We are pleased to announce that we have won a 2013 HRO Today TekTonic Award for our StaffTrack software. The TekTonic awards honor leaders in HR technology for their innovative contributions and we were thrilled to be recognized. The TekTonic awards were presented on May 1 at the HRO Today Forum in Philadelphia where it was also announced that buyers have ranked Staff Management | SMX among the top MSP Providers globally on the 2013 HRO Today’s Baker’s Dozen Customer Satisfaction Ratings Survey for Managed Service Programs. HRO Today’s Baker’s Dozen rankings are based solely on feedback from buyers of Managed Service Programs.
“Staff Management | SMX continues to demonstrate that it is one of the leading Managed Service Program (MSP) providers,” said Elliot Clark, CEO of SharedExpertise and HRO Today. “The quality of their client partnerships and the tenure of those relationships were evident in the Baker’s Dozen survey responses received from their clients this year. Staff Management | SMX’s proprietary software, StaffTrack, was also recognized with a TekTonic Award for innovation in HR technology.”
“As we celebrate the 25th anniversary of our company we are fortunate that our first client is still a client,” said Joan Davison, President and Chief Operating Officer for Staff Management | SMX. “It is appropriate that this year’s positive Baker’s Dozen rankings validate both the tenure of our client relationships as well as the quality of those partnerships. We are grateful for this recognition and continue to focus on providing our clients with industry leading service levels through collaborative partnerships and innovative technology that offers competitive advantage.”
StaffTrack provides full lifecycle management for outsourced workforces and essential vendor management functionality. StaffTrack’s workforce management functionality not only enables applicant tracking and candidate management but also provides advanced scheduling and job-sharing capabilities, workforce performance analytics and comprehensive drill down capabilities for interactive auditing to the associate level.
Since we founded our company in 1988, our mission has been clear: provide client-dedicated workforce and vendor management solutions that give each and every client the kind of focus and support that is impossible with the traditional industry model. Our singular focus runs contrary to a branch-based approach. A model that, by definition, is about acquiring market share and maximizing the use of branch-based resources rather than providing client-intimate support for complex management solutions.
Every aspect of our model has been engineered to support our client-dedicated programs. From our operationally focused service teams to the proprietary software that we use to manage our programs – everything we do revolves around the attainment of our client’s individual goals for their staffing programs. To this end, each of our client-dedicated programs is supported by our Chicago Center of Excellence (COE). Our COE efficiently enables consistent, high-level service delivery and program standardization while effectively leveraging our subject matter expertise and best-practices at client sites around the globe.
Being a generalist can be effective in many circumstances. However, when your business is workforce and vendor management critical support functions like recruiting, implementation, account support, supplier management, training and technology require the focus and expertise only possible with specialization. By centralizing these important functions in our COE we ensure shared-learnings and accelerated innovation across our client base. This approach allows our teams to specialize in providing outstanding customer service, understanding our client’s business and delivering operational excellence.
Our mature COE model is unique to the industry and provides our clients with better service levels, more responsiveness and greater flexibility. While other providers continue to try to leverage the power of centralization, they do not share our proven track record of success.
Over the past year, employment growth averaged 169,000 per month; however, nonfarm employment rose by 165,000 jobs in April. The American Staffing Association reported that the unemployment rate experienced a minimal change last month at 7.5%, decreasing only by .4 percentage point. The unemployment rate has been relatively constant over the past few months. The number of long-term unemployed (those jobless for 27 weeks or more) decreased by 258,000 to 4.4 million. Over the past 12 months, the number of long-term unemployed has decreased by 687,000.
The Bureau of Labor Statistics (BLS) showed that food services and drinking places, retail trade and healthcare gained 38,000, 29,000 and 19,000 jobs respectively. The trend in social assistance continued in April, with an increase of 7,000 jobs for the industry. Construction employment changed little over the month, the industry has gained an average of 27,000 jobs per month over the prior 6 months. Manufacturing employment remained unchanged in April. Other major industries including mining and logging, wholesale trade, financial activities, transportation and warehousing and government showed little change over the month.
An article by the Staffing Industry Analysts reported that U.S. temporary help services jobs increased by 30,800. The year-over-year increase is 184,000 for the month of April. The workweek in the manufacturing industry decreased by .01 hour to 40.7 hours and overtime has decreased by .1 hour to 3.3 hours.
With nearly half of the existing millennials, born between 1977 and 1997, participating in the workforce today, it’s important to understand what professional needs and desires come along with this group of your co-workers. There are approximately an equal number of boomers and millenials in the U.S and by 2020; five generations will be working together in organizations all over the world.
