5 Ways Staffing Agencies Can Help Your Houston Small Business

As one of the top staffing agencies in Houston, we know that staffing is one of the most difficult, yet critical tasks, a business can undertake. If you have a top tier team in place, you can get more done, improve customer satisfaction, and increase profitability.

However, one bad hire can cause your entire staffing function to suffer a big blow. Hiring the wrong person for a job can lead to decreased morale and lower productivity, not to mention that it can cost you a lot of money.

So how can you avoid staffing mistakes?

By working with a reputable staffing agency in Houston. An agency has the knowledge, skills, and resources in place to help you hire the most qualified candidate for your team. They know where to look to find the top talent and know the right questions to ask to uncover weaknesses.

That said, a staffing agency can do more than just help you avoid hiring mistakes. Here’s a look at four other ways an agency can help your small business:

1. A Staffing Agency Can Help You Save Money

While there is obviously a cost to working with a staffing agency, you can actually save money in the long run. Rather than having to implement an expensive recruitment campaign, as well as develop your own screening, interviewing, and testing processes, you can hire an agency that has the knowledge, experience, and processes in place to perform these tasks more efficiently.

2. A Staffing Agency Can Help You Save Time

When an employee quits, you can quickly lose productivity until you fill the position, especially if they give you less than a few weeks notice. But most staffing agencies have a candidate database with pre-screened and qualified individuals they can tap into to speed up the hiring process for you.

3. A Staffing Agency Can Help You Avoid Hiring Hassles

If you’re like many small businesses, you don’t have a dedicated HR department. Or you may have an HR professional on staff who is already busy with many duties, like handling benefits and payroll.

If this is the case, a staffing agency can take on the many time-consuming hassles associated with hiring, including recruiting, screening, interviewing, conducting background checks, verifying references, and conducting skills testing – and then send only a handful of highly qualified candidates to you.

4. A Staffing Agency Can Improve Your Flexibility

While a staffing agency can give you access to candidates for full-time positions, they can also help fill temporary job openings, as well. So if your company experiences busy seasons or you have an employee going on an extended leave, you can leverage the power of temporary staffing to ensure you have the right people in place…when you need them.

So what can Murray Resources do for your small business? Give us a call. Together, we can explore staffing solutions that can help you more easily manage your staffing function – and help your company grow. Contact us today.

How Loyal Are Your Employees?

Less than you might think.

In fact, according to a recent MetLife study, only 44% of small business employees feel loyal toward the company they worked for in 2010. That might not sound so bad, until you consider the fact that that number is down from 62% in 2008.

So why the drastic drop?

While there were a variety of reasons stated, the primary one was dissatisfaction with employee benefits. Approximately 50% of those surveyed who are not very satisfied with their benefits hoped to be working for another employer. On the other hand, 72% of those who were very satisfied with their benefits also felt a very strong sense of loyalty to their employer.

But, according to data gleaned from the survey, when it comes to benefits programs, it’s not necessarily about spending more in order to achieve more loyalty. It’s about optimizing your offerings, understanding your employees’ needs, and communicating openly and often.

Offering Non-Medical Benefits

The study showed that about half of the employees surveyed found it important to offer a comprehensive benefits program that included access to life, dental, and disability insurance, even if the employees themselves had to pay all of the costs. Wellness programs were another benefit that employees expressed serious interest in.

Understanding What’s Important to Your Employees

There seems to be a gap between what drives loyalty for employees and what employers think drives loyalty. For example, 38% of employers believe that retirement benefits are important loyalty drivers, while 64% of employees believe they are. Quite a difference!

What’s more is that in this economy, the stress of struggling with financial concerns has taken a toll on many employees, contributing to a rise in health-related costs and a decrease in employee productivity. As a result, 52% of employees reported being interested in receiving financial information and advice through a workplace education program.

Ramping Up Communication Efforts

According to the study, approximately 55% of all employees do not find their benefits materials to be clear and comprehensive. In addition, only about one in four were satisfied with their benefits communications. Among the changes employees wanted to see most were:

• Information available on the Internet
• More frequent communication
• Information tailored to life events

While changing the way you communicate about benefits may not seem like a major priority, it can have a big impact. In fact, it can be the difference between benefits that are clearly understood and valued, and benefits that are overlooked or underutilized.

