The Nissen ASCENT Program

Think about someone already on your staff.  Someone that, when you think about working with them it makes you smile.  Someone you know is a real benefit to your company.  They are productive in your organization.  They make a difference.  They bring energy into every interaction they have.  They’re the right person, in the right company, filling the right position, for the right reason. Bottom line: they just fit.

When did we decide that fit was important?  When we were just looking for some skills and/or experience and nothing else really mattered?  I’m not sure.  And I’m certainly not sure there was ever a time that was the right thing to do.  Employee satisfaction is up over 50%.  And why not?  The amount of investment being made in employee wages, benefits and overall well-being is consistently going up!  At the same time, employee engagement is hovering at less than a third, around 32%.  That means that 68% of the workforce is disengaged.

dis·en·gage Verb (used without object)

To free (oneself) from and engagement, pledge, obligation, etc… When it was clear that there was no opportunity to create value, he became disengaged. 

If satisfaction is up, then why does it matter if employees are disengaged?  Disengaged employees feel undervalued, unchallenged and disconnected from their jobs and companies. Their behaviors and performance is costly and takes away from the bottom line.  THIS is why fit matters!  Filling jobs has always been about skills and/or experience.  Nothing else really mattered. It’s time to start paying attention to candidates that may (or may not) already have the skills and experience needed to perform the job, but also possesses the right motivations to BECOME something more.  Companies that are willing to train and develop employees see a higher level of engagement, leading to increased output, decreased turnover and higher revenues.

That’s what the Nissen ASCENT program is all about.  We help you find the right person for the right position in your right company.  From there, together, you can build the right reasons!

A – ASSESS – Career Consultants meet with candidates to assess skills, abilities, experience, motivations, and potential Fit.  Engagement Team Members meet with clients to assess staffing needs, competency and physical requirements, performance expectations, market pay rates and employee value propositions (EVP).

S – SELECT – Career Consultants select and submit candidates who meet job performance objectives, possess the right motivation, willingness, and desire to be successful in the job.

C – CONNECT – We connect candidates with clients for interviews, realistic job previews (RJP), auditions, etc… as outlined by clients.

E – EMPLOY – Expectations between Candidates and Clients are communicated and Candidates become Associates.

N – NAVIGATE – A customized Workforce Optimization Program, strengthens the working relationship between the Client, Associate(s) and NSC to maximize output and success.

T – TRACK – We track every movement along the way to ensure we are making all the right connections that lead to success, satisfaction and implementing changes for continuous improvement.

What got us here will not get us successfully into the future.  We want both our clients AND candidates to be successful, so making the right connections is important.  Contact us to see how we can put the ASCENT® program to work for you.

Expanded Benefits Package

Nissen Staffing Continuum has expanded healthcare benefit options available to Associates for 2019.  There are now 3 Healthcare Plans to choose from as well as Dental Coverage and/or Vision Coverage, something that most if not all other staffing agencies do not offer.  Coverage options also include coverage for spouse & dependents. Benefits are subject to eligibility requirements*
* Eligibility for Health, Dental & Vision benefits begins on the first of the month following 59 days of employment. Associates must average a minimum of 30 hours per week.

Are you ready for an Alternative workforce?

Today business is scrambling for solutions to augment their traditional workforce strategies.  The optimism for business growth is strong, but too often restricted by the scarcity of human capital talent.

Business has adopted “best practices.” Well written standard operating procedures, and well written training curriculum.  But again, business growth is stalled from a lack of human potential and talent.

Further, rising wages, additional overtime costs, employee turnover, and limitations to implementing automation requires progressive companies to seek new strategies to build and augment their existing workforce.

Launch Talent Development.  Leave Talent Consumption

NSC’s Managed Services alternative workforce program may be the solution you’ve been looking for? NSC has entered into a partnership with the Franklin House of Corrections to manage the careers of talented and motivated residents to meet their career objectives and achieve desired outcomes for business.

Benefits of an alternative workforce:

  1. Off-site, no cost trained workforce
  2. Training curriculum includes (but is not limited to):
    1. Client specific policies & safety
    2. Job success traits
    3. Performance objectives
    4. Position Instructions & SOPs
  3. Synchronized scheduling
  4. No unexpected absences
  5. Transportation services for candidates & workers
  6. On the job coaching, mentoring and Performance evaluation/feedback
  7. Comprehensive talent vetting process
  8. Variable cost staffing model
  9. Purposeful and meaningful community investment

Email Joshua@nissenstaffing.com to schedule a discovery meeting to learn how you can benefit from an alternative workforce program today.

What attracts talent and keeps employees engaged?

For the first time in history, the number of job openings exceeds the number of those who are unemployed.  The rate at which employees are leaving their positions is rising at an escalating rate and to keep up in this rapidly changing market, companies need talented workers to be more flexible than ever before to fill critical gaps and maintain lean operations.  In short, there are an overabundance of job opportunities, a meager supply of candidates and it’s critical for companies to fill openings as quickly as possible.

Savvy job seekers, however, can identify companies that are simply trying to fill open positions and ones that have a growth mindset. Talented workers want more than just a job to do.  They want meaningful careers, purposeful challenges, and to know that they have growth potential. They will balance short-term and long-term aspects of a job so the job itself represents the best career move among competing opportunities. Talent is just as interested in what the company has to offer them as they are in what they can bring to their potential employer.

When companies recognize this shift, they can present opportunities that articulate what an employee can become via formal career pathing, talent development and training programs.  With these components companies are much more likely to attract, secure and retain talented workers. Compensation is of course important too (companies need to provide competitive compensation in the market place), but it should never hold all the weight in a job offer.  Job decisions (not career decisions) are made when compensation becomes the dominant decision factor combined with the skewed perception about the job and what it’s going to take to be successful.
It is essential for companies to examine what their employee value propositions (EVPs) are and communicate them to employees and trusted business partners.  EVPs are an opportunity to attract talent and keep employees engaged. When job descriptions are presented with both EVPs and realistic career objectives and expectations, candidates are more likely to ask themselves “is this the job I want” so that they are not disappointed even though the pay may (or may not) meet their expectations.

 

At Nissen Staffing Continuum we consider all of these factors when we present our clients to candidates.  With this same thought process, we are also experts in coaching and mentoring candidates throughout their career search.  The synergy of this approach gets lasting results, but we’re not stopping there!  Watch for our next article after the 1st of the year where we’ll give you the inside scoop about our new proprietary assessment tool – you won’t want to miss it!

 

Where has all the talent gone? How to operate in a Talent Scarcity Market.

When it comes to talent, there’s no debate that demand is outstripping the readily available supply and most recruiters agree that we’re near full employment.  This combined with a degree of job dissatisfaction and workers who are mostly satisfied but not necessarily engaged, points to a passive job seeker environment.

The resurgence of job seeker confidence due to the high number of job openings and the low risk of making a job change gives talent a great advantage.  Passive seekers are watching for new opportunities with greater meaning, where they can use their gifts and talents and take their career to the next level.

To address this shift, employers must change their focus from talent acquisition to a talent attraction strategy.  It’s about targeting the right candidates and compelling them to take an interest.  As a result, many employers are asking, “how can we grow when there is a skill gap and we can’t fill openings with qualified workers?”

There is specific strategies and tactics to address the skills gap, but it is not necessary to focus on this alone. Talents and the motivation to use those talents abound under the right circumstances and with
the right staffing and recruitment partner.

Understanding the difference between the job description and the real job

Too frequently, recruiters, use the job description alone to assist in the hiring decision process.
That’s a problem.  The job description focuses on what employees have.  But, more important today is understanding what are the performance expectations and outcomes of the “real job” and why they’re meaningful to a greater purpose or outcome. This is a game changer!  We must define the “real job” and it’s meaning in the big picture.  That means building a job description with performance objectives that help achieve the company vision.

Concentrating on candidate performance and achievement

Recruiters need to put greater focus on the ability of candidates to achieve job performance desired outcomes (going) and less on qualifications and criteria (having.) A wise career consultant (Owner and President of Nissen Staffing Continuum, Scott Nissen) once said, “It’s what you do with what you have, not what you have that counts!”  The point is to hire someone who can deliver results and add value over someone who might possess the skill(s) to do those same things but never uses them.

Messaging real jobs to the right candidates

The “right candidate” will be able to consistently and successfully get the job done regardless of circumstances and with the least direction possible.  By messaging the real job with purpose and meaning, the “right candidate” will be compelled to apply.  And the right candidate in the real job will only add beneficially to the culture you’re seeking to create!

