Hire Dynamics ranked in the top five “Best Staffing Firms to Work For” in the U.S. presented by Staffing Industry Analyst and conducted by Quantum Workplace. This represents the 3^rd straight year Hire Dynamics has received this honor – ranked #1 in 2010.  

Out of 10,000 staffing firms across the U.S., Hire Dynamics took the number four spot in the midsize category (51-200 employees). The results were based on an employee engagement survey completed by internals employees. Finalists were announced during the Staffing Industry Executive Forum in Las Vegas.

“Hire Dynamics takes great pride in this distinguished recognition. We continue to believe that the most effective way to provide quality service to our clients and talent starts with our ability to recruit, develop and retain our internal employees,” says Dan Campbell, CEO of Hire Dynamics.

Hire Dynamics will be featured in the April 2012 issue of SI Review for being one of this year’s finalists. To view the entire list of finalists, visit www.StaffingIndustry.com.

By Leslie Stevens-Huffman, Staffing Industry Analyst

It’s been business as usual in the staffing industry since the recovery began in 2009, as companies enjoyed the customary rebound in staffing services. But the industry has recovered only about half of what it lost, which was about a third of its workforce.

A convergence of four macro trends is responsible for the slowdown and this disruptive quartet may wield enough power to transform the entire industry before the year is over.

“The staffing industry is like a sports team that had to go on a winning streak just to get back to 500,” notes Tom Erb, president of Tallann Resources, an Ohio-based consulting firm. “But this time, many of the changes are permanent so owners will have to develop new strategies and exert greater effort to get back to the top.”

We give you the four trends.

No. 1: Structural Changes

There’s no doubt that fear, uncertainty and tepid economic growth are keeping employers from rehiring regular employees. Instead, 34.3 percent of the 2,000 employers recently surveyed by McKinsey Global Institute say they plan to use more temporary and contract workers over the next five years. But staffing owners can’t afford to read the headlines and rest on their laurels, because the short-term economic conditions are not conducive to growth and most employers lack a plan or viable strategy to achieve their flexible workforce goals.

“The economy is structurally changing in ways that favor the staffing industry in the long-term,” says Steve Berchem vice president and analyst for the American Staffing Association. “But all the data suggests that short-term growth will be hard to come by, especially in 2012.”

Dan Campbell, CEO and owner of Atlanta-based Hire Dynamics, says that staffing firms offer clients consulting services, education and strategic workforce planning if they want to capitalize on the economic conditions that are pushing clients toward the use of contingent staffing. He also notes that the industry’s current training programs are inadequate for today’s environment, because they tend to focus on tactics like closing the sale or presenting candidates instead of finding hidden problems and developing strategic solutions.

If staffing firms don’t step up to the plate and assist customers with strategic planning, they risk losing them to competitors or even [managed service providers], since providers plan to aggressively market outsourced contingent workforce management services to midsize companies this year, after saturating the large employer segment.

Historically, the staffing industry has performed well during times of economic expansion and job growth, but the University of Michigan predicts gross domestic product growth of just 2.5 percent and limited job creation in 2012, with the national unemployment rate declining slightly to 8.8 percent.

And just in case you’re looking for more economic challenges, unemployment taxes will probably rise.

Finally, the U.S. Supreme Court is expected to rule on healthcare reform by June, which could force staffing owners to deal with the biggest game-changer of them all in the second half of the year.

To read the entire Staffing Industry Analyst article, click here.

 FOR IMMEDIATE RELEASE

ATLANTA, GA – Matt McCaslin, Account Manager, Emily Sato, Staffing Specialist, and Kristy Silva, Senior Staffing Specialist, received the Certified Staffing Professional designation from the American Staffing Association (ASA). The CSP™ program offers a professional credential through completion of an in-depth, self-study course, and an exam of labor and employment law principles and ethical practices applicable to the staffing industry.

The CSP program promotes industry wide competency standards through a uniform national program, helping staffing firms retain qualified employees by providing a means for professional advancement and career growth within the industry.

