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Are you maximizing the value of your staffing firm?

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This entry was posted in Business Clients by .

You may only call on your staffing firm when you have an open role to fill, but are you really maximizing the full potential of this important relationship?

Here are some key ways to make sure you’re getting the full value a great staffing firm – like Ledgent! – has to offer:

EXPAND YOUR REACH

Working with a staffing firm opens the door to a whole pool of candidates you might not otherwise know about, giving you a far better chance of finding the best fit for your organization. We have access to sophisticated search tools within the top job sites to find and connect with top talent and passive candidates.

STAY TOP-OF-MIND

Whether you’re hiring or not, review your staffing firm’s current candidates and let them know what kind of candidates you always want to see. This keeps your company in front of top talent, making you more recognizable and reputable to potential employees.

SECURE GREAT TALENT FIRST

Don’t let unemployment data fool you! Unemployment within many professional positions is still well below 3%, making it difficult to secure top talent before someone else does. A great staffing firm will help you stay on track with frequent communication in order to help you fill a position quickly and mitigate losing a candidate to competing offers.

GET JOB BOARD SAVVY

Staffing firms recognize that staying in front of potential talent is critical. You should have a job board presence – we point our customers and candidates to ZiNG, a FREE job board that keeps you top of mind with talent … while supporting pet rescue every time a candidate completes a profile!

BECOME A TOP EMPLOYER

Attracting and retaining great talent should always be a high priority. A staffing firm can help you with solutions to position your organization as an employer of choice for the best candidates.

LEARN FROM THE EXPERTS

Hiring is what we do! Good staffing firms are in-the-know when it comes to local and national employment trends. Stay informed by meeting regularly with your staffing partner – they can help you really understand the ins and outs of the local hiring market.

Paying Employees Too Little Will Cost Too Much [infographic]

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This entry was posted in Business Clients, Infographics by .
Here’s just one glaring example of how paying higher wages/salaries can actually save your organization money!
Costco Avg. Hourly Wage
$17.00
Turnover Rate
17%
Turnover Cost (YRLY)
$244M
2019 Revenue
$43B
Operating Proft/EMP.
$21,805
Sam’s Club Avg. Hourly Wage
$10.11
Turnover Rate
44%
Turnover Cost (YRLY)
$612M
2019 Revenue
$37B
Operating Proft/EMP.
$11,615
If your organization does not pay competitively, it often results in people
leaving, and average costs to replace an employee include:
16% of annual salary for highturnover, low-paying jobs (earning under $30,000 a year). For example, the cost to replace a $10/hour retail employee would be $3,328.
20% of annual salary for midrange positions (earning $30,000 to $50,000 a year). For example, the cost to replace a manager making $40k would be $8,000.
213% of annual salary for highly educated executive positions. For example, the cost to replace a $100k CEO is $213,000.

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