Starting Young

Starting Young

Starting Young

Developing children’s interest in the workforce has begun to start younger and younger – and for a good reason. As reported in The New Hampshire Union Leader, children develop interests and career dreams as early as kindergarten. Because of this, many opportunities are being created by companies to meet children where they are, in schools.

Companies across the country have already been making efforts to introduce their work to prospective middle and high school students directly. As the Leader reported, through an innovative initiative from Barbara Hopkins of BioFabUSA and The University of New Hampshire’s Center for Mathematics, Science and Engineering Education, students will discover new careers and be able to shape their path to achieve long term career aspirations starting at a younger age.

Shelving the notion of traditional the “Career Day” where companies visit with students, Hopkins and UNH have developed custom lesson plans to support New Hampshire teachers’ efforts to spark passion in their students. Engaging students ranging in ages kindergarten through 12th grade, Hopkins hopes to specifically encourage careers in life sciences.

As was reported in a 2018 survey by Korn Ferry of 5,000 professionals, boredom on the job can be a significant contributing factor as to why employees make multiple job changes during their career. This supports the idea that by introducing a variety of career passions at a younger age, future employees will be able to choose more satisfying careers, decreasing the likelihood of short-term tenures and helping with employee retention.

We applaud efforts to encourage children to explore their career options long before they embark on a post graduate job search. The time spent now on defining their interests, and developing their innate strengths, will result in a bright future for them and a robust and enthusiastic workforce for employers to choose from in the years to come!

Read the full article here: What’s Working: Finding tomorrow’s workers in kindergarten? –New Hampshire Union Leader

Why Staffing Agencies are Critical to Start Up Success!

Why Staffing Agencies are Critical to Start Up Success!

Why Staffing Agencies are Critical to Start Up Success!

As noted in Business News Daily, one common misconception behind staffing agencies is that they are costly. With upfront costs being a concern, it is easy to over look the potential savings working with an agency can have with any company, especially startup companies. Overlooking these potential savings could be the difference between startups’ success or failure.

The cost of hiring an employee is set while working with a staffing agency. Not only is this price point set within the initial negotiations, but a company is also able to offload the time it would take for their own employee to find their candidates. Finding the right employee can take months for any company alone, even with those who have dedicated recruitment teams. And for those months spent, the company is required to pay their salaried employees to procure viable candidates, as well as, for the resources they will need to locate them.

For startups, usually lacking a dedicated recruitment team, their salaried employees now have the responsibility of discovering potential candidates, pulling them away from their usual responsibilities. This increases the length of time spent on business goals and therefore increases money spent on achieving them as well.

Here is how a staffing agency solves these problems to ensure startup success:

  • Cost Effective

Startups are able to better budget with set cost expectations and reallocate expenditures, rather than leaving potential costs of finding a candidate unknown.

  • Time Saving/ Goal Achievement

Time spent searching is saved for startup employees. It can then be redistributed to further achieve the company’s goals within their business model; therefore, dollars are no longer wasted on time spent searching, but rather reinvested into their business.

In relation to saving time, through reallocating these staffing responsibilities, startups are able to relieve stress, known to increase employee performance due to the increase in comfortability in the workplace environment.

  • Different Types of Hiring

Different types of hiring are provided for companies, including temporary to hire contracts. By providing this flexibility, startups can “try before the buy” their future employee.

  • Exemplary Candidates

With their reputation on the line, agencies only provide candidates they feel confident match both the requirements and work culture of the client, increasing the confidence for the client in the selection process and the startup’s future employee.

  • Fill Openings Faster

Staffing agencies specialize in identifying valuable skill sets to fit specific job parameters and develop relationships with potential talent. They know exactly where to look and how to communicate to talent, speeding up the time frame it will take to fill a position.

This difference in cost and time could make or break a startup and Moore Staffing has seen this first hand. By providing support, we have seen the success of startups increase exponentially when employees within the company are able to keep to their described responsibilities, while we are able to quickly fill the roles needed. We fully support the innovations and creativity coming from local startups as they challenge the current industry standards and push boundaries.