ASA represents the U.S. staffing industry. Member companies provide temporary help, contract labor, and permanent placement services through 15,000 offices across the nation and account for 85% of U.S. staffing industry revenues.

Hire Dynamics CEO, Dan Campbell, currently serves as Vice Chairman on the ASA Board and will be Chairman in 2014.?

In the midst of our 10 year anniversary, Hire Dynamics wants to recognize and give special thanks to our hard-working talent who have committed to making Hire Dynamics an industry-leading, award-winning staffing firm in Atlanta, GA, Reno, NV and York, PA. In honor of these dedicated individuals, Hire Dynamics has named Friday, June 24 “Talent Appreciation Day.”

Since 2001, Hire Dynamics has built its company around the concept of loyalty, not only to our clients and internal staff, but to the talent we place. To show our thanks, each branch will provide a day of snacks and each member of our talent will receive a customized Hire Dynamics t-shirt. We feel it is important that our talent know they are an active member of the Hire Dynamics team on our continuous road to success.

“Our success would not be possible without the commitment and performance of the more than 2,000 talented associates who represent Hire Dynamics everyday at our clients’ location,” said Dan Campbell, Chief Executive Officer of Hire Dynamics.

In the midst of “the great recession,” companies are less fearful that their employees will flee for a better job offer. With the decrease in hiring, many businesses are focused on cutting costs, but will ignoring benefits now lead to disaster later? Researches and high-performing companies seem to think so.

The recession has lead to cutbacks in benefits, resulting in unhappy employees. According to a resent MetLife study of Employee Benefit Trends, one in three employees hopes to be working elsewhere in the next 12 months. Yet companies don’t appear to be aware of this potential flight risk.

Hire Dynamics has built its corporate culture around employee satisfaction – keeping its good workers and making them better. “It’s a central strategy for us, said Dan Campbell, CEO. “We view the retention of employees as one of the most important things we do as an organization. At the end of the day, we think that our ability to recruit and retain quality employees is one of the main things that separates us from other companies in the staffing industry.”

To read the Atlanta Business Chronicle article, click here.

Companies should be wary of workers flight risk

It could be a match made in job-matching heaven, especially for people getting back on their feet after hellish times.

A newly formed partnership between Hire Dynamics LLC and First Step Staffing has the potential, its respective leaders hope, to help put some 300 formerly homeless individuals back into the workforce.

First Step is a full-service staffing firm that places people who are moving out of homelessness into employment. Hire Dynamics is a fast-growing, award-winning staffing and professional recruitment firm.

First Step has one office; Hire Dynamics has six Atlanta offices and 20 on-site locations. Hire Dynamics also puts 2,000 people to work everyday, Campbell said. Through First Step, more than 1,400 formerly homeless men and women have been placed in employment.

The chief executive of Hire Dynamics and First Step Staffing, Dan Campbell and Greg Block, respectively, know each other; Campbell is on First Step’s board. After finding out about Campbell’s company’s desire to help the community, and that First Step could use additional support, the two entities decided that they each had what the other was looking for.

To read the entire Atlanta Business Chronicle article, click here.

Firm help homeless take First Step to work

By Dr. Bob Nelson

There are five major trends that will increasingly impact the workforce for all organizations: 1) The Growing Shortage of Skilled Workers, 2) The Rise of the Millennials, 3) The Increase of Contingent Workers, 4) The Evolving Role of Virtual Employees, and 5) The Globalization of the Labor Market.

With unemployment still hovering around 9-10%, it is hard to grasp the concept of an impending skilled labor shortage. However, this is exactly what is unfolding and will continue to unfold in the decades ahead. The evidence for this is based on the current demographic trends, which indicate a declining birth rate in industrialized countries, combined with an aging population that is heading into retirement.  This will be the most significant human resource trend over the next few decades: “Not a labor shortage, but a skilled labor shortage.”

