Lying Liars Who Lie….On Their Resume

When it comes to our jobs and careers, just about all of us are liars: more than four-fifths of us (85 percent) lie on our resumes. (And that number – from 2017 – is a big increase: just 66 percent of job applicants lied on resumes or applications in 2012.)

Still, just because just about everyone does it doesn’t mean you as a recruiter or hiring manager want to hire a liar. So we’ve put together a quick primer on the ways people fudge/lie/exaggerate on their resumes and how to spot them when they do.

Long Beach temp agency

  • Degrees earned. Most people don’t outright lie that they have a certain degree. Instead, they hide it a bit, saying they have “a bachelor’s” rather than specifying if it’s bachelor of science or a bachelor of arts degree.
  • We see this a lot: a person who worked at a big-name company on an assignment via a staffing firm will leave out the temp agency’s name: “Administrative Assistant, Mazda,” for example.
  • Funny or odd job descriptions. This usually occurs when someone wants to exaggerate his or her work history. Perhaps an office assistant is but one in an office and so she pretty much does manage the office, so she puts as her title “office manager.”
  • Big jumps in job titles in short periods of time. Does someone move from forklift operator to warehouse manager from just one job to the next? As mentioned above, this could be the case that the operator worked in a very small warehouse and sometimes performed “management” duties when his boss asked him to.

Most people are just exaggerating a bit.

Keep in mind that most candidates aren’t out to out-and-out lie, but to make themselves look better to potential employers. Call them white lies, a bit of boasting, teeny exaggerations. This can be particularly the case when someone did, indeed, frequently perform higher-level duties and skills in a lower-level position and wants to showcase that he/she does have the experience to move up.

Outright scamming almost always isn’t on their agenda. They just want what they perceive to be a leg up to a better opportunity. Naturally, it’s entirely up to you to decide how you will “handle” such fabrications/exaggerations when you discover them.

As for the few and far between candidates who are hoping to pull a large fast one on an employer? Here are some ways you can check out inconsistencies in a resume/cover letter – and keep from hiring those who created the documents in question.

  • Take a look at LinkedIn profiles. Most people know that former and current managers and colleagues can look at their profiles; they therefore tend to keep their work history, skills, educational accomplishments, etc. on the up and up.
  • Get details during a preliminary phone/screening interview. Make some notes about the things that seem out of kilter to you before chatting. Most of us feel more comfortable boasting or fibbing when not face-to-face or speaking to someone in real life (Hello, social media trolls!). Yet we tend to become pretty darn truthful when asked directly about them when a live person asks them over the phone.
  • Double check with candidate references and get creative about talking to people not listed on a reference sheet. Most of us are smart and only ask people who are going to give us terrific references to act as such for us. So once you chat with the listed references on a candidate’s list, head back to LinkedIn and check for a candidate’s former colleagues and managers who weren’t asked to be references. Contact them and ask about the discrepancies or “flags” you’ve noticed on a cover letter/resume, or even during the job interview.

Let Helpmates screen resumes, check references and hold preliminary interviews for you. Whether you’re looking to hire someone directly, need someone for a long- or short-term assignment, or you want to try a candidate out in a temp-to-hire arrangement, we can screen, interview and conduct background checks on one or dozens of applicants.

Contact the branch office nearest you to learn more.

How California’s Statewide Minimum Wage Hike is Affecting Your Temporary Workforce

It’s not news to the region’s employers that the minimum wage for California businesses with more than 26 employees increased statewide from $11/hour to $12/hour on January 1.

What’s more, Los Angeles County will be raising its minimum wage on July 1, from $13.25/hour to $14.25/hour.

What this means is that temporary workers taking assignments in Los Angeles County will be making more than $2 more an hour by mid-summer than if they were to take assignments in Orange County, where the minimum wage will remain $12/hour.

Brea staffing agency

We believe that employers in Orange County within a “reasonable” distance from Los Angeles County will lose out on top temporary workers unless they are willing to at least meet the higher minimum wages.

We’ve found that driving 60 minutes or more to make $2 or even “just” $1.25 more an hour is quite attractive to temporary workers. Long commutes are a way of life here in our region, and even taking a trip from the coast to the San Bernardino Mountains for a day is considered pretty much “nothing” to many of your friends and neighbors. (We know you agree with us, but in case you need proof…..)

