Great news! The Social Enterprise Alliance (SEA) Summit 2014 is right around the corner! Beginning April 13, 2014 in Nashville, TN, SEA will host a huge variety of speakers, presenters, and business leaders ready and willing to share all of their great tips, tricks, and lessons learned in the world of social enterprise…
DePaul Industries Blog
Congratulations, you’ve put in your order for a new temporary employee, and he/she arrives tomorrow! But what’s the process? What do you need to know before your new employee starts work at your facility?
Here are ten tips for a smooth transition for onboarding new temps into your business:
Have an onboarding process in place, like a checklist. Go through the steps with every new temporary employee.
Go over proper expectations of the job. This includes things like what time to arrive, what to wear, cell phone policy, etc.
Make sure they knew to whom to direct questions at your facility.
Ensure that they know how to cross-communicate with the temp agency, too.
Introduce them to their co-workers.
Go over the safety procedures of certain equipment and the facility.
Give them a tour of the facility for certain locations.
Make sure they have all of the personal protective equipment (PPE) and/or office supplies they need to get started.
Make them feel valued.
Check in with the new associate at the end of the shift to see if they have any remaining questions.
With these tips in place and an outlook that your new temp is an integral part of your team, they should be off with a fantastic start in helping to contribute to your bottom line. Don’t forget to view your working relationship with your staffing firm as a partnership, and ask for support and/or changes when you need them!
This post is part of a month-long blogging series for DePaul Industries: One blog post a day for a month! Stay tuned for more great tips and tricks through March 2014.
While winter weather is still in full force, spring will soon be upon us and residential and commercial construction projects will be ramping up. The 2014 construction season could be one of the busiest in the past five years, with the McGraw Hill Construction forecast calling for a 9% increase in construction starts. This transition into peak season is a great time to think about an important topic that can fall by the wayside once the site is buzzing: worksite security.
Common construction site security measures like fencing, no trespassing signage, limited access points, and adequate lighting are very important considerations. But with hundreds of thousands to millions of dollars of equipment and materials on-site, additional steps may need to be taken to keep a worksite secure.
Utilizing trained security officers can help to deter theft, vandalism, and other risks to a worksite around the clock. Security officers patrol the property and protect assets, and can cover many additional functions, including providing customer service, controlling access to the site and managing special events like open houses.
A security company can also offer dedicated Fire Watch services. Fire Watch personnel are trained to identify and react to fire hazards, ensuring that personnel, equipment and materials are protected. This can be a huge asset at all times, but particularly during and for a period of hours after hot work, such as welding and cutting, and during demolition and other dangerous operations.
A security presence has benefits even when a project is not actively under construction. An inactive site, such as a project that is on hold over the winter, may be at significantly greater risk of theft and vandalism. When the site is unattended, the presence of security professionals can provide peace of mind that it remains secure.
The next few months will see activity picking up at construction sites around the nation. Consider a security consultation, which should include an assessment of your worksite and customizable options, to ensure your worksite’s security during peak construction season and beyond.
This post is part of a month-long blogging series for DePaul Industries: One blog post every weekday for a month! Stay tuned throughout March 2014 for more great tips and tricks.
It’s easy to wait until the last minute to think about hiring temporary employees for the growing season, especially with cold weather still in full force. But if you run a farm or a food processing facility in Oregon, whether a watermelon farm in the Hermiston/Tri-Cities area or a berry processing facility in the Willamette Valley, accurately forecasting your staffing needs for the growing season should be a key step in prepping for your busiest time of year.
Considering your staffing needs early and avoiding last-minute requests means you can focus on operational issues and stay on schedule. Additional benefits of forecasting include:
• Assistance with ramp-up: You’ll have temporary employees at the ready to prepare your operation for the growing season.
• Access to qualified employees: Whether you need general laborers, production workers, CDL drivers, operators, mechanics, or other workers, forecasting early means connecting with qualified employees before they’ve accepted other positions. Agriculture/food processing experience is an important factor to consider in the hiring process, as candidates with prior experience will likely require less training and already have knowledge of safety best practices.
• Avoiding crunch-time needs: Finding employees at the last minute is often challenging, but especially during growing season, and trying to hire at the eleventh hour can mean lost work time and productivity.
Anticipating your staffing levels before the growing season starts, and beginning the process of onboarding qualified employees, means the 2014 growing season can be one of your most productive and successful yet. Contact DePaul today to learn more about how we can partner to meet your staffing needs this growing season.
This post is part of a month-long blogging series for DePaul Industries: One blog post every weekday for a month! Stay tuned throughout March 2014 for more great posts on staffing, security, packaging, social enterprise and hiring individuals with disabilities.
Last year, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs announced a Final Rule that applies to all federal contractors and subcontractors, stating that they are required to set an aspirational goal that a minimum of 7% of their hires are people with disabilities. Aside from minimal guidance from the USDOL related to the definition of disability and how to keep and audit records, the Rule doesn’t necessarily outline specific steps on how to actual meet this requirement—and maintain a successful contracting business while you’re at it.
Fortunately, there’s an easy way to manage this requirement and get ahead of your competitors: Leverage a staffing company specializing in disability to meet your requirements for you. Wonder what that might look like? Here are some highlights:
- Engage with the staffing firm, and leverage their assistance in identifying specific contracting positions that would be targeted to hire qualified individuals with disabilities. You might be surprised how nearly every single one of the positions on your payroll would be eligible.
- Let the staffing firm do all of the recruiting and initial selection for the positions decided upon. You’ll get to chime in at the last minute, or at any point in the process that you wish to be involved.
- Hire the best qualified candidates that you approve onto your contracting payroll, after an optional trial period. Let the staffing firm continue to handle disability-related record-keeping and auditing of necessary files to comply with the USDOL.
- Sit back and enjoy your new employees’ productivity, maintaining and/or improving your margins on your federal contracts, and rest assured that you’re 100% in compliance and ahead of your competitors.
It’s also important to note that through all of this, people with disabilities have been proven to be better, more loyal, more reliable employees that raise morale of colleagues without disabilities. For more information on outsourcing the federal contracts compliance work, get in touch with DePaul Industries.