Utilizing Managed Services allows you to focus 100% of your resources on the mission-critical work that helps your company to achieve profitability, growth, and innovation goals. Managed Services enables you to get down to the business of doing business without having to spend your vital resources worrying about non-core functions.
What is Managed Services
Managed Services are the outsourced management of non-core functions within an organization. For example, Managed Services can be applied to an organization’s mailroom, custodial needs, and facilities maintenance. Seamless implementation of support services is our goal. To achieve this goal, EG finds and hires the right people; assigns a dedicated on-site manager who is trained to engage and motivate people; and continuously consults with clients to optimize equipment, processes, and outcomes – down to the last detail.
The breakdown of Managed Services is building teams through recruitment, candidate screening, interviewing, and onboarding. Next comes the managed processes of your day-to-day non-core functions and providing customized data reporting. Finally, the seamless implementation through streamlined, auditable processes, LEAN continuous improvement, cost control and reduction, and equipment management.
What Can Managed Services Do For You
In any company, many non-core services are critical to the overall success of an operation but can be costly, labor-intensive, and time-consuming, taking critical personnel away from performing profitable functions. A Managed Services provider takes on the responsibility of any or all of those non-core functions. This leaves your organization free to focus on those activities that build your bottom line.
Managed Service providers, Like EG Workforce Solutions, take on the entire recruitment process. This starts with finding and hiring an on-site manager who is dedicated to recruiting, training, and supporting the rest of the Managed Services staff. This on-site manager also regularly communicates with relevant personnel within your organization to optimize equipment, processes, and outcomes.
What Happens When You Implement Managed Services
When working with a qualified provider, Managed Service personnel come into your organization where they build teams, manage internal processes through the dedicated on-site manager, and implement their services. Rest assured, the transition is seamless, which gets you back to handling the business-critical aspects while knowing your non-core functions are being taken care of by top talent.
Can Managed Services be Customized?
Depending on your organization’s needs, you can tailor your Managed Services agreement to cover all the critical details of your non-core functions. This includes customized reporting, change management, and quality control. You also retain control of these non-core departments through the reporting via your Managed Services provider.
What Departments can Managed Services Cover?
Managed Services can cover a wide variety of non-core departments. Your company will want to do it’s research as different providers specialize in different areas. Departments Managed Services cover include:
– Mailrooms
– Janitorial
– Facilities Maintenance
– Data Centers
– Shuttle Operations
– Archives
– Shipping Docks
– Guest Services
– Internal Stores
– Tool Cribs
– Logistics
– Call Centers
– Document Management
Why You Need Managed Services
In our highly competitive world that demands increased efficiency, productivity, and ROI, Managed Services puts top talent in place to handle your non-core functions whenever and wherever you need. This talent is hired by the Managed Service provider’s on-site manager taking the pressure off your internal HR team.
As an outside specialist, your Managed Service provider is always seeking and recruiting top talent as well as the latest techniques and processes related to your non-core functions. This means you’re getting access to the creative and critical thinking in the departments you’d least expect – which is exactly where you need it.
Managed Services and ROI
Over the long-term, Managed Service providers keep costs down while running systems at peak efficiency. The advantages of hiring an outside provider go beyond ROI as Managed Service personnel stay in tune with the latest technologies, labor laws, and business methods. This dramatically frees up time for your HR and Operations departments and means you’re unlikely to miss an opportunity or regulatory requirements.
Keep in mind that with Managed Services, you retain all control of budget flexibility. Your organization maintains the ability to add or change your Managed Service capabilities as your business needs evolve.
EG Workforce Solutions as a Managed Services Provider
With decades of industry experience, it should come without surprise that EG Workforce Solutions has grown to be a leader in all facets of workforce solutions, including the Managed Services space. Our Managed Service clients view us as partners, an extension of their teams and brand. EG has developed and services a broad range of Managed Service plans that span a varied list of markets. To us, Managed Services begins and ends with your goals, your people, and your needs.
Is Managed Services Right for You?
