DePaul Industries Blog

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.


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:

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.

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.

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.

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


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