 Leveraging your brand

 Properly branding your company allows job seekers to match their needs with your employee value proposition. Your brand is the public face of your company culture. Passive job seekers are discerning and take employment decisions and changes more seriously. They research potential employers carefully and look for companies where they connect with the values and foresee being happy in their position. It’s time that we look past immediate gratifications, such as (pay, location, job title, duties) and concentrate more on the first year and beyond (real job focus, impact, visibility, learning, future compensation and rewards, growth) for effective talent attraction.

When a high-quality hire happens, a powerful connection is made between an employer’s mission and a candidate’s career aspirations.  The day of talent acquisition is gone. We’re no longer filtering out candidates in a surplus talent market.  The day of talent attraction is now and it’s here to stay. We must target and build a call to action for quality talent in order to be successful in this candidate scarcity market.

At Nissen Staffing Continuum we work with discipline and focus to successfully leverage all of our brands (Staffing Continuum, TechRecruiters, Staffing Continuum Managed Services, Workforce Optimization) to benefit our clients and our associates.  Call us, partner with us, and bring us into your reality because we have a true consultative solution for you. Placing the right candidates in the right jobs for the right reasons!  This will be the mark of a successful organization in the 21st century.

An award-winning staffing expert in Southeastern Wisconsin in manufacturing, clerical, professional and light industrial placements, Nissen Staffing Continuum can assist you in finding great employees in Wisconsin for both your short-term and long-term needs. As your strategic partner in a tight employment market, we’ll help you take your staffing initiatives to the next level, whether it’s onsite programs, direct hire placement, temp-to-hire programs or temporary staffing. Our recruiters are supported by a sourcing department dedicated to finding great employees for our clients. For more information about how we can help you find great employees, contact us today and allow us to help you with your HR needs so you can focus on your company’s success!

NISSEN STAFFING CONTINUUM, INC. WINS INAVERO’S 2018 BEST OF STAFFING® CLIENT AWARD

 

“Clients of winning agencies are 2.3 times more likely to be completely satisfied.”

 

 

 

 

 

Nissen Staffing Continuum Inc., a leading staffing agency in Southeastern Wisconsin announced today that, for the third time, they have won Inavero’s Best of Staffing® Client Award for providing superior service to their clients. Presented in partnership with CareerBuilder, Inavero’s Best of Staffing Client winners have proven to be industry leaders in service quality based entirely on ratings provided by their clients. On average, clients of winning agencies are 2.3 times more likely to be completely satisfied with the services provided compared to those working with non-winning agencies.

Focused on helping companies in Southeastern Wisconsin find the right people for their job openings, Nissen Staffing Continuum received satisfaction scores of 9 or 10 out of 10 from 62.1% of their clients, significantly higher than the industry’s average of 32%. Less than 2% of all staffing agencies in the U.S. and Canada have earned the Best of Staffing Award for service excellence.

“To be the best you have to lead.  Today, we celebrate our 2018 Best of Staffing award as scored by our clients.  Is your current “commoditized” staffing partner brave enough to be evaluated in a talent scarcity market?  Not all staffing companies are the same.  We come alongside to attract and retain the best talent available with quality service outcomes for our clients, and they’re winning,” Nissen Staffing Continuum President and CEO, Scott Nissen said.

“With a tight labor market and growing economy, finding the right recruiting partners is critical to success,” said Inavero’s CEO Eric Gregg. “Best of Staffing winners prove they can provide consistently remarkable service to their clients and job candidates, and I couldn’t be more proud to feature them on BestofStaffing.com.”

About Company

Established in 1997, Nissen Staffing Continuum has consistently focused on helping businesses grow their organization’s most precious asset:  their people. They understand that to succeed in a fragile economy, or thrive in a strong one, organizations require a staff that is flexible, innovative, and dependable. Nissen Staffing Continuum offers many solutions for all of your staffing challenges, from sourcing temporary help required to meet a tight deadline of a project, to finding capable temp-to-hire personnel, to recruiting a professional with the right background and qualifications. Nissen Staffing Continuum also offers personalized, on-site partnerships to meet the ever-changing needs of businesses that rely on a flexible workforce to meet their customer needs. Nissen Staffing Continuum values partnerships and, as they always say, “It’s not who you know alone, it’s who we know together.” This is their third Inavero Best of Staffing Award.  Visit their website to learn about their service offerings, contact their office or read direct customer testimonials.