The bottom line is that in this economy, employee loyalty is more important than ever – especially among your star performers. However, if you are experiencing more turnover than you’d like, Murray Resources is here to help. As one of Houston’s premier staffing firms, we can partner with you to not only attract and hire the best talent, but also develop strategies for reducing turnover and maintaining employee loyalty. Contact us to learn more.

Can You Fire an Employee for Their Appearance?

As Houston recruiters, we saw in the news recently that a woman filed a lawsuit claiming age discrimination against her former Houston employer stating she was let go because she refused to dye her gray hair. In the suit, the woman said that her manager told her to amp up her image and dye her gray hair because the firm was moving to new headquarters and wanted to present a more upscale image. When she refused, she was fired and a younger woman was hired.

The employer, however, is calling her lawsuit baseless and said she was fired because a customer no longer wanted to do business with her. In addition, they stated they have three current employees who are older than the woman filing the suit.

Whatever the case may be, the question remains: Can you legally fire an employee for their appearance?

If the employee in question is violating the company’s stated dress codes, and those dress codes aren’t discriminatory, then yes, you may be able to.

For instance, according to a 2006 ruling, the U.S. 9th Circuit Court of Appeals upheld the termination of a casino bartender who refused to wear makeup. According to the casino’s dress policy, female bartenders are required to wear makeup, while men are required to keep their hair and fingernails trimmed.

In fact, as Houston recruiters, we know that under the employment-at-will doctrine, an employer can generally fire a non-union employee for almost any reason or no reason at all. (For union employees, “just cause” is required.) However, under Title VII of the Civil Rights Act, some of the reasons an employer cannot terminate an employee are on the basis of race, color, religion, sex, and national origin. The Age Discrimination in Employment Act also prohibits termination on the basis of age.

So in the Houston case, if it can be proven the woman was fired because she didn’t look sufficiently youthful, then she may have a valid claim. If not, then the suit could be dismissed. Only time will tell.

What about you? Do you regulate your employees’ appearance in any way?

Is Cost Stopping You From Creating a Wellness Program at Work?

According to a recent report from the Principal Financial Well-Being Index:

• 43% of workers agreed that workplace wellness benefits motivated them to work harder and perform better;
• 28% of workers surveyed believe they’ve missed fewer days of work as a direct result of participating in a workplace wellness program; and
• 38% of workers credited workplace wellness programs for their improved energy and productivity at work.

Clearly there are many valuable benefits to be had from workplace wellness programs. Furthermore, with the rising cost of health insurance, helping your employees to improve or maintain their health just makes good business sense.

For many employers, though, the thought of creating such a program can conjure up scary images of expensive nutritionists and an in-house gym. However, creating a wellness program doesn’t have to be an over-the-top affair. In fact, by taking smaller steps over time, you can help promote a culture of wellness at work and have a positive impact on your productivity in the long run.

When it comes to wellness programs, one of the best moves you can make that will give you the most bang for your buck is to help employees quit smoking. In fact, according to the Center for Disease Control, paying for tobacco use cessation treatments is the single most cost-effective health insurance benefit – whether it includes counseling, medication, or a combination of both – that can be provided to employees.

Besides smoking cessation support, here are some other tips to help you and your employees get started on the road to a healthier lifestyle:

• Buy fruits and vegetables for the office lunchroom.
• Order salads or healthy sandwiches for working lunches, rather than pizza.
• Purchase a water cooler and place it next to the pop machine.
• Collect menus from restaurants with healthy lunch options and put them in a common area.
• Provide access to free flu shots at work. Post information about where to get free cancer screenings.
• Ensure the office is cleaned regularly and common areas are sanitized.
• Invite local health and wellness experts to come into the office to give a presentation on living healthier.
• Meet with your employees to brainstorm additional ideas for your company’s wellness program.

And if you’d like some more tips on cutting HR costs or just need some general staffing and HR help, contact Murray Resources. As a leading staffing services firm in Houston, Texas, we can help take the hassle out of hiring and human resources. Contact us today to learn more.

Should I Hire a Bookkeeper, an Accountant, or Both?

