This was originally published by the Dayton Business Journal on Oct. 30, 2018. Click here for the original link.
For those seeking employment, the Dayton region is a fine place to be. That’s the word from the latest figures from the state of Ohio.
The Ohio Department of Job and Family Services reports 16,800 job openings were posted in the 14-county Dayton and west Ohio regions from Aug. 14 to Sept. 13. This marks a jump of 190 jobs from the previous period, and a boost of 1,025 job adds from last year.
The data sheds light on the large number of open jobs and the companies and sectors seeking workers.
Topping the list was Kettering Medical Center with 900 job postings, followed by Lowe’s with 187 listings and Crown Equipment (176).
Other top job seekers included Dayton Children’s Hospital (175), Northrop Grumman (162) and Mercy Health (156).
(Note: The data comes from research via nonprofit The Conference Board and may not include all sources of data for open jobs.)
In terms of salary, 14 percent of these open positions pay less than $30,000 a year; 19 percent pay up to $50,000 a year; and 42 percent pay up to $80,000 a year. About 25 percent pay more than $80,000.
About 33 percent of the jobs posted require a GED or high school-level education; while 42 percent require an associate’s degree. Twenty-two percent require a bachelor’s degree, and about 4 percent require graduate education.
Business owners often seek to control the perception of their companies so that they accurately reflect reality. This is easier said than done. Perceptions are like habits – they tend to die hard. The staffing business has long battled a sometimes lackluster perception. At BARRYSTAFF, here are the most common misconceptions we run into … and how we set the record straight.
“Temporary” employees are nothing more than short-term fixes. In truth, the term “temp” is outdated. We no longer refer to ourselves as a “temp agency,” but rather as a “staffing company.” There’s a significant difference. Gone are the days when folks would show up to the local agency each morning and collect a paycheck for a single job later that afternoon. In reality, what we’re doing is probably much different than what people are prone to imagining.
We give companies employees to try out on a limited basis. If an employee is working out then companies may extend a permanent job offer after 90 days. We handle everything until that job offer is extended. This process allows the company – and the employee – to feel each other out. One of the key analytics we study is our retention rate. In other words, we want our companies and employees to stick together. That’s our goal.
We only staff for one industry. While it’s true that staffing companies have specializations (BARRYSTAFF’s is manufacturing), many agencies are capable of recruiting for many, many fields. At BARRYSTAFF, we have placed architects, engineers and chemists. We have an entire team solely dedicated to filling clerical positions. So while manufacturing is our wheelhouse, we’ll never turn away someone looking for a communications position. Or graphic design. Or IT. We can help them too.
Job seekers have to pay to use our service. Job seekers pay nothing. Zero. Zilch. That’s not how we make money. Instead, the companies we partner with pay us to help them find quality employees. No job seeker will ever need to pay a dime to a company like BARRYSTAFF.
We only offer dead end jobs. The fact of the matter is that there is plenty of room for advancement in the jobs we hire for. Many of our placements have gone on to management positions.
We only work with struggling companies (Why else would they need a staffing company?) This is one we have to push back against fairly often. We work with big companies and small companies. Some are international. Others are hyper local. They use us because it is time-consuming to search, interview and drug screen candidates. It’s expensive. It cuts down on production. Advertising alone can run up a hefty tab. And these days, the job search is changing drastically from year to year. We live in a fast-paced digital world now, and our clients need to stay focused on what they’re doing. More of them are trusting experts like BARRYSTAFF to handle this work. It’s a specialized service during a time of rapid change.
And our services don’t stop at staffing. We often find ourselves working as a fully- functional HR branch for companies. It’s just another amenity we’re proud to offer.
Does your business need short-term help during a busy period? Are you short-staffed, yet not ready to hire a full-time employee? Maybe you’re wondering, “How do staffing agencies work — and do I need one when I have only temporary or seasonal hiring needs?”
Hiring solutions come in all sizes. Full time, yes, but also temporary, temporary-to-full-time, contract and project. Whatever your hiring needs, a top-rated, professional staffing agency gives you quick access to highly skilled professionals you might not find on your own. That eases the workload and provides peace of mind that none of your important projects will be delayed and no details will slip through the cracks.
So how do staffing agencies work — and how can you work most effectively with them? Here are five tips for optimizing your experience as a staffing agency client.
When you work with a staffing agency, make sure it specializes in the type of staff you need. Non-specialized or generalist firms work with a broad variety of candidates, so finding someone with the exact skills and qualifications you need is more difficult and takes longer than if you work with a firm that’s focused on your field.