Workers Making More than – But Near – Minimum Wage Also Expect a Hike

We’ve also seen that temporary workers who earned $2 or possibly as much as $3 more an hour than minimum wage before this year’s hike also expect to see an increase. If not, they will leave. So if an employer was paying a forklift driver $14/hour in December, that driver is expecting a raise to at least $15.

This expectation is particularly acute among lower-wage hourly workers (particularly those working in light industrial environments) on extended assignments (six-months or longer). Our administrative/professional associates, who already may have been making $18 or $20 or more an hour, haven’t been expecting a pay raise since the minimum wage hike.

We do, however, expect our administrative/professional associates to look for wage increases for their higher-than-minimum pay rates once the minimum wage reaches the $14 to $15 an hour area in the next year or so.

What This Means for Your Staffing Firm’s Billing Rates

We’ve found that our clients understand that a temporary agency’s employee cost doesn’t rise by $1/hour when the minimum wage increases by $1. We know they do because most of our client contacts work in human resources and understand well the costs involved in bringing on employees (as well as how using temporary staff can help keep an employers’ costs down considerably).

We also know they do because we’ve made a point of educating our clients months ago regarding how the past (and coming) wage hikes not only the temporary workforce’s pay expectations but also their staffing partners’ employee costs.

Bottom line on billing rates? Paying temporary workers $1/hour more does not mean you will be billed $1/hour more. Your bill rate will increase by an amount reasonable to cover our increased employee costs.

If you have any questions or concerns regarding how much to pay hourly for different skill sets and occupations, or if you’d like to start planning ahead for this summer’s wage increase so that your ability to continue to attract hard-to-come-by top talent, contact the branch manager at the Helpmates location nearest you.

2019 New Year’s Resolution: Embrace AI

Many recruiters and human resources professionals may be – to put it lightly – a tad leery regarding artificial intelligence. After all, while many experts are saying AI won’t take away our jobs, just change how we do them, we’re still wary. Should we gird ourselves for a “take over by the ‘bots”?

Our take? Embrace the techno! We believe AI won’t replace recruiters. It will, instead, make our workday lives easier. Here are just three ways how, below.

Anaheim Staffing Agency

  1. No more poring over dozens/hundreds of resumes.

Let AI do it! By allowing technology to find the relevant skills, education and background needs and then saving all of it in easily accessible (and readable) data fields, is a sourcer’s and recruiter’s dream come true. Using a resume parser can be an incredible time saver. And since too many great candidates find other employment while your hiring process lags, that’s a very good thing indeed for your desire to hire top talent. Especially as they evolve into tools that use neuro-linguistic programming (NLP) for much greater accuracy.

  1. Provide “scores” for each candidate.

AI can rate each candidate based on criteria set by a hiring manager. Artificial intelligence can crawl through resumes and even social media profiles to find this information, thus eliminating the oh-so-time-consuming resume cull. What’s more AI can perform multi-batch phone screenings, thus ridding humans of this highly stressful and somewhat tedious task.

  1. Help you predict which candidates will perform the best on the job.

Most of us show our best selves when interviewing.  And as a recruiter or hiring manager you’ve no doubt hired someone who looked great on paper and/or interviewed exceptionally well only to find them….lacking in some important aspect of their job performance or even cultural fit.

Predictive hiring analytics, however, can help identify which candidates are a best fit – and would make a better employee. This type of AI uses richer data sets and smart algorithms to highlight the candidates that best fit criteria set by hiring managers and/or recruiters.

Additional uses of predictive hiring analytics include:

  • Highlighting which requirements are associated with good performance over time.
  • When do soft skills – and which soft skills – indicate how successful a candidate will be.
  • Ascertain which job candidates are most likely to accept the job offer.
  • Screen out those candidates who are good-looking-on-paper-but-not-going-to-be-good employees.
  • More objectively use information found during reference checks and background screening.

What AI Can’t Do

Taking a look at the above tasks easily taken over by bots, what do you see? You see the preliminary, early going, screening process tasks. (And they don’t do any outreach to passive candidates!) The in-depth conversations and relationship-building during a job interview — the selling of the position — can’t be done by technology, and probably never will.

Instead, AI will take the tedium away from recruiting and allow top recruiters to do what they do best: connect with and nurture top talent.

Looking to connect with top talent today? Call upon the recruiters at Helpmates. All of our recruiters are Certified Staffing Professionals (CSP) and we pride ourselves on delivering exceptional service to both our clients and candidates, as evidenced by being named to Inavero’s Best of Staffing list for nine years in a row!