The Rise of the Millennials is a significant part of the shift in demographics. Those born between 1980 and 2000 will soon make up the largest segment of the U.S. workforce in both number and attitude, reshaping the workplace for all workers. This generation of 90 million prospective workers thinks and is motivated differently from previous generations. They expect work to be part of their lives, not to define who they are, yet they also expect meaning in their job from Day 1 and are not interested in “paying their dues.” This group is shifting work expectations from “career ladder to career lattice.”

The recovery from the “great recession” has led to a significant Increase in Contingent Workers. In fact, the temporary employment segment has generated more jobs than any other segment since the recession has technically ended. Businesses have been hesitant to hire back full time employees due to the uncertainty and volatility in the economy. Many believe this change to be permanent in nature versus just part of the economic cycle. There are currently 10 million contingent workers, greater than union membership. There are also now 22 million companies that do not have a payroll. This group’s work expectations are shifting from “lifetime employment to lifetime employability.”

The Evolving Role of Virtual Employees is also noteworthy. Forty-two percent of all organizations currently provide some type of flex time or option for telecommuting, job sharing, or alternate work schedules, yet we haven’t yet mastered how to make technology replace the social bonds in the workplace. Often the more connected we are at work through technology, the more alienated we tend to be in our jobs and less connected we often feel with others. “Work is increasingly becoming a state of mind more than a place to be.” 

Finally, the Globalization of the Labor Market markets continues to take place. The geographical bonds between producer and consumer are gone and work and jobs are increasingly transferable around the globe. Companies will increasingly need to decide what their core competitive advantage is and for those things others firms can do better to “move the work or move the worker.”

Human Resource leadership needs to better lead the charge in helping their organizations prepare for these significant workplace trends by bringing proactive in making the case for action now and bringing solutions to the organization before the workplace trends become overwhelming. “A function shift from transactional to transitional to transformational.”

For more information on Dr. Bob Nelson, visit his website at Nelson Motivation.

During the HR Star Conference in Atlanta on Wednesday, May 11, keynote speaker Dr. Bob Nelson spoke to over 900 HR professionals about motivating today’s employees and how companies can obtain a competitive advantage through its ROP (Return on People). He also introduced his new book Ubuntu: An Inspiring Story About an African Tradition of Teamwork and Collaboration, during an exclusive lunch sponsored by Hire Dynamics.

During Dr. Nelson’s lecture on motivating today’s employees, he revealed that the number one reason why employees leave their jobs is due to the absence of praise or recognition for the work they’ve done. A common misconception of managers today is thinking that employees are only motivated by money. Creating an environment that motivates employees not only reduces turnover and positively impacts the bottom line, but also moves the organization closer to being recognized as an “employer of choice.” So how can managers get their employees excited about coming to work? Here’s what Dr. Bob Nelson suggests:

Start with some positive restructuring – Make work fun!  Create an exciting work environment that will have your employees saying: “Thank God it’s Monday”.    Step outside of the cubicle and come up with a fun activity once a month where your employees can interact and take a break from their hectic schedule for an hour. Another option is to provide incentives for stand-out employees in hopes it will cause a chain reaction, maybe a little friendly, workplace competition. Try something new and find what fits. After all, happy employees drive happy customers. Just ask the employees at Zappos, an online shoe and apparel store. Zappos is a different kind of call center and here’s the twist – after 3 months of training, new employees are offered $3,000 to quit! And that’s not even the crazy part, 98% of them turn it down. Zappos knows how to mix work and fun while still having a positive impact on the bottom line. Not many other companies can say the same.

Another way to motivate your employees is with a little praise and words of encouragement – take the time to say “Thank you.” This is so simple, it is often over-looked. Take 15 minutes a week to send an email or stop by an employee’s desk to express your gratitude for their hard work. You can even take this to the next level by being specific. For instance, instead of just thanking someone for their hard work that week, dig deeper and point out a particular instance in which they stood out and let them know that you noticed. That way, it won’t seem like a generalized statement, it will be backed with more meaning through personal recognition and it will award them with a sense of accomplishment. As quoted in Dr. Nelson’s new book, Ubuntu: “Being busy is no excuse for avoiding the things that matter the most.” A simple “Thank You” can go a long way.  

