ASA Central Network

Hoping you'll participate!  What do you think are some of our clients biggest pain points, and how, as their staffing partners, can we resolve these issues for them?

------------------------------
Michelle Hodapp CSP
President
Excel Personnel Services
Lompoc CA
(805) 735-6723
------------------------------

Hi Michelle,

As, I travel around the country helping clients with their workforce needs, these are the most common issues I hear:

Hiring is the biggest obstacle to GROWTH!

ENGAGEMENT AND RETENTION
Employee engagement and mental health issues: keeping people engaged and self-motivated remains challenging but there is a solution:

1. Providing a hybrid workplace culture that supports both in-person and remote workers
2. Promoting and supporting Coaching 1-on-1 (This is a service that I provide to all my clients) 
3. Improving team agility and self-organization
4. Offering networking alternatives and providing online tools that enable communication
5. Increasing team psychological safety  "By improving the quality of the relationship with teammates through psychological safety has a significant on the bottom line, engagement and innovation."
6. Companies need to start thinking about developing a culture, based on employees strengths rather then weakness!!

Through equality groups, one-on-one coaching sessions available for all employees, continuous feedback, gratitude sharing sessions, and ensuring different communication channels, companies learn to value and support different points of view that will then turn into a Successful Workforce for years to come!!

As you see this is a very common issue with companies and when we can solve this for them, its another service we can add to our Workforce Solution!!
I added this service to my company in the past 6 months and its called "REVIVE WORKFORCE SOLUTION"

I hope this Helps and I am looking forward to everyone's feedback on this issue!!

------------------------------
Richard Rosner
Founder-Job Agent
Staffing Shark
Lemont Furnace PA
(724) 880-6760
------------------------------

Original Message:
Sent: 03-02-2021 18:31
From: Michelle Hodapp
Subject: What Are Our Clients Pain Points?

Hoping you'll participate!  What do you think are some of our clients biggest pain points, and how, as their staffing partners, can we resolve these issues for them?

------------------------------
Michelle Hodapp CSP
President
Excel Personnel Services
Lompoc CA
(805) 735-6723
------------------------------

Hi Richard, thanks for this great response.  I would have to agree about the employee engagement and mental health issues.  With so many employees working remotely mental health is taking a toll.  Employers need to be proactive in ensuring their employees are involved, engaged and feel worthy.  I have witnessed many unhappy employees working remotely that are feeling lost without a personal connection.  Your 6 bullet points are on point for sure!

------------------------------
Michelle Hodapp CSP
President
Excel Personnel Services
Lompoc CA
(805) 735-6723
------------------------------

Original Message:
Sent: 03-02-2021 22:23
From: Richard Rosner
Subject: What Are Our Clients Pain Points?

Hi Michelle,

As, I travel around the country helping clients with their workforce needs, these are the most common issues I hear:

Hiring is the biggest obstacle to GROWTH!

ENGAGEMENT AND RETENTION
Employee engagement and mental health issues: keeping people engaged and self-motivated remains challenging but there is a solution:

1. Providing a hybrid workplace culture that supports both in-person and remote workers
2. Promoting and supporting Coaching 1-on-1 (This is a service that I provide to all my clients) 
3. Improving team agility and self-organization
4. Offering networking alternatives and providing online tools that enable communication
5. Increasing team psychological safety  "By improving the quality of the relationship with teammates through psychological safety has a significant on the bottom line, engagement and innovation."
6. Companies need to start thinking about developing a culture, based on employees strengths rather then weakness!!

Through equality groups, one-on-one coaching sessions available for all employees, continuous feedback, gratitude sharing sessions, and ensuring different communication channels, companies learn to value and support different points of view that will then turn into a Successful Workforce for years to come!!

As you see this is a very common issue with companies and when we can solve this for them, its another service we can add to our Workforce Solution!!
I added this service to my company in the past 6 months and its called "REVIVE WORKFORCE SOLUTION"

I hope this Helps and I am looking forward to everyone's feedback on this issue!!

------------------------------
Richard Rosner
Founder-Job Agent
Staffing Shark
Lemont Furnace PA
(724) 880-6760

Original Message:
Sent: 03-02-2021 18:31
From: Michelle Hodapp
Subject: What Are Our Clients Pain Points?

Hoping you'll participate!  What do you think are some of our clients biggest pain points, and how, as their staffing partners, can we resolve these issues for them?

