Staffing – The Staffing Stream Your pulse on the staffing industry Tue, 13 Jul 2021 16:18:33 +0000 en-US hourly 1 The Many Leadership Benefits of Being Present /2021/07/14/the-many-leadership-benefits-of-being-present/?utm_source=rss&utm_medium=rss&utm_campaign=the-many-leadership-benefits-of-being-present /2021/07/14/the-many-leadership-benefits-of-being-present/#respond Wed, 14 Jul 2021 12:00:10 +0000 /?p=9106 Let’s face it, being a busy leader at any level requires the ability to move quickly from one task to the next. Sometimes, at the end of the day, when we have been booked back-to-back with meetings, calls and zooms, all our hard work may become just a blur. In fact, when a leader has multiple days working at this pace, he/she may not even realize that they may be shortchanging people in each interaction, perhaps not giving them their full attention in each key conversation, even when weighing in on key decisions.

When leaders are not “present” in key meetings, when we are preoccupied or too rushed, we increase the odds of misunderstanding key messages. Critical pieces of information may be left out of conversations or worse still, we may not even be presented with the information because we appear too rushed or absorbed in other matters. Consider how your stakeholders feel on the receiving end of this hectic interaction if this happens too frequently. Especially during busy times, self-awareness is critical. Because we all know, relationships require work and making a deeper connection with key employees and stakeholders needs both time and a commitment to two-way communication-during all situations, even a hectic one.

In times like this, it is good to take some time at the end of each day to assess:

  • How did the day go?
  • Did I rush any conversations today unnecessarily?
  • Did I give everyone my full attention in the moment?
  • Was I preoccupied in any of my meetings with something that happened before or was coming up next on my calendar?
  • Do I need to reach out to anyone to ensure that they were fully heard?
  • Was I listening more than speaking?
  • What can I do with my calendar to ensure I have a few minutes between meetings to reset for the next one?
  • What steps can I take to help me be more present in each conversation?

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Taking time to reflect at the end of busy days can help us quickly reset and readjust for the next day and if needed, reach out to anyone we may have shortchanged.

There are many ways to help you with remaining present. Here are some ideas:

  • Schedule a short break between meetings. Some leaders I work with book 45-minute meetings instead of an hour or 20-minute meetings instead of half an hour. This gives them 10 or 15 minutes between each meeting to decompress and prepare for the next one.
  • Make notes or outlook tasks immediately after each meeting helps release the “to dos” from your mind and feel like you have begun actioning.
  • Prepare in advance of each meeting to enable you to listen more and ask key questions.
  • Practice active listening skills in each interaction and remember to listen more than speak.
  • Do short breathing exercises or meditation, which can reduce stress and re-establish presence.
  • Walk around your desk/workspace. Some physical movement between sessions will help you readjust and put your energy back into the moment.

Put some of these practices into motion and you will see the difference immediately in how both you and other people feel at the end of the day. Being fully present is the best gift you can give yourself and your team as a leader.

MORE: Future-proof your business now

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The Stark US Jobs Landscape Transformation – Provoked by the Pandemic /2021/07/13/the-stark-us-jobs-landscape-transformation-provoked-by-the-pandemic/?utm_source=rss&utm_medium=rss&utm_campaign=the-stark-us-jobs-landscape-transformation-provoked-by-the-pandemic /2021/07/13/the-stark-us-jobs-landscape-transformation-provoked-by-the-pandemic/#respond Tue, 13 Jul 2021 18:00:43 +0000 /?p=9083 Speak to anybody looking to hire for new staff and they will likely bring up ‘The Great Resignation’. This phrase refers to the huge number of workers giving their two weeks notice after riding out the storms of the pandemic, creating unprecedented demand for staff and a hard-to-hire environment. Compared to last year — when layoffs were widespread, unemployment skyrocketed, and finding employment was challenging – the jobs market has flipped on its head. Here are additional changes we’ve seen:

Hybrid workplaces. Reopening is underway in cities like New York and companies are beginning to set their formal office plans. While few stated early on that remote work would be permanent, others announced a goal for a full return to office. The majority are opting for a mix of the two — signaling that the future of the office is likely hybrid.

The next 12 months will be crucial in understanding what will be anything but a one-size-fits-all approach to hybrid working. Companies will have to think about details such as how to effectively operate with workers across time zones, if and how to adjust pay to compensate for different costs of living, how to onboard and train remotely, as well as the new role of the office itself.

