DePaul Industries Blog

Staffing Glossary: 8 Terms You Need to Know

July 28, 2014

StaffingIf you’re new to using staffing services, you’re probably unfamiliar with staffing industry lingo. Read on for explanations of some terms you’ll likely come across in the staffing world, and that you’ll probably see on our blog and website.

ALTERNATIVE STAFFING. Alternative staffing organizations like DePaul Industries provide commercial temporary staffing services to help people with barriers to employment (such as a disability or experience of homelessness) to get jobs….

Complying With the USDOL 7% Disability Hiring Rule: Resource Roundup

July 16, 2014

7 percent utilization goal - people with disabilitiesIt’s been more than three months since the United States Department of Labor’s Final Rule to Section 503 of the Rehabilitation Act of 1973 took effect, requiring government contractors to take steps to ensure that 7% of their employees are individuals with disabilities. The regulations, overseen by the Office of Federal Contract Compliance Programs (OFCCP), also include an invitation to self-identify as having a disability and extensive reporting requirements.

The impact of this rule is significant – the USDOL estimates that nearly 20% of the US workforce is employed by a federal contractor – but the rule hasn’t been widely covered in the media. With many contractors still unsure of whether they are complying with the 7% rule, we’ve compiled some resources to help you get up to speed.

How to Be In Compliance With the New 7% Disability Quota
Our blog post from September 2013 outlines six of the regulations’ major points, including data collection and incorporation of the EO clause, and the benefits of hiring a staffing firm to manage the new requirements.

USDOL’s Frequently Asked Questions
These comprehensive FAQs cover questions from why the final rule is needed to effective dates to who to contact with questions. The OFCCP added some additional questions in late June (marked as new), including whether a portal on a company’s intranet that asks employees to self-identify meets the self-identification clause.

USDOL’s resource list and searchable directory
One of the biggest challenges some contractors are facing is knowing how (and where) to recruit and hire people with disabilities. The DOL’s resource list features nonprofits and governmental and other organizations that can provide information and assistance; a searchable directory of these organizations (including DePaul Industries) is also available. In addition, Think Beyond the Label offers great resources on the business case for employing people with disabilities, and on hiring and recruiting.

The Wall Street Journal’s look at how government contractors are reacting
The week before the updates to Section 503 took effect, the Wall Street Journal emphasized the self-identification clause, and how to make employees feel comfortable “disclosing health-related information to their bosses” by self-identifying.

Human Resource Executive: “We’re seeing a lot of employers unaware of the March 24 deadline”
Just before the effective date, HRE took a look at how many government contractors weren’t familiar with the new regulations. It explored the lack of awareness among contractors, in part due to little information being available.

Contact DePaul Industries - Department of Labor 7 Percent Rule

Types of Staffing: Agencies Offer More than Temporary Placements

July 10, 2014

TypesofStaffing
What services do staffing companies offer? Your first thought is likely temporary employees who work on a short-term basis. And while staffing firms do offer short-term temps, most offer a variety of services that can meet an employer’s various hiring needs. Let’s take a look at the three major staffing offerings.



TEMPORARY
Temporary staffing is probably the most commonly-known type of staffing. Temporary staff can provide assistance in a variety of situations – like seasonal fluctuations in business, project work or to cover vacations – and in all positions, from administrative to light industrial to skilled trades to high-tech.

But just because staffing is temporary doesn’t mean it’s only short-term; staffing agencies can provide employees for a period of weeks or months. This flexibility saves businesses money, and is a key reason why they staffing.

TEMPORARY-TO-HIRE
Temporary-to-hire staffing offers employers the chance to “try before you buy.” The temporary period before an employee is hired permanently serves as an extended job interview, allowing the employer to ensure that the candidate is the right fit for their team.

Hiring mistakes and turnover are incredibly costly to both a company’s bottom line and to employee morale, so taking extra steps to ensure that you get the right hire the first time is incredibly beneficial.

DIRECT HIRE
Direct hire means you outsource the recruiting and screening process of a permanent employee to a staffing company. With a fee typically charged as a fixed rate, you’ll pay the same amount no matter how long it takes the recruiter to find your next employee.

The staffing agency does the time-consuming (and expensive) legwork of sorting through resumes, interviewing and deciding on the top candidates to present you with, ensuring that they have the skills, attitude and cultural fit needed to succeed at your company.