------------------------------
Michelle Hodapp CSP
President
Excel Personnel Services
Lompoc CA
(805) 735-6723
------------------------------

Michelle:

Great question. The obvious answer is finding talent. But there are more insidious problems they face that we can help them solve:

• The sourcing, recruiting and hiring process. Often, the client calls us in because they can't meet their hiring demand internally. But when you look more deeply at why that is the case, you often find that it starts with the way they find, select and onboard new employees. We are certainly experts in that field, so why not offer to help them? True, it may not be billable, but it will help cement your position as a key staffing partner and it will most likely lead to additional staffing opportunities. We must always be looking for ways to add value to the client.
• Clear and concise job descriptions. Making a good hiring decision hinges upon knowing what type of person you need and the skills necessary to be successful in the role. Clients frequently carry this information around in their heads but have not thoroughly vetted the roles that they are hiring for. One of the best ways to clarify the role is to look at employees already in those roles who are the top achievers. Look at their soft and hard skills, their attitude, self-management abilities, and other key characteristics and let that determine the important areas to be sought in potential new employees.
• The interview process. What is the interview process for each of your clients? Do they know how to conduct an effective interview using behavioral questions instead of simply "yes or no" questions? Do they have more than one person conduct interviews in order to get a broader perspective of each candidate? Do they ask questions related to the company's culture to determine whether the candidate is a good fit for the organization's culture? We can certainly help our clients improve how they interview candidates and how they assess the results of those interviews.
• Management of the contingent workforce. Many times we find that the client manages our contingent workers much different (and less effective) than their own employees. In order to maximize contingent workforce productivity and engagement, clients must realize that how they manage them can make the difference between being underproductive and being highly efficient. Also, our employees need to be supervised in the same way the client's employees are when it comes to disciplinary issues. Rather than simply replacing a contingent worker the first time they have a performance or disciplinary issue, the client needs to work with them just as they do their own employees. There should be a clear and fair process for handling these matters with our employees.
• Compensation issues. As with the previous point, clients often have a different compensation scale for contingent workers as opposed to their own workforce. This creates tension and division and ultimately damages productivity. Our clients need our help in crafting a meaningful compensation plan that rewards accomplishment and gives them a path towards increased future earnings and/or a path towards becoming a regular full-time employee. 
• Retention. This is and has been an ongoing issue for employers of all sizes, and it goes well beyond just our contingent workers. Clients struggle to retain their own workforce but fail to look deeply at the reasons why people leave. We can help our clients assess the reasons for their internal turnover and help them work towards long-term solutions. Yes, it might seem like helping them reduce turnover negatively affects our future staffing opportunities, but I always believe that their is a future reward for helping clients with a current problem.

These are just some ideas that we can help our clients solve their "pain points." There are many more and I trust our ASA community will contribute to this list.

------------------------------
Jay Mattern
CEO
TerraFirma Marketing
South Bend IN
(574) 213-3855
------------------------------

Original Message:
Sent: 03-02-2021 18:31
From: Michelle Hodapp
Subject: What Are Our Clients Pain Points?

Hoping you'll participate!  What do you think are some of our clients biggest pain points, and how, as their staffing partners, can we resolve these issues for them?

------------------------------
Michelle Hodapp CSP
President
Excel Personnel Services
Lompoc CA
(805) 735-6723
------------------------------

Hi Jay,

You are always so insightful, and the pain points you addressed are spot on.  THIS is a great way to address the issues for our clients and a brilliant way to solve so many aspects of the hiring process, management of the workforce and compensation.

------------------------------
Michelle Hodapp CSP
President
Excel Personnel Services
Lompoc CA
(805) 735-6723
------------------------------

Original Message:
Sent: 03-03-2021 09:32
From: Jay Mattern
Subject: What Are Our Clients Pain Points?

Michelle:

Great question. The obvious answer is finding talent. But there are more insidious problems they face that we can help them solve:

