We’re excited to announce that as of last week, DePaul Industries’ new Boise office is officially up and running. With the addition of Boise, DePaul now has eight offices in five states.
DePaul Industries Blog
The Social Enterprise Alliance (SEA), whose mission is to produce massive social value via successful social enterprises, is establishing a new chapter in Portland, and seeking members (both individuals and organizations) from a variety of sectors. The SEA currently has 13 chapters in 11 states, and its membership includes more than 900 social enterprises, service providers, investors, corporations, public servants, academics and researchers.
DePaul Industries has long been involved in the SEA on a national scale and is helping to establish the Portland chapter. To join or get more information, fill out our contact form and we’ll be in touch.
Why join the SEA? Hear about the benefits directly from some current members below.
Thanksgiving is just around the corner and shopping and special holiday events are starting to ramp up. While the holidays are a wonderful time of year,they also mean a boost in thefts from cars, and additional security concerns. Hiring a security team this holiday season can help to prevent and deter crime and allow customers and employees to fully enjoy the season.
• Every year, thefts from parked cars spike during the holiday season, especially in the parking lots of malls and shopping areas, as well as other large parking lots. Drivers can take steps to avoid thefts, such as parking in a well-lit area and keeping purchases out of site in the trunk. But the risk still remains, and having security guards stationed inside and outside of retail centers and patrolling parking lots can deter crime, ensuring that holiday shoppers get their purchases home safely.
• A multitude of holiday events can also benefit from a security presence. From major shopping days like Black Friday to new product releases (like the recent rollout of the PlayStation 4) to tree lightings to gift bazaars and concerts, a security presence can bring peace of mind at events where large crowds are present.
• The lack of daylight during the winter is a major safety concern for employees leaving work after dark, especially for those who work the second shift. Security officers can be an asset to employees, who will appreciate their presence and getting a safe escort to their vehicles.
• Even after the holidays have ended, some seasonal security concerns remain that security officers can assist with. For instance, gyms and health clubs are particularly busy in January, with a rush of new members trying to lose those pesky holiday pounds, and often see heightened theft rates from lockers and cars.
Flexibility in developing ways to best protect your employees, customers and business assets is key during the holidays. Contact us to learn more about how DePaul Security can provide you with customized security solutions this holiday season.
The U.S. Equal Employment Opportunity Commission, or EEOC, is a government body responsible for enforcing laws that make it illegal to discriminate against a job applicant or an employee for a multitude of reasons, including a person’s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. Erin Horton of Mintz Levin – Employment Matters reported last week that in the EEOC’s Strategic Enforcement Plan FY 2013-2016, their number one priority is Eliminating Barriers in Recruitment and Hiring. On the heels of this, staffing firm Sedona Staffing has settled a lawsuit for $920,000 for a series of discrimination charges related to hiring and recruitment.
So what does this mean for your staffing and recruitment firm? It’s just another solid reason to pay specific attention to groups with barriers to employment and reap the benefits. In turn, with the growth of the contingent labor force—and thus the subsequent growth of the staffing industry—the EEOC will pay specific attention to staffing firms. A specific tenet of the EEOC’s priority to eliminate barriers in recruitment and hiring is focusing on racial, ethnic and religious groups, older workers, women, and people with disabilities. These groups on the whole represent individuals with a variety of barriers to employment, which are unfortunately overlooked and leave millions of dollars on the table each year for businesses across the country.
Bottom line? Ensuring that you have a diverse workforce is vital to keeping your business vibrant—and the EEOC is watching to make sure you stay in check along the way.
It’s the last day of the 2013 Alternative Staffing Alliance, and we’ve got a recap of the final three sessions for you below. Be sure to check out altstaffing.org for downloads of program content and some great video interviews in the coming weeks!
Adapting to the Changing World of Work
Dave Shaffer from DePaul Industries and Mike Wynne from Emerge Community Development
+ The recession, polarized U.S. politics, and the Affordable Care Act are just a few reasons that employers are uncertain about the job market, and the staffing industry is booming and will continue to grow in the coming years.
+ Emerge had various opportunities for project and managed services arrangements with top nationwide companies. DePaul Industries recognized that its three businesses were really being run as silos, rather than capitalizing on the synergy between all of them. On-site supervisors and job coaches are two ways to make these types of managed service arrangements successful.
+ In most of these cases, it was a proactive sales pursuit that won the business — leading with “we can get the job done.” Also, asking, “What else can we do for you?” If your existing account managers are on the lookout for how else you can help a customer, additional opportunities can easily arise.
+ When participating in a bidding war, especially when pitching opportunities that are looking for scale, ask, “Are we set up to win?” There’s nothing wrong with walking away from an opportunity that you’re not set up to win — and redirect your energy to pursuits more likely to be successful. It really needs to be a partnership between all parties.
+ The more you move to a fixed price model, your exposure is great — and you’d better be thinking about all of the potential additional costs. Run a cost model. There’s a reason that the client wants the monkey off their back!
Placing Job Seekers with Criminal Records
Sonja Skvarla, A Social Ignition
One of the most challenging populations to work with, from an employer perception standpoint, is ex-offenders. Most staffing agencies receive applicants with criminal records, too, but ASOs are in a unique place to focus on the individuals’ skills and lead with the business angle — rather than writing them off. The sales pitch is key, especially as many commercial staffing firms advertise the fact that they don’t employ individuals with criminal backgrounds – but if business needs employees, they’re not going to be able to ignore this immensely large population of workers. The question is: Will they turn to temporary staffing agencies to handle the entire hiring process?
Placing Job Seekers who are Transitioning from Homelessness
Paul Schroeder, New City Initiative
By really listening and understanding the barriers of individuals, understanding that individuals need societal and community connections, and understanding the overlap of homelessness with ex-offenders, disabilities, and veteran status (as well as other types of trauma), organizations are better equipped to make an impact. Working with other organizations to supply other services — besides just supplying the job — also can help ensure success. The pitch to employers is that if and when you get someone at the right place in their lives who need a second chance, they’ll work twice as hard to make good on that opportunity.