Corporate Blog

The Top 10 HR and Recruiting Blogs You Need to Follow


10 Recruiting and HR Resources You Should Be Reading

Everything today is at your fingertips, but sometimes that amount of information in one place can create a vacuum devoid of the quality content that you seek.

That’s why we’ve assembled a starting point to help you build from. Below is a collection of sites we have bookmarked for ourselves.


With roots as a platform for recruiters to connect and share information, ERE has become one of the best sites to keep up on trends and insights from other recruiters in the industry.

Not only is it a great peer-to-peer site, but it is also one of the best places on the web that covers survey data released in the industry. And their analysis isn’t run-of-the-mill. They are going to tell you how it affects you directly, and how you can step up to the challenge.

Fistful of Talent

Fistful of talented is helmed by Kris Dunn, and focuses on the parts of HR and recruitment that aren’t filled with jargon and yawns. The ensemble cast of bloggers and guests provide a break from the norm, and use wit to analyze HR and recruitment practices.

Harvard Business Review

If the name Harvard is involved, it generally has the quality element covered, and the HBR is no exception. This blog should top any manager’s list of must-reads.

With national and international contributors ranging from HBR editors to business leaders to university professors, the blog covers a wide variety of topics every month…organizational trends and advice, and the bigger picture elements that focus on leadership and strategy.

Snark Attack AKA Matt Charney

The title says it all. Charney is an unabashed user of snide remarks, witticisms, and stories of the HR industry. Charney’s commentary tackles a broad range of issues from employer branding and culture to compliance and legal issues.

LinkedIn Pulse

If you’re a recruiter, or anyone in the business world, you’re on LinkedIn. LinkedIn knows you, and therefore knows what you want to read based on your profession and what is trending within that microcosm. Take advantage of it, as some of the biggest thought influencers post quality content in your space frequently.

Undercover Recruiter

This blog has less of a pure recruiting and HR focus, and blends jobseeker-specific content with tips for recruiters and hiring managers. Overall, it gives a good perspective into both sides of the current employer/employee market.

Indeed Blog

As home to the biggest database of jobseeker information, Indeed’s blog comes packed with data-driven pieces that are chock-full of useful tips for recruiters and hiring managers. From dissecting the perfect job posting to talent attraction, this site has some of the best educational and actionable content available to the world of recruitment.

Another blog with a title that says it all. If you’re a recruiter, this is a no-brainer blog to read and to follow. They cover day-to-day tips from prescreening and onboarding to candidate experience.

Staffing Talk

Staffing Talk is a good place to get a daily dose of staffing information. This site delves into some of the finer niches of recruitment and staffing, while also lending service to the legal and regulatory considerations. Although their articles are a little one-sided, Staffing Talk provides a good content funnel for your daily needs.

The Evil HR Lady

This blog features a solid and likeable approach to its writing.  The Evil HR Lady shares stories from the trenches in a fun and easy-to-read manner.


What Exactly is Payrolling? Why Do I need it?


What exactly is payrolling? Why do I need it?

There’s payrolling, and then there’s payrolling. What most people think of when the term “payrolling” is used is the outsourcing of your company’s paycheck processing. What we are here to talk about is the other payrolling. This payrolling occurs when you have temporary worker that your company has engaged with and identified as an asset, but the key is that they are put on someone else’s payroll—hence the term payrolling.

Companies often wish to engage skilled workers on an as-needed basis. These workers can be hard to find, and oftentimes a company has already worked with someone who has the competencies and skills to step in and hit the ground running on a project.

Below are a few reasons you would pursue payrolling services:

Everything in business has a cost—a cost that is constantly being measured. So, any CFO knows that the costs of bringing on a full-time employee can add up fast. Benefits alone tack on an additional 18% – 20% to a base salary. We’re talking social security, Medicare, state unemployment, healthcare, insurance, and 401(k) plans. Any CFO looking to offset costs while bringing in specialized labor should pursue payrolling as an option.

Payrolling = Speed
Projects are often time sensitive, and spending time going through the administrative lag of onboarding an employee can cost you time—and ultimately money. Engaging a payrolling provider can cut that process out, and reduce the amount of lost time for you. A payroll provider handles the burden of the processes, while the worker is assigned and hits the ground running.

Day-to-Day Efficiency
HR managers normally take on many tasks on a day-to-day basis, especially as companies seek leaner and more efficient teams. Adding to this already intense workload is overburdening for any staff, and ultimately leads to many things being neglected and incomplete. Using their valuable time to onboard and offboard employees who are used on a short-term basis is probably not the best use of these critical resources. Partnering with a strategic payrolling partner can eliminate the hassle of specialized short-term workers.


Building The Case for MSP/VMS: What You Need to Do.