Shift in opportunities. We’ve also seen a shake-up in the distribution of opportunities. Early on, we saw significant hiring within the logistics and warehousing industry — likely fueled by growing e-commerce and increase in online deliveries. Adzuna’s data reveals jobs in this sector have grown 296% compared to pre-pandemic levels.

The pandemic also caused ultra-low interest rates, driving a surge in the real estate industry as well as labor and trade professionals indirectly through 比特币交易所官网home improvements. These jobs boomed 110% compared to January 2020.

At the other end of the spectrum, airlines, salons, bars and restaurant job opportunities were initially curtailed by pandemic restrictions, but are now recovering. Hospitality and catering jobs are flooding back and businesses are struggling to fill these roles. We’ve seen the restaurant industry respond with creative ways to compete for talent, including pay raises and sign-on bonuses – a trend that has spread across other industries struggling to hire.

PREMIUM CONTENT: North America Temporary Worker Survey 2021: How do temps decide whether to accept an assignment?

Demand for work perks. As the labor market shifted in favor of job seekers, workers started demanding more. Buzzy office perks like free food or laundry services became less appealing, replaced by a greater focus on health and well-being.

We’ve seen increased support for employees dealing with childcare or other caring needs. This was evident when schools closed and people were mandated to work remotely, with research showing 50 million Americans, one-third of the working population, has a child under 14 in their household.

We’re also seeing signing bonuses of up to $5,000, state-led perks, and pay raises offered to entice employees back to work. Currently, there are 54,400 openings offering signing bonuses to new staff, as employers search for ways to fight for top talent.

Hot demand for digital skills. Digital skills are in particular demand. Many tech stocks surged over the last year, and our data showed a relative resilience in some of the big tech cities such as San Jose,

Austin and Seattle. Compared to other white-collar sectors like financial services and consulting, the tech industry saw a faster recovery and continues to hire at pace.

Digital skills are also in-demand in other sectors, including healthcare, retail and sales. The need for experts in fields like digital marketing, social media, data science and cyber security has multiplied.

No need for formal education. The combination of shifting skill needs and high demand for candidates has propelled another positive change: Companies are paying more attention to skills over formal education. Adzuna’s data reveals there are more than 2.4 million vacancies open to those without a college degree as employers consider talent from beyond traditional recruitment pipelines.

We expect employers to continue pushing upskilling and reskilling workers to widen their talent pool.

A look ahead. This is a very different labor market than 14 months ago. We’re seeing a major flip where job seekers are in the driver’s seat once again which is setting flexible working, better support, and a focus on skills in motion.

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Switching Up Employee Engagement Through Workplace Gamification /2021/07/12/switching-up-employee-engagement-through-workplace-gamification/?utm_source=rss&utm_medium=rss&utm_campaign=switching-up-employee-engagement-through-workplace-gamification /2021/07/12/switching-up-employee-engagement-through-workplace-gamification/#respond Mon, 12 Jul 2021 18:00:00 +0000 /?p=9086 Gamification is a recent phenomenon that helps to turn often dull or tedious tasks into games by using mechanics that engage the user. It doesn’t mean that work becomes an actual game, but having a system based on a reward system can help engage employees and make them more motivated. To make work increasingly fun, add gamification to your workplace today.

How Gamification Works: Mechanics

When you got your first job, the concept of getting your paycheck was exciting. You immediately thought about the freedom that money afforded you. Then, you received your next paycheck, then another, until you stopped getting excited about your earnings. Unless you get a promotion or increase your wage, your brain won’t respond after receiving the same stimulus constantly.

For gamification to work, the rewards have to increase in intensity after a task becomes a habit, which is why video games are so compelling. When you level up, you receive skills, better stats, and access to better equipment or more locations. So, how do you mimic that in real life?

PREMIUM CONTENT: North America Temporary Worker Survey 2021: Preferences, use, and awareness of staffing firm websites/apps

In his book Loyalty 3.0: How to Revolutionize Customer and Employee Engagement with Big Data and Gamification, gamification pioneer Rajat Paharia explains the 10 key mechanics for gamification to work. Businesses can use employee engagement technology, like Nectar, to complete the following tasks and chart progress with digital rewards, peer-to-peer recognition, and challenges.

