company’s principals or managers. Most recruiting firms, such as The Wellspring Group, receive no pay until and unless a company hires one of the staffing firm’s candidates. The fee then usually is about 30 percent of a candidate’s first-year salary, although this fee is negotiable. Some companies also prefer to hire recruiting firms on a retainer basis, paying the firm a set amount each month to conduct on-going recruitment.

If you need reliable and skilled IT professionals for temporary, temp-to-hire or direct placement positions, contact The Wellspring Group. We are the source for top IT talent and we look forward to learning more about we can help your company find exceptional employees.

WBENC - Certified Women's Business Enterprise