Contact the Helpmates branch nearest you. We look forward to hearing from you.

Hiring Trends for 2019

Happy 2019 (soon)! As we get ready for the New Year, we thought we’d explore the next 12 months to see how they may differ from 2018 from a hiring standpoint. How will AI affect recruiting and staffing? How will candidate interviewing evolve? How will data affect sourcing?

Take a look below.

  • Talent will continue to call the shots.

If you think finding great people is going to get any easier next year, keep your sourcing and networking skills sharp because the economy is expected to continue to grow throughout the year  and so the hot candidate market is expected to continue apace. In other words, as it stands now, employers/recruiters don’t pick candidates, they choose you. And that state of affairs is expected to continue throughout the coming year.

Torrance staffing

Many recruiters and employers have started treating candidates more like customers. Which means hiring this coming year will mean using even more marketing tactics in recruiting so that you attract, convert and retain your customers candidates.

In other words, you’re going to continue to be exceptionally nice to candidates (as you’ve always been, of course!) and you’re going to continue building solid relationships with them. You want to continue to be their BFF throughout the recruitment process and beyond.

  • Speaking of BFFs, say hello to your new best friend, AI.

Many recruiters worry that artificial intelligence will take sourcing/recruiting jobs away, and while it may take the really tedious aspects of the recruitment process from off humans’ hands (tasks such as screening resumes and scheduling interviews, for example), it actually will make recruiters’ lives better and more enjoyable, allowing them to do the things they entered the field to do: to connect great people with their employer (and for independent recruiters/staffing firms, other great companies).

AI also will help recruiters and hiring managers improve quality of hire, because AI uses data that standardizes the matching of a candidate’s experience, skills and knowledge to a job’s requirements, thus helping match the right person to the right job, resulting in more productive and happier employees. You know, the types that tend to stick around for the long term.

In addition, LinkedIn’s Global Recruiting Trends Report 2018 predicts that AI also will remove human bias in hiring and save employers money.

  • Job interviews may become more like auditions and it’s possible we’ll start to say goodbye to the paper resume.

As more and more employers start placing more and more importance on “technical” skills, employers may start asking job candidates to perform aspects of the job during the interview, an audition of sorts. (Marketers may be asked to create a marketing plan while coders may be asked to create some code, for example.)

Meanwhile,  because companies also are looking for soft skills in addition to technical acumen, a candidate’s social media profile or a video submission may provide an accurate first impression more accurately  than the traditional “paper” resume.

(Job seekers take note: it may be necessary to create digital portfolios, your own website, etc. And make sure to clean up your social media profiles!)

What about you? What hiring/recruiting trends do you see making stronger footholds next year? Let us know by contacting the Helpmates branch nearest you. We’d be happy to offer tips/best practices on how to recruit top talent in 2019 and beyond.

Help Your Team Members Stay Excited About Work

As a supervisor, a big part of your job is to ensure that your team members stay excited about work….but without working so hard and so fast that they become burnt out:

Santa Fe Springs Staffing

  • Your newly hired college grad is so excited about her first job in a career she loves that she’s willing to work 10 or 12 hours a day and on weekends because “it’s not work; it’s fun!” .
  • Your department has just been tasked with an exciting new initiative, one that will be a game changer for your company; perhaps even for humankind. Everyone – absolutely everyone – on your team is extremely excited and also happy to work through lunch, work until 8 p.m., volunteer to work on weekends, and so on.

And then it happens: in a few weeks or (more likely) a few months of nonstop high engagement and toil, you notice your team members:

  • No longer are excited.
  • Don’t automatically volunteer to stay late or work weekends and if “volunteered” by you, they look dejected and let you know quickly that they’ve already made plans.
  • Start becoming sick more often. Possibly a lot more often.
  • Stop meeting deadlines.
  • Are becoming cranky and snappish.

This, of course, is natural: the human body can only take so much adrenalin and employees always pumped, always “on,” always moving at time and a half and you can rest assured that that adrenalin is pumping. A lot! Workers they will become sick and possibly seriously so. At the very least they will have more colds/fevers, head and back aches, become “testy,” experience insomnia, and a host of other ailments, all that indicate burnout.

Ensuring employees stay excited…enough.