  1. Fast feedback: Managers must respond quickly to a completed task.
  2. Transparency: Employees must be aware of the awards given for the task.
  3. Goals: Employees or managers need to set goals all are capable of reaching.
  4. Badges: Managers must give out virtual or physical plaques as a reward.
  5. Leveling up: After a set amount of badges are earned, they level up for better rewards.
  6. Onboarding: Keeps all works informed on how the gamifying process works.
  7. Completion: When employees or managers complete a task, it’s removed from the list.
  8. Collaboration: Teams need to work together to solve and complete complex tasks.
  9. Community: All employees and managers need to be on board with this process.
  10. Points: Points can be used to move to the next level or to receive rewards.

For years, game designers have known how data can drive user interaction, which is what gamification is at its core. It doesn’t mean employees will start playing on their phones or become distracted; the objective is to increase performance and productivity through data.

Benefits and Implementation

Here are some of the reasons you should consider gamification — and how to go about it.

Benefits of gamification. One of the biggest advantages of using gamification is it removes the fear of favoritism. With appropriate engagement software, employees can see how they stack up against their co-works and see how rewards are given out. Gamification makes work more enjoyable, as it removes this stress and also gives employees a goal to strive toward. With real-time feedback, employees understand how to meet their targets and why they aren’t succeeding.

Industries suited for gamification. Any industry that uses easily measured outputs can benefit from gamification. For example, a business that sources candidates for recruitment could simulate a potential hires work environment on the computer to weed out unqualified potentials quickly.

Also, training can become more fun with the use of quizzes to reinforce policies and company culture. Company culture in all sectors can also grow if employees are given goals and rewards.

Implementing gamification. The following steps should help all industries implement gamification in their companies:

  1. Hire or delegate a professional that’s responsible for creating rules and criteria appropriate for the workplace. Engaging metrics will help streamline gamification.
  2. Approach an IT professional with the opportunity to get certified in gamification.
  3. With your team, locate where problems are occurring in your company. Then, the gamification professional can create a game around alleviating those issues.

Some industries don’t require a technological solution to gamification. For example, recruitment staff, like HR, could set up table-top games that encourage trainees to fight through a zombie apocalypse. As they get further in the training process, they kill more “zombies” and earn more points that could transfer over to other games within the office space.

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4 Ways Employers Can Help Women Get Back to Work /2021/07/12/4-ways-employers-can-help-women-get-back-to-work/?utm_source=rss&utm_medium=rss&utm_campaign=4-ways-employers-can-help-women-get-back-to-work /2021/07/12/4-ways-employers-can-help-women-get-back-to-work/#respond Mon, 12 Jul 2021 12:00:53 +0000 /?p=9082 women accounted for all of them. A large number of them, 1.8 million, haven’t returned, often because they were working in industries hard-hit by the virus or because they sacrificed their careers (at least temporarily), to care for children who were back 比特币交易所官网home because of shuttered schools or daycares.

Now the task is to bring as many women back to work as possible, not just for the sake of the women whose lives were affected, but also because women benefit employers and the economy by providing a broader talent pool, greater diversity and improved collaboration, among other advantages. Here are some strategies companies can employ to help make that happen.

Better child care. One obvious thing companies can do to attract women back to the workplace is to provide better child care options, a process which starts by engaging employees to find out what they need. 

Once you ask for input, address your staff’s current needs. Is it possible to provide on-site child care? If not, think about partnering with one or two local daycares as you would a gym, market, or clinic, to see if you can offer discounts as an employee perk.

Also, consider allowing employees to set aside a portion of their paycheck into a special fund that can only be used for child care. This money, called employee-assisted dependent care, isn’t taxed and can offer an attractive option for working mothers. Programs like offering time off for 比特币交易所官网homeschooling and mental health days also may be helpful.

Flexibility. Even with the number of jobs lost during the pandemic, it could have been worse without remote work options that allowed women the flexibility to manage their work and child-care responsibilities from 比特币交易所官网home. 

But flexibility, and working from 比特币交易所官网home specifically, can come at a cost: It can put pressure on women to ignore boundaries between work and 比特币交易所官网home life. Employees who worked from 比特币交易所官网home during the pandemic worked longer hours as a whole, which can lead to burnout.