Generation Y brings a different perspective on employment and the best way to work with them is to understand the professional world through their eyes. The younger generation grew up in a highly technological era where instant gratification was the norm and group work was encouraged since grade school. Forbes.com reported that 75% of generation y employees would like mentors and 80% care about feedback. Quarterly feedback or annual feedback is not enough; millennials want to know how they are doing right now. They also want to hear your feedback face-to-face. Perhaps because of the focus of group work in school and the rise of social media, this social interaction is highly valued in the work place.
Flexibility is coveted for the younger generation in nearly every aspect. SHRM reports that 40% of millennials would accept a lower-paying job that had more flexibility, particularly in regards to work hours, place of work, social media access at work and the dress code. In fact, A Deloitte study notes that 46 percent of 18- to 24-year-olds would choose internet access over owning a car. Another factor that’s more important than pay is career progression and they don’t want to have to follow a stringent road map to get there. Many people in this generation suffered through a recession that made post-graduate employment difficult, so they value employment assistance in paying student loans as well. Not everybody is impressed by some of the work habits that are demonstrated by this group.
Workforce.com reviewed research that indicated that with the younger generation, levels of professionalism have declined and work ethic has deteriorated over the past five years. 86.6 % of respondents believe that this is the cause of a casual attitude toward work, 71.5 % believe it’s due to not being self driven and 63% claim that there is lack of work ownership. A management consulting firm director reveals that the way professionalism is defined is different for different people; it is no longer synonymous of showing up and leaving for at a certain time or the clothes you where, it’s more the outcome than the process. The outcome many times tends to be innovation, one gen y trait that many boomers are appreciative of.
Each generation has traits that are a result of their upbringing and values. Some of these characteristics should be valued and carried through to new generations and some should change with the times. There is no right way to work and each generation should be aware of that.
The March 2013 Staffing Industry report provided by the Staffing Industry Analysts reported an increase of 236,000 jobs in total nonfarm employment. The Professional job sector was a top job generator in February with an addition of 70,000 jobs. Construction continued its positive turnaround with an added 48,000 jobs and healthcare also increased by approximately 32,000 jobs. The Bureau of Labor Statistics noted an unemployment rate of 7.7%. In fact, the past three months were cited as the best three month performance since 2006.
The monthly change in temporary help employment grew by 16,000 jobs. As reported by the American Staffing Association, in a year-to-year comparison, temporary help employment was 4.4% higher this month than in February 2012 Although the numbers point to a lot of economic growth, government spending cuts and the uncertainty surrounding federal policy will have take effect on the employment in the coming month. Nonetheless, temporary help services will continue to help business fill their labor demand.
The February 2013 Staffing Industry Report provided by Staffing Industry Analysts revealed that the unemployment rate remained at 7.9% in January. The number of unemployed persons remained little changed at 12.3 million.
Total nonfarm payroll employment grew by 157,000 in January. The largest job gains occurred in retail trade, construction, health care and wholesale trade; however, employment growth averaged 181,000 per month in 2012. The Bureau of Labor Statistics reported that employment decreased in transportation and warehousing. Construction added 28,000 jobs and the remodeling market index is near a nine year high. Information technology employment set another all-time high in January with an increase of 15,800 jobs. IT jobs grew 0.37% sequentially last month to 4,339,800. IT employment overall has grown by over 4% since January 2012, as reported by American Staffing Association.
The market continues to demonstrate a softening staffing market where new orders are decelerating and sales are getting more difficult. The non ferrous metal production industry, including ready mix concrete , motor vehicle power train components and machine tool manufacturing has the highest average weekly overtime hours. This can provide a great opportunity for staffing companies.
February 11-13 will mark the 15th annual three-day event known as ProcureCon Indirect East. This year, ProcureCon Indirect will take place in Charlotte, North Carolina. As a sponsor of the event, Staff Management | SMX will have thought leaders on hand to present workforce strategies to optimize workforce mix, improve worker quality and retention and to reduce employment costs related to overtime and health care.
Anne Osty, vice president of sales and marketing says, “We are pleased to be a part of this year’s ProcueCon Indirect East Conference and look forward to engaging with some of America’s leading indirect procurement executives.”`
The conference is structured in a way to make the experience as interactive as possible. Collaboration will be fostered through practitioner-led workshops and round tables where attendees can share ideas and gain feedback from top procurement professionals. Key topics impacting the industry will be discussed over the course of three days. The first day will cover several topics under the umbrella of strategic transformation and value creation, the second day will explore globalization, C-suite reporting, compliance and supplier relations and the final day will dive into complex services spend and category management.
