Recent Blog Posts

Superior Group makes SIA’s 2017 list of largest US IT staffing firms

For the second year in a row, Superior Group has been ranked the 38th largest IT staffing firm by Staffing Industry Analysts on their list of 2017 Largest IT Staffing Firms, with revenues over $100 million in the United States.

The report defines “IT” temporary staffing as the furnishing of temporary workers with IT skills. Examples of IT occupations include software engineers, computer systems analysts, database administrators and information security analysts.

The SIA’s 2017 report estimates that 43 firms generated at least $100 million in U.S. information technology temporary staffing revenue in 2016. Added together, these firms generated $18 billion in such revenue, accounting for 63% of the market.

Overall, the SIA believes this list helps companies get a “big picture” reading of the United States’ IT staffing industry landscape.

READ MORE

Superior Group makes SIA’s 2017 list of largest US staffing firms

Moving up two spots from last year, Superior Group has been named the 33rd largest staffing firm by Staffing Industry Analysts on their list of 2017 Largest Staffing Firms with revenues over $100 million in the United States.

The 2017 report states that revenue estimates reflect revenue generated and related to temporary staffing, direct hire, retained search, and temp-to-hire conversion fees.

“This report showcases those companies that have grown their business to the top of the industry in terms of revenue and growth,” Staffing Industry Analysts President Barry Asin said. “The 144 companies comprising the list generated a combined revenue of $80.0 billion in 2016 and their success illustrates the continued growth and adoption of staffing in the US.”

This list can be used to gain a “big picture” reading of the U.S. staffing industry landscape. Notably, industrial and IT skill segments continue to represent the largest temporary staffing categories by revenue for the majority of the companies.

READ MORE

2017 Bright Buffalo Niagara Entrepreneur Expo

Five startups will be competing for a $20,000 grand prize at the 2017 Bright Buffalo Niagara Entrepreneur Expo, taking place today at Hotel Henry in Buffalo, NY.

The event features live pitches, both for the $20,000 grand prize and a $5,000 People’s Choice Award, a trade show providing the participating companies the opportunity to showcase their ideas and meet with potential mentors and investors, and keynote speaker Frans Johansson, renowned innovator and diversity expert.

Superior Group is proud to be a supporter of entrepreneurship in Western New York and is looking forward to participating in today’s event.

READ MORE

Sonoco Awards Superior With Sustainable Achievement Award

Superior Workforce Solutions Recognized by Sonoco for Achievement in Sustainable Business Practices

Sonoco has presented Superior Workforce Solutions, Inc., a Superior Group company, with its 2017 Sustainability Award for achievements in sustainable business practices. Superior Workforce Solutions (Superior) makes a concerted effort to innovate in a manner that both reduces its environmental footprint and enhances its social and community activism.

Today, Superior focuses on generating the highest levels of sustainability by reducing energy usage and resource waste, and by refining facility management practices on an ongoing basis. Since 2010, Superior has reduced its electrical usage by nearly 20%.

To learn more, see the full press release.

READ MORE

4 Keys to Building an Employer Brand

In today’s competitive talent landscape, companies of all shapes and sizes are trying to develop new strategies to recruit and retain top talent. Even companies with dedicated recruitment teams know that getting the best talent in the door is a difficult task, which makes it imperative that companies use the best strategies to differentiate their brand. One of the best ways to do that? A strong employer brand.

To put it simply, the best way to recruit, is to not have to. According to new LinkedIn research, 83% of talent leaders believe that employer brands are crucial to hiring top talent. When employer brands are strong, and potential employees are seeking you out rather than vice versa, your company’s talent pipeline will be flush with fantastic résumés and candidates. But, with so many different brands out there competing for attention, it can be difficult to break through the noise.

To get you started, below are some very simple, and low-cost strategies that companies like Zappos, Netflix, Google, and Virgin America use to help create and drive their employer brand.

Harness What Makes Your Company Unique

Brands are a lot more than a logo and a great website. What a brand really is, is what people feel and think when they see that logo, website, or social media pages. What can a candidate really sense when they see your page? Is the company centered around work-life balance? The culture? The physical office space? The benefits? This employee value proposition is what potential employees are looking for. Remember, job candidates are looking for the best fit for them, and their number one question is: “What can I expect to receive while working here?”

Your company isn’t the same as every other company out there. Tout your unique qualities—it’s what differentiates you from the pack. The best way to do so is your brand.