To maintain boundaries while increasing flexibility, it’s important to make certain periods “out of bounds” for work communications. Don’t equate flexibility with an expectation that employees be available 24/7. If flexibility means less time to deal with 比特币交易所官网home responsibilities or simply recharge, you’re defeating the purpose. 

PREMIUM CONTENT: North America Temporary Worker Survey 2021: How do temps decide whether to accept an assignment?

Financial incentives. Stabilizing the workforce is not just about attracting employees but also about keeping them. Frequent turnover can leave employers with a wasted investment in hiring and onboarding. 

Employees will also be more likely to leave — and less apt to come on board in the first place — if you expect them to work part-time in order to avoid paying benefits. Women are unlikely to be interested in a job that doesn’t provide them with paid time off or health care. 

Other financial incentives can include offering a 401(k) with employer contribution for retirement. Employees may also appreciate advice for the long term, like building their credit, which can help them ensure they have what it takes to weather a future crisis or make a major purchase, like a car or 比特币交易所官网home.

Partnerships & training. One way employers can help bring women back into the workforce is by partnering with staffing agencies to broaden their pool of applicants. Staffing agencies are attractive to prospective employees and employers because they match the right workers with the right position, increasing the chance of a successful hire. 

It also helps to provide training for in-demand jobs. There’s a growing realization that new employees won’t have all the skills they need at the time of hiring. This isn’t realistic in an age where the number of skills required to do a single job is increasing by 10% year-over-year. Executives now see versatility and the ability to take on new roles as keys to success.

Women face major challenges in returning to the workforce, and it’s to everyone’s advantage that they overcome them. By providing child care options, greater flexibility, financial incentives, and avenues to re-engagement, employers can help equip women workers to succeed.

MORE: Women in tech: Diversity matters, but so does INTENTION

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Top Trends in Staffing Now — Part 1 /2021/07/09/top-trends-in-staffing-now-part-1-of-2/?utm_source=rss&utm_medium=rss&utm_campaign=top-trends-in-staffing-now-part-1-of-2 /2021/07/09/top-trends-in-staffing-now-part-1-of-2/#respond Fri, 09 Jul 2021 12:00:53 +0000 /?p=9080 National Association of Business Economists recently updated their estimates for a bullish 6.7% GDP growth in 2021, with a forecast for employment to return to pre-pandemic levels by early 2022.

As we look to this recovery, staffing firms will be on the frontline, helping find skilled talent and labor and matching them with the right jobs in a changed world of work. With those shifts in mind, here are the top trends we are seeing now that will have a significant impact on the growth and evolution of our industry.

Workforce automation and AI will continue to expand throughout staffing and recruiting. Leveraging automation to reduce the administrative burden on recruiters, allowing them to focus on revenue generation, has been a priority for many years. There are a number of good providers in the market that offer single-point solutions to tackle various stages of the administrative/communication process. Now, however, we’re beginning to see an evolution from these single-point solutions to all-encompassing platforms that fully integrate with an organization’s core systems. This makes it possible for end users to manage and access applications and technologies that enhance and streamline processes, all from one centralized location instead of having to switch from application to application.

AI is a term that is thrown around often. People used to visualize it as a bot that popped up on a website to ask how it could help. However, today’s AI is increasingly offering a path for a more hands-off, candidate-centric process that ultimately creates excellent candidate and client experiences. It doesn’t replace recruiters but instead ensures that their interactions with candidates are meaningful and timely, meeting the candidates where they are. AI-enabled bots leverage natural language processing (NLP) to assist in moving candidates through more touch points to effectively route them to the appropriate recruiter. These bots can take candidates seamlessly into third-party apps to complete skills assessments and video interviews and to schedule live interviews via calendar apps. AI helps drive a seamless and very positive candidate and client experience by eliminating the black hole and moving conversations to next steps, facilitating faster time to hire and providing a direct impact to the bottom line.

AI also offers a direct path to a more streamlined process for those candidates who are less interested in building a relationship with the recruiter and more interested in the job opportunities. Progressive staffing firms are using AI to give candidates the option of moving through much of the recruiting process in an automated manner and introducing recruiter interaction at strategic points in the process where it is needed. The point is to provide the candidate a continuous journey and for AI to present and facilitate what is needed at the right place and time.