Controlling and managing a large-scale contingent labor force can be a highly taxing job. Doing away with old processes to switch to a MSP/VMS technology can pay incredible dividends, but as HR and procurement leaders seek solutions for this task, they can be overwhelmed with the amount of content out there. Not only can doing the research be difficult, but convincing executive leadership increase anxiety. However, when done with the right partner—in the right way—huge returns make the effort worthwhile.

Where to begin?

Analyze Current State

CFOs love numbers. Prepare a deep analysis addressing not only current-state performance indicators, but pain points and inefficiencies solved by an MSP/VMS deployment. Case studies and other content that shows similar scenarios working for other customers in similar scenarios can also prove beneficial.

View our Case Studies

Set Your KPI and ROI Requirements

Organizations need to set their KPI and their ROI expectations in the discovery process. There are different models that can affect the way your program performs, and picking the one that is customized toward your organization’s overall goals is critical. Knowing what your requirements are will help you make a sound selection.

Read this whitepaper on various MSP/VMS models

There are many elements within an MSP/VMS that can affect your ROI, but some of the most important to focus on are implementation, time-to-fill, worker quality, hard savings, resource allocation and other benefits. Once established, organizations can address other benchmarks to address. Note that buyers achieve a median of 10% savings in their contingent workforce spend during year one.

Be Convincing

One person cannot drive the implementation of a MSP/VMS technology as a solo mission. It will take the village to raise this child into a cost savings champion. To draw support and sponsors, explain the benefits for internal hiring managers, HR, legal, IT, and the C-suite. Keep in mind that the primary motivator for MSP/VMS programs is the cost savings that most companies achieve while undertaking the shift from internal management to a centralized MSP/VMS solution.

Understand Your Risks

Managing large volumes of contingent labor can increase the rate at which errors occur. At the rate that specialized workers are used, organizations will become more susceptible to the risks involved in using contingent labor. As contingent workforces have grown, a common trend has been that companies employing larger amounts of contingent workers offload these burdens onto already burdened workers who cannot handle the additional workload.

Without a successful program, organizations can fall prey to unrealized savings, reduced productivity, and a myriad of different legal exposures that can tack on hefty IRS fines.

Making Your Pitch

Hiring Managers: Explain the streamlined processes and easy-to-use interfaces that will help them not only manage their workers, but also get better performers at reduced costs.

IT: IT pros are going to look for security and integrated technologies. Look for a VMS deployment that is fully-customizable to your firm and vetted to ensure that your processes and information are secure.

Legal: Regulatory compliance and risk aversion should be paramount. It can be dizzying to manage and account for every contractor or SOW worker for internal teams. By engaging an MSP with this task, legal teams have a little less to worry about.

Finance: The financial benefits of an MSP/VMS are probably the most important thing to your organization. Calculate the potential cost savings of consolidating vendors into one centralized hub. MSP/VMS providers ensure that rates are standardized; billing and invoicing are consistent; and processes are seamlessly integrated.

C-Suite: C-level executives care about all of the above, but they also care about business intelligence that arms them with analytical tools to make swift and intelligent decisions. A MSP/VMS is a real-time, data-driven tool, and your MSP partner will provide broader-reaching information on industry trends and emerging regulations.


Behavioral Interviews: What Hiring Managers Need to Ask


You’ve probably heard the saying, “the best predictor of future behavior is past behavior.” This is especially true in the staffing world. Hiring Managers want to know how a candidate is likely to perform on the job in six months—but frequently, they ask the wrong kinds of questions and limit their interviewing effectiveness.

Many Hiring Managers focus on hypothetical situational questions, such as, “how would you react to this situation?” or “what would you do if that happened?” In each of these scenarios, the interviewee has little accountability, and can make up the best answer to conform to what they think the interviewer wants to hear. Candidates are used to these typical job interview questions and have canned responses at the ready. These questions elicit “best answer” responses…and do not reflect how the prospective candidate would actually respond to a given situation.

Applying behavioral interviewing, Hiring Managers aim to identify firsthand events, skills and abilities that can help to determine the candidate’s true potential for success. In a behavioral interview, questions are based on a candidate’s past experiences and, therefore, interviewers are able to “pick it apart,” gaining further insight. Hiring Managers can ask, “why did you do that in that past situation?” or “tell me how you came to that conclusion” and delve into specifics. These pointed questions uncover past behaviors and reactions, leading the interviewer to stronger conclusions on how those past behaviors will affect the candidate’s future potential. These atypical questions force candidates to respond more honestly and not give “best” answers.