Your Employees are a Referral Machine

One of the best ways to create a positive brand is empowering your current employees. Employees can be the biggest boosters to your business, as they share their experiences with friends and family who also repeat those stories to others.

By building and promoting a winning workplace culture, and marketing that culture to your employees, they will provide companies with a compounding PR investment. Oftentimes your employees will become your best recruiters or sales people by simply enjoying what they do, and telling people about it. One great social media post by a happy employee can be spread to thousands of people in just a few clicks.

Use Social Media

This has been touched on already, but the power of social media is something that organizations of all shapes and sizes need to tap into. Take Southwest Airlines for example, they launched their blog Nuts About Southwest in 2006 to show candidates what life was like in the day-to-day operations of the company. To date, they are one of the most active brands on Facebook, and their employees regularly share posts and real-life scenarios of how the company is run. It not only engages current employees, but gives prospects a unique view into the life of what it is like to be a Southwest employee.

Use Marketing

Use your company’s marketing and design teams to proactively reach wider audiences on digital media. Through a myriad of marketing tools, organizations of all sizes can target their audience by geography and interests. Not only can they help with paid media, but marketing can also write and craft free content for audiences to consume while they are on their employment search.

In today’s candidate-driven market, attracting top talent can be a challenge, but you can get ahead of the curve by getting proactive with your company’s brand.

 

 

READ MORE

Superior Group Takes Home Baker’s Dozen

Last week, our team attended the 2017 HRO Today Forum in Chicago, Illinois where they learned about the latest industry developments, heard from inspiring speakers and celebrated the top talent acquisition leaders. While we were there, we were very excited to learn that we were recognized by the HRO Today’s Baker’s Dozen list for the fifth consecutive time! 

The MSP Baker’s Dozen list is a ranking of the top Managed Service Program providers in the HR industry and is determined by feedback from customer satisfaction surveys that evaluate three key areas: breadth of service, size of deals, and quality of service. The results are then calculated based on an algorithm that weighs questions and categories in relation to levels of importance.

“We are honored to be recognized by HRO Today’s Baker’s Dozen list for the fifth time,” said Lynne Marie Finn, President and CEO of Superior Workforce Solutions, a member of Superior Group.  “Ensuring that our customers see real results from our Managed Service Programs is of utmost importance to us and this recognition reflects the team’s commitment to finding the best solutions for our customers’ needs.”

See the full press release here: http://superiorgroup.com/services/superior-group-recognized-in-hro-today-bakers-dozen-list-for-the-fifth-time/ 

READ MORE

3 Proven Strategies to Recruit Top Talent

3 Proven Strategies Top Companies Use to Recruit Top Talent

Recruiting talent is a priority for any organization in a tight labor market. From manufacturing to information technology, the demand for skilled employees is at an all-time high, and companies need intelligent strategies to attract value-add candidates.

On average, companies lose $14,000 for every job that remains open for three months and they face compounding losses with every open position, as numerous resources become dedicated to picking up the slack, or working fill the position.

However, not all companies can dedicate a team to recruitment, and candidates in demand often field multiple offers. This is especially true as the labor market has become more competitive in the economic recovery. Since this upturn has made competing for talent more difficult, best-in-class companies have elected to use both new and tested strategies to find, attract, and onboard the talent they need to fill gaps in their workforce.

If you’d like to attract talent to your organization, it’s critical to understand strategies that can help bolster your company’s recruiting and improve your goals.

Build Your Employer Brand
In today’s age, “social media” is just another term for the current state of the internet. As people of all ages consume the majority of their content from their social media pages and feeds, employers have an unprecedented opportunity to build a candidate experience for their brands by establishing a relevant social presence—that mixes a healthy dose of useful content with personality.

Knowing that candidates use social media to understand and assess organizational cultures, 40% of best-in-class companies have turned to social tools to strengthen their digital brands. It’s free PR, and an easy way to reach a diverse talent pool without investing major dollars.

Develop Your Employee Networks

In today’s world, there are few degrees of separation between resources. Often, your current employees can be your best tool for finding that next great hire, and a strong employer brand will help facilitate that hire. That’s why 37% of best-in-class companies are engaging their employees in employee referral programs to funnel qualified candidates to their recruitment teams. By mobilizing your own employee network, many qualified candidates are much closer than most companies would believe.

Engage a Strategic Partner

Ultimately, many companies have specialized needs, and it takes the already overburdened HR departments too long to source candidates who are in high demand and have more competitive offers from other suitors.