In today’s complex environment, Managed Services makes business life easier, more efficient, and more profitable. It optimizes your investment in your people, processes, and systems. Most importantly, it frees you to focus valuable time, energy, and resources on the tasks and services at the heart of your business mission – the job you were meant to do.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
If you’re job searching, you might only be considering permanent positions, but, have you given any thought to the benefits of taking a temporary position? Working a temporary job offers both the short and long-term benefits you maybe haven’t thought of before. Sometimes, temporary jobs have a negative stigma attached to them, we’re going to challenge you to change your mindset and focus on the benefits associated with temporary work.
You Can Enjoy Quicker Hiring Process
Employers looking to hire temporary workers usually have a fair amount of urgency to get these positions filled quickly. This urgency means that the time to hire is often cut in half compared to the hiring process of a traditional position.
This need to hire quickly means that you can work with a recruiter, do your interview and onboarding paperwork and start working within a week or two. In some cases, you’ll be able to start your temporary job the next day!
You Get a Foot in the Door for a Permanent Position
A temporary job could also be considered as putting yourself in the right place at the right time. Temporary positions can give you a foot in the door to your area’s top companies and can potentially put you on the path for a permanent position.
If you treat your temporary assignment the same way you’d treat a traditional long-term position, your employer will take notice and this could lead to a permanent position. Here at EG Workforce Solutions, we have seen hundreds of our Field Associates work hard and have turned their temporary job into a full-time position.
It Can Help Cover Gaps in Your Resume
During the course of your career, you might have times where there will be unexpected gaps in your employment. You can use a temporary job to cover these gaps on your resume. It’s no secret many employers tend to be wary of hiring someone who has unexplained gaps in their employment history, we’ve even seen this to be true in today’s tightened labor market.
Using a temporary assignment to cover the gaps while you’re in between jobs will show potential long-term employers your hard work and dedication. Employers will see that you take your career seriously and are focused on continuing to grow your skills and experience.
You Gain Valuable and Relevant Experience
While you’re job searching for a particular role or industry but lack relevant experience, you should consider temporary work. Temporary jobs offer a variety of skills and experience for you to acquire that you can then take into a long-term position.
Working a temporary job in the industry you’d like to find long-term employment often will enable you to get valuable training and real-world experience you can learn from.
The Benefits of Temporary Jobs Are Many
When it comes to temporary work, there are a number of benefits to consider that will help you reach your career goals. Before you write off accepting a temporary job offer, consider the benefits listed above. Temporary jobs can help boost your career by providing a quicker hiring process, puts you on the path to a permanent position at coveted companies, covers gaps in your resume, and gives you the opportunity to gain relevant experience.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Every hiring manager knows how difficult it has become to recruit and hire top talent in today’s labor market. The US unemployment rate has been sitting pretty steady at 3.5%, a record low. While this is great for keeping a booming economy, it is a nightmare for hiring managers looking for good candidates. One way recruiters and HR teams can combat a dwindling active labor pool is to start targeting passive candidates. Passive candidates also offer access to higher-quality talent than what is often available in the majority of active candidates pools. We’re using our six decades of industry expertise to share how hiring managers can target and recruit passive candidates to their organizations.
What are Passive Candidates
Passive candidates are people who are currently employed but are open to leaving their position if a better opportunity comes along. They are not necessarily unhappy in their current job but could be convinced to leave that job if they feel your company can offer them more (money, PTO, benefits, work-life balance, etc.). Do not think that attracting and hiring a passive candidate will be easy though. Passive candidate recruitment requires a lot of proactive work on behalf of the hiring manager to sway them in the direction of the open position. Here’s how to do it.
Invest in the Proper Platforms
When it comes to sourcing passive candidates, investing in the right tools and platforms is crucial. These platforms include posting high-quality job descriptions on online job boards, posting on your company’s social media, running targeted recruitment campaigns on social media, and your ATS system.
Why Invest in the Proper Platforms?
Investing in these platforms will allow your HR team or recruiters to create a database of candidates that includes their names, contact info, and resume. Having this database of candidates information will allow your company to have your HR team to reach out to these candidates and start the process of recruiting.
Highlight Potential for Growth Opportunities
Passive candidates will need to know leaving their current job is going to be a better move for them. Hiring managers will need to be able to show the potential for growth opportunities should they take the position. When reaching out to passive candidates, be sure to make the message as personalized as possible and focus on the skills the passive candidates possess (per their resume) instead of hammering the list of duties and qualifications of the open position. For example, instead of explaining what skills the candidate must have, explain why the skills of the candidate would enhance the role. Additionally, passive candidates will need to have the benefits that differ from their current position and growth opportunities reinforced if they’re going to seriously consider leaving their job.
Strengthen Your Employer Brand
Why should anyone want to come work for your company? A company that has strong employer branding often has to do very little actual recruiting since top talent will naturally be drawn in. Strong employer brand is the image your company gives off to the public and usually involves good marketing, visibility of company culture, positive company reviews, community involvement, and upstanding brand reputation.
How to Strengthen Your Employer Brand
Start by identifying areas of weakness in your employer brand, consider things like: “How is our company perceived in the community?” “Are we active on social media?” “What are current and former employees saying about working here online?” If your employer brand needs a boost, consider implementing
– Community involvement – sponsor or co-sponsor a community event to build brand awareness.
– Allow employees to spend a portion of their time volunteering or, as a company find philanthropy opportunities.
– Create a dedicated marketing plan that includes digital and traditional methods of building brand awareness
– Implement a “culture by design” model to strengthen your company’s internal culture.
– Encourage employees to maintain a healthy work-life balance.
Key Passive Candidate Takeaways
The bottom line is that targeting passive candidates is not going to be easy. It takes a lot of work on behalf of your company’s recruitment team since these candidates aren’t actively engaged in a job search. Reaching out to these candidates is an often untapped talent pool that companies can learn to take advantage of, and can be successful at if done correctly.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
In today’s ever-increasing, digital-centric world, even social media platforms have become a place to search, apply, and find jobs. Recent studies have shown about 92% of companies are using social media to hire talent. Social media is a powerful tool to add to your job search arsenal if you know how to leverage it correctly. If you’re considering using your social media to job search, you’ll want to follow these tips to ensure you make a great impression on the hiring manager.
Audit Your Account
This one should be pretty obvious, but we’d be remiss if we didn’t cover it. Before you start applying for jobs via social media, make sure your account is squeaky clean. Perform an audit of your account and remove any content a hiring manager might find inappropriate or offensive. This can include insensitive memes, offensive language, or suggestive photos. One basic rule of thumb to follow is, “would you want your grandma to see this?”
It’s also a good practice to make sure you’re using your real legal name on your account. This looks more professional and makes it easier for hiring managers to find your account(s). Stay away from nicknames to make sure the name on your application matches your account.
Be Active in Groups
There are hundreds, if not thousands, of groups on both Facebook and LinkedIn that allow hiring managers to post open jobs and job seekers to apply directly. You can search for groups in your area and for what types of industries interest you and join them. This access lets you not only apply to jobs but also connect with recruiters and hiring managers for companies you might be interested in working for.
It is important to remember to conduct yourself with as much professionalism in these groups as you would if you were applying or networking in person.
Be a Thought Leader
When it comes to posting and sharing content on social media, be a thought leader. Hiring managers and recruiters will take notice if they can see your profiles have actively been sharing and engaging in relevant content. To do this effectively, refrain from sharing only your own things. Show you have knowledge or skills in a particular area by finding content provided by other experts to share and engage with.
You can also situate yourself as a thought leader by following other job search experts. Not only will you add more credibility to your account, but you’ll also gain insight on their expertise while job searching yourself!
Be Yourself
Through it all, be sure to remain authentic to who you are. Yes, it is crucial to do this professionally, but hiring managers want to see your personality as well. Leveraging social media in your job search shows you’re a smart, savvy job seeker who’s willing to adapt to the new frontiers of hiring. Take full advantage of companies looking for talent on social media by following the above tips.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.