DePaul Industries Blog

The American CDL Driver Shortage: What You Need to Know

August 26, 2014

Truck Driver ShortageThe American trucking industry is facing a serious shortage of commercial driver’s license (CDL) drivers that doesn’t look to abate anytime soon. Despite the national unemployment rate being over 6%, the industry struggles to find enough qualified drivers, as anyone who has ever recruited or hired drivers will tell you….

Temporary Staffing an Effective Bridge to Permanent Employment

August 7, 2014

A new report from the American Staffing Association (ASA) provides further evidence that temporary staffing is an effective bridge to permanent employment.

About half of respondents to the 2014 Staffing Employee Survey indicated that gaining permanent employment was their primary reason for seeking temporary work. Of those respondents, 99% gained permanent employment. As the ASA puts it:

“When Americans want permanent jobs,
temporary and contract assignments provide the bridge
they need to secure the employment they want.”

A few other highlights from the survey, which was completed by nearly 12,000 current and former temporary or contract employees who had worked for a staffing company at some time since Jan. 1, 2013, include:

» Nine out of 10 respondents were satisfied with their staffing company.
» 76% of staffing employees work full time.
» 22% of respondents cited flexibility as the reason they decided to choose temporary employment.
» Temporary assignments help candidates gain job skills – nearly 90% of respondents said staffing employment made them more employable.

Some employers still hold the misconception that staffing is only for temporary assignments, but results like these show that employers are increasingly using the “try before you buy” model to test out employees on a temporary basis before committing to hiring them permanently. And employees benefit, as well, as they have an opportunity to learn necessary job skills and determine if the job is the best fit for them in the long-term.

“Try Before You Buy” – The Celebration of Permanent Hirings
Types of Staffing: Agencies Offer More than Temporary Placements
Top 5 Misconceptions About Temporary Staffing (From the Employer Side)

ASA 2014 Staffing Employment Survey

Graphic courtesy of the ASA 2014 Staffing Employment Survey

Staffing Glossary: 8 Terms You Need to Know

July 28, 2014

Staffing MeetingIf 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.

CONVERSION FEE. A customer pays a conversion fee to a staffing company when they want to hire a temporary employee permanently. That’s not the case at DePaul, however – after one of our associates has been at your location for 520 hours, you pay no conversion fee!

DIRECT HIRE. A direct hire, or permanent placement, means the staffing company manages recruiting and screening a candidate who you will hire on a permanent basis.

JOB ORDER. The job order is a formal instruction that you’d like to hire for a certain position or positions. The job order contains details like necessary skills and pay rate, and contains all of the information recruiter all of the information they need to identify top candidates.

MARKUP. The markup is the percentage of the temporary employee’s pay rate that the staffing agency charges for its services. When you add the pay rate plus the markup, you get the bill rate, the total amount you will be charged for an employee.

ONBOARDING. A solid onboarding plan helps new employees get up to speed as quickly as possible. Even though temporary employees may only work at your facility for a short time, they need training as to expectations, safety procedures and to whom to direct questions.

PRE-EMPLOYMENT SCREENING. All staffing companies complete screening before hiring a temporary employee, which may include a drug screen, a background check and skills testing, depending on the staffing company’s and employer’s policies.

TEMP-TO-HIRE. Temp-to-hire gives an employer a trial period with an employee as a temp, before they decide to hire them permanently. It’s also known as “try before you buy.”

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

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 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 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 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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