PSG Wins Inavero’s 2017 Best of Staffing® Client Diamond Award

Professional Staffing Group is proud to announce it has earned Inavero’s Best of Staffing Client Diamond Award for providing superior service to clients. Diamond Award winners have won the Best of Staffing Award for at least five years in a row, and this is the eighth consecutive year that PSG has been named a Best of Staffing Award winner for earning industry-leading satisfaction scores.

 

Presented in partnership with CareerBuilder, Inavero’s Best of Staffing Client Diamond winners have proven to be industry leaders in service quality based completely on the ratings given to them by their clients. On average, clients of winning agencies are 2.6 times more likely to be completely satisfied with the services provided compared to those working with non-winning agencies.

 

With fewer than 2 percent of all staffing agencies in U.S. and Canada earning the Best of Staffing Award, just 23 percent of the 2017 Best of Staffing winners earned the Diamond Award distinction. The winners of this award truly stand out for exceeding client expectations.

 

“PSG works hard to make service a priority and we are proud and honored to be recognized for our efforts in this way,” said Aaron Green, founder and president of PSG.

 
Inavero’s team reports on over 1.2 million satisfaction surveys from staffing agency clients and talent each year, and the company serves as the American Staffing Association’s exclusive service quality partner. Inavero’s Best of Staffing® Award 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.

 

“Staffing firms are giving top companies a competitive advantage as they search for talent in North America,” said Inavero’s CEO Eric Gregg. “The 2017 Best of Staffing winners have achieved exceptionally high levels of satisfaction and I’m proud to feature them on BestofStaffing.com.”

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PSG Continues to Rank as Largest Boston-Based Temporary Staffing Firm in Massachusetts

Professional Staffing Group is among the largest temporary staffing firms in Massachusetts, according to the Boston Business Journal. The BBJ ranked PSG #3 on its annual list of the area’s largest temporary staffing firms and the largest firm listed with headquarters in Massachusetts. The rankings are based on the average number of temporary workers supplied daily in Massachusetts. This is the 14th consecutive year that PSG has been named to the list.

PSG President Aaron Green attributed the firm’s growth and success to its practice of collaborating with clients so they are best positioned to make successful hires, including showcasing clients’ opportunities while shortening the hiring process, all without sacrificing the effective screening of candidates.

PSG provides staffing services for clients in need of office support, technical, creative, finance, healthcare and human resources talent in Massachusetts.

PSG Sponsors 2016 NEHRA Diversity & Inclusion Scholarships

PSG is proud to once again support the Northeast Human Resources Association (NEHRA)’s annual Diversity & Inclusion Awards Gala, taking place April 28 at the Westin Copley Place in Boston.

 

PSG President Aaron Green spoke with NEHRA CEO Tracy Burns about the Annual D&I Awards Gala and this year’s scholarship recipients.

 

The 2016 PSG Scholarship winner is Maya Smith, who is honored for her desegregation efforts at Boston Latin Academy. Sponsored by Blue Cross Blue Shield of Massachusetts, the 2016 Blue Beacon Scholarship winner is Bilal Lafta, an Iraqui refugee who has worked to get funding and resources to Boston schools to support diverse students. PSG is part of the selection committee that chose the Blue Beacon scholarship winner.

 

We encourage you to watch this 10 minute video of Aaron Green and Tracy Burns discussing the amazing contributions of the scholarship winners:

 

 

Q1 2016: a look at the numbers

The first quarter of 2016 is behind us and we took a look at key data points from this period to illustrate the state of our jobs market.

 

We found that:

 

 

  • For the first time in eight years, the national unemployment rate fell below 5 percent. Screen Shot 2016-03-23 at 6.05.56 PMThis is the lowest rate since 2008 and markedly improved from a high of 10 percent in 2009.

 

  • Although employers across the nation added 242,000 jobs to the U.S. economy in February, job growth in Massachusetts has slowed; revised numbers now show that job growth peaked in 2014 at 2.4 percent.

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  • After strong growth in 2015, the rate of wage increases has slowed so far in 2016 with a yearly growth in average hourly earnings at 2.2 percent, only slightly ahead of the inflation rate.

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  • The overall share of Americans in the labor force ticked up to 62.9 percent.

 

 

  • Temporary help employment showed little change from January to February (-0.3%), but it was 3.0% higher in February 2016 than in February 2015, according to seasonally adjusted data from the U.S. Bureau of Labor Statistics. Year-to-year staffing job growth averaged 3.8% per month over the past 12 months.