By engaging a staffing partner that specializes in recruiting highly-skilled and scarce labor, and one that has access to deep talent pools, organizations can reduce their staffing costs by reining in productivity losses. Staffing partners have already done the legwork of developing their pipelines of candidates and they are able to supply highly-specialized workers quickly.

According to an Aberdeen Group research report, 49% of best-in-class companies engage a strategic staffing partner to help find their needed talent. Not only will a staffing firm provide talent to businesses, but they will also apply trend analysis to forecast future business requirements and talent needs. This approach is extremely helpful when a large percentage of an organization’s workforce is composed of temporary and contingent workers.

Whether you’re a multi-national firm with a total talent management strategy in place, or a small to mid-sized company, everyone needs to bring in quality hires to help build their business. Applying a strategic mix of expert partnerships, employee referrals, and strong employment branding, companies can expect to find the next-level employees they need.

 

 

 

 

 

 

READ MORE

6 Easy Ways to Leverage Social Media to Build a Talent Network

Whether you are a recruiter, a human resources leader, or a hiring manager building a talent network, using social media platforms is vitally important. While originally, social media was exactly that—for social purposes—a majority of people are now using social media to access news, information and for professional reasons. Each month, 106 million people visit LinkedIn, and each day, 40% of those people check their newsfeed. If you are a leader in your company, make it a priority to look at these sites as tools and take steps to build your network to include friends, family, coworkers, industry leaders and competitors (yes!). You will soon find that what you have is a Talent Network that when called on, will produce leads, referrals and some of the best hires.

There are many social media sites, but the most obvious for business use is LinkedIn. Many of the same tactics and philosophy also apply to other social media sites as well.

Having a presence (an account) is the obvious first step.  But it takes more than just an account…you have to use it with a purpose! Here are some important things to ensure you make the most of your social media presence:

Make sure your profile is updated and professional
It seems obvious, but many people struggle to have relevant content on their own profiles. Have an updated profile including an updated picture. The selfie in your car five years ago isn’t going to cut it! A suit is not required…but take a pic that is reflective of you and the industry in which you work. Having a professional LinkedIn photo makes your profile 14 times more likely to be viewed.

Make your page about the candidate
As a recruiter, don’t waste your time taking the, “me, me, me,” approach to building your profile. Focus the language on your profile to illustrate your ability to help others find their next career. They are looking at your profile to see how you will help them, not the other way around.

Curate and share engaging content
Join groups related to your interests and the industry in which you work. By doing this, you can stay engaged with trending and current topics within your industry. This also gives you the perfect place to curate relevant and engaging content to share with your peers. According to LinkedIn’s social recruiting guide, successful recruiters shared 2.5x more job posts through LinkedIn vs. unsuccessful recruiters. If you’re looking for a great tool to find content in your industry, try Buzzsumo.

Build on what you have
Sometimes there are very few degrees of separation between you and that next hire. By connecting with friends, coworkers, industry leaders, AND competitors, you will have a wide audience to share content, jobs, and news. While you may not want to share things with your competitors, your next best employee could be from their company!

These platforms also give you the opportunity to continue contact with other applicants you have placed in the past. Keep in touch with talented people; it’s likely they—or someone they know—will be looking in the future.

Have a Schedule
By creating a social media calendar or weekly plan, it becomes a lot easier to distribute original content across your networks. Sometimes it can be difficult to manage multiple social platforms without a schedule or tool. By using tools like Buffer or Hootsuite, users can post to all their networks on a set schedule that helps cadence your content to your audience.

Build Your Employer Brand
36% of successful recruiters and talent executives have strongly communicated their company brand through social media—it’s a great place to give your company culture a place in your strategy. Align your strategies with your marketing team to help push out engaging content across your platforms and build upon the key messaging that goes to your audience. Putting in 1-2 hours per week building branded content can do wonders for your company persona. By doing so, you designate yourself—and your company—as subject-matter experts and trusted sources of information. All of this helps to build authentic engagement that builds relationships.

At the end of the day, social recruitment and talent pipelining is about engagement, and the only way to achieve it is through quality content and authentic social interaction that builds relationships and communities of people. By following the ideas above, you can begin to build the bases of your talent network and leverage social media to attract and retain talent.

