YES Awarded by Chevron for Safety

Workplace Safety is No Accident

At Your Employment Solutions, we believe in promoting a safe workplace. We employ a lot of good people with a lot of great Utah employers, and we believe their safety is paramount.

Chevron, one of the great companies Your Employment Solutions does business with, recently awarded YES for its safety efforts. YES employees had zero work accidents with Chevron in 2016, the fourth year in a row.

workplace safety award

“It’s rewarding to work with an organization who values safety just as much as we do,” says Jarum Stone, safety and operation manager at YES. “To earn this award 4-years running is an amazing accomplishment. It not only reflects the organization’s emphasis on safety but ultimately it reflects on the hundreds of lives that have NOT been injured at work, and that’s priceless.”

Congratulations to all involved in this extraordinary accomplishment — and especially to the YES staffing employees who made for a safe workplace!

Say YES to Workplace Safety!
Eric Nelson
Marketing Manager
Your Employment Solutions

“I help connect Utah jobseekers to Utah jobs.”

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P.S. Be sure to visit our Utah job board!

Challenges in Staffing

Understanding the Changing Landscape of the Staffing Industry is Critical to Continued Growth

challenges in staffingThe staffing industry today works in a very dynamic business environment, perhaps the most dynamic the industry has seen since its evolution. It no longer only plays the role of simply replacing absentee employees with temporary ones, but has now taken a more strategic role in providing their clients with a variety of employment solutions and services.

These recent indicators provide incredible optimism and excitement for the industry:

  • Education is projected to grow by 15% plus percentage for individuals
  • Industry projections say growth of in the staffing industry will end the year between 5-12% with record revenues in excess of $123 billion dollars
  • 36% of employers will add full time head count with less than 10% saying the will decrease
  • 83% of employers state they will increase compensation and starting wages

While it appears to be wind at our back, sails at full mast, full steam ahead for the industry. The desired horizon is becoming difficult to obtain. Challenges and opportunities plague this dynamic market. Call them growing pains, the function of a growing segment, however you term they are real barriers to the moment of continued growth that the staffing industry desires.

When discussing challenges in the staffing industry there are 3 areas that continually rise to the top of any discussion:

The Decreasing Talent Pool

With record low unemployment numbers, it is becoming more and more difficult to find qualified talent to meet the needs of clients. “Full employment” type conditions have forced a shift in the market from employer’s controlling the balance of work to the employees. Further complicating this balance is the decrease in skilled employees to match the requests of employers. Finding new ways to effectively and efficiently recruit and retain employees has provided difficult and often time very expensive technological challenges.

In order to be successful in this new market staffing agencies are being forced to find ways to separate themselves from their competition in the battle for employee retention. Engagement within the contingent workforce is critical today. Work opportunities abound so wage offerings, diversification of potential assignments along with communication with employees are creating separation within staffing companies. Finding new and creative way to measure retention and promoter scores is a necessity. Utilizing technology to allow applicants to apply, accept and report for jobs is an expectation in the new market place

Understanding and Addressing Millennials in the Workforce.

There is a shift occurring in the potential workforce. In the next 5 years over 50% of potential candidates with be considered millennials. Millennials have a very different view of the world. There are a generation who were wired at birth. They function on instant access to information and gratification. They cut their teeth on I-everything. Their desired states of compensation are driven by time off, social conscious, and the ability to make a difference. Often categorized as lazy or detached, they prefer to solve problems their way, they love to challenge the status quo – often times finding better and more efficient ways to solve problems. If they connect with the mission of a company will become some the most loyal and engaged employees in the organization.

Whatever thought, time, or effort you put into understanding the millennial generation will be worth it. The better an organization is at “getting” them, the more valuable their unique combination of skills, quirks, goals and thought processes will be. Attracting and retaining this up and coming workforce will provide a unique advantage for the firms who embrace their unique sill sets.