PSG Receives Best of Staffing® Diamond Award for Seventh Year in a Row

Professional Staffing Group has earned Inavero’s 2016 Best of Staffing® Client Diamond Award after winning the Best of Staffing Client Award seven years in a row for providing superior service to its clients.

 

Presented in partnership with CareerBuilder, Inavero’s Best of Staffing Client Diamond winners have proven to be industry leaders in service quality based completely on the ratings given to them by their clients. On average, clients of winning agencies are nearly three times more likely to be completely satisfied with the services provided compared to those working with non-winning agencies.

 

Focused on helping Boston-area companies find the right people for their job openings, PSG received satisfaction scores of 9 or 10 out of 10 from 79 percent of its clients, significantly higher than the industry’s average of 27 percent. With fewer than 2 percent of all staffing agencies in U.S. and Canada earning the Best of Staffing Award, just 22 percent of the 2016 Best of Staffing winners earned the Diamond Award distinction. The winners of this award truly stand out for exceeding client expectations.

 

“As the labor market continues to tighten and job requirements become more specific, companies are turning to staffing firms to help them attract and hire top talent,” said PSG’s President Aaron Green. “The Best of Staffing distinction is another way for PSG to show clients our commitment to service excellence.”

 

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4 Tips for a Successful Relationship with your Recruiting Firm

Even if you’ve worked with a recruiting firm before, there are several considerations for getting the most out of your relationship. PSG President Aaron Green shares his tips for choosing and managing a recruiting firm:

 

Tip #1: Consider the Fit – It’s important to find a partner that can accommodate your needs and has the right industry experience and a successful track record with other firms of your size and organization type. A recruiting firm that sells a broad range of services will be able to offer a broad range of solutions for your needs.

 

Tip #2: Look for accessibility to their recruiting base – We all have become accustomed to on-demand services and the recruiting industry is adapting to this same trend.  Successful recruiting firms make themselves accessible to their candidates. For example, PSG responds to new candidate inquiries within five minutes of receiving a qualified resume on weekdays between 8am-9pm.

 

Tip #3: Ask how the firm adapts to the needs of the market – Not only do recruiters need to understand when to engage candidates, they must understand how to engage them. Many candidates expect instant access and answers. Recruiters that leverage technology, including online chat and mobile apps, for communicating will have an edge. Interview your potential recruiting partner to explain how they use technology to engage with candidates.

 

Tip #4: Remember that a relationship is a two-way street — Consider how you can make yourself attractive to a recruiter — many of whom are turning away business in this tight employment market. This may mean partnering with your recruiter to provide quicker, detailed feedback or taking other actions that make you a more attractive client without spending a dime more.

 

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PSG’s Aaron Green Talks to NEHRA About Female Leadership in HR

PSG President Aaron Green spoke with NEHRA President Tracy Burns recently about women’s roles in the HR industry. For an industry that’s dominated by females, recent studies have pointed out that the top roles in HR are still held primarily by men.

Green and Burns discussed ways organizations can develop the careers of their female staff and prepare them for leadership roles. At PSG, Green says they’ve taken an individualized approach: “We’re still a relatively small company where I am personally involved in individual staff development and advancement to senior leadership.  While an individualized approach can work for small companies, larger organizations have a different challenge.  One of the keys to success for large organizations is to look beyond the overall number of gender diverse employees and examine the roles that are being filled by female employees to make sure those roles lead to management and leadership positions.”

Millennials are also influencing the way employers look at flexibility – a factor for keeping women in the workplace. Green believes that “People in general [regardless of age or gender] need flexibility” and wanting to keep your employees is the most motivating factor for creating a flexible and adaptable workplace.

 

See the full podcast here:

 

 

Predictions for Boston Hiring Trends in 2016

 

PSG President Aaron Green sees some interesting trends emerging around hiring job candidates in the Boston area this year.

 

“Hiring has become a painful experience,” Green says. “It’s painful for employers because there’s a shortage of qualified candidates for most open positions and because HR departments are stretched pretty thin.”

 

Green is referring to the low average unemployment rate in Massachusetts that has been below 5 percent since last April. As hiring picks up in certain sectors – such as technology and healthcare – organizations like hospitals and universities are looking for candidates with specific talents and skill sets, like workers who can support new initiatives in online courses.

 

At the same time, organizations are more mindful of having their HR department be the “right” size. That means ensuring there are enough resources to handle all the functions expected of HR, while staying flexible to adapt to changes in the economy – a lesson many learned the hard way during the last recession.