About Inavero

The Inavero team administers more staffing agency client and talent satisfaction surveys than any other firm in the world, reporting on more than 1.2 million satisfaction surveys from staffing agency clients and job seekers each year. Committed to delivering ongoing value to the industry, Inavero is proud to serve as the American Staffing Association’s exclusive service quality partner.

About Best of Staffing

Inavero’s Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based entirely on ratings provided by their clients and job candidates. Award winners are showcased by city and area of expertise on BestofStaffing.com – an online resource for hiring professionals and job seekers to find the best staffing agencies to call when they are in need.

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 Contact
Natalie Cigelske, Marketing Specialist

  1. (262)544-4787 x308
  2. (262)544-4793

natalie@nissenstaffing.com

Working with a Multi-Generational Workforce

During the holidays, as you are sitting around the dining room table with your extended family and friends, take a good look around. You have your great aunt who is a traditionalist and cannot understand why your cousin’s wife didn’t prepare the potato dish using your great-grandmother’s family recipe. You have your mother, who is shooting you a dirty look because your college-aged son is wearing shorts and a baseball hat at the dinner table. You have your teenaged niece that has taken 223 selfies and is picking the best one to post on her Instagram account while your Uncle Larry is busy telling stories about his recent hunting trip while your vegan cousin looks visibly ill. And then there’s you—trying to figure out how it is possible that all of these people are somehow related, not just to you, but to each other. Sound familiar? Perhaps it’s just a holiday dinner, but when you really think about, it may also represent most workforces at most companies.

Workforces are made up of multiple generations and many, many backgrounds. While we value each generation, they can become challenging to manage and can be even more challenging to develop recruitment and retention programs around generational differences. Like most things, the key is understanding some generational tendencies and how best to work with them.

BABY BOOMERS: Baby Boomers are people that are currently in their early 50’s up through their mid-70’s. They are motivated by things that provide some sense of security, like decent health insurance, an available savings program, and a decent salary. They did not grow up with technology and spent the good part of their young lives trying to adjust the “rabbit ears” on the TV to try and get a decent picture. They are CAPABLE of learning and using technology, they just didn’t grow up with it. They value authority figures and want to work for a company and a manager that they respect.

GEN X: Yes, believe it or not that Generation X that we tried so hard to understand now are in their mid-late 30’s and 40’s. They have experienced some challenging times in our workplaces (like 9-11 and the recessions) and so they also value job security and a decent salary. They are more technology driven than the Boomers and did not need to be trained as much on how to use things like a personal computer, because it was part of their upbringing. This generation likes to be challenged and doesn’t typically find value in staying in one place or in a stagnant job. To keep this generation happy, you need to provide continued growth or they will look elsewhere for it.

GEN Y: Meet our 20 and early 30 somethings; but move quickly, because they do too. This group of workers are multi-taskers that are part of the mobile technology generation. They do not know a world without cell phones and want to be paid for a job well done. These are our millennials, who value making a difference, collaboration and need to feel valued in everything that they do. While some may say this generation lacks work ethic, we would argue that they just look at work ethic differently. While they value job security, they value CAREER growth and CAREER security more. We’ve talked about this group of employees before, and how they treat their careers as packed suitcases that they like to keep adding contents to, but always being ready to pick it up and move if the right job or opportunity comes along. Ironically, these employees are fiercely LOYAL, if they believe your organization and their job is part of a greater vision. Keep them engaged by defining your mission and their part in it. In addition, let them have a life outside of work or incorporate their personal values into their careers.

Gen Z:  Our newest part of our workforce – recent grads and those that are in their early 20’s or younger. This workforce was raised on mobile technology, immediate responses and social media. They expect to be paid well, and most are, because the employment market currently dictates higher salaries based on the lack of available workers. They don’t like to wait around for things, and expect a company to be fast moving and up to date in terms of technology. They believe (like most of today’s workforce) that it is most important to get your work done, whether that takes 40 hours, 50 hours, or 34 hours in a week and appreciate the flexibility that many companies now offer. They like challenge, they like change, and they deal well with it because they have grown up surrounded by change. They, too, value collaboration but they value personal job satisfaction just as much.

While these profiles are just generalities, it is important to take some time to look around your own “dining room table” and understand who is sitting there, and adjust your strategic decisions accordingly.