Set Expectations and Become Indispensable to Clients

One of the biggest challenges in the industry is managing the skill sets that clients are looking for. Clients are not always aware however of the talent shortage. Armed with industry knowledge and insight, staffing firms can become consultants for their clients. Using supply and demand data helps set realistic expectations for clients. Data will allow you to empower clients and help establish your firm as a valuable and informed resource.

utah staffing industryIntegrating yourself as an extension of you clients recruiting plan allows you to become an indispensable part of your client’s strategic plan. As a staffing firm, if you are not paying attention to how your clients are using technology to communicate and gather information on their hiring end, you are going to miss out on opportunities. Deliver tangible ROI in key performance segments allows you as an agency to move from a transactional need, to an indispensable partner.

Not one of us can change the direction of the wind, but we can always adjust our sails to reach our destination. Barriers, challenges or opportunities which ever your perspective is, understanding the changing landscaping of the staffing industry is critical to continued growth. Differentiating how you will use data, leverage technology to recruit and communicate, while maximizing emergence into a new and diverse workforce will position your organization for success well into the future.

Jeff Arnold
Vice President of Business Development
Your Employment Solutions

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How To Keep a Staffing Company in Check

How You Keep a Staffing Company in Check, Controlling Budgets in an Ever-Changing Staffing Workplace

utah employmentThe staffing industry is unique in many ways. Not a lot of companies have thousands of temporary employees. Typically if a business has thousands of employees then that business is most likely on the S&P 500 and it is most certainly not considered a small business. Your Employment Solutions on the other hand has thousands of employees, is considered a small business, and is most defiantly not on the S&P 500, yet (you never know).

Growing up my father worked in construction, I worked for my dad from about 9 years old up until my mid twenties. I had a number of other jobs when I was going to college but in those years of working I never realized the costs associated with having employees. Employees can be very expensive, there are many more costs then just cutting a paycheck every week. Whatever employees pay in taxes on each paycheck the employer has to pay the same thing. On top of those taxes there are also federal unemployment taxes, state unemployment taxes, federal withholding taxes, state withholding taxes, to name a few. Not to mention the team of people it takes to pay all the employees and all the taxes.

But wait there’s more. To have thousands of employees for our clients we need buildings, electricity, Internet, computers, software, furniture, cars, cell phones, telephones, printers, fax machines, I think you get the idea.

The perfect reader would now be asking himself or herself, wait, with all these expenses…

How Can Your Employment Solutions Possibly Keep Its Doors Open?

Well, I’m glad you asked! The answer can be summed up in two words, lean and tight.

lean-businessLean Business

The definition of lean is, efficient and with no waste. This is the goal with any expense that can be controlled. Take Internet service for example. When I move somewhere new, one of the first things that I do is make sure I have the Internet set up the day I move in. Prior to doing this I shop around with two things in mind, cost and speed.

This is something that we have to consider at all times in our business, what do we NEED in order to conduct business and how much can we afford to spend. This same question is asked about every business expense. We revisit this question regularly to ensure that we are lean. If we are overpaying we are loosing money. If we are paying for something we don’t NEED or use, we are loosing money.

Tight Business

tight business philosphyBy tight I mean to maintain a close watch on who owes us money and when that money is due.

At YES the employees work, YES pays the employees, then the client pays YES. So, between YES paying the employees and when YES gets paid our money is on loan, interest free to our clients. The more employees we have the more money that we are “loaning” out. If we don’t keep a tight grasp on our money and we “loan” too much of it then we won’t have enough to pay our employees. It’s a nasty cycle that can get out of hand pretty fast if we don’t have a tight grasp on our money and a tight leash on our clients.

In staffing there are large portions of money that come and go everyday. To keep the business running lean and tight, one has to know where every penny is going and when every penny is coming.

Trevor Hansen
Finance Manager
Your Employment Solutions

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Competitive Ignorance

How I Lost Because of Competitive Ignorance

competitive ignorance I had prepared for weeks and the big day had arrived.

  • Market research… Check.
  • Competitive advantage… Check.
  • Financial analysis… Check.
  • Proven market-share… Check.

I was perfectly prepared, or so I thought.