Employee appreciation feeds right into another one of Dr. Nelson’s motivational techniques – teamwork. His new book, Ubuntu, comes from an African tradition meaning “we’re all in this together.” Ubuntu is a philosophy that believes the success of the group is above and stronger than that of the individual – in essence, teamwork and collaboration. By following the Ubuntu methodology, you will help to inspire a sense of purpose, connectedness and unity among your team members. As stated in the book, Ubuntu starts with recognizing and embracing the humanity, the equality, and the value of each person. Get to know the people you work with and find out what you have in common, other than your place of work. The book reveals that this technique will help to build trust and respect, and without this, your motivational techniques might come off as manipulation. Quite often, lower-level employees feel resentment towards executives because they feel like the executives might under estimate their responsibilities, creating separation and tension within the organization. An interesting technique to consider might be role reversal. Take a walk in their shoes. You will better understand their work habits if you experience them yourself. Role reversal in the workplace will allow you both to show empathy and realize the challenges that go along with each job function, helping you to gain trust, respect and loyalty from your employees. Ubuntu helps you to understand the importance of reaching a common vision through shared experiences and empathy which will inspire and motivate your employees to give their best effort every day.     

Dr. Nelson also pointed out the importance of the follow-through – don’t just talk the talk; walk the talk…Practice what you preach. For instance, if you say your goal is to achieve greater employee satisfaction, come up with a strategy and execute. Find out what your employees want through a survey or open discussion. Change is often difficult in the workplace and it might be a challenge to get everyone on board, but when it comes to change, Ubuntu offers some words of encouragement: “When you leave what is comfortable and familiar in order to take on something new and exciting, it is natural to feel unsettled and even afraid. This is where the support and collaboration of colleagues is most important.”

For more information on Dr. Bob Nelson and his new book, Ubuntu, visit his website Nelson Motivation.

Hire Dynamics is the keynote sponsor for the 2011 HR Star Conference, being held on Wednesday, May 11 at the Georgia World Congress Center. This event is the single largest HR event in Atlanta with over 800 HR professionals in attendance. This all day event provides the opportunity to hear from industry experts on topics ranging from legal updates to practical workshops dealing with a wide array of HR issues.    

The keynote speaker is Dr. Bob Nelson, president of Nelson Motivation, Inc., a management training and consulting company located in San Diego, California that specializes in helping organizations improve their management practices, programs and systems. He is the co-founder of Recognition Professional International and previously worked closely with Dr. Ken Blanchard, co-author of The One Minute Manager, for 10 years.

Dr. Nelson has sold over 3.5 million books on management and motivation, including: 1001 Ways to Reward Employees (now in its 55^th printing), The 1001 Rewards & Recognition Fieldbook, Keeping Up in a Down Economy, and his latest book: Ubuntu: An Inspiring Story of an African Principle of Teamwork and Collaboration. He has appeared extensively in the media including CBS 60 Minutes, CNN, MSNBC, PBS, National Public Radio and has been featured in The New York Times, The Wall Street Journal, The Washington Post, Business Week, Fortune, and Inc. magazines to discuss how to best motivate today’s employees.

As organizations continue to rebuild their business in the wake of the recent recession, a key element of that success is the motivation of their employees. The typical employee feels overworked and underappreciated, more stressed and less valued than ever before. Employees have been asked to do more with less and to do it faster. Keynote speaker, Dr. Bob Nelson, will expand your thinking for how best to leverage the potential of your employees.

For more information, including the list of speakers and exhibitors, as well as how to register, visit the website HR Star Conference . Hire Dynamics will also be hosting a lunch featuring Dr. Bob Nelson on an invitation basis.

Hire Dynamics is a thought leader in the staffing industry and frequently hosts/sponsors events that provide professional growth and networking for our clients and prospects.

By: Emily Ellison, SPHR

Successful business owners and leaders all seem to agree; the success of any organization depends on the people who work there. To stay competitive employers have to be more focused than ever on attracting and retaining top talent. Becoming a recognized Best Places to Work Company is one way to do so.