We can’t wait to share our experience in a future post!
HRO Today’s Article, The Best Workforce
, shares industry expert insights on trends and changes in the MSP space. As the contingent labor market continues to grow and mature, the use of outsourced Managed Service Providers (MSPs) is becoming an increasingly popular method to gain a cost effective and reliable contingent labor management strategy. Clients using MSPs also receive assistance in long-term strategic labor planning and goal setting.
A number of companies are choosing to manage their labor pool with a total workforce solution, encompassing all contingent labor categories. Some industry leaders predict that fully integrated total workforce solutions that address both contract and direct hire talent acquisition needs will become increasingly more common.
However, Joan Davison, President and COO of Staff Management | SMX also observed that for some clients, a focus on managing the complex categories of contingent labor is still a higher priority than a combined MSP-RPO solution. “There has been a notable increase in business expansion within all of the contingent labor categories, especially statement of work, independent contractors and outsourced workforce management. Due to the anticipated challenges in economic conditions and forthcoming healthcare reforms, American businesses, and in particular those that operate globally, are looking for business partners that can bring them guidance on cost effective competition for best talent as well as preparing for the upcoming changes in policy and regulations across all of those classifications.”
Industry experts agree that the role of MSPs in workforce planning has evolved into a strategic solution that provides data and valuable insights to aid in decision making, workforce planning and risk mitigation. Davison states, “We are the key source for insights into each talent marketplace, the economic factors that impact the true cost of best talent and the best practices in structuring a network of providers to ensure the right talent is available at the right price and at the right time when they’re needed.”
The growth and maturity of the contingent labor market will bring change and opportunity for solution providers, notably an increased involvement from MSP programs to act as a consultant and offer direction on how to procure best talent that is fit for the job and cost efficient.
Can you make any other predictions for the MSP space?
The January 2013 Staffing Industry Report provided by Staffing Industry Analysts revealed that new unemployment is solidly below 400K. Economic growth, although modest, is extremely widespread, indicating a positive economic turnaround. Foreclosures are also down year over year and the median home price has gone up 10.3% in the past month. The unemployment rate in December, as reported by Bureau of Labor Statistics, remained flat at 7.8%.
The monthly change in total nonfarm employment has decreased since last month to approximately +155, 000, a 1.4% decrease year over year. The government sector was hit with a loss of 13,000 jobs, however, according to the American Staffing Association, education and health services experienced a gain of 65,000 jobs, leisure and hospitality jobs increased by 31,000, construction added 30,000 jobs and the manufacturing sector gained 25,000 jobs. The surprising increase in construction jobs was largely led by employment increases in construction of buildings and in residential specialty trade contractors.
Over the previous 12 months, the temporary help industry has added an average of 12,800 jobs per month to the economy. BLS reports that staffing firms accounted for 8% of all of new jobs created in 2012. The monthly change in temporary help unemployment was down -600 in December, a 6.4% decrease year over year. The pulse survey depicts a softening staffing market where selling is more difficult and recruiting for jobs is easier, on par with the predictions in August 2012.
Recycled Holiday Trees
The holiday season is highlighted as the time to give and to start thinking about goals and resolutions for the New Year. In 2006, Staff Management | SMX resolved to have a greater focus on green initiatives, almost seven years later, we continue to evolve towards becoming a more environmentally conscious and energy efficient company.
We have taken several steps towards reaching our goal including; replacing incandescent light bulbs with CFL and LED options, adding programmable thermostats, motion-sensor light switches, EnergyStar office machines, EPA approved cleaning supplies, auto-flush on toilets/urinals, using rechargeable batteries for all battery operated electronics, low-flow aerators on all faucets, using low to no VOC paints on all walls and ensuring that all the construction materials we use can be recycled or reused. Most recently, we made it easy for our employees to join the effort by exclusively offering plant-based and compostable disposable cutlery, plates and cups and adding re-useable ceramic cups instead of disposable cups/lids/straws.
For the past two years, Staff Management | SMX has participated in the Chicago Green Office Challenge, a friendly competition that helps participants engage in environmental sustainability and aids in the reduction of energy consumption and greenhouse gas emissions from commercial buildings. Our company was proud to achieve a first tier this year. Additionally, for the past three years, our office services team has produced reused/reusable holiday trees and they continue to improve and impress each year! This year’s structure is created from leftover off-cuts of MDF (medium density fiberboard), leftover coffee sleeves, scrap paper and unused disposable cups. We hope you like this year’s “green” trees and are inspired to make environmentally sound decisions of your own!
Can you suggest any other green resolutions for us to try in 2013?