Remember when an employee, when asked to work over the weekend, mentioned she had plans and couldn’t come in? How it surprised you, because she’d happily worked after hours/weekends for several months. Taking that time off is what she should have been doing all along and it was your job as her supervisor to make sure she did so, whether she wanted to at the time or not.

Making sure workers work no more than 40 or 45 hours a week helps ensure that they do their best work possible: they are rested, recharged. They have a much better chance of staying healthy. They will remain excited and interested in coming to work. They will, in short, be more productive by taking time off regularly.

So when your eager beavers tell you they want to stay late and work weekends, tell them no. It’s not possible. You won’t allow it. You’ll end up doing both of you a favor!

If one of the reasons you would like your team members to work longer hours is because of a major project or you’re short staffed, call upon Helpmates to fill the gap in the workload to help your team get it all done. You’ll be a hero and will demonstrate to your team that you’re serious about their well-being. We look forward to hearing from you.

Looming Shortage of “Middle Skill” Healthcare Workers

Are you already noticing a shortage of medical coders, billers, patient intake admins, and other “middle-skill” healthcare pros here in Southern California? If not, you will soon.

The Pasadena Star News reported last year that 42 percent of the demand for these types of “middle skill” workers (and others) won’t be met by 2022.

In fact, the LA Economic Development Corporation (LAEDC) predicted 125,000 healthcare job openings by 2022 for all levels of medical positions. These positions pay well and are a great way for people to find in-demand careers after just one or two years of training.

What is your Los Angeles/Orange County healthcare organization doing to prepare?

Los Angeles healthcare recruiters

For example, what do you currently pay your medical billers, coders, and admins? We believe healthcare organizations are going to have to raise salaries to attract these hard-to-find workers.

Here’s what Indeed.com reported as the average hourly rate for these workers for #LA and #OrangeCounty (as of early September):

  • Medical biller: Anaheim, $16.15. Los Angeles, $16.46
  • Coding specialist: Anaheim, $25.38. Los Angeles, $27.66
  • Medical transcriptionist: Los Angeles, $42,720 per year
  • Practice manager: Newport Beach, $67,243 per year

If you’re not able to raise pay rates, here are some ideas you could try to attract middle-skill healthcare professionals:

  • Offer current medical clerks and receptionists fully paid-for training to become coders, transcriptionists, etc.
  • Offer remote work/telecommuting options.
  • Recruit outside your traditional talent pool/adjust your skills and experience requirements. For example, instead of requiring six months of experience for an entry-level position, take someone out of high school and train him in medical billing.
  • Consider hiring contract/freelance workers.
  • Partner w/ a # healthcare staffing agency.

Helpmates provides healthcare staffing services for Orange County and Los Angeles employers. From medical clinics, private practices, hospitals, nursing homes, and more, we provide coders, transcriptionists, insurance billers, office managers, receptionists, and more.

Contact the branch nearest you when you need healthcare staffing help.

Should You Start a Telecommuting Program?

Employees tend to love being able to work remotely/telecommute. In fact, it’s a sought-after employee benefit for candidates and offering it as a perk of employment definitely can help attract top talent.

But it’s not always a win-win for a company – or even for the worker.

Take a look below for the pros and cons for of a telecommuting program for both a company and its workers.

Anaheim staffing agency

Pros for the Employer

As mentioned above, offering flexible work schedules (including telecommuting) definitely can help a company become an employer of choice. In fact, many people say they would leave a current employer for another that offered a telecommuting perk.

Companies with a national/regional presence can save considerably on overhead, as they no longer will need to rent or lease office space, furniture and equipment for employees who work from a company’s headquarters.

Employees who telecommute do tend to be more engaged and productive.

Telecommuting Pros for Employees

Being able to work where employees want allows much more flexibility in their personal lives. For example, workers could work late at night and then take a parent or child to a planned doctor’s appointment the next morning without losing time “at work.”

Telecommuting can improve employee productivity because workplace interruptions are greatly reduced. There are fewer meetings to attend, no one stopping by a desk “just to chat,” and so on.

Employees can eat healthier (no access to the donuts in the break room) and exercise more (workers could go for a run/walk or to the gym instead of commuting to work). They could volunteer at a child’s lunch party at school.

All of the above adds up to telecommuting’s biggest perk of all: having more control over one’s day-to-day schedule.

The Problems with Telecommuting for Employers.

