Temporary employees are a very important part of business today. Without temp employees, companies would have to spend thousands of dollars on training new-hires that are potentially not a good fit for the company. This is why companies look to temp agencies for good employees.

In order to be a successful temp, you need to take a step back and look at your personality. Temp agencies have to carefully screen candidates in order to ensure that they have reliable individuals that fit with the company they get matched with. Let's take a look at some personality traits that make for a successful temp employee.

Friendly - A temporary employee must be able to get along with others and be a team player. Such individuals often end up being hired by the company full time because this is such a strong trait to have.

Reliable - If you have a knack for showing up at work on time, and not taking days off, then you can go very far in the world of temporary employment.

Trustworthy - Employers look for individuals that they can trust to work independently.Trustworthy employees can make it easier for supervisors to run the day-to-day operations of the business, and are the first ones to get promoted when a position opens up.

Safety Conscious - A very important aspect of temporary employment is safety. Work related injuries cost businesses lots of money, and safety is something that is often stressed over and over in orientation and training videos.

These simple factors determine whether or not a candidate is temp material or not. The employees that carry these traits are valued members of a temp agency, and the companies that contract with them. If you match these personality traits, then great opportunity awaits you. In this case, don't hesitate to apply for temporary work today!

Unlike previous recession recoveries, there seems to be no quick return to hiring on permanent employees. Because of growth of technological solutions, operational effectiveness, and out-sourcing, many companies are finding that they can be more productive with fewer employees. Employers have found that they can get the job done by complementing their regular employees with temps. This gives companies the freedom to increase and decrease their workforce depending on what is needed at the time. Your people are your greatest asset but also your biggest expense. The more actively you manage the cost of your employees, the more money you’ll have to invest. Managing your staffing function isn’t just about cutting costs; it’s about giving you the ability to overcome challenges and take on new opportunities.

So here are some ideas you can utilize to enhance profits – and grow your business – through effective staffing.

Take on new opportunities.
There are probably times when you have a great idea for your business, but simply can’t implement it because you don’t have the resources. With temporary or contract workers you can access the resources you need, when you need them.

Tap into skilled talent.
Rather than trying to learn something on your own or taking tons of time to train a staff member, bring in a temporary or contract employee who already has the skills and experience you need. Once the project is complete, you don’t have to worry about the cost of another full-time employee.

Utilize temporary workers to generate revenues.
For instance, temporary workers can help you:

• Collect data and conduct market research.
• Set up sales appointments.
• Manage a seasonal surge in business.
• Fill employment gaps when an employee gets sick, goes on maternity leave, or takes a vacation.

Keep your employees focused on what they do best.
Don’t give your top talent low-level tasks to complete simply because there’s no one else to get the job done. Keep your full-time staff focused on their priorities and bring in temporary employees to manage less important duties.

Has this economy caused a set-back in your work life? For many Americans finding a job is difficult but there is a solution. Even with the deadlines being extended people are starting to run short on unemployment eligibility. For an expedient resolution between the times unemployment benefits are exhausted and finding a new job, a position as a temporary employee can be the solution.

First and foremost you start earning money immediately. Most positions require minimal training and with a little paperwork you have an income source. This is a great help when upcoming or current bills are coming due. It is difficult making ends meet when you don’t have a full time job but receiving a paycheck every Friday will eradicate a little of the burden.

Secondly being out of a job for a long period of time can make it difficult to apply for a job because you’ve lost contact with past references and your resume is becoming outdated. Temporary employees have daily interactions with supervisors at several of respectable companies. With a little hard work and effort you can make a temporary position into a resume booster and networking event.

Finally a temporary position does not necessarily stay a temporary one. Many companies use a temporary service as a source of finding full time employees. There are several instances where a temporary employee demonstrated good work ethics which positioned them for a permanent position within the company. At that point the sky is the limit with many opportunities for advancements!

Temporary agencies increase the checking account, boost your resume and are an outlet to re-enter the workforce and network. Temporary positions are a great opportunity that should not be overlooked! Have you have had experiences at a temporary job? How has it helped in the short or long term? Please share your experience we would love to hear about your success resulting from a temporary agency!

While we may not want to admit it, “recession” is the buzzword of the day. People across the country have had to do more with less, some have lost their jobs, and many companies are hesitant to hire new employees. Minnesota currently ranks 13th in the percentage of unemployed individuals at 7 percent. However, staffing companies appear to be a beacon of hope in the midst of economic crisis. Experts believe that increases in staffing employment are an indication of a rebounding economy.

For years, researchers have argued in favor of staffing firms and their ability to gauge economic vitality. Some go further to suggest that increases in staffing jobs are key indicators of an end to a recession. These times being some of the most difficult in recent memory, a favorable increase in staffing jobs can be seen as a light at the end of the tunnel. “A sustained upturn in temporary help employment would signal the end of the current recession,” note researchers on behalf of the American Staffing Association. ASA’s report further indicates that the economy would start to rebound within three months of a sustained upturn, based on statistical trends from the last three recessions.

The Bureau of Labor Statistics released welcome news earlier this month, reporting that for the period between December 2009 and January 2010, temporary employment increased by some 250,000 jobs. This increase in staffing employment makes last month the best January in over twenty years, according the BLS. Further, temporary employment has been on a steady increase since September 2009. This means companies are becoming more confident in the strength of the economy, have increased workloads, and are looking for temporary solutions to improve workflow.