Before you ask behavior-based questions in an interview, it’s important to prep ahead of time and decide what qualities are most important to the position and you—whether it’s teamwork, critical thinking, interaction with clients, communication, or motivation. Use these qualities to shape your questions. If teamwork is an important aspect of the job, frame questions such as, “Tell me about a time when you needed to collaborate with others and someone didn’t do their part. How did you handle this?” Think of behavioral questions as having an ask (“tell me about a time”), a situation (“when you needed to collaborate with others”), and a complication (“and someone didn’t do their part”). These building blocks help ensure that you won’t get rehearsed answers.

So the next time you sit down to perform an interview, consider adding some pointed behavioral questions to your mix…and get to the heart of the candidate’s professional disposition.

Other samples to get you started:

• “Describe how you accomplished your greatest success last year and the largest roadblock you had to overcome.”
• “Give me an example of how you mentored a team member through a stressful work situation.”
• “Walk me through how you closed a large deal with a customer who was not at first interested in your company’s offerings.”
• “Tell me about a time when you had to engage an angry customer and your manager was not available to help.”


The Superior Economy, November 2015

The economy had a pretty good month–and by pretty good–we mean to say that it had its best month since 2009. Economists have been waiting for wages to increase for what seems like forever, and they finally showed signs of growth as average earnings grew nine cents in October, which brings the yearly average up by 2.5 percent over the past year. But, lets stop there. Check out the graphic below for all the fine visual details.

To download your own copy click here.

November 2015 Economic Update


Daymond John, $5 million, and The Top Startup Talent at 43North and Bright Buffalo


$5 million was given away; venture capitalists heard pitches from promising startups; and the people’s shark, Daymond John, gave a rousing speech. All spotlighted during 43North and Bright Buffalo Niagara’s startup week, but the real focus was all about talent. We know, because we were front row for both events.

Daymond John, CEO of FUBU and Shark on the hit ABC series Shark Tank, said it himself, “I don’t invest in great ideas; I invest in great people.” John explained that investors not only want to see an exciting and innovative product that can make them money, but they also want to know that their investments are being led by people that they can believe in—people that have the potential to make their investments count.

daymond john

This was the case for ACV Auctions, an app-based used car auction service, who took home the top $1 million prize at the 43North competition.

ACV’s founders convinced a stage of venture capitalists and entrepreneurs including Gary Vaynerchuk, Founder and CEO of VaynerMedia; Michael Lazerow, Founder of Buddy Media; and Daniel Lewis, Founding Partner at Orange Capital, that their app-based auction service was not only the best, but that the people behind the wheel were as well.

ACV’s pitch impressed so much that Lazerow and Lewis, decided to independently invest in the company outside of the competition, and additionally offered to mentor them through the jungle of VC.

ACV has been running its 20-minute auctions for four months, and has sold 650 vehicles in that time period, taking in a fee of $330 per vehicle.

Any business should draw a distinct parallel from this event: a great idea or service can only take you so far—it can only bring you close to winning that prize, but what really drives success is talented people that make their services rise above the competitors that are knocking on the door.



Superior’s Finn Named One of the Most Powerful Women in Staffing


Lynne Marie Finn, President and CEO of Superior Workforce Solutions Inc., has been named one of the most powerful women in staffing on Staffing Industry Analysts’ (SIA’s) Global Power 100:  Women in Staffing list.

The inaugural Global 100 honors the 100 women who have made lasting and impactful contributions to the staffing industry.  According to SIA, these women are game-changers who have taken their operations to whole new levels by forging new and innovative ways to support their clients’ needs, as well as displaying outstanding mentorship abilities in their communities.

“It is an honor to be recognized among such accomplished women in our industry,” said Finn. “This is really a testament to the dedication and efforts of all of Superior’s employees, who have created a truly agile and innovative company that delivers the best talent and business solutions to our partners.”

For a fill list of honorees, please click here.


The Benefits of Independent Contractor Compliance

Independent Contractor Solutions

There is a lot said in the staffing industry about independent contractor compliance, and one of the most cited emotions that companies use to induce action regarding compliance is fear. While it is reasonable to fear an IRS audit, it is better to have the processes in place to ensure all of your resources are categorized correctly.

In a recent decision by the Court of Appeals in California, the Court concluded that an employer within a supply chain may be liable if they had knowledge of the misclassification of workers, even if they were not the employer who made the determination. This means that if an employer partnered with a supplier who misclassified one of their contingent workers, then the employer is liable for their supplier’s mistake.

These risks and possible pitfalls could be happening to any company that engages suppliers in a business relationship without the proper processes in place.

While there are certainly risks involved in employing independent contractors, successful business operators know that there are solutions to internal problems that expose companies to these risks.
This is why independent contractor compliance programs have been growing rapidly, as companies have found the value in maintaining highly flexible workforces. Creating a program that enables your contingent workforce to run efficiently and seamlessly within existing HR plans not only creates cost savings, but increases efficiency.