As terrific as telecommuting workers can be for companies, there are some problems inherent within it:

Employees can take advantage of their telecommuting situation.

Workplaces can lose the collaboration and camaraderie that often occurs when everyone is in close proximity to each other. There will be no brainstorming meetings together and ideas simply don’t seem to flow as easily when people “meet” via video chat.

Cybercriminals can take advantage of employee connections from home computers. Unless employers provide completely secure Internet access, companies may be putting private and/or proprietary information at risk of theft.

Why Telecommuting May Not Be as Great as Employees Think

Telecommuters do report feelings of isolation. This may not be a problem for those with families, but it can be a real problem for many people. Many of those who telecommute say they miss the camaraderie of being around colleagues they enjoy.

When it comes to promotions, etc.: out of sight out of mind. It’s true. In fact, one study found that half of those who worked from home  asked to return to the office due to loneliness and a sense that they were missing out on promotion and career opportunities.

If your company does decide to start a telecommuting program, make sure you set regular check-in opportunities for employees and their managers. Make expectations as to deliverables and how often employees need to check in explicit from the very beginning. You may also want to require that employees travel to the office at least once a week.

You also want to make sure telecommuting employees have an extremely secure Internet connection.

If you’re a company located other than Southern California and are looking for workers in the Anaheim or Los Angeles area, contact Helpmates to help you vet and place top talent. Contact us for more information.

Snooping On Your Competitors: What Are They Paying Their Workers?

As the exceptionally low unemployment rates in Orange and Los Angeles counties show little signs of abating, workers – as we discussed last month – are expecting more pay, especially considering the recent minimum wage increase in Los Angeles County and the coming (January 2019) increase in Orange County.

So what is a proper wage today for your workers? How do you know if your wages are competitive? What wage point do you need to offer to be considered an employer who pays more than average?

Santa Fe Spring temporary agency

For example, we did a bit of digging recently and found that pay rates for positions we typically fill for our clients (customer service representatives, forklift operators and administrative assistants, to name just three) are – surprisingly, considering the cost of living in the region – not necessarily above the national average.

Take CSRs and administrative assistants.  According to Indeed.com, a CSR in Brea is paid about 16 percent more than the national average for CSR pay, while the pay rate for an administrative assistant in Brea meets the national average, while Anaheim employers pay admins 11 percent more than the national average.

How to Find What Your Competitors Are Paying

There are many quick ways to determine what your competitors are paying their employees:

  • You can simply call and ask! (People truly are less secretive than we may think they are.) Make sure when you ask that you ask for rates that you specify position level (entry-level, mid-level, years of experience etc.) to get a more accurate idea of pay rates.
  • Check online job boards, look at your competitors’ open positions and take some notes.
  • Check with local trade organizations, local/regional SHRM chapters, chambers of commerce, even temporary agencies. (We can give you ranges but not actual numbers and we won’t tell you what we bill your competitors.)
  • Ask job candidates. They just might be happy to tell you what they’re being paid.
  • Check out the Bureau of Labor Statistics’ Occupational Compensation Survey (OCS). It has occupation pay rate information for different geographical areas across the country. Here’s the one for Los Angeles-Long Beach (numbers are for May 2017, the latest available) and here’s Orange County’s (also from May 2017).
  • Explore Indeed.com’s Salary Comparison tool.

Caveat: Your Competitors May Not Be Who You Think They Are

You might think that once you find what your local competitors are paying, you’re good! But remember: Southern Californians have no problem driving 90 minutes or more for work. (We’ve already noticed that some Helpmates’ workers who live in Orange County already are happy to drive to LA County for work…and its higher minimum wage. They barely blink an eye.)  So comparing competitors physically near you might not be the ones to research so much as competitors to which your workers move when they want more money or better benefits.

Helpmates has been providing Southern California’s top employers with terrific workers for more than 40 years. We know pay rates! If you’d like to learn more about what competitive pay rates are in your area, contact the branch office nearest you. We’d be happy to help you ascertain what you should pay in order to attract top talent.

Are Apprenticeships the Answer to Ill-Prepared Workers?

Thousands of young (and older) Southern Californians will be heading to public and private colleges and universities soon (some have already started!) and the question here is: how well do these institutions of higher learning prepare their graduates for real life jobs?

Most college students say “We’re ready!” Employers? They’re saying: “No you aren’t!”

Cypress CA temporary agency

The Association of American Colleges and Universities ran a survey in 2015, finding that 70 percent of college students thought they had the “critical thinking skills needed to succeed in the workplace.” But only about one-third of employers believed new grads were ready for the real world.

A solution? Apprenticeships!

Have you ever offered apprenticeships at your company? Have you ever participated in one as an apprentice?

Most Americans (62 percent) believe that apprenticeships make people “more employable than going to college,” according to a recent American Staffing Association poll.

What’s more, the survey found that 87 percent of adults surveyed thought that “it’s smart” to consider both college and apprenticeships.

Speaking of apprenticeships: California’s Labor and Workforce Development Agency in May announced that there are almost 82,000 active apprenticeships in the state. This is up from 53,000 in 2015 (the goal is 100,00o in 2020).

The agency reports that the Golden State has the “nation’s largest and fastest-growing apprenticeship system.”

The state’s program wants to grow apprentice opportunities in transportation/logistics, advanced manufacturing, healthcare, and IT.

Has your company hired graduates or students in these apprentice programs? If so, what’s your firm’s experience been with these workers?

We make sure here at Helpmates that our temporary associates are ready to – as the saying goes – “hit the ground running” as soon as they arrive at your worksite. Our temporary associates participate in our Quality Control process to ensure they have the skills you need. What’s more, if our associate doesn’t meet your standards, you don’t pay.

Contact us to learn more about our Employee Quality Assurance Program.

How Often Do Your Team Members See You? Seriously: How Often?

Everyone it seems – and this really isn’t much of an exaggeration, is it? – is on their phones all. The. Time. Or texting. Or creating/responding to email. And as a result, you may have noticed that we don’t talk to each other much anymore. Face-to-face. Eye-to-eye.

And this is a problem (especially for millennials and members of Generation Z) because a lot is lost when we hide from each other: not only can misunderstandings rise, but a true human connection is lost.

This hiding behind technology can hurt the manager/subordinate relationship, of course, but it’s not just tech that can wreak havoc: too many managers and leaders spend too much time in their offices and behind their desks. Or taking meetings. Or creating reports.

Brea temporary agency

They are otherwise engaged and AWAY from the very people who need to see them the most: the people who report to them.

Instead, realize that talking to your team members face-to-face, engaging with them every day (even in meetings) is by far the best type of leadership possible.

Here’s why. Take a look below.

  • Being present shows you care.

Have you ever been out with a friend who has his phone out all the time and constantly looks at it. How does that make you feel? Not too important, right? But what if your friend keeps the phone in a pocket? What if he glances at it only if it rings/gets a text and then doesn’t answer the text/phone? Doesn’t that make you feel as if you’re your friend’s main focus? Don’t you then feel seen? Connected – truly connected – with your friend? Don’t you feel that you matter?

The same goes for how often you talk to your subordinates, especially when you do so one-on-one: you’re in effect telling the people you manage that they matter to you.

  • As you talk, listen.

As in really listen. Head out to the floor or cube farm and ask questions about how projects are going, but don’t settle for just “things are fine.” Keep asking. Is the person happy with progress? Is there anything she could use? Does he have any ideas to help the project move more quickly?

Ask about families. Any fun trips planned? How did his daughter’s graduation go? She found work and moved out already? How’s the empty nest going?

One-on-one conversations, whether about work or non-work should be a top priority: these chats can truly help you and your team member feel more connected on a human level.

  • In meetings, make sure everyone can speak.

Many managers don’t lead meetings so much as command them. Instead, genuinely ask for input, especially when asking for solutions to problems. (Announce it a policy that every idea is welcomed and no guffawing or other derisive reaction will be allowed.)

Ask your subordinates for input as a matter of course. After all, they are the ones doing the bulk of the work on whatever projects/programs/goals your department has and they know more than you about how things are progressing.

In addition, don’t be afraid to delegate work. Doing so shows your trust in your team and it also provides individuals the chance to grow and learn.

  • Provide this same consideration to your temporary workforce as you do your regular employees.

Treating your temporary staff as much as possible like your regular staff can go a long way to ensuring they enjoy working with you, work diligently for you and provide all the value they can.

So go ahead: talk to them. Ask them for their insights because being “new blood” may help them to see things in a differently than folks who have worked with you for a while can.

And when you need contractors/temporary workers at your company, work with Helpmates to find them for you. Contact the branch office nearest you to learn more.

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