Staffing firms to the rescue! Recent activity in quite a few economic sectors indicate that companies are seeking temporary workers to fulfill vital functions, notes John Henka, sales manager for Midwest Staffing. “Some of our largest clients really ramped up in January,” he said. “These companies are starting to see that we act as a buffer, allowing them to hire employees on a temporary basis with the option of becoming permanent.” John said that he has seen an increase in staffing requests in manufacturing and government sectors; the medical and food industries are also gaining considerable speed.

Whether all this spells an end to the deepest recession since the Great Depression is yet to be determined. “My hope is that the national upturn in staffing employment will have a ripple effect and a lasting impact,” said Jeff Merwin, business development specialist for Midwest Staffing. “Right now, I am planting seeds by telling clients how we can help them when things turn around.” If current trends in staffing employment continue to remain stable—and, hopefully, increase—the American economy may be well on its way to a full recovery.

Today’s companies are utilizing temporary employees more than ever before. As the number of companies utilizing a temporary workforce grows, so does the need to take a closer look at employment law in this area. The ideal way to avoid co-employment issues is to partner with an experienced staffing provider that has established policies to ensure compliance with employment laws.

What is Co-employment?

Co-employment arises in situations where two companies maintain control over an employee’s work. This typically occurs when companies utilize temporary or contingent employees as part of their workforce.

In most temporary staffing arrangements, the client is responsible for the day-to-day direction of the temporary employee, while the staffing company is responsible for all of the other employment aspects of the temporary employee’s assignment. Typically, a provider of staffing services:

1. Recruits, screens, interviews, hires, disciplines and terminates the temporary employee.
2. Maintains all necessary personnel and payroll records, including drug screens and background checks.
3. Computes wages and withholds applicable taxes.
4. Remits employee withholdings to and makes employer contributions for federal FICA and federal and state unemployment insurance payments.
5. Pays net wages directly to the temporary employee.
6. Provides Workers’ Compensation insurance coverage.
7. Resolves the temporary employee’s complaints and grievances.
8. At the request of the client, for any valid legal reason, removes the temporary employee assigned to the client.

How Midwest Staffing Helps Manage Co-employment

For the co-employment issues described above, we partner with our clients to ensure that each of us fulfills our role in the relationship with temporary employees. While client employees are regularly involved in the supervision of the actual work performed by our temporary employees, we take great care to ensure we maintain control of the employment relationship at all times. We accomplish this by adhering to a few best practices:

1. All aspects of the economic relationship with temporary employees (e.g. payroll, raises, bonuses, benefits) are administered by Midwest Staffing Group without client involvement. The client provides performance feedback to determine which temporary employees are eligible for bonuses but Midwest Staffing administers the programs.
2. All communications regarding the length or termination of employment are handled by Midwest Staffing Group without client involvement.
3. Employment-related issues that arise between temporary employees and client employees are promptly communicated by the client to Midwest Staffing Group staffing managers. This practice enables Midwest Staffing Group and the client to resolve these issues effectively.
4. We have implemented an open communication policy so that temporary employee issues are recognized early and addressed by Midwest Staffing Group staffing managers before they escalate.

By implementing the above practices, Midwest Staffing Group has been successful in avoiding co-employment issues with our clients. In addition, if issues should arise, we have the support of our experienced human resources and legal staff to advise and assist in these matters. We are committed to providing superior service to our clients in all aspects of our partnership, from properly managing co-employment risks to supplying a high quality workforce!

Temporary work or temporary employment has often been referred to as contractual, freelance, seasonal or simply as “temp” work. A common misconception can be that Temporary agencies offer positions, which are only temporary but in actuality also offer positions, which could lead to permanent placement. Temporary agencies work individually with companies and potential employees to find the most compatible pairing.

Benefits for companies working with Temp Agencies:

1. Confidence and Quality - All employees’ (temps) adhere to a thorough background check including an investigation into their criminal record. A “Temp” agency also examines the requirements and desires of a company to meet their expectations by providing a competent employee.
2. Economical - Companies, which need temporary employment to perhaps help complete a large project, or substitute for a permanent employee on a leave or vacation, do not need to pay all the benefits of a full time employee. In most cases, temporary employees receive an hourly wage and receive no insurance benefits; this of course is dependent on the longevity of the position and individual company policies. Once the job has been, fulfilled companies release the “temp” without the added expense of paying unemployment fees, which would be required by “laying off” a permanent employee.
3. Flexibility - Hiring a ‘Temp’ is an excellent way to find the right employee for an available position. If you are unhappy with the performance of a ‘Temp’ finding a replacement is a simple transition. Temporary agencies deal with the hiring, the placement and the paperwork.

Benefits for employees working with Temp Agencies:

1. Flexible Hours - Employees have the flexibility to choose when and where they work. Temporary agencies work with the potential employee to find a position that best fits their schedule. Full time or part time jobs are available in the daytime, evening, or even weekends and in some cases special holiday positions are available.
2. Pay Rate - The pay can be beneficial to temps because when employers are looking to fill positions quickly they are willing to pay the extra price. Health benefits may be available depending of the longevity of the position and contingent to company policies