PREMIUM CONTENT: Recruitment Marketplaces 2021 Market Update

Remote work and hybrid models are having a major impact on staffing and recruiting. The shift to remote and hybrid work models is here to stay. It’s changing the game and opening up opportunities for employers and candidates. The old mentality “If you’re not at your desk, you’re not working” has shifted drastically.

New opportunities are abundant. In the past, typically only IT professionals could work remotely on a large scale. Now, however, roles in accounting, finance, marketing, and customer service are increasingly open to remote work outside of gig platforms because of the tech transformation traditional organizations have undergone over the past year. With new flexibility in terms of where they are able to live, talent especially the top 10-20% of talent can work for organizations that previously would have been off the radar geographically. This means that staffing firms can reach out to candidates they never would have before in expanded geographies and demographics, which is incredibly valuable, as it exponentially expands talent pools. However, it also means staffing firms must be savvier with sourcing and recruiting resources and the ways in which they attract and interact with their talent community.

For roles that require employees to be physically present to work, such as light industrial, skilled trades, hospitality and food service, we’re seeing the war for talent reaching new heights. For example, organizations increasingly are offering skilled trade workers additional benefits, upskilling opportunities and in some cases even relocation assistance, something that was practically unheard of even a year ago.

The need for talent is real and the winners will be the ones who are able to best marry people, processes and technology to provide experiences that translate into satisfaction for candidates and clients.

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How Companies Are Investing in Their Employees /2021/07/08/how-companies-are-investing-in-their-employees/?utm_source=rss&utm_medium=rss&utm_campaign=how-companies-are-investing-in-their-employees /2021/07/08/how-companies-are-investing-in-their-employees/#respond Thu, 08 Jul 2021 12:00:53 +0000 /?p=9063 The effects of the Covid-19 pandemic are far-reaching, from how we communicate with friends and family to how and where we work. In 2020, when employees were struggling to maintain job security, no one would have imagined that a year later it would be a job seeker’s market and employees would be leaving their current positions in droves.

According to the Labor Department, the share of United States workers who left their jobs in April was 2.7%, the highest level since at least 2000. And if they haven’t left their jobs yet, they’re planning to, according to a recent study by Prudential Financial, which found that one-quarter of workers say they plan to look for a role with a different employer soon.

Turnover isn’t cheap, either. Estimates vary, but conservatively, replacing an employee can cost a business one-half to two times their annual salary. The smart play for businesses is to invest in both current and prospective employees in order to ensure retention and stand out amongst competitors.

PREMIUM CONTENT: July 2021 US Jobs Report

Successful Organizations Focus on What Employees Need 

Investment is about more than just money. While salary requirements will usually drive contract negotiations, the perks and benefits are turning out to be just as important for the diverse workforce of today. Benefits packages now go beyond the staples of health insurance and 401k plans to include investments in employees’ short- and long-term futures.

Here are a few ways that successful companies are utilizing benefits to invest in their most valuable assets their human capital:

  1. Job up-skilling and soft skill development. The workforce is largely made up of millennials, and 87% of them say that career growth and professional development are important factors in their job decisions. Whether a position is changing because of technological advances or analytics requirements, offering employees the opportunity to grow with their position is vital. Not only are new skills a welcome development for employees, but soft skills development like leadership, management and communication are drivers for successful retention. Employers can provide fully-remote training through learning libraries for soft skills as well as industry-specific courses, and artificial intelligence and virtual reality are making training an immersive, interactive experience.
  1. Mentoring and feedback. To grow in their fields and reach their true potentials, employees need feedback and coaching. Whether through regular feedback, annual performance reviews or mentoring opportunities, employees are demanding that those in leadership positions invest more time in providing career guidance. Mentoring relationships benefit both employees and businesses by developing strong employee loyalty and ultimately increasing worker retention.
  1. Fully remote and hybrid work models. The pandemic forced employers to adjust their work requirements, and many employees are now demanding some of these changes stick around. A flexible work environment is no longer just a perk, but a necessary investment for employers. Research conducted by the Society for Human Resource Management (SHRM) showed that 52% of employees forced to work remotely due to the pandemic want to continue to work from 比特币交易所官网home permanently on a full-time basis.

More than two-thirds of small businesses reported they are currently having a hard time finding qualified workers. Raises and promotions help retain talent, but they aren’t the only way to think long-term. In a job seeker’s market, finding ways to attract new talent is the only way to keep an innovative, talented team. The ways that businesses show up for their employees will continue to change as cultural priorities shift, but the philosophy that will stick around is one that involves investing in people.

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Implementing an Effective Cyber Security Recruitment Strategy /2021/07/08/implementing-an-effective-cyber-security-recruitment-strategy/?utm_source=rss&utm_medium=rss&utm_campaign=implementing-an-effective-cyber-security-recruitment-strategy /2021/07/08/implementing-an-effective-cyber-security-recruitment-strategy/#respond Thu, 08 Jul 2021 08:00:24 +0000 /?p=9100 Cyber security is something that needs to be integrated into every process today, including when it comes to recruitment. With the number of attacks on individuals and businesses continuing to increase it’s essential that any cyber security recruitment strategy goes beyond a traditional, office-based environment and includes the remote-working world in which we operate in today. These are some of the key factors to bear in mind when designing and implementing an effective strategy.

  • Every organization will be different. It’s just not possible to lift a strategy from one business and see it provide successful protection in another. Any cyber security recruitment strategy needs to be specifically tailored for an organization, including the way that it recruits and day-to-day operations.
  • Start with a clear appreciation of the risks. It’s essential for organizations to move away from compliance-focused security and to ensure that cyber security strategy and measures in place take into account the individual risks that an enterprise faces. This is a process that needs to start with an in-depth investigation into those risks, where they exist and what needs to be done to fix them.
  • Business-wide collaboration is essential. This isn’t a responsibility that should fall wholly to the IT team or those who are managing the process of recruitment. Collaboration is going to be essential right across the business, from inputting into strategy design to ensuring that all staff understand the systems they are using, including the potential vulnerabilities that they have.

PREMIUM CONTENT: Largest Direct Hire Staffing Firms Globally

  • Integrate the best possible technology. Any cyber security recruitment strategy will be more effective where it is supported by the right technology. Leading edge technologies not only help to ensure that the business can deliver on its recruitment objectives but that the impact of data breaches or security issues can be limited.
  • Redefine the way that data is handled. A lot of data can be collected and generated during the recruitment process and it’s vital to have a strategy in place to deal with this. Where the volume of data is high, one of the simplest approaches is to carry out an audit and prioritize data according to risk and value, as opposed to wasting resources prioritizing data that has no value.
  • Create more than one line of defense. Many businesses create a single defense where cyber security is concerned but it’s also essential to think beyond this to what might happen if that defense is breached. For example, if a password is stolen and security is breached as a result what is the next layer of defense in place?
  • Limit access to mission-critical infrastructure. One of the simplest ways to protect the most important enterprise infrastructure from cyber security risks is to ensure that the fewest people possible have access to it. Strong privileged asset management will ensure that vulnerabilities are not being unnecessarily created.

An effective cyber security recruitment strategy will ensure defenses remain strong and the business is protected while supporting effective hiring too.

MORE: Prepare your business for these cyberattack trends

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The Cost of WFH: Increased tax liabilities /2021/07/07/the-cost-of-wfh-increased-tax-liabilities/?utm_source=rss&utm_medium=rss&utm_campaign=the-cost-of-wfh-increased-tax-liabilities /2021/07/07/the-cost-of-wfh-increased-tax-liabilities/#respond Wed, 07 Jul 2021 17:00:56 +0000 /?p=8981 Amid the pandemic, many companies that did not previously have remote workers suddenly did — and some of those employees may be in states where the company did not previously have a physical presence. Additionally, many companies have since decided to allow their workers to remain remote, and many employees have opted to relocate to other regions, further establishing physical presence for those employers. Thus, the pandemic has created a potential tax liability for many staffing firms.

How? It’s called nexus, which occurs when a business has some kind of connection to a state. All states have a different definition of nexus, but most consider a “physical presence” or “economic connection” creates nexus. Physical presence can mean a number of things, including having an office, employee, warehouse, or storing inventory. Economic nexus comes into play when a company has a certain dollar amount in sales or a certain number of transactions in a state.

Wayfair Connection

Prior to the 2018 US Supreme Court decision in South Dakota v. Wayfair Inc., states could only enforce a tax collection on businesses that had a physical presence such as a brick-and-mortar location. As established by Wayfair, though, an economic presence creates sales tax nexus as well.