When you’re running a small business, today’s software and technology solutions have made it easier than ever to handle accounting tasks yourself. However, there are likely times when you’re uncertain if you’re doing things correctly or when these tasks are cutting into the time needed to grow your business. If that’s true for you, it may be time to hire a bookkeeper or an accountant. But which do you need?

A bookkeeper is responsible for the day-to-day accounting tasks, such as:

• Paying and submitting invoices; following up on them if necessary
• Paying bills
• Making bank deposits
• Tracking and recording company expenses and other transactions
• Ensuring new employees complete the proper paperwork for payroll
• Managing payroll

An accountant is responsible for the larger picture tasks as they relate to a company’s finances, including:

• Analyzing the numbers and offering strategic advice and guidance
• Preparing and filing company tax returns
• Preparing financial documents, such as profit and loss statements

So the answer may be that you need both. Possibly, you can hire a bookkeeper – whether full-time or part-time – and then just work with an accounting firm to handle those strategic accounting needs. Whatever the case, when you have the right team in place to handle your finances, you’ll benefit from:

• More organized records
• More accurate billing for your clients
• A better understanding of how much money you’re really making
• A better understanding of how much money you’re really spending
• More time to focus on managing employees, increasing sales, and growing your business
• Money saved from any late fees you’ve been accumulating as a result of inefficient bill paying
• Being able to make better-educated decisions about your finances and your business
• Peace of mind that comes with knowing your accounting functions are being properly handled

Whether you think you need a part-time bookkeeper, or a full-time accountant, Murray Resources can help. As one of Houston’s leading staffing agencies specializing in accounting and finance, we have the knowledge and experience to source the finest candidates for your contract and full-time job openings. Contact us today to learn more.

Should You Offer Health Savings Accounts to Your Employees?

As a staffing services firms serving Houston, Texas, we understand that dealing with the cost of health insurance has become an expensive issue for many local employers. Case in point. Since 2002, the cost of healthcare in the U.S. for a family of four has doubled from just over $9,000 to more than $19,000, according to the Milliman Medical Index. To cope with this exploding growth, some employers are now turning to Health Savings Accounts (HSAs).

What is an HSA?

Simply put, HSAs are like savings accounts, except that the money in them is used for medical expenses. Unlike savings accounts, though, an HSA must be used in conjunction with a high deductible health insurance policy, according to Treasury Department regulations. The money put away in the HSA is then used for medical expenses until the high deductible is met. Unused funds remain in the account and earn interest tax-free.

While there are certainly advantages to HSAs, there are drawbacks as well. So before you decide to make the switch to an HSA plan for your employees, make sure you carefully weigh the risks and rewards.

Benefits of HSAs

• High-deductible health plans typically have lower premiums than other health insurance plans.
• If an employee doesn’t use the funds one year, that money will be rolled over to the next year, unlike many flex plan accounts where if you don’t use the money by a certain date, you lose it.
• Funds deposited into an HSA account are exempt from federal income tax as long as that money is used for qualified healthcare expenses. However, after the age of 64, funds can be withdrawn from the account and used for any purpose.
• All HSA funds are portable (whether deposited by the employee or by the employer), meaning an employee can keep their HSA even if they change jobs.

Disadvantages of HSAs

• As stated above, employees have to enroll in a high deductible health plan to qualify for an HSA. As a result, they have higher out-of-pocket healthcare expenses to pay.
• If the money in the HSA is used for something other than qualified healthcare expenses (until the age of 64), those funds are added to the employee’s gross income and are taxable.
• The IRS limits how much an employee or employer can contribute in a given year; limits are adjusted annually. In 2011, for instance, the maximum contribution is $3,050 for an individual and $6,150 for a family.
• If employers don’t contribute, employees have to be diligent about saving enough money. Otherwise, the account won’t be adequately funded, a problem if an employee’s medical costs exceed the HSA balance.

If you’d like additional help dealing with HR- and staffing-related issues, please contact Murray Resources. Our Houston, Texas staffing services firm can offer the knowledge and solutions to help you successfully manage your staffing & HR function.