Knowing that people make the difference, Hire Dynamics decided early on that we wanted to be a Best Places to Work (BPTW) in each of our markets and is proud to have been recognized 3 years in a row as the #1 Best Place to Work small company category in Northern Nevada. In this article we’ll share the story of our BPTW journey and describe the type of leadership support, teaming philosophy, culture development and employee involvement programs that have helped us achieve our talent goals.

The most important component in the BPTW journey is leadership support. At Hire Dynamics we were fortunate to have this initiative championed by our CEO and Senior Management team not only because it’s the right thing to do but because it’s good business. Estimates put the cost of turnover at anywhere from 25-250% of the employees annual salary depending on the industry. Between the costs of exiting the employee, productivity lost while their position is vacant, recruiting costs, on boarding expenses and productivity ramp up time, if you lose even one good  person a year it makes fiscal sense to devote resources to employee retention. 

The second and third components of a BPTW company go hand in hand and are a strong teaming philosophy and a strong, almost “cult like” culture that inspires people to want to belong and to not want to leave. When we survey our people about why they like working at Hire Dynamics the first response is always, “the people I work with”. Building camaraderie is a process that takes focus and effort and we have utilized the principles of The Five Dysfunctions of a Team by Patrick Lencioni to do so. This easy-to-read guide to building great teams  is a practical approach to the concept of teambuilding and maintenance which can be very theoretical and abstract concepts. Everyone that joins Hire Dynamics receives a copy and is expected to read it; we regularly hold “Five Dysfunctions” meetings where  the different principles at play are openly discussed during the course of our work.

A strong team is complemented by a strong culture which takes the same kind of focus that team building does. It starts with defining the company’s mission, vision and values and then understanding how delivering those goals will take shape in the organization’s environment. Every company is different but at Hire Dynamics, our mission, vision and values have helped to create a place where employees have a “whatever it takes” mentality and are empowered to do the right thing for our clients, employees and the community. Although we work hard,  Hire Dynamics makes fun a priority and supports a family friendly environment that employees value. We also think of our company as an exclusive club and are selective about who has the opportunity to join. We have defined the non negotiable qualities for someone to be an “A-Player” in our organization. Potential employees of Hire Dynamics go through a minimum of three interviews including a group interview of potential peers where no one is hired unless all parties support the decision. Once an employee joins our team, it is the responsibility of the local managers to facilitate integration of the new employee into the Hire Dynamics culture. Retention of employees is so critical to our business that manager compensation is tied to retention results!

The final component of becoming and maintaining a Best Place to Work Company is employee involvement. Hire Dynamics’ experience with this program has been a journey over the course of our nine year history. For us, the desire to receive the award was an attempt to confirm that our goals around employee satisfaction were being achieved. The first few years that we submitted for the award we did not win but we saw each year as an opportunity to improve. The surveys provide great feedback directly from our employees and in response we put together employee committees that review the results, make recommendations for follow up and action plans are formulated. Survey results and subsequent action plans are provided to all employees. Hire Dynamics views being named a  Best Place to Work as a journey versus a destination.

Employee involvement doesn’t stop with Best Places to Work survey results and initiatives. We work hard to involve employees at all levels through open communication and by knowing our people. First, people want to be “in the know” and at Hire Dynamics we work hard to be transparent with our people. All employees have access to Senior Management (open door policy) and senior leaders regularly reach out to local teams to check in and provide updates. We have quarterly “State of the Union” company conference calls and our CEO provides detailed updates on the state of our organization (good or bad). It’s also important to figure out what employee “passions” are and when a project comes up that plays to an employee‘s strength, we get them involved! From technical projects to special events, from financial goals and results to representing Hire Dynamics in the community, the boundaries on what an employee can participate in or contribute are very flexible.

Organizational support, strong teams, strong culture and employee involvement are just the beginning of building a BPTW culture. Partnered with specific initiatives and programs that are important to the employees in your organization and you have the ingredients for a Best Places to Work Company that will attract and retain the top talent in your industry and set you apart as an organization.