Choosing Integrity Staffing Solutions as Your Agent

As an Associate with Integrity Staffing, you deserve to receive generous rewards if you give your best to a job. Integrity Staffing offers exciting benefits and programs that will allow you to grow in your career. Extensive benefits include medical and dental plans, life insurance, and a 401K plan as well as bonus day pay. Integrity also offers seminar on topics important to your career growth, plus computer and internet based training to add new software skills or freshen up existing skills to upgrade your skills.

Integrity Staffing offers a range of flexible job options to suit your career needs both today and tomorrow. Job opportunities also awaits Associates to make them join and stay. Most importantly, Integrity wants their Associates to feel that Integrity Staffing Solutions has made a difference in their futures. 

Staffing your business cost effectively

Staffing costs are under scrutiny in most businesses today as cost-cutting becomes more and more prevalent in these tough times.  Staffing your business is expensive, particularly when you have a number of job vacancies to fill.  Not only do you have to consider the additional ongoing payroll expense, but the actual expense of staffing; that is finding new staff.

There are many different ways of staffing your business, but it all depends on what kind of staffing agencies and staffing methods you use as to how cost effective finding new staff will be.

There will always be certain things that need to happen when staffing your business:

•you will need to write a job description,

•you’ll need to decide on salary,

•you’ll need to find candidates,

•you’ll need to interview them and

•then make some staffing decisions about who you’re going to hire.

Seems simple enough, until you realize how many different staffing solutions there are out there to facilitate staffing your business.

Methods of staffing your business

1. You could do the staffing yourself:

Once you know who you want, you can advertise the position yourself.  There are many staffing websites where you can post staffing opportunities to potential candidates.  You could also advertise your staffing vacancies in newspapers and other media.  You would need to screen your responses and then select candidates you’d like to interview.

2.  You can get staffing agencies to assist you:

Staffing agencies can review the CVs received from your staffing advert and present you with the people they believe you should interview.

3.  Staffing agencies can do everything for you:

Staffing agencies are able to do all staffing for you from start to finish.  Not only will they place your staffing advert, but they will screen CVs, interview shortlisted candidates and present certain candidates for interview by you.

What staffing will cost you

1.Obviously if you do your staffing yourself, without the assistance of staffing agencies, your costs will be the staffing advert only.  Your other costs will be your time – the time taken to write the job description, place the ad, screen candidates and interview potential staffing matches.

2.Staffing agencies do offer reduced rates for only doing particular parts of the staffing process, but they charge for their time.

3.Staffing agencies that offer to do your staffing completely will charge you a certain percentage of the employee’s annual salary.  For more senior positions, this staffing cost can prove to be quite high, but it doesn’t require you to do anything except interview recommended candidates.

Staffing decisions and whether to use staffing agencies or not is your choice.  You do need to be aware of the costs though, and decide what is the most cost effective way to take care of your staffing needs.  Doing it yourself and using staffing agencies both have their merits – it’s really up to you!

6 governance habits to create success in global staffing

I will discuss 6 governance habits that are crucial to success when managing an offshore or near shore team directly. The perspective here is to provide onshore managers with the right tools. 

1. Assign project manager

In many cases, each project has a different project manager. In a local setting, this may work well, as people know each other and work in the same office. But with an offshore team, this is different. The offshore team empathizes with the person and his way of communicating. This creates trust and familiarity and leads to higher productivity and quality. Ideally, only one project manager is responsible for communicating with one offshore team and this relation stays.

2. Assign a process manager

The process manager looks at the cooperation with the offshore team from a ‘distance’. He is not involved in the project itself, but looks at the communication process and the development process. This person can also overlook different projects and project managers. Ideally, he talks to the offshore project and process manager every week in a fixed weekly meeting.

3. Reporting structure to top management

Last week, I discussed this with one of our customers. He had hired an operational manager who would be responsible for the cooperation with our near shore programmers. The CEO was not involved in the cooperation for over 6 months as he had delegated the responsibility to the operational manager. The same case applied to myself. We both didn’t have the right reporting structure to stay informed and updated about the things that went well or not well. It is important that the process manager reports to top management on a weekly basis, so everybody stays informed.

4. Create support from the entire onshore team

It is important that the senior management invests time to communicate the long term benefits of offshoring and get everybody to support that strategy. If there are people that see their global colleagues as a threat or have other negative thoughts about it, they may obstruct the cooperation. By addressing this and involving people in the decision and the road map, everybody can get engaged.

5. Honest and open feedback in meetings

I am a big fan of organizing daily and weekly (skype) meetings on a fixed day and time. It is important that in these meetings, people feel comfortable giving honest and open feedback. Often, things that went wrong are not communicated in order not to offend each other. If the good things are celebrated and the bad things are accepted as an opportunity to learn, the team will get better every day. This is something that can be stimulated actively by the managers in the meeting.

6. Regular checkup with the initial expectations

When the honeymoon starts, it’s important to express and document all expectations. As I discussed with the same CEO mentioned above, we took the workshop that we did before the start out of our drawers. And concluded that every ingredient to make the cooperation a success was written down. But somewhere along the road, we had deviated. And we hadn’t checked up on that initial workshop document frequently enough. By reviewing the expectations and intentions on a monthly basis, there are more opportunities to apply the correct behaviors.

If these 6 habits are part of the cooperation, you can create an offshore team that acts like ‘colleagues’, becomes part of your organization and creates value on the long term.

Contract – foundation of modern business

Contracts are the foundation of any modern business enterprise. They dictate every aspect of key business relationships including pricing, payment terms and expected service levels. Managing these contracts at both the corporate level and the detail level is a daunting task. Companies with strong contracts and Contract Management System are more likely to capture revenue opportunities, have better supplier and vendor relationships, and actively enforce compliance and mitigate risks. Effective contract management delivers straight to the bottom-line. Some of the basic obstacles in contract management are that the contract information is literally spread all over the organization forming “islands of information”, some of the information is lost and the overall visibility is poor if non-existing. But the most challenging problem is perhaps the resistance to change among personnel. Another typical problem is related to project management. As all projects, contract management project can be faced with classic project management problems such as: how to align all the resources at the right time in the right place, how to measure the progress of the project, how to assure successful completion of the project, and finally how to see the results gained by the project. Summarized it is all about commitment, follow-up and rigid project management.

Before getting started with Contract Management Software project there are several considerations to be made. The most important consideration is resource allocation. For a contract management project, as for any project, it is essential to have top management commitment on resources, goals, and schedule. Another important step is the nomination of project manager for contract management. Naturally, the goals and the schedule should be in line with the resources as well as the other way around. Once these basic preparations have been done, the project is set to get started. During the first phase one needs to consider the following tasks: scope of contract management, process definitions, contract manual / handbook, contract templates, software selection (as contract management tool), scanning and storing of contracts, interest groups, responsible persons, the starting point, and the order of progress both organizationally and operationally.


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