Preparing the Job Offer: Do It Right So You Don’t Get Burned

As a Houston, Texas staffing agency with more than 20 years experience, we know you need to be especially careful when interviewing candidates and extending job offers in today’s litigious society. It might be hard to believe, but making statements that aren’t fully realized – such as “if you’re successful, you could earn up to $150,000” – can be grounds for a lawsuit by a disgruntled employee.

While you always want to position your Houston company and your job opening in the most positive light, you also want to ensure you don’t misrepresent or over-state the opportunity. To protect yourself from legal pitfalls, here are some suggestions to help when you’re crafting a job offer:

Be specific.

In the offer letter, include specific information such as the position, location, working hours, compensation package (including salary), and start date.

Be clear.

Using vague language can land you in legal hot water because it’s open to interpretation. Cue the lawyers. So, if you’re offering to pay for a part of a new employee’s relocation expenses, for instance, include exact amounts. If you’re offering an end-of-the-year bonus, include the exact eligibility requirements.

Be consistent.

Make sure that the information you include in a job offer letter is consistent with other company documentation. For example, if you do include eligibility requirements for end-of-year-bonuses in a job offer, then make sure other company documents match what you state in the offer letter.

Be careful with your language.

Don’t include language that implies job security, such as “permanent position” or “our company hasn’t experienced layoffs in recent times.” In addition, be clear that the job offer is contingent upon factors such as regular drug testing, security clearance, etc.

Be sure to emphasize employment-at-will.

Texas is an “employment-at-will” state. That means unless there is a written and signed contract, the agreement to pay an individual for work performed is for no specific period of time and can be terminated by either party with or without just cause or with or without notice. To protect your company, make sure you stress these rights.

Don’t let a poorly written job offer get you into trouble. With some preparation, you can make sure both parties are on the same page and protect yourself from legal issues in the future. If you’d like some help with this process, or with the recruiting and hiring process in general, please contact Murray Resources. As one of Houston’s top staffing agencies, we have the experience and expertise to help you find and hire the talent you need.

Stress Busters: 7 Tips for Effective Time Management

Overwhelmed by the number of projects you have at work? Feel like the days fly by without getting anything done due to distractions and interruptions? As Houston recruiters, we know that if this is the case, your productivity could be decreasing, while your stress level is on the rise, which can impact your overall health. In fact, according to the American Medical Association, stress can be linked to approximately 80-85% of all medical conditions and illnesses.

Here are some ideas to help you get back on track, manage your time better, and reduce stress. Don’t try every single one at once. That may stress you out even further! Instead, adapt one or two ideas for a few weeks to see how they work. If things go well, consider adapting others.

1. Evaluate how you’re spending time.

Track your time for one day. Record everything you do between work hours, from the commute to checking emails. What you find out could be surprising. For instance, if you’re spending more time than you thought in your car during the commute, can you take a bus or ride the train instead and get some work done on your way to the office?

2. Prioritize tasks.

It sounds simple enough, but are you really prioritizing each task in your day? If not, you could be scrambling at the last minute to get important projects done. One way to prioritize is to make two lists everyday. One that includes “must do” activities and the other that includes the activities you’d “like to get done.” Not only will you feel more in control, but you’ll minimize conflicts and the need to rush around.

3. Break tasks up.

One gigantic task could leave you feeling uncertain of where to begin. Instead, break the task up into smaller, more manageable pieces and set a reasonable time limit for getting each task done.

4. Learn to say “no.”

If you’re already feeling overworked and overwhelmed, then learn to set boundaries and say “no.”

5. Disconnect.

When you have a looming deadline, it’s time to disconnect and focus. That means no logging into Facebook or LinkedIn or sending out email messages.

6. Delegate tasks.

If you can, hand off certain tasks to someone else.

7. Don’t multitask.

Studies show that multi-tasking can actually make you less productive, not more. In one study, researchers at Stanford University found that students who regularly juggle high-tech activities such as checking email and text messages, and surfing the Internet pay less attention, have trouble remembering what they’ve seen, and are less adept at switching from one task to another. So focus on doing one task at a time – and do it really well.

If part of your stress is due to a job search, Murray Resources can help. As top Houston recruiters, we can give you access to leading employers and job opportunities in and around the Houston area. Contact us today to learn more.