Today, temp-to-hire and direct hire staffing are of particular interest to government contractors. Contractors are now subject to updates to the Final Rule to Section 503 of the Rehabilitation Act, which establishes a 7% utilization goal for hiring qualified individuals with disabilities. Those contractors who need assistance meeting the 7% goal should consider enlisting the services of a staffing agency that specializes in employing people with disabilities.

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Security Officers Help Summer Events Run Smoothly

July 2, 2014

Security Officer - Summer EventsThe first day of summer has passed, but in the Pacific Northwest, the Fourth of July feels like the official kickoff. And with warmer temperatures come some of our favorite events of the year – like music festivals, county fairs, parades, picnics, street fairs, and races – that bring large groups of people together in outdoor venues.

Most event coordinators hire temporary staff to serve a variety of roles at events. Including security officers, who have specific training and skills, will help events run smoothly and ensure the safety of attendees.

Below are just a few of the roles security officers can fill at a variety of summer events:

1. MANAGING ACCESS.
Large events like music festivals and fairs are typically in designated areas to ensure that only those with passes or tickets enter. Security officers can manage entrances and check passes to help avoid long lines and disgruntled attendees. Officers not only manage the flow of visitors in and out, but also inspect the perimeter and ensure that entrance points are the only points of access.

2. PERFORMING ENTRANCE CHECKS.
Event organizers have different requirements for items that cannot be at the event, from food and beverages to glass bottles to backpacks and coolers. Security officers can inspect attendees’ bags and purses and, can even operate metal detectors to identify any potentially hazardous items.

3. PATROLLING PARKING LOTS.
Thefts from cars are a frequent occurrence when a large group of people gather. Security officers in a parking area can not only help direct cars to available spots, but also remind attendees not to leave valuables in their vehicles and conduct patrols to help prevent break-ins.

4. PROVIDING CUSTOMER SERVICE.
Where are the restrooms? Can I gain readmittance after exiting the event? Where can I find a first aid station? These are a few of the many logistical questions patrons at big events will have. Security officers are trained to provide excellent customer service by answering questions and directing attendees to where they need to be.

Contact DePaul Security

Private Label Foods With a Purpose

June 30, 2014

Private Label Branding - Your Brand HereIf you’re like most Americans, your grocery cart contains a number of private label food items. Many private label products are indistinguishable from name brands in packaging and are similar or superior in taste and quality, but considerably more affordable.

A recent survey by Market Force of more than 6,000 consumers shows that 98% purchase private label food items or cleaning products at least some of the time. Private label foods have been increasing in popularity for years, and consumers have remained budget-conscious even as the economy has seen considerable improvement.

Some consumers even prefer private label products: 14% of those surveyed by Market Force reported that they always purchase a private label brand if available. Dairy is one of the most popular categories of private label foods, and snacks are also big sellers.

Along with lower-cost, private label foods, consumers are also increasingly using their dollars to support companies with a social or environmental purpose. Forbes’ recent article, titled Why Purpose, Not Cash, Is King In The Food Industry, suggests that millennials, who will make up three-quarters of the workforce by 2025, are leading this trend.

The Certified B Corp designation is growing in popularity, with more than 150 food and beverage companies certified and displaying the associated logo on their packaging. Designations like Fair Trade and USDA Organic also remain influential and attractive to consumers, and many companies contribute to charitable organizations, whether through a percentage of sales or a “buy one, give one” model.

Purpose isn’t just an afterthought or an added bonus for consumers – it directly impacts their buying choices. A recent survey from Good.Must.Grow found that 30% of consumers planned to increase purchases from socially responsible companies this year. It also discovered that 1 in 5 people prefer to give back by purchasing socially responsible products, rather than taking part in charitable giving.

For owners, retailers and distributors searching for a private label provider with a purpose, you’ve come to the right place. Every product offering in our Juniper Naturals line can be produced as a private label. Plus, we’re an Oregon benefit company and Certified B Corp with a mission of changing the landscape of employment for people with disabilities; your business helps us provide hundreds of jobs to people with disabilities and other barriers to employment in our community.

Contact Juniper Naturals - Private Label Foods With a Social Purpose
We help you deliver exactly what your customers are looking for: delicious, high-quality and affordable private label foods with a strong social purpose.

Private Label, Socially Conscious Foods With a Purpose

 

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