• The sourcing, recruiting and hiring process. Often, the client calls us in because they can't meet their hiring demand internally. But when you look more deeply at why that is the case, you often find that it starts with the way they find, select and onboard new employees. We are certainly experts in that field, so why not offer to help them? True, it may not be billable, but it will help cement your position as a key staffing partner and it will most likely lead to additional staffing opportunities. We must always be looking for ways to add value to the client.
• Clear and concise job descriptions. Making a good hiring decision hinges upon knowing what type of person you need and the skills necessary to be successful in the role. Clients frequently carry this information around in their heads but have not thoroughly vetted the roles that they are hiring for. One of the best ways to clarify the role is to look at employees already in those roles who are the top achievers. Look at their soft and hard skills, their attitude, self-management abilities, and other key characteristics and let that determine the important areas to be sought in potential new employees.
• The interview process. What is the interview process for each of your clients? Do they know how to conduct an effective interview using behavioral questions instead of simply "yes or no" questions? Do they have more than one person conduct interviews in order to get a broader perspective of each candidate? Do they ask questions related to the company's culture to determine whether the candidate is a good fit for the organization's culture? We can certainly help our clients improve how they interview candidates and how they assess the results of those interviews.
• Management of the contingent workforce. Many times we find that the client manages our contingent workers much different (and less effective) than their own employees. In order to maximize contingent workforce productivity and engagement, clients must realize that how they manage them can make the difference between being underproductive and being highly efficient. Also, our employees need to be supervised in the same way the client's employees are when it comes to disciplinary issues. Rather than simply replacing a contingent worker the first time they have a performance or disciplinary issue, the client needs to work with them just as they do their own employees. There should be a clear and fair process for handling these matters with our employees.
• Compensation issues. As with the previous point, clients often have a different compensation scale for contingent workers as opposed to their own workforce. This creates tension and division and ultimately damages productivity. Our clients need our help in crafting a meaningful compensation plan that rewards accomplishment and gives them a path towards increased future earnings and/or a path towards becoming a regular full-time employee. 
• Retention. This is and has been an ongoing issue for employers of all sizes, and it goes well beyond just our contingent workers. Clients struggle to retain their own workforce but fail to look deeply at the reasons why people leave. We can help our clients assess the reasons for their internal turnover and help them work towards long-term solutions. Yes, it might seem like helping them reduce turnover negatively affects our future staffing opportunities, but I always believe that their is a future reward for helping clients with a current problem.

These are just some ideas that we can help our clients solve their "pain points." There are many more and I trust our ASA community will contribute to this list.

------------------------------
Jay Mattern
CEO
TerraFirma Marketing
South Bend IN
(574) 213-3855

Original Message:
Sent: 03-02-2021 18:31
From: Michelle Hodapp
Subject: What Are Our Clients Pain Points?

Hoping you'll participate!  What do you think are some of our clients biggest pain points, and how, as their staffing partners, can we resolve these issues for them?

------------------------------
Michelle Hodapp CSP
President
Excel Personnel Services
Lompoc CA
(805) 735-6723
------------------------------

Thanks, Michelle. I suggest you take those items and prioritize them, then implement them one-by-one with key clients. You'll be such a trusted and vital partner that they would never think of going anywhere else!

------------------------------
Jay Mattern
CEO
TerraFirma Marketing
South Bend IN
(574) 213-3855
------------------------------

Original Message:
Sent: 03-03-2021 12:20
From: Michelle Hodapp
Subject: What Are Our Clients Pain Points?

Hi Jay,

You are always so insightful, and the pain points you addressed are spot on.  THIS is a great way to address the issues for our clients and a brilliant way to solve so many aspects of the hiring process, management of the workforce and compensation.

------------------------------
Michelle Hodapp CSP
President
Excel Personnel Services
Lompoc CA
(805) 735-6723

Original Message:
Sent: 03-03-2021 09:32
From: Jay Mattern
Subject: What Are Our Clients Pain Points?

Michelle:

Great question. The obvious answer is finding talent. But there are more insidious problems they face that we can help them solve:

• The sourcing, recruiting and hiring process. Often, the client calls us in because they can't meet their hiring demand internally. But when you look more deeply at why that is the case, you often find that it starts with the way they find, select and onboard new employees. We are certainly experts in that field, so why not offer to help them? True, it may not be billable, but it will help cement your position as a key staffing partner and it will most likely lead to additional staffing opportunities. We must always be looking for ways to add value to the client.
• Clear and concise job descriptions. Making a good hiring decision hinges upon knowing what type of person you need and the skills necessary to be successful in the role. Clients frequently carry this information around in their heads but have not thoroughly vetted the roles that they are hiring for. One of the best ways to clarify the role is to look at employees already in those roles who are the top achievers. Look at their soft and hard skills, their attitude, self-management abilities, and other key characteristics and let that determine the important areas to be sought in potential new employees.
• The interview process. What is the interview process for each of your clients? Do they know how to conduct an effective interview using behavioral questions instead of simply "yes or no" questions? Do they have more than one person conduct interviews in order to get a broader perspective of each candidate? Do they ask questions related to the company's culture to determine whether the candidate is a good fit for the organization's culture? We can certainly help our clients improve how they interview candidates and how they assess the results of those interviews.
• Management of the contingent workforce. Many times we find that the client manages our contingent workers much different (and less effective) than their own employees. In order to maximize contingent workforce productivity and engagement, clients must realize that how they manage them can make the difference between being underproductive and being highly efficient. Also, our employees need to be supervised in the same way the client's employees are when it comes to disciplinary issues. Rather than simply replacing a contingent worker the first time they have a performance or disciplinary issue, the client needs to work with them just as they do their own employees. There should be a clear and fair process for handling these matters with our employees.
• Compensation issues. As with the previous point, clients often have a different compensation scale for contingent workers as opposed to their own workforce. This creates tension and division and ultimately damages productivity. Our clients need our help in crafting a meaningful compensation plan that rewards accomplishment and gives them a path towards increased future earnings and/or a path towards becoming a regular full-time employee. 
• Retention. This is and has been an ongoing issue for employers of all sizes, and it goes well beyond just our contingent workers. Clients struggle to retain their own workforce but fail to look deeply at the reasons why people leave. We can help our clients assess the reasons for their internal turnover and help them work towards long-term solutions. Yes, it might seem like helping them reduce turnover negatively affects our future staffing opportunities, but I always believe that their is a future reward for helping clients with a current problem.