Attracting Generation Y to Your Workplace

As baby-boomers start retiring, many companies in Houston, Texas – and beyond – may begin experiencing a shortage in qualified employees. More and more, they’ll need to look to Generation Y (those in their 20s and early 30s) to fill the talent gap. But these young professionals are looking for different things in an employer than previous generations. So what are they?

Career advancement

Today’s young professionals want someone to help guide them through the beginning years of their careers. They want to be coached or mentored. They also want feedback on their strengths and areas that need improvement.

Flexible schedule

Obviously, competitive pay is important to every worker. But Generation Y professionals also place a lot of value on a healthy work-life balance. So offering perks such as flex time or the ability to work from home a certain number of days a week will go a long way in attracting these young professionals.

High-tech environment

Many of these young professionals are tech savvy, having grown up with the Internet. And they value access to state-of-the-art technology in their work environment.

Challenging assignments

One of the primary reasons Generation Y’ers leave their jobs is due to boredom. So keep them interested by offering more challenging assignments and added responsibility.

Opportunities to give back

Many young professionals want to make a difference. So by offering an opportunity to give back, such as through a corporate volunteer program, you’ll have an edge when it comes to attracting this generation of workers.

Relaxed work culture

These young professionals generally gravitate to work cultures that are more laid back, rather than formal or corporate. Businesses that have an atmosphere of teamwork and that are family friendly are typically more attractive to Gen Y’ers.

And if you need some help attracting new recruits to your company, please contact Murray Resources. As a leading staffing firm in Houston, Texas, our top priority is delivering exceptional job candidates. Contact us today to learn more.

How to Make the Most of an Exit Interview

The Bureau of Labor Statistics recently released numbers showing that in November 2010, more workers quit their jobs than were laid off. Furthermore, November was the 4th consecutive month to see an increase in the number of workers voluntarily leaving their positions.

With more and more employees exiting out of their current jobs, you may be experiencing an increase in turnover at your Houston company. While it may present a challenge, it’s also a good time for you to evaluate why employees are leaving and what you can do to prevent turnover of good employees in the future.

That said, not all employee turnover is bad. For instance, if you’re overstaffed or have a poor performer, you may actually be relieved when they give you their two-week notice.

Still, even in these cases, there’s always something to be learned from employee turnover. They way to tap into that information is by conducting an exit interview; otherwise, you could miss out on a valuable opportunity. For instance, done right, exit interviews can help you:

• Identify a problem that is causing employee turnover.
• Evaluate the effectiveness of employment and business policies and practices.
• Learn about what another employer is offering your soon-to-be former employee.
• Provide a positive last impression of your company to the departing employee.
• Improve your employee retention strategies and attract and retain talent in the future.

To help you conduct an effective exit interview, here is some information on what to ask and how to use the data you compile.

Questions to Ask

What you ultimately decide to ask should reflect what your primary purposes or goals are for the interview. For instance, are you simply trying to show the employee you value their input or are you trying to improve retention strategies?

Regardless, here are some common topics to help you get started:

• Reason(s) for leaving
• Compensation
• Work environment/culture
• Management and supervision
• Company employment and business practices
• Training and development opportunities
• Aspects of the employee’s new position, such as pay

Also, make sure you end the interview on a positive note, such as thanking the employee for their contribution to the company and asking for input on how to help you retain existing talent in the future. If the employee leaves feeling valued and respected, they are less likely to talk negatively about the company.

Using the Information

Once you’ve gathered information from an interview, it’s important to feed it back to the employees and managers with whom the employee worked. But don’t just pass along the comments without providing context that will educate those involved and bring about change to problem areas. Also, don’t be surprised if employees or managers are taken aback by the information shared, especially if it’s negative. But it’s your job to frame the information in a manner that offers an opportunity for improvement.

Also be sure to deliver positive comments, as well. It’s easy to think that employees know when they’re doing a good job. But praise can go a long way in creating loyalty, improving productivity, and limiting turnover in the future.

And if you need some help dealing with employee turnover at your company, please contact Murray Resources. As a staffing services firm in Houston, we can help you find and hire skilled professionals to fill gaps in talent, as well as develop creative and effective solutions for retaining your star performers.

Contact us today to learn more about our staffing services.