In addition, specialized staffing firms have a better sense of the candidate marketplace in your industry and geographic area and can effectively evaluate candidates’ experience and skills. Getting a good match the first time saves you time and money.
Try to speak with a staffing manager directly rather than communicating only via email. He or she will ask you about your staffing requirements and the length of time you need extra staff.
Make sure you create a job description that completely describes the position’s responsibilities so your recruiter knows the skills the candidate must have. (We’ve come up with a blueprint for creating a job description that can simplify the process.) Mention any policies your business follows, such as dress code, hours (including how you handle overtime) and breaks. These details help your representative get a sense of your corporate culture and what type of professional is likely to succeed there. When you feel you’ve clearly defined your needs, let the recruiter know. He or she will start the search immediately.
Prepare your business and the office itself to accommodate a temporary professional. Maximize the benefits of temporary staff to your company and team by setting up in advance. Create a designated workspace. If a computer or phone is necessary, make sure it’s installed and functioning before the interim worker’s first day. And once you’ve brought in your new temporary worker, make him feel part of the team:
Providing feedback about the new worker to your staffing agency representative helps both the recruiter and yourself with any future talent searches. Notify the agency at once if there are any problems, and let the recruiter know what specific aspects of the individual’s performance have stood out.
For you, the client, there are fees associated with using a staffing agency, but the overall cost is typically a net savings for you if you go with the right firm. Because finding qualified, skilled employees can be time-consuming, you save time and money when you turn this process over to staffing experts. Plus, the most reputable staffing agencies are likely to offer a satisfaction guarantee. So if you aren’t happy with the employee, the firm will identify a replacement.
Communicate your goals and needs to the staffing agency recruiters every step of the way, and you’ll be in the best position to maximize your working relationship with them.
If you’re an active job seeker or simply looking to expand your career horizons, many experts say that in today’s market, working with a recruiter can give you a substantial leg-up.
Combining new technology and staffing expertise to speed up and simplify your job search, these benefits may account for why the staffing and recruitment industry is growing substantially.
Here are five reasons to consider working with a staffing agency, from the experts at Randstad US, a human resources consulting firm.
• Access to “hidden” jobs. Recruiters are often tasked by companies to hire for positions not advertised publicly. The only way to find them is through a staffing agency. Often, these positions are the most sought after in the marketplace, and in some of the most desirable workplaces.
• A huge number of companies rely on them. As the economy embraces an “on-demand” workforce, more employers are turning to staffing firms who use emerging job search technologies alongside their human instincts to deliver the best-fit talent they seek. In fact, more than eight in 10 employers (82 percent) at least somewhat agree that by 2025, their reliance on staffing/recruiting partners will increase, according to Randstad’s Workplace 2025 study.
• Recruiters can be your career agent. Wading through hundreds of online job boards, company ads and social media sites can be complicated, time-consuming and frustrating. You don’t have to go it alone. A recruiter can help you with your job search, enhance your resume, provide career advice and more. The best recruiters look beyond your resume to understand your career goals, workplace expectations and values to identify the best-fit jobs for you within the digital landscape.
• Not just for temps. Many people assume staffing agencies only offer temporary positions. Recruiters are often asked to search for full-time, permanent and temporary-to-hire positions across a wide range of industries. Even those who begin working as a temporary employee are often hired permanently after proving their value. In fact, the Workplace 2025 study says 56 percent of companies say many of the top talent in their company began as temporary workers.
• It’s free. There aren’t many things you can get for free these days, but the many benefits of working with a staffing company are among them.
“Be sure to work with a recruiter who is passionate about helping you reach your potential,” says Jim Link, chief human resources officer, Randstad North America. “They should play the role of trusted human partner in today’s technology-driven world to ensure you are recognized as an individual, not just another resume.”
Given that more than half of employers (51 percent) named staffing/recruiting firms as their most effective method for finding full-time and contract workers, job seekers should consider taking advantage of this resource to improve their job search chances.
“The unemployment rate in May was 4.3 percent,” said BARRYSTAFF president Doug Barry said. “That’s the lowest in 16 years.”
Since January, the unemployment rate has declined by 0.5 percentage point, and the number of unemployed has decreased by 774,000. The new data shows that employment numbers in major industries such as manufacturing changed little from the month before. It did reflect an uptick in overtime — edging up by 0.1 hour to 3.3 hours.
Job gains occurred in healthcare and mining.
“There was hope that job gains would actually be more significant in May,” Barry said. “That’s not what happened. But unemployment is still low. Keep in mind that it was around 10 percent in 2009.”
BarryStaff Inc. is an award-winning employment agency that hires workers for more than 100 employers throughout the Miami Valley. The majority of them are in manufacturing.