Many years ago I was sitting in a conference room and anxiously anticipating the biggest sales pitch of my life. I knew my numbers would win the day. I educated myself of the struggles that my potential client was facing and had solutions prepared for them. I even stepped up a bit and dressed the part.

I stood as high level executives, dressed the way I was dressed, walked into the office. The standard introductions were made and we took our seats and engaged in a great discussion. For the next 90 minutes I answered questions about my staffing company’s history, locations, size, expertise, industries served, value, price, customer service, customization, marketing, asset availability and other important topics. I was on fire! I could see that they were thoroughly impressed with my preparation and even more impressed what we could offer. I was sure I had em!!

The 90 minutes flew by until that last comment fell from the senior most executive’s lips, “We are evaluating many companies to meet our needs and we will let you know within a few short days who we award the contract to.” Again, pleasantries were exchanged and I left the conference room with a smile on my face.

I still remember everything about that sales moment. The clutter on the desk, the slightly crooked pictures hanging on the wall, and the plastic aroma coming from the production area. I recall with clarity the exact pricing and I even recall how impressed the executives were knowing how closely our services aligned with their needs.

The Competition

Then, a short time later, from the other end of the phone line came these words, “Reed, you have a very impressive company and its was an honor getting to know you, however, we have decided to maintain our relationship with our current provider, we will reach out to you if anything changes.”

What just happened?!

competitve-ignoranceI was suffering from “Competitive Ignorance.” My market plan, price point and services were superior and I was ignorant enough to think that I would get the deal based on the fact that I was way better on paper. I was ignorant to think that my numbers would trump a long lasting relationship. The winner, that day had long lasting relationship that superseded every advantage I had. I spent all my time preparing for a financial discussion and proving our value and lost. Lost big!

Relationships are, in my experience the single most important ingredient for gaining and maintaining a competitive advantage. Branding, marketing strategies, price, adaptation, ingenuity, and service all play a supplemental role to relationships.

This experience quickly taught me that relationships build confidence, confidence builds trust and trust builds relationships. Strong relationships will tell you where your shortcomings are and give you time to fix them, and in most cases will even help you improve where you need it.

I will forever be grateful for that humbling experience. It echo’s in my business psyche almost daily, reminding me that my clients need more than fancy spreadsheets, balloons and confetti. They need relationships.

But the Story Doesn’t End There

Fast forward 8 years… I was experiencing “sales déjà vu” meeting with the same group in the same room answering the same questions… But this time, I had 7+ years of relationship building under my belt and this time I wasn’t ignorant to the importance of relationships. I was perfectly prepared and…. I WON!

Reed Laws
Your Employment Solutions

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Your Employment Solutions is Utah’s premier staffing agency!

The Role Trust Plays in Staffing

The Role Trust Plays in Staffing and With Clients

Trust is what binds both the staffing agency and client. Somewhere in the middle are the employees that help forge that bond. In the world of staffing trust plays a crucial part not only with the clients but with the employees as well.

Employee Trust

employee trustWhen we interview candidates they are trusting that we are doing the absolute best to help them find something. As staffing professional we need to always make sure that we are focused on what their needs are, what they’ve done, and what they are looking for. If we don’t show interest and aren’t engaged trust can be broken. Not only does this hurt the employee it hurts future candidates. Many people find out about our staffing agency via word-of-mouth marketing, or our employees referring friends and family. We’ve heard it so many times in the industry that jobseekers come to YES because they are treated differently. We have various on-site locations to help service a specific client. There are other staffing agencies that also help work with these clients. It’s such a nice reminder when applicants come in letting us know how well we treat them as opposed to other agencies. When someone is told they do something well it drives them to do even better.

Client Trust

Building trust with clients is very hard to do. Even when you gain that trust you have to continue to build it and cultivate it. Clients are ever changing. They change Managers and Supervisors on a regular basis and even the promises or expectations that were given when an account is set up can be lost because of HR roles or changes in the organization. It has been said that trust is hard to gain and easy to lose. Clients trust that staffing agencies are fulfilling their needs. These needs are not only filling any open position with the correct person. It’s making sure that the employee has complete credentialing done before they step into the building. This includes making sure that the employee passes drug tests, E Verify and even their background matrix. Making sure that it’s the right employee for the job takes a lot of trust.

trust staffingIt’s ultimately the employees that are making the employers the money. They are a key role in building and sustaining the business. A lot of the time we pride ourselves in not just staffing clients with employees but being a useful resource to them. This in return helps build trust between the agency and the client. It shows that we genuinely care about their success.

Trust is what binds us and if that’s broken then the system is broken. Rebuilding is much harder then sustaining. I love what I do and I love that I can grow with these employees and clients. Trusting employees is hard to do in the industry. We get burnt with a lot of empty promises. When we see trust carry out and it pay dividends it’s what makes what we do so worth it.

Brigham Yates
Director of Client Relations
Your Employment Solutions

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How Staffing Has Changed

Staffing has changed over the past 20 years. Here’s my take.

changes in the staffing industryI may be going out on a limb here, but I’m taking the obvious stance that the reason my opinion was sought out on changes within the staffing industry – over the past two decades – has clearly nothing to do with my age. I’m pretty confident it has more to do with the vast amount of acquired knowledge, wisdom and experience gained along the way as well as my purely enviable God-given ability to see things as they truly are. And maybe the other people all said no. Or have a 4:00pm dinner reservation at Sizzler. Or have died.

Either way, being involved in this industry and in the forefront of Your Employment Solutions staffing evolution since 1996 has proven one thing: although methods and procedures have been continually developed and improved, the core product we offer in finding the right person for the desired position and easing the burden of the client has remained the same. It’s all in our approach.

Finding The Right Job Applicants

staffing 20 years utah

My early days in staffing…

Looking back 20 years ago I was just starting out in staffing and things seemed very simple. All that was required to get applicants in the door to fill jobs was posting an advertisement in the newspaper. People actually still read the newspaper back then. If they needed a job, they would go to the classifieds (Alison, that is the portion of the paper where people would post wanted ads for apartments, cars, and jobs). Applicants would then respond to the ad by calling into the office and coming in to get tested and signed up for a job.

Today, the process is basically the same–but much more complicated. The newspaper is almost non-existent due to the rise of social media and the availability of internet access. We now post ads on Facebook, Twitter, Craigslist, Career Builder, Indeed, as well as continuing to post to Department of Workforce Services, online newspapers, and creating a presence on YouTube. There are so many more options to recruit and attract applicants. Finding out new ways to be visible and to stand out in the sheer mass of online information is the trick.

Adapting to Employment Laws

Another big difference I see with staffing over the last 20 years is the amount of federal influence in the industry. It is without a doubt, presenting a huge challenge to many staffing companies to find and hire employees due to increased regulation. Each time the government introduces new regulation, the pool size of eligible employees shrinks. The amount of paperwork associated with ACA is tremendous. Also, the introduction of E-Verify has complicated the hiring of employees for our clients.

The Future in Staffing

20 years of Utah jobsTruly, the skill needed today for staffing companies is a perfect blending of old-school efforts and a capacity to implement new technology and regulations. Unlike 20 years ago, most of the job application today can be completed online. However, face-to-face, person-to-person interaction will win out every time in finding the best people for our clients.

Your Employment Solutions truly understands the value of this lost art. We use bold and honest communication to make sure job applicants understand the requirements of a job assignment and that we know their skills and abilities. We have innovated our physical and mental testing and interview procedures to give us a clearer picture of the person we are sending out to our respective clients. We pride ourselves in building upfront, honest and enjoyable partnerships with our clients so that we fully understand their needs and the changes that they too are facing.

20 years has brought a lot – both challenges and advancements – in staffing. Our approach to stay up to date and our decisions to integrate the best of what is available now as well as from the past has allowed Your Employment Solutions to position itself as a leader in the staffing industry for the next 20 years to come.

Kerry Westenskow
Vice President
Your Employment Solutions

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