These are just some ideas that we can help our clients solve their "pain points." There are many more and I trust our ASA community will contribute to this list.

------------------------------
Jay Mattern
CEO
TerraFirma Marketing
South Bend IN
(574) 213-3855

Original Message:
Sent: 03-02-2021 18:31
From: Michelle Hodapp
Subject: What Are Our Clients Pain Points?

Hoping you'll participate!  What do you think are some of our clients biggest pain points, and how, as their staffing partners, can we resolve these issues for them?

------------------------------
Michelle Hodapp CSP
President
Excel Personnel Services
Lompoc CA
(805) 735-6723
------------------------------

Original Message:
Sent: 3/3/2021 9:32:00 AM
From: Jay Mattern
Subject: RE: What Are Our Clients Pain Points?

Michelle:

Great question. The obvious answer is finding talent. But there are more insidious problems they face that we can help them solve:

• The sourcing, recruiting and hiring process. Often, the client calls us in because they can't meet their hiring demand internally. But when you look more deeply at why that is the case, you often find that it starts with the way they find, select and onboard new employees. We are certainly experts in that field, so why not offer to help them? True, it may not be billable, but it will help cement your position as a key staffing partner and it will most likely lead to additional staffing opportunities. We must always be looking for ways to add value to the client.
• Clear and concise job descriptions. Making a good hiring decision hinges upon knowing what type of person you need and the skills necessary to be successful in the role. Clients frequently carry this information around in their heads but have not thoroughly vetted the roles that they are hiring for. One of the best ways to clarify the role is to look at employees already in those roles who are the top achievers. Look at their soft and hard skills, their attitude, self-management abilities, and other key characteristics and let that determine the important areas to be sought in potential new employees.
• The interview process. What is the interview process for each of your clients? Do they know how to conduct an effective interview using behavioral questions instead of simply "yes or no" questions? Do they have more than one person conduct interviews in order to get a broader perspective of each candidate? Do they ask questions related to the company's culture to determine whether the candidate is a good fit for the organization's culture? We can certainly help our clients improve how they interview candidates and how they assess the results of those interviews.
• Management of the contingent workforce. Many times we find that the client manages our contingent workers much different (and less effective) than their own employees. In order to maximize contingent workforce productivity and engagement, clients must realize that how they manage them can make the difference between being underproductive and being highly efficient. Also, our employees need to be supervised in the same way the client's employees are when it comes to disciplinary issues. Rather than simply replacing a contingent worker the first time they have a performance or disciplinary issue, the client needs to work with them just as they do their own employees. There should be a clear and fair process for handling these matters with our employees.
• Compensation issues. As with the previous point, clients often have a different compensation scale for contingent workers as opposed to their own workforce. This creates tension and division and ultimately damages productivity. Our clients need our help in crafting a meaningful compensation plan that rewards accomplishment and gives them a path towards increased future earnings and/or a path towards becoming a regular full-time employee. 
• Retention. This is and has been an ongoing issue for employers of all sizes, and it goes well beyond just our contingent workers. Clients struggle to retain their own workforce but fail to look deeply at the reasons why people leave. We can help our clients assess the reasons for their internal turnover and help them work towards long-term solutions. Yes, it might seem like helping them reduce turnover negatively affects our future staffing opportunities, but I always believe that their is a future reward for helping clients with a current problem.

These are just some ideas that we can help our clients solve their "pain points." There are many more and I trust our ASA community will contribute to this list.