If you are not already, I invite you to please connect with me:

LinkedIn: https://www.linkedin.com/in/ryanstenvick

Twitter: https://twitter.com/stenvick

Source: https://www.linkedin.com/pulse/2016-linkedin-stats-you-should-know-updated-katy-elle-blake

 

 

 

READ MORE

Competing for Top-tier Talent

attracting-talent1

To attract top talent, you must be able to provide candidates with compelling reasons to join your organization. This is most companies’ number one challenge.

In my 20 years in the staffing business, I’ve only had three companies who nailed this at the beginning. And guess what? They were able to attract top talent to their company and their time-to-hire1 was under 45 days.

Let’s take a step back to address this challenge. Top talent often isn’t looking for work, so when they get a call from a recruiter or talent acquisition professional, they need to be sold on why they should consider listening to this job pitch. Many companies want to send the candidate the job description, share the compensation and/or a link to their company website. This is nice—but the reality is most job descriptions are rather vanilla—BS degree, 5 years’ experience, excellent communication skills. Plus, the compensation piece is often what they earn now and the majority of companies’ websites require the candidate to click numerous times to find the information that is of value to them. Both of these steps halt the process as the passive top talent candidate got busy doing other things. So let’s focus on when you get this top talent on the phone—these candidates want to know why they should consider the job and company you’re calling about. Thus, the value of having three compelling reasons.

Why is this so important?

  • Top talent is employed and rarely actively looking
  • Compensation is not the top factor as these individuals are going to be paid well regardless
  • Attracting these individuals is a sales job. You need to sell them that your company has a better upside than their current employer.
  • Your sales pitch MUST change per candidate

Examples of Compelling Reasons:

  • DISRUPTION: You have a product or service that is revolutionizing how something is done.
  • PURPOSE: Why does your company exist? What is the value to its employees and customers?
  • CULTURE: Depending on the generation you are seeking to hire, culture plays a large part in selling the candidate. Below are key items to address:
    • Flexibility: What is your policy? How do you address work/life balance?
    • Social/Environmental Accountability: For millennials in particular, this is very important.
    • Professional Development: Share your training and development philosophy for employees. Do you have an educational reimbursement program?
    • Environment: Do you have areas for lunch, exercise, rest, entertainment, sports? If staff is going to work a long day, how do you accommodate this? Is there an area to blow off steam?
    • Daycare: Do you provide onsite daycare?
  • COMPANY GROWTH: Did you win a new contract or acquire a company in an expanding industry?
  • CAREER ADVANCEMENT: Show a defined career path. Discuss succession planning. Be cautious of having advancement be a higher job title—rather, focus on duties and responsibilities (along with compensation).
  • VOICE: Many jobseekers look for new positions as they feel their voice/opinions are not being heard by their current employer. Share how this is possible at your company.

So, remember. Most top talent is passive, and need to be sold on compelling reasons—which isn’t compensation, a link to a website or a simple job description. Compelling is the key here.

1 Defined as the day the company opened the job requisition to the day the candidate started.

READ MORE

Superior Wins Talent Board Candidate Experience Award

2016_talent_board-33-1024x683

Superior Group was recently recognized as a 2016 North American Candidate Experience Award winner. As one of only 50 winners, the companies chosen underwent a comprehensive evaluation and data analysis process, and were found to have exemplary candidate experiences as defined by the candidates themselves.

Talent Board, a non-profit organization focused on the promotion and benchmark research of a quality candidate experience, led the evaluation process. The 2016 North American CandE Awards set a new program record, as 240 employers from around the globe put their recruiting and hiring processes to the test, and over 183,000 job seekers shared their thoughts and experiences as candidates.

The 50 winning companies were identified through a blind data analysis based on their candidate survey scores. Focused on the candidates’ direct responses to “likely to apply again,” “likely to refer a friend” and overall ratings, the scoring created value ranking for systematically identifying the strongest companies and ultimately, this year’s winners.

To qualify, each company had to commit to a statistically significant candidate response, and the proportion of respondents not hired also had to exceed a set standard. No other candidate experience research effort meets these strict standards.
Among the 50 winners were notable companies including General Electric, LEGO, Facebook, and many more.

“Superior is proud to be considered by our candidates as one of the top recruiting experiences in the country,” said Brian Christel, President of Superior Talent Resources. “Our candidates are our number one brand ambassadors, and it has always been our goal to provide a job search experience that empowers our candidates to obtain the jobs they need—and one that leaves a lasting impression of our brand.”

READ MORE