Now, more than 40 states have expanded nexus to include a sales tax obligation based on a certain level of economic activity within the state, including sales revenue, transaction volume, or a combination of both. Like many sales tax laws, economic nexus criteria vary by state and by the type of tax.

Wayfair has impacted all industries; professional service companies are no exception. A service company will need to understand the taxability of the services and location of the customers to make sure there are no unexpected state tax assessments.

PREMIUM CONTENT: US Statutory Expense Tool

Sales Tax Implications

Stay at 比特币交易所官网home orders brought a significant decline in sales tax revenue in many states. While the re-opening of businesses will lead to some growth in sales tax revenue, many states are likely to propose new tax legislation or broaden an existing tax to increase revenue.

States that impose an economic nexus threshold as a result of the Wayfair case may pass legislation that would lower the sales amounts. Tennessee, for example, lowered its economic threshold from $500,000 to $100,000. Other states may follow.

Due to Covid-19, states are likely to increase audits, change tax rates or bases, or enact entirely new taxes to increase revenues. Businesses need to monitor the sales tax arena and make sure they follow the new regulations when enacted.

Remote Workforce

Because of the pandemic, a great number of employees are working remotely. In general, an employee working in a state creates nexus for the employer for income, franchise and sales/use tax. Some states have issued guidance providing relief from nexus and taxation related to temporarily working within the state’s borders in connection with the pandemic. If a state has not issued relief, the company may be subject to various taxes due to the remote worker. According to the Tax Advisor, “Sellers of business and professional services are now presented with a significantly altered sales tax world, and failure to monitor nexus and taxability developments can lead to potentially significant sales tax exposure.”

There are states who have issued specific guidance on whether telecommuting employees temporarily working in a state due to the impact of Covid-19 creates sales and use tax nexus for an employer who does not operate in that state.

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How Warehouse Workers Could Fill Skills Gap Needed for Medical Device Assembly Teams /2021/07/07/how-warehouse-workers-could-fill-skills-gap-needed-for-medical-device-assembly-teams/?utm_source=rss&utm_medium=rss&utm_campaign=how-warehouse-workers-could-fill-skills-gap-needed-for-medical-device-assembly-teams /2021/07/07/how-warehouse-workers-could-fill-skills-gap-needed-for-medical-device-assembly-teams/#respond Wed, 07 Jul 2021 12:00:53 +0000 /?p=9058 More than ever, this past year has proved there is an even greater need for medical device assembly employees, with no signs of slowing down as the production of medical equipment continues to increase. The teams responsible for assembly — or “kitting” —need to have the right skills to not only safely and accurately pack products but also maintain a meticulously hygienic clean room environment.

However, many warehouse employees already possess the necessary skills to meet the needs of the assembly process and the ability to efficiently meet quotas. But how exactly can employers draw on warehouse workers to help fill these much-needed positions?

How the Skills Compare

Medical device kitting employers are looking for three key skills: attention to detail, order fulfillment and meeting production quotas. You can find all three skills in most workers with warehouse experience.

The same skills that make successful warehouse workers tend to transfer over very well to the medical device assembly line .Candidates with strong warehouse experience can meticulously review orders and prepare the correct items for delivery. This provides a solid foundation for following kitting instructions which require constant attention to detail.

Warehouse workers come from an industry where meeting production quotas is the name of the game. They’re used to working in teams and developing chemistry with their coworkers to achieve a common goal. These skills transfer with little retraining.

Depending on your region, your assembly position may offer new benefits and options not currently available to local warehouse workers. The subtle differences between the roles is often enough to attract veteran warehouse talent looking for new challenges.

“Medical supply assembly can be as attractive as a career opportunity as leadership or supervisor positions within the warehouse,” says Gillen.

Consider Hiring Internally First

As a manufacturer of medical devices, chances are you’re also warehousing medical devices. Even though outside warehouse experience also transfers well, drawing on your own warehouse staff for assembly talent presents several advantages:

  • They have knowledge of your industry and fulfillment process
  • They understand the nuances between products
  • They’re already onboarded at a basic level

These factors ease the transition between roles and greatly speed up the hiring process.

It’s also much easier to backfill your warehouse vacancies than it is to hire brand new assembly workers. You can always treat it as an opportunity to get new people in the pipeline.