 

For many mid- and large-size companies this means considering outsourcing some parts of the recruiting process. PSG is seeing an uptick in clients using its Recruitment Process Outsourcing (RPO) services. In some cases, clients outsource some aspects of the recruiting process, such as sourcing and screening candidates, so their internal HR team can focus on more strategic functions, like interviewing and onboarding new hires.

 

Green says the hiring process is also painful for job seekers. “It’s almost like hazing,” he says. He believes this will change, starting in 2016.

 

“Economics, combined with the availability of information online, is forcing businesses to look at the candidate experience in new ways,” says Green.

 

Ratings systems that leverage digital data – such as the star system on Glassdoor and use of the short survey that quantifies a Net Promoter Score (NPS) – are driving change and helping the recruiting process evolve.

 

“PSG will be rolling out a new NPS for candidates applying for internal staff positions,” explains Green. “For many years we’ve conducted NPS surveys with candidates we meet and consider for placement with clients; and the data from those surveys has informed our recruiting and interviewing processes. Now we’re applying that experience, along with research we’re currently conducting – including feedback from candidates we hired as well as those we didn’t – to help us build a stronger candidate experience all-around.”

 

Retailers have long lived under the adage that “the customer is always right,” which comes from a desire to make sure customers have a positive experience with their brand. Now many employers are applying that methodology to the hiring experience. They’re treating candidates like customers and using new tactics to ensure that even candidates who don’t get hired come away with a positive experience of the process and, subsequently, the brand.

 

Another local hiring trend is how quickly compensation is changing. Green says that aggressive recruiting by private equity and venture funded companies is partly to blame. Unlike traditional businesses that are run for long-term profitability, PE and VC funded firms can offer outrageous compensation packages for short-term employment periods. This practice forces wages across the local economy to rise and compensation plans that were created even one year ago are now out of date. On the other end of the spectrum, increases in Massachusetts’ minimum wage  are also helping to accelerate the changes in compensation.

 

Another big trend in recruiting and hiring is matching candidates with an organization’s culture to increase the odds of making a successful hire. When it comes to culture fit, Google is championing the idea. In his book Work Rules! Insights from Inside Google That Will Transform How You Live and Lead, Google’s Head of People Operations Laszlo Bock explains that “culture underpins everything we do at Google.” Bock offers several tips for interviewing for culture fit, including knowing where to find the type of workers you’re looking for, using “work tests” in which candidates are gauged for their reactions in typical work situations, and testing candidates against the traits that are most highly valued at your organization.

 

In the future, Green foresees a hiring process that’s built around a candidate’s needs, rather than a company’s. While this likely won’t come to fruition in 2016, our use of digital data and the examples of hiring practices at companies like Google are showing that it’s possible.

 

In 2016, companies are better than ever at hiring, but it’s still a painful experience. Fortunately, a focus on improving the candidate experience and hiring for culture fit can help Boston organizations improve the process.Aaron Green 0904 22

 

2015 ‘By the Numbers’ – A Look at the Year in Review

As 2015 comes to a close, we pulled key data points to illustrate the state of our jobs market.

 

We found that:

 

 

 

  • The BLS released its Occupational Outlook handbook which predicts that jobs in healthcare and social assistance, professional and business services, leisure and hospitality, and construction will see growth over the next several years, while jobs in manufacturing and federal government will decrease.

 

  • Employers estimate wages will increase by an average of 3 percent in 2016, compared with the average annual increase of 2 percent that we’ve seen for the past five years, according to this Bloomberg article.

 

  • Private-industry employers in New England spend an average of $37.64 per hour worked on employee compensation, compared to the national average of $31.53 per hour worked. Wages and salaries accounted for 70.5 percent of New England employers’ total compensation costs, while benefits accounted for 29.5 percent.

 

  • Nearly half (49 percent) of U.S. employers continue to seek workers with skills in STEM (science, technology, engineering and math) and 55 percent said finding the right talent remains a challenge, according to a recent quarterly survey.

End-of-Year Performance Reviews

The traditional end-of-year performance review is getting a new look from employers.

In today’s jobs market where employers are working hard to keep employees engaged, the performance review is taking on new importance as a retention and communication vehicle. In this recent Fast Company article, PSG Manager Greg Menzone offers timely advice for preparing for end-of-year performance reviews.

“Being proactive and planning ahead is the best way to maximize the benefits of your yearly performance review.”

 

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