What are some of the benefits of independent contractor compliance programs?

Whether it’s misclassification, insufficient insurance, or rogue suppliers, staying compliant is critical when facing governmental audits by the IRS. Each year the IRS loses billions in revenue from unpaid taxes as a result of misclassification. In recent years, they have stepped up their efforts to recoup these losses by auditing your business’ books. Through an IC compliance program, the compliance risks and penalties associated with improper classification can be avoided through partnership with a company that specializes in classifying and engaging ICs. Studies have shown that companies who deploy IC programs achieve a 56% higher rate of compliance.

Productivity Management
Eliminating time-consuming processes can significantly boost a company’s productivity and, with an IC program, that is no different.
Through automated technologies used to manage ICs, a lot of the administrative duties that are associated with engaging ICs have been eliminated. Thus, key stakeholders have more time to devote to critical projects and day-to-day duties.

Cost Savings
By eliminating administrative burdens and liabilities, companies experience heightened cost savings—money that they would otherwise have been spent on overhead.

Providing the ability to manage rates and analyze IC-related expenditures, an IC program gives its stakeholders visibility into the expenses, profitability and contract length, while also offering an avenue for seamless re-engagement.

Want to learn more about mitigating risk and increasing productivity? Click here for our latest presentation, “Three Best-in-class Workforce Strategies.”


RPO Narrows the Skills Gap


While hiring managers have begun to see it, many haven’t yet…a market once flush with candidates and deep streams of talent is drying up.  The economy is on the better side of recovery, and much of the highly-skilled talent has already been snapped up.

Today, this skills gap is cited as one of the major obstacles to achieving business objectives for many HR leaders, as they now have to adapt to the post-recession landscape.

Not too long ago, a simple job posting to a career site would attract droves of candidates, allowing HR to selectively plod along in the hiring process—sometimes it would take months before the offer was made. Nevertheless, candidates always seemed to stay on the line. This high level of interest in a small amount of work allowed hiring managers to offer compensation packages that were not always the most competitive. But back then, it didn’t matter.

Fast forward to today.  The talent pools are drying up fast. Many hiring managers are in need of talent on-demand, but are still operating under the guidance of recession-era data. Organizations are ignoring or missing current supply and demand figures and, ultimately, losing out.

Many forward-thinking companies are now accessing talent to fuel growth without slowing down day-to-day operations.  How?  One way is recruitment process outsourcing (RPO).

RPO is a proactive approach that diminishes the workload of already-burdened HR managers by partnering with a provider who has ready-access to candidate pipelines. These providers also have access to a wide array of data analytics to assess the current market and offer competitive benefits.  All of this adds up to the rapid onboarding of candidates…before someone else does.

According to Aberdeen Group research, RPO has many quantified benefits, including:

  • 90% retention of first-year employees
  • 8% improvement in hiring manager satisfaction
  • 6% average in cost reductions
  • 10% improvement in time-to-hire

In the end, there are a lot of strategies for HR leaders, but in the current candidate-driven job market, RPO is among the fastest growing. Year-over-year, RPO usage is expected to grow an average of 15.4%.  HR’s workload isn’t decreasing, but the talent supply is. Thus, RPO is on the rise.


Superior Named to Largest U.S. Staffing Firms


Superior Group has been named by Staffing Industry Analysts on their list of 2014 Largest Staffing and Talent Engagement Firms with revenues over $100 million in the United States. Superior has been ranked the 32nd largest provider in the U.S.

The 124 firms on the list generated $74.1 billion in U.S. staffing and talent engagement revenue, which comprised 54.5 percent of the total market.

Talent engagement revenue is defined as Professional Employer Organization (PEO) net revenue, Recruitment Process Outsourcing (RPO) revenue, Payrolling net revenue, online staffing revenue and Managed Service Provider (MSP) fee revenue.

“The 124 firms that qualified for this year’s report represents the highest number since the boom year of 2000 when 128 firms met the threshold,” said Timothy Landhuis, Senior Research Analyst for Staffing Industry Analysts. “Both the large number of firms, as well as the $74.1 billion of revenue, underscore the record level of demand for staffing and talent engagement services in the U.S. economy.”

Another thing noted is that competition has never been higher, as no firm on the list holds more than a 6% share, and the majority of staffing firms have less than .2%.

The key takeaway from this report is that the U.S. staffing market remains a highly competitive landscape, and the competition to find and deploy the best talent has led to a variety of innovative and niche ways to recruit talent, and that the opportunity for growth is a prevalent trend in staffing.

To learn more about Superior Group, click here.