Industry Trends

Retaining Talent in Today’s Market

Everyone remembers their first day of school and the stomach-fluttering uncertainty that comes with meeting new people in a new place. This uncertainty is also true for new hires, especially temporary employees who wish to acclimate to their new company culture. If employees do not feel they or their contributions are valued, they have less motivation to seek or accept a permanent position if one becomes available. With the current shortage of available talent, retaining quality employees has taken on a new level of importance.

A positive introduction encourages employees to feel valued and confident. Survey results from illustrate that companies who spend time onboarding new hires retain 91 percent of their 1st year workers. If an employer wishes to continue relationships with these workers, they must encourage them to feel part of the “team.” The following three methods will motivate new or contingent employees to wish to remain with your company.

Quality Onboarding

Onboarding should provide value to your employees. Invest time and resources in a new hire orientation tailored to fit the needs and unique feel of your company. Provide slides or a speaker from each department to explain his or her company role. If an employee feels they are worth time and effort, they often become more productive in their work and confident in their abilities.


Schools often assign an upperclassman mentor to an incoming student. The same should go for the workforce. What makes an employee feel comfortable and valued? A handbook and empty desk/work space, or an engaging and helpful mentor familiar with the company culture? Cultivate a list of current employees whose personalities and work experience allow them to serve as strong potential mentors.

On-the job training

New hire training should be comprehensive and continuous. On-the-job training is proven to boast high effectivity, especially for those who learn well through “doing.” For example, if a new hire must utilize specific computer programs, offer training exercises they can practice independently to test skill and comfort levels. Include new hires in meetings and phone conferences, as well as staff social events. These invitations increase employee engagement and loyalty through perception and appreciation of their “psychological contract” with the company rather than a solely economic one.

A job description or company reputation may be an initial employee draw, but a culture that supplies mentors, quality onboarding, and proper training can increase retention and satisfaction. Try to remember your first day, week, and month as a new hire. What methods or training empowered you? What techniques could have been improved? Use this insight to bolster your approach to new hires and retain productive and satisfied employees.


Manufacturing and Technology Conference & Expo: Key Takeaways

The 2018 Manufacturing & Technology Conference & Expo was held in Raleigh, NC, from May 8-10. The conference offered a breadth of content, presentations, and engaging booths filled with tech gadgets to both learn from and be entertained by.

Conference attendees could choose to take plant tours across the city or listen in to one of several workshops on topics ranging from how to improve factory operations, to the various ways cybersecurity relates to manufacturing.

A popular and relevant topic discussed amongst attendees was the industry-wide current skills gap. This gap has become frustrating for organizations left wondering how the drought can be overcome.

According to manufacturers, the top three negative impacts of the skills gap rank as follows:

1) Ability to meet customer demand

2) Ability to invest in new technologies and increase productivity

3) Ability to provide effective customer service

Superior Group understands the impact this skills gap has on business, and specifically, within the manufacturing and technology industry. Our success with contingent and direct hire sourcing models in this industry encouraged us to attend and offer suggestions to the 1,800-plus conference registrants.

These three suggestions rank as important methods with which an organization can begin to close the gap.


  • Scaling up training programs
  • Providing opportunities to expose the upcoming workforce to manufacturing careers


  • The act of making tougher jobs simpler


  • Promoting manufacturing as a career path

If you’re experiencing this skills gap, discuss with your Human Resources department or Career Development staff, the importance of advertising the benefits of working within the manufacturing and technology industry. Another smart move is for companies to simplify job descriptions to instill confidence within those eager to begin a career. Both of these small suggestions make the industry appear more attractive and attainable to today’s workforce.


The Beginner’s Guide to MSP and VMS Infographic

Handling a large scale flexible workforce can be challenging for even the most seasoned HR teams, especially with an increased focus on compliance and government regulations. This makes running a flexible workforce sometimes an inflexible position, and can create administrative logjams.

