Where Are All the Temps Going? How to Make a Hiring Plan After Peak Season

HMG Success on October 7, 2026

As the busy season comes to a close, seasonal and temporary employees may be leaving to head back to college or to take other permanent jobs. This can reduce your staff dramatically, which can take a toll on the business and the employees who are left behind. How can you design a hiring plan after the peak season that supports year-round growth and new opportunities to bring on at least a portion of your temps? Here are some helpful tips to accomplish this.

1. Communicate with your temp agency in advance of your hiring goals

The sooner you can let your temporary agency know you intend to hire some of your seasonal workers on permanently, the better. This helps the temp agency screen all employees to find out if they are looking for something for now or for the long term.

2. Provide rewarding projects that challenge seasonal workers

One of the ways to identify employees who may be suitable for long-term hiring needs is to assign tasks and projects that challenge them. This often brings out the leaders in each group of temps, who may be looking for better work opportunities in the future.

3. Understand the skill and knowledge gaps you have

Your seasonal employees may possess the right skills and knowledge that you need to plan your staffing after the peak season passes by. Conduct a thorough analysis of the present skills of your team to find out where there are gaps. Then offer employment opportunities to your seasonal workers who have the right skills to close these gaps.

4. Offer to rehire seasonal workers for next year

You can plan your hiring by offering to rehire the seasonal workers who perform well and who express an interest in coming back again next year. Consider that some of your seasonal workers will be college students who will be looking for careers once they graduate. The sooner you can get them to commit to coming back, the better for your business.

5. Give seasonal workers an incentive to stay employed

If you want to hire at least a portion of your seasonal workers who have done well, you can also offer a sign-on bonus for those who accept permanent placement with your company. Try offering some employment perks too, like benefits and a new office environment to work in.

Use the above tips to help retain your best seasonal workers and boost your company growth as part of a smart recruitment plan. You can secure top seasonal and temp workers from Advance Staffing Solutions.

The Secret Key to Employee Development

HMG Success on October 7, 2026

Employee development is an important part of a business being successful, and it is also a hot topic right now. Companies are constantly looking for new ways to develop their employees into leaders, so they can promote them to management positions. Having employees who can move up the corporate ladder at the same company is a major goal of companies today. There is a secret key to employee development that can help almost any company solve this problem.

Change the Employee Performance Review

A common way to improve employee development at your company is to change the employee performance review. You do not have to change the review entirely, but it should be edited or altered in a way that the review is not just about evaluating the employee.

Even though most of a performance review involves discussing what the employee did wrong, or needs to improve upon, it also includes discussing what the employee did correctly. During the part of the evaluation where you discuss the positive aspects of the employee’s performance, be sure to talk about how they can develop within your company.

What’s In It for the Employee?

If you are considering changing the employee performance review, you must ask this question: What’s in it for the employee? Based on the job the employee has now, the track they can take within your organization, and how much experience they have, you can now determine the best method of development for the employee.

Tell employees during their review that the company is dedicated to their development and will help them develop in their career. Have a plan ready to discuss, because the employee is going to want to know what’s in it for them. The employee will want to learn something right now that they will be able to keep with them and use the rest of their career.

Find Out What the Employee Wants

Another option you have during the performance review is to find out what the employee wants. Maybe they have been thinking about career development and have an idea, but have not spoken up about it yet. If this is the case, the employee will be able to discuss their development idea with management or HR during the performance review. It is quite possible that the idea the employee has is right in line with the plan the company wants to implement.

In order to better develop your employees, think about changing the performance review to include discussions about development with each employee. Outline goals during the discussion and make sure employees know they are valued.

When is the Right Time to Start Planning Your Hiring?

HMG Success on October 7, 2026

Running a company is incredibly difficult, and one of the most important parts of it is hiring new employees. Many companies tend to wonder when the right time is for planning the next round of hiring. The simple answer is … now! Companies need to put together their hiring plans as soon as possible in order to prepare for unexpected staffing needs. The sooner you have the plan created, the easier it will be to implement the plan when the times comes. Below, we will discuss when the right time is and how to create that plan.

Look at the Present Workforce

When you begin to put together a hiring plan, take a long look at your present workforce. There is nothing written in stone that you need to find a new employee from outside the organization. In fact, there might be some diamonds in the rough within your current workforce. Give a current employee a chance to improve their skills by promoting them to an open position that you might otherwise fill from outside the company. Invest in the job satisfaction of your current employees in order to put together a plan that helps you find future employees based on collaboration.

Develop a Plan That Meets Two Needs

Your hiring plan must meet two different needs for your company. Those two needs are staffing for the present and staffing for how you see your company growing in the future. When you have a hiring plan in place, you make it easier to deal with the risks and costs of hiring part-time, full-time, permanent, temporary or temp-to-hire employees. Your hiring plan will be able to ensure that hiring is consistent across all of the departments within the company. The plan needs to have a process for hiring in the present and in the future when you need to expand.

Perform an Analysis of Jobs at Your Company

An important part of putting together a hiring plan is to perform an analysis of the jobs at your company right now. Even though a job might open up, does it need to be filled immediately? Take a look at how it might fit into your company’s plans in the near future. How did the job fit into the company’s plans in the past? Was the job more effective in the past? Will it be more effective if it is altered in the future? Take a long, hard look at all of the jobs at your company and analyze them when putting together a hiring plan.

The definitive answer to the question posed in the title of this article is that now is the right time to start planning your hiring. The longer you wait, the more difficult it will be to find new talent.

5 Reasons Why Happy Employees are Better Employees

HMG Success on October 7, 2026

Is a happier workforce somehow better? Many workplace experts believe so. A recent PayScale report indicates that as many as 70 percent of American employees currently working are unhappy and unfulfilled at work. This leads to several problems, including high employee turnover rates and low productivity levels. This is costing businesses billions of dollars in lost revenues.

In this article, we will talk about the matter of employee happiness and give five reasons why a happy workforce adds up to better employees.

Reason 1. Employees produce 10 percent more work when they are happy

A University of Warwick (UK) study showed that when workers were happy and satisfied with their jobs, productivity increased by as much as 10 to 12 percent over previous levels of job performance. This means that if your workers are happy, they are more engaged and probably working harder to achieve their goals. The company ultimately benefits from this effort.

Reason 2. Happy employees tend to stick around longer than unhappy ones

As stated earlier, the PayScale report indicated that happy employees are getting to be harder to create. When employees are given the right compensation, rewarding tasks, and opportunities to shine, they are more apt to stay in there for the long haul. Loyal employees equate to greater employee retention rates and the chance to get some ROI from recruitment efforts.

Reason 3. Engaged employees create more sales revenues for the company

A Gallup poll published in a popular psychology journal indicated that employees who are happy and engaged in their jobs tend to generate more sales revenues over time for the companies they work for – as much as $300 billion in the year studied. The very perception of working for a great company creates more favorable attitudes towards promoting the company, and this includes backing up company offerings to get more sales.

Reason 4. Happy employees tend to infect the organization with more happy employees

When employees are happy and they show it at work, this tends to reflect on the corporate culture. Humans are more apt to follow their peers. A positive attitude and performance of even a single employee encourages others to feel the same way.

Reason 5. Happy employees help to bring in other happy employees through referrals

If employees are truly happy in their jobs, they are usually willing to refer their colleagues to the company. This means your company can gain access to some of the best passive candidates out there, without as much of the work that goes into sourcing them.

Take steps to find out what makes your employees happy, put effort into creating a better corporate culture, and your organization can benefit from the above perks.

What Costs More – Overtime or Additional Help?

HMG Success on October 