Adjust Training to Address Production Differences

Warehouse workers aren’t always perfect for assembly jobs. The two roles have their differences, and addressing those during the onboarding process will contribute to greater success down the line.

Warehouse employees may move a little faster than their peers on the assembly line. Reminding them they need to move at the same speed as the rest of the team may be necessary. Further, it’s important to stress extra care in the process. Proper medical device assembly is a life or death issue, while order fulfillment isn’t.

To set up a warehousing-to-medical-device-assembly talent pipeline, including streamlined onboarding, it’ll benefit employers to reach out to a staffing partner who is equally adept at sourcing talent in both areas.

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Back to Work: Keeping staff and temporary workers reassured and safe /2021/07/07/back-to-work-keeping-staff-and-temporary-workers-reassured-and-safe/?utm_source=rss&utm_medium=rss&utm_campaign=back-to-work-keeping-staff-and-temporary-workers-reassured-and-safe /2021/07/07/back-to-work-keeping-staff-and-temporary-workers-reassured-and-safe/#respond Wed, 07 Jul 2021 08:00:41 +0000 /?p=9049 With vaccinations on the rise and key dates in the UK’s plan to leave lockdown getting closer, many temporary workers are feeling mixed emotions. On the one hand, they are gaining their financial stability back after months of furloughs and other unstable employment, however, on the other hand, coronavirus is still with us and infections are on the rise.

Keeping temporary staff safe and reassured so they can return to work regaining normality and stability in their lives is paramount for the temporary staffing industry.

Most of the industry has been shut down for months, so making sure the reopening of events and hospitality is safe and secure for workers is vital to the stability of the industry overall.

Here are some guidelines and additional safety measures to combat and minimize the risk of infection.

Response Plan 

It is imperative that temporary staffing businesses have a response plan in place, with uncertainty rife a response plan is a great option for settling the anxiety of workers and keeping businesses safe and responsive

A response and contingency plan outlines guidance for employers and employees in the event of a local break out, the movement of employees, the size of workspaces and venues, as well as guidance and steps to follow if an event needs to close early and many other unforeseen circumstances.


Having clear transparent communication is obviously one of the most important components for temporary staff returning to work, keeping staff informed on any national and local advice and guidance keeps staff informed and included.

Staffing agencies should be very clear and communicative on what’s being done to minimize risk and protect the health of temporary workers. Staff should receive continuous communication as situations change and remain up to speed on process and policy changes such as reporting sickness, sick pay, as well as a personal coronavirus risk assessment as it relates to health and personal circumstances of the members of staff.

Minimizing the risk of mental health-related stresses should be taken seriously as it relates to work activities and environments, measures should be taken to subside any risk.

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Protecting your workforce 

Keeping your workforces protected during this period is of the utmost importance, through well-informed communication of ongoing measures and clear directives following the official advice from the government and National Health Service, staff will remain informed on resources available to them.

Increased hygiene standards. Employers should increase hygiene standards in workspaces to minimize the spread, providing soap and hand sanitizer at station points and to individual staff. Increasing the time between intense cleans and keeping general workspaces clean at all times will cut down on risk. It is also important to consider frequent cleaning of work communal areas such as kitchens, break rooms, staircases, and lifts. For more information on how to minimize risk through cleanliness, you can refer to the latest government guidance

Social distancing. All necessary measures must be carried out in regards to social distancing and nonessential contact. Social distancing should be practiced in line with government guidance and were appropriate. To avoid the increased risk of transmission between employees working in close conditions, steps should be taken such as wearing masks, space separation, unnecessary physical contact should be avoided and the unnecessary touching of workspaces such as countertops should be also be avoided. Some staffing agencies may separate staff into groups or cohorts to avoid further contact.

Testing. Keeping staff informed with the latest information on testing protects staff and minimizing contact. Staff should report immediately if they feel they have been exposed to coronavirus or show any symptoms, they should be directed to the NHS Test and Trace service and communicate with any staff who may have been in contact with the employee. The NHS service will also get in contact with anyone the member of staff has been in contact with and where necessary tell them to isolate.

If a significant amount of staff present symptoms then the response and contingency plan will come into effect to offset any adverse effect it may have on the business’s operations and its members of staff. More information on testing is available on the UK government website and in this FAQs on testing and tracing.

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