For more information, here are a few articles that Moore Staffing has enjoyed:

https://www.businessnewsdaily.com/8750-work-with-staffing-agency.html

https://www.harishsaras.com/stress-management/importance-of-stress-management-in-the-workplace/

Accounting and Finance Staffing Solutions- An Explanation of Our Vertical and the Importance of Specialization 

Accounting and Finance Staffing Solutions- An Explanation of Our Vertical and the Importance of Specialization 

Accounting and Finance Staffing Solutions- An Explanation of Our Vertical and the Importance of Specialization 

Moore Staffing provides various sized organizations in a wide spectrum of industries with top accounting, financial, revenue cycle management and bookkeeping talent. We ensure that candidates meet and exceed the job description provided by our clients through specializing and becoming experts in our verticals.

So what does it mean for a Staffing Solutions Team to have expertise in the Accounting and Finance industry and why does it matter?

The simple answer, from a staffing perspective, is that it means to have knowledge in the industry to further understand and exceed your clients expectations.

More specifically, for our Accounting and Finance Staffing Solutions team, it means that we understand the trade specific skills and how to probe potential candidates for their proficiency in them. And with over 40 years of experience, we can say we’ve done just that.

Our staffing managers make a point of following the market trends. By staying in tune with the projection of their industry, they are able to better assess what skills candidates will need to progress and further their future employer’s business.

For example, back 20+ years ago, accounting and bookkeeping had just begun to use computerized systems. It was important to be ahead of the trend and source accountants with specific computer skills and program experience. This not only did this impressed our clients but gave them the flexibility with their new hire to start onboarding the innovations into their business model without needing to educate or train them.

A more recent trend has been cloud accounting. With this being the trend we have made efforts to stay on top of these skills even if they aren’t required by the client due to the fact that they may be in the near future. Understanding the industry trends and expectations for roles gives our managers a base for their search, but understanding the client culture and requirements for an individual client is done through relationship building and experience.

By maintaining relationships with our clients, we become an extension of their organization and educate ourselves according to their companies mission and differentiation points. Using this knowledge and our understanding of the client’s workplace culture, we are able to source and back valuable candidates for our client to choose from. More recently, accounting and financial services have seen a shift in work from home capabilities. Different clients offer different supports in their work from home shift, so when sourcing talent, we verify that a candidates at home capabilities complies with what the company is able to provide.

Our service isn’t limited to a particular level of employee or sector within the clientele. Being a small business ourselves, we understand what it has meant to build from the ground up. Because of this we are able to apply our knowledge to ground level employee fills, all the way up to senior management. We also understand the cross functionality of employment within an organization and have the ability to fill all job types within the company. Our vertical can be applied across industries to organizations that need financing and accounting roles filled or to finance and accounting firms who need various roles filled.

Specializing in the vertical also allows us to be experts when speaking with potential candidates in ways outside of examining their skills. While speaking to their experience and their career goals is our first look at candidates, we also strive to understand their personality and how they interact with people. Like our clients, building relationships with our candidates is of the utmost importance so we make efforts to follow up with them and keep communication open even after they have been placed. We often find that exemplary candidates just need slight tweaks to their resume presentation or their interview skills and being specialized in their field, we are able to provide them the best advice possible.

Specializing gives a more quality focused service to both our candidates and clients.

Here are a few of our success stories:

Working with our client who does prototyping through production for critical applications in all types of metals and plastics has been one of our favorites. This was a client that had no HR middle person to engage with onboarding new personnel.  Building trust and rapport with this client was essential to get our candidate in their office, but also that allowed us be more engaged and having them trust us with more openings. Being able to collaborate with another vertical within Moore Staffing gave us even more expertise in sourcing their perfect candidate as a cross sector fill within the company. We have been able to continue our relationship with this client and always look forward to working with them.

Another great success was with our client who is one of the largest workwear and textile service companies in North America. It has been a great experience for us mutually.  Making sure we understand the hiring manager needs, has allowed us to fill jobs, but also for this client to trust us with sending us more job orders across their organization. That open communication was key to supporting this client.

One candidate for a Tax Manager placement was one of our favorite candidate stories yet. He had come to us with over 20 years of experience and having his own firm but with no resume.  We coached him, helped him build his Curriculum Vitae and placed him at a top local public accounting firm. Both our client and candidate were fulfilled with the placement.

Here at Moore Staffing, our Accounting and Finance Solutions Team understands that specializing and gaining knowledge in their vertical expands their ability to exceed both candidates’ and clients’ needs. It is truly about finding solutions and having the expertise in the industry provides tremendous results.