ASA Central Network

  • 1.  Temp incentives question

    Posted 08-17-2020 16:42
    It has become more difficult to keep temps working per-diem as well as long term contracts.  It seems as though they will jump ship for a small raise elsewhere. 

    Are you finding it more competitive?
    Have you found any incentives (include raising pay) that you have recently added that
    • encourages people to want to work for you as opposed to other agencies and
    • any incentives recently added that has been a driving force in keeping people once they come to work with you?
    • what specific incentive are you offering that seems to work the best?
    Thank you in advance!

    Karin Gorman
    Staff America Inc.
    President Consulting Division
    Indianapolis, Indiana 46240
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  • 2.  RE: Temp incentives question

    Posted 08-18-2020 08:49
    One solution might be offering a "stay bonus" if Temps make it on assignment for 30/60/90 days.  Perhaps find out what types of pay differences your Temps are enjoying at other assignments, crunch the numbers, and offer them to stay with your assignment.  Depending how strong your relationship is with the host employer that is using your Temps, you might share your struggles with that client and see if they will agree to matching (or help compensating) the "stay bonus" you offer your Temps.

    Jered Haddad
    Vice President
    Gateway Group Personnel
    Memphis TN
    (901) 756-8420

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  • 3.  RE: Temp incentives question

    2020 Staffing World Attendee
    Posted 08-18-2020 08:55
    Hi Karin,

    I agree with Jered on this topic. We are an EOR service for staffing firms and see this happen very frequently. The biggest incentive is the stay bonus. You will also see a lot of employees try to get more from the travel expenses (if applicable), however you would need to make sure you are not exceeding the federal per diem rates. Another great incentive to provide is a "future opportunity". We are finding that a lot of healthcare employees want the opportunity to travel and gain different experiences. While it's a difficult task; lining this up for them after their contract could be crucial to them working through the entire term.

    Shane Burrell
    Revenue Manager
    USA Staffing Services
    Tampa FL
    (877) 312-8964

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  • 4.  RE: Temp incentives question

    Posted 08-19-2020 10:49
    While pay is top for temps, there can be other factors that may weigh heavily in a temps mind as to which agency they choose and that also affect their tendency to stay or move - especially depending on the type of position.  Haley Marketing has done some webinars on talent acquisition and retention for temporary agencies that I think are available for replay, including one I did for them.  The data that shows what a temp agency can do to improve recruitment and retention is surprising and often goes against what owners and managers think.  The ACA is responsible for changing some of that.  These are all great ideas that have been posted here.  If you want to see what the data says and get some other ideas you might want to see if the Haley webinars are available.

    John Rutledge
    Senior Vice President
    Schaumburg IL
    (847) 463-7794

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  • 5.  RE: Temp incentives question

    Posted 08-18-2020 10:08
    Edited by RiAnn Bradshaw 08-18-2020 10:10
    Good morning, thanks for this question! I just had a discussion with an Agency client with these same questions. Anything along the lines of candidate engagement, retention, marketing, etc.. it can somewhat be bundled together.

    I like our colleagues answers about a "staying bonus." Often people stick to a brand, keep buying a product, stay with a provider or otherwise because they feel valued. Especially in healthcare, caregivers are a bit in the dark regarding the MSP and Agency bill rate / pay rate differences and may not know the exact difference when placed next to a caregiver onsite for the actual job, but they do have an intuitive emotional response. You can see evidence of this running rampant on social media at any given moment. 

    Our colleagues are also correct to warn you about the stipend game. Though this lends the agency to not be at fault in terms of tax law when a caregiver go this route of pay, word travels and perception is king. 

    I am happy to provide you the same advice I provided others on this exact topic: to provide a value add to your service to your caregivers treat them how you would want to be treated as a caregiver being staffed right now. Incentives like continuing education discounts, referrals bonuses and loyalty rewards really do work and add a tone of "gamification." I can't tell you how many times I went to the same gas station simply because I received points for it. It's a ridiculously successful psychology trick!

    Being a valuable and valid source of information is also an incredible value add. People will refer to your resource website pages, your team members, your company and in the end YOU when answering questions in every day conversation. Providing great information makes you an industry authority, builds rapport, inspires loyalty, the perks go on and on.

    Not only are the above items good to consider for retention and engagement, but think about your current processes that may be a bit too frustrating for the caregiver or recruiter performing the actions. For instance, if I were a recruiter having to do data entry constantly for this specific caregiver, that would create an exasperating feeling that very likely shows in communications to the caregiver. Vice versa, if the caregiver has to continually provide the same information due to an archaic software process then their frustration sticks out prominently among other experiences working with your company and influences their future job search decisions.

    I know this was probably a bit more verbose than expected, I hope it's more helpful than not and good luck!

    RiAnn Bradshaw
    Director of Marketing
    BlueSky Medical Staffing Software
    Nashville TN
    (615) 349-1985

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  • 6.  RE: Temp incentives question

    Posted 08-19-2020 07:53
    We have attempted to offer a "contract bonus" for our per-diem staff to try to give them an incentive to pick up an 8 or 13-week contract. For example, if we offer a $1,000 bonus for a 13-week contract, they will get the full bonus if they don't have any call-offs. If they have one call-off, we reduce by $100. if they have two call-offs, we reduce by $200. Three call-offs and they are no longer eligible for the bonus.

    Charles Harkola
    Director of Sales and Marketing
    The Nurse Connection Staffing
    Albany NY
    (518) 459-6612

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