An award-winning staffing expert in Southeastern Wisconsin in manufacturing, clerical, professional and light industrial placements, Nissen Staffing Continuum can assist you in finding great employees in Wisconsin for both your short-term and long-term needs. As your strategic partner in a tight employment market, we’ll help you take your staffing initiatives to the next level, whether it’s onsite programs, direct hire placement, temp-to-hire programs or temporary staffing. Our recruiters are supported by a sourcing department dedicated to finding great employees for our clients. For more information about how we can help you find great employees, contact us today and allow us to help you with your HR needs so you can focus on your company’s success!

Avoiding Holiday Workplace Stress

‘Tis the season……to stress out?

It’s no secret that the holiday season is one that is met with both joyful anticipation and overwhelming stress. It is not unusual that this time of year also brings additional stress into the workplace. Here are some tips to help alleviate the holiday blues and keep your company productive and your employees engaged.

  • Keep things in perspective. Not everyone celebrates the holidays. Not everyone that does celebrate the holidays cares to do so at work. Make it fun for those who want to participate but don’t make people feel obligated to participate in workplace gift giving or attend the holiday functions with a guest.
  • Be respectful of your employees’ time. It’s easy to think your employees will really appreciate an evening or weekend holiday function, but the reality is, they might not. Survey your staff and offer options. Maybe a simple luncheon followed by an afternoon off would be more welcomed, cost-effective and appreciated than a weekend event at a fancy venue.
  • Understand that the year is not defined by one month of results. So many employers wait until the end of their 4th quarter to talk to their employees about a company’s financial goals and where they stand relative to “year end.” Communicate throughout the year so that everyone is on the same page and doesn’t feel stressed by a sudden obsession with numbers.
  • Get some help! This is especially true if you work in the retail industry, or anything that supports the retail industry (transportation, shipping, manufacturing, etc.) Your workers are stretched, you are busier than ever and sooner or later, people reach their breaking point. Plan early and get extra help to meet your customer demands.
  • Focus on the Short Term…for the sake of the long term. Sometimes your workforce just needs to know that you see them. You see the extra efforts, you see the added stress and you appreciate them making their jobs a priority during a very busy time. Employees that feel valued and appreciated in the stressful times tend to remain loyal when the going gets rough.
  • Get Creative! Think of fun and inexpensive incentives that would both relieve stress and provide some sort of helpful service. Chair massages, free gourmet coffee bar, impromptu breakfast or lunch buffets, an extra-long paid lunch to accomplish necessary errands, a little extra unpaid or paid time off or even the services of a personal shopper are little things that companies can do to make the holiday season a little less stressful.

An award-winning staffing expert in Southeastern Wisconsin in manufacturing, clerical, professional and light industrial placements, Nissen Staffing Continuum can assist you in finding great employees in Wisconsin for both your short-term and long-term needs. As your strategic partner, we’ll help you take your staffing initiatives to the next level, whether it’s onsite programs, direct hire placement, temp-to-hire programs or temporary staffing. Our recruiters are dedicated to finding great employees for our clients. For more information about how we can help you find great employees, contact us today and allow us to help you with your HR needs so you can focus on your company’s success!

Seven Tips for Holiday Hiring

Ready or not, here they come!

Whether you’re a retailer, a manufacturer, a distribution channel or a professional services firm, the holidays are coming and you feel the pressure on your business as seasons change and customer demand increases.

Here are seven things to consider as you prepare to hire for your busy season:

  • It’s never too early to create a strategy. Be ready to hire well before you need to.  Think about how and where you are going to recruit and exactly what you are going to have the seasonal workers do.
  • Understand your market. As the unemployment rate continues to fall and the demand for qualified workers rises, know what you might need to pay for the skill set you need and how long it might take you to fill your open positions.
  • Create a “quick start” training program and be willing to train to the job. The reality is that as you enter your busy season, you typically need to ramp up quickly.  Identify transferable skills and hire people who have excellent work ethic and a willingness and ability to learn quickly, and then be willing to train them.  Keep it as simple as possible.
  • Develop a retention program. One of the biggest challenges when you hire workers for what they know will be a short time is retention.  Consider developing a retention plan where you build incentives into the duration of your project and award workers that stay and perform well along the way, and then finish with a completion bonus.  The cost of the bonus will likely be far less than the cost of continuous recruitment and training.
  • Ask for referrals. Before you spend thousands of dollars in recruitment advertising, ask your best current employees for referrals and make it worth their time to give them to you.  Remember that saying “Birds of a feather, flock together?” Great people usually know other great people.
  • Never say never. In this employment market, be open to offering long-term positions to your best seasonal workers. You may not know if you “need” them for the long term when you hire them, but finding something for workers that are already proven and trained may be an investment worth making.
  • Find a Hiring Partner. You don’t need to do it alone.  Find a hiring partner that takes the time to understand your business and needs, and develops a plan to help you fill those needs.  Not only will a great partner come to the table with inventory, they will likely come with years of experience doing similar projects and a staff ready to support you.  Why would you want to assume additional liabilities like payroll taxes, unemployment costs and liability and worker’s compensation risk?  Take advantage and find a partner you can work with.

An award-winning staffing expert in Southeastern Wisconsin in manufacturing, clerical, professional and light industrial placements, Nissen Staffing Continuum can assist you in finding great employees in Wisconsin for both your short-term and long-term needs.  As your strategic partner, we’ll help you take your staffing initiatives to the next level, whether it’s onsite programs, direct hire placement, temp-to-hire programs or temporary staffing. Our recruiters are supported by a full-time sourcing department dedicated to finding great employees for our clients. For more information about how we can help you find great employees, contact us today and allow us to help you with your HR needs so you can focus on your company’s success!

 

 

Invest in Your Workforce to Grow Your Business

Your business has two options: invest in the time to train your workforce or refuse to because you’re too busy and pay for it later. Last week, the Wisconsin Department of Workforce Development released the State’s latest employment data. Unemployment numbers are at their lowest point since 1999. These numbers reflect a job market where talent is tight and recruiting is a challenge. Your best choice? Hire to train and train to retain.

There are many upsides to training your existing workforce or hiring trainable people. First, employees that feel they are being given opportunities to improve upon their skills are often more loyal to their employers. The training makes them feel valued and they appreciate the job growth and the recognition that acquiring new skills brings. Second, an employer that is able to train a worker in their own environment has a distinct advantage in teaching that worker company-specific procedures and cultures. Time is not wasted explaining why things are done differently, because the process and reasons behind it are being taught from day one. Third, being open to investing in a training program may not impact your overall costs as much as you may think. For some employers, hiring workers at a slightly lower wage with a paid training program may prove to be a more economical way to hire both skilled and unskilled workers. Wages can increase once an employee completes training and has proven him/herself to be both competent in the skill set and a proven hire. Last, implementing on-the-job training programs provides additional leadership opportunities to other more experienced staff and is also a nice way to promote from within. This type of culture allows workers to see that good work ethic and proven results will be recognized and rewarded.

Of course, there are always downsides to every solution. We cannot create more time in the day and training someone takes time—both for the trainee and the trainer. Productivity can be lost because of the learning curve and time it takes to direct and re-direct a new employee. Developing a training program can be expensive, because the front-end preparation is a crucial step in the process. However, we encourage you to look at this time spent as an investment and not just an expense. As more and more experienced workers leave the workforce due to retirement, a company that is set up with a forward-thinking approach will be in a better position than a company that merely waits and then panics. You may need to step outside of your comfort zone and hire someone with those “untrainable” soft skills and a proven work ethic, and invest in BOTH of your futures.

Your goal, of course, is to become an employer of choice. An employer of choice is able to weather the storm a bit when things get rough. Employers of choice understand their existing workforce and their target workforce and make the necessary changes to appeal to both. They listen to feedback and evolve as they need to. They make strategic decisions about company culture and create appeal. In short, they identify what is most important to today’s job seeker and do what they need to do to attract and retain them.

An award-winning staffing expert in Southeastern Wisconsin in manufacturing, clerical, professional and light industrial placements, Nissen Staffing Continuum can assist you in finding great employees in Wisconsin for both your short-term and long-term needs. As your strategic partner in a tight employment market, we’ll help you take your staffing initiatives to the next level, whether it’s onsite programs, direct hire placement, temp-to-hire programs or temporary staffing. Our recruiters are supported by a full-time sourcing department dedicated to finding great employees for our clients. For more information about how we can help you find great employees, contact us today and allow us to help you with your HR needs so you can focus on your company’s success!