However, burdens create innovations, and best-in-class organizations have been taking advantage of Managed Service Programs and Vendor Management Systems to alleviate the burden, streamline processes, and boost efficiencies for some time.

This infographic displays what an MSP and VMS do, and how much time and money a strategic MSP and VMS partner can save your organization.

To download a copy click here.



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.


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.


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.

November 2015 Economic Update


Become a Leader in the Life Sciences!

Did you know that the Buffalo-Niagara region is home to over 160 life sciences companies, all of which need professionals with leadership skills who understand their industry?

The “Becoming a Leader in the Life Sciences” program is tailored to meet the professional development needs of those seeking careers and career advancement in the emerging life sciences industry.

No scientific background is needed for many of the job opportunities available. The course will feature several subject matter experts from the greater WNY area who bring relevant and practical knowledge of the life sciences industry, including several case studies.  Topics include product development, management issues, regulatory affairs, corporate culture, financial models, and intellectual property.  This eight session program will run weekly from September 21st to November 8th, 2011 (5:30PM – 7:30PM). Class size is limited.

To register, please contact Tom Ulbrich at 716-885-5715 / or Renata Bator at 716-881-7588 / $399 cost per participate; student discount available.

Download Life Sciences course at UB


What HR Processes are Leading Companies Outsourcing?

In today’s marketplace, companies are becoming more innovative in terms of streamlining their internal processes.  When done smartly, significant cost savings and process efficiencies can be had.

“Agility is what companies are after,” says Charles Moeser, Vice President at Superior.  “Usually, their internal teams are saddled with responsibilities in which they don’t have expertise or that do not add value to core business missions.  That, or their time has simply been stretched too thin to afford proper attention to all duties.  Outsourcing those burdensome process points to experts in the field provides companies with the agility and flexibility needed to focus on and react to company growth and strategy.”

Indeed, the symptoms of struggling HR departments vary.  They range from overworked employees to escalating costs, and from missed deadlines to poor quality of work.  Inefficiencies in an HR department anchor the company and keep it from advancing.

Companies are increasingly turning to outsourcing as a solution, as evidenced in surveys conducted by the Superior Group.  Some companies turn to experts for the outsourcing of entire process chains, such as Recruitment Process Outsourcing (RPO).  Others bring in the experts to perform needs analysis and then outsource only troublesome elements of their workflows.  In either case, all firms reported increased efficiencies, reduced costs, and improved employee satisfaction after the deployment of outsourcing solutions.

So what are companies outsourcing?  In general terms, many are looking to industry experts to provide:

  • Benefits Administration
  • Co-Employment Risk Mitigation
  • Employee Training
  • Labor Relations
  • On-boarding and Off-boarding Processes
  • Pay Rate Benchmarking and Rationalization
  • Payroll Processing
  • Skills Management
  • Strategic Workforce Planning
  • Travel Management
  • Workforce Scheduling

But it doesn’t stop there.  Many companies also seek out the services of workforce solutions providers to rationalize their recruiting cycles.  As stated before, firms can either outsource all of these processes or select elements:

  • Job Posting Management
  • Candidate Sourcing
  • Candidate Screening
  • Skills Testing
  • Background Checks & Drug Testing
  • Reference Checking
  • Job Fair Administration

HR duties are complex, so how can you be sure that you are selecting the right firm to provide an outsourced solution?  The right provider will have years of experience in the industry and understand its nuances.  It will be attentive and provide customized solutions.  It will have its own Legal Department that specializes in employment law.  And the company will itself be agile, able to rapidly and expertly adapt to your evolving needs.

In the end, outsourcing has proved a boon for the companies that have leveraged it effectively.  Identifying the processes that are prime for outsourcing—and then selecting a provider that you trust—is key.

Have a question on this or any other workforce-related topic?  Ask a Superior Subject Matter Expert.

Or learn more about the Superior Group and its offerings at: