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| Locate Staffing, Inc. |
1520 Saemann Avenue
Sheboygan, WI 53081
Phone: 920-451-1313
Fax: 920-451-1526
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Client Services |
Every Locate Staffing relationship begins with an in-depth site visit to help design a customized plan for your contingent workforce needs. Our cutting-edge recruitment strategies and CGS Method allow us to supply our customers with the best possible employees immediately!
Click here for more details.
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Locate Staffing is a proud member of American Staffing Association and a certified National Women Business Owner Corporation
Janelle Koren and Jocelyn Mohr attend NISA annual Owners Meeting in New Orleans
The National Independant Staffing Associates (NISA) helps independently owned staffing services expand business through improved strategies and market development.
Their annual Owners Meeting brings owners of independat stafifng firms together to share valuable information with fellow attendees.
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| | From Janelle's Desk |  | As the signs of an economic recovery continue to strengthen, albeit slowly, the signs in the job market are encouraging. An American Staffing Association survey reveals that an increasing number of employers plan to add more staff to their organization in 2011 than they did in 2010. While |
this is good news, there is a rider to it that shows that there is still a great deal of uncertainty about economic prospects. Over 33% of the managers who spoke about taking on larger workforces said that they plan to fill staff vacancies through temporary workers. They said that when the economic growth gathered steam, they would convert the temporary staff to full time positions.
This is a logical process and shows an awareness of both the unpredictability of the economy and a preparedness to be ready to meet the growth challenges when they do occur. Having people in place to facilitate expansion, without taking on long term commitments seems to be the recipe for growth.
When working with a professional temporary staffing agency like Locate Staffing a business can be sure of getting the right people to fill the right vacancies. But often a person's full potential can only come to the fore in a specific work environment. Someone with a good, solid record may unexpectedly blossom into a star performer in a new organization. Or may show unexpected talents that will have value in positions for which he or she was never initial considered. Taking on temporary staff allows companies to not just fill gaps in the workforce quickly, it also enables them to evaluate the potential for growth and plan for the best utilization of the skills if and when concrete steps for long term growth need to be taken.
A temporary worker that is transitioned into a full time position does not need to go through a long learning cycle. Having done the job, the transition is a seamless one. And while temporary staffing used to be only for clerical or administrative support, the last few years have seen a sea change in the nature of temporary staffing. Today temporary staffing covers everything from the most junior of support staff to financial and marketing manager and even COOs and CEOs. Whatever be a business's staffing gaps, a temporary solution is available – one that adds value immediately and could pay huge long term dividends.
At Locate Staffing we do not just provide our clients with short term staff, we understand the business climate in which they operate and provide solutions that meets their immediate needs and which have the potential to become long term assets, as and when the situation demands. And, of course, if the manpower requirement should cease to exist, there are no legal or ethical issues involved in terminating the employment.
Until next month...
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| | | | | | Forming a Partnership | | | Locate Staffing realizes that not all companies have the same philosophy and structure. We take pride at building and managing customized staffing solutions for our customers on an individual basis.
Call Janelle by phone (920-451-1313) or email her at janelle@locatestaffing.com for a consultation! | | | | | | |
| | |  | | Jewels and Thorns |
"Jewel in the crown" and "Crown of thorns". It sometimes gets difficult to make out the difference. You have a great performer in your company. A future leader or even the CEO. He's still young and needs to be encouraged and given the tools and opportunity to develop his skills. What's the best way to do it? A career map with a constantly expanding set of challenges that will take him to the level where he can occupy the CEO's chair.
This is accepted practice; it makes sense and is probably the best way to do it. But, and this is a big but, you cannot just create the roadmap and set the hot shot free to sink or swim. Circumstances change, he will change/mature and what was a challenge yesterday could become needless or impossible to achieve tomorrow. If the road map is not corrected in time, he may soon be doing boring needless work which will blunt his edge. If he's faced with the really impossible he will either leave realizing the stupidity of the situation or destroy himself with his efforts to achieve the impossible. Whatever the outcome, you have lost a huge future asset. And put more pressure on the next in line who will have seen what happened to his predecessor.
Remember that the career map you have for the jewel in your company's crown needs to be constantly cleaned and adjusted, failing which the jewel will have its own crown of thorns.
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