------------------------------
Jay Mattern
CEO
TerraFirma Marketing
South Bend IN
(574) 213-3855
------------------------------

Original Message:
Sent: 03-02-2021 18:31
From: Michelle Hodapp
Subject: What Are Our Clients Pain Points?

Hoping you'll participate!  What do you think are some of our clients biggest pain points, and how, as their staffing partners, can we resolve these issues for them?

------------------------------
Michelle Hodapp CSP
President
Excel Personnel Services
Lompoc CA
(805) 735-6723
------------------------------

Thanks for the "thanks," Joyce!

------------------------------
Jay Mattern
CEO
TerraFirma Marketing
South Bend IN
(574) 213-3855
------------------------------

Original Message:
Sent: 03-04-2021 17:49
From: Joyce Robbins
Subject: What Are Our Clients Pain Points?

Thanks Jay for these concise and helpful tips.  These are certainly golden opportunities for us to express our knowledge and value to our clients.

Joyce

 

Joyce W. Robbins
Certified Staffing Professional
President
Robbins Staffing Solutions Inc.
1445 E. Rio Road, Ste 102
Charlottesville, VA 22901
434-295-9770 voice
434-295-9252 fax  
"2018 Paul Goodloe McIntire Citizenship Award Winner"

www.robbinsstaffing.com

Map us! 

 

 

Original Message:
Sent: 3/3/2021 9:32:00 AM
From: Jay Mattern
Subject: RE: What Are Our Clients Pain Points?

Michelle:

Great question. The obvious answer is finding talent. But there are more insidious problems they face that we can help them solve:

• The sourcing, recruiting and hiring process. Often, the client calls us in because they can't meet their hiring demand internally. But when you look more deeply at why that is the case, you often find that it starts with the way they find, select and onboard new employees. We are certainly experts in that field, so why not offer to help them? True, it may not be billable, but it will help cement your position as a key staffing partner and it will most likely lead to additional staffing opportunities. We must always be looking for ways to add value to the client.
• Clear and concise job descriptions. Making a good hiring decision hinges upon knowing what type of person you need and the skills necessary to be successful in the role. Clients frequently carry this information around in their heads but have not thoroughly vetted the roles that they are hiring for. One of the best ways to clarify the role is to look at employees already in those roles who are the top achievers. Look at their soft and hard skills, their attitude, self-management abilities, and other key characteristics and let that determine the important areas to be sought in potential new employees.
• The interview process. What is the interview process for each of your clients? Do they know how to conduct an effective interview using behavioral questions instead of simply "yes or no" questions? Do they have more than one person conduct interviews in order to get a broader perspective of each candidate? Do they ask questions related to the company's culture to determine whether the candidate is a good fit for the organization's culture? We can certainly help our clients improve how they interview candidates and how they assess the results of those interviews.
• Management of the contingent workforce. Many times we find that the client manages our contingent workers much different (and less effective) than their own employees. In order to maximize contingent workforce productivity and engagement, clients must realize that how they manage them can make the difference between being underproductive and being highly efficient. Also, our employees need to be supervised in the same way the client's employees are when it comes to disciplinary issues. Rather than simply replacing a contingent worker the first time they have a performance or disciplinary issue, the client needs to work with them just as they do their own employees. There should be a clear and fair process for handling these matters with our employees.
• Compensation issues. As with the previous point, clients often have a different compensation scale for contingent workers as opposed to their own workforce. This creates tension and division and ultimately damages productivity. Our clients need our help in crafting a meaningful compensation plan that rewards accomplishment and gives them a path towards increased future earnings and/or a path towards becoming a regular full-time employee. 
• Retention. This is and has been an ongoing issue for employers of all sizes, and it goes well beyond just our contingent workers. Clients struggle to retain their own workforce but fail to look deeply at the reasons why people leave. We can help our clients assess the reasons for their internal turnover and help them work towards long-term solutions. Yes, it might seem like helping them reduce turnover negatively affects our future staffing opportunities, but I always believe that their is a future reward for helping clients with a current problem.

These are just some ideas that we can help our clients solve their "pain points." There are many more and I trust our ASA community will contribute to this list.

------------------------------
Jay Mattern
CEO
TerraFirma Marketing
South Bend IN
(574) 213-3855

Original Message:
Sent: 03-02-2021 18:31
From: Michelle Hodapp
Subject: What Are Our Clients Pain Points?

Hoping you'll participate!  What do you think are some of our clients biggest pain points, and how, as their staffing partners, can we resolve these issues for them?

------------------------------
Michelle Hodapp CSP
President
Excel Personnel Services
Lompoc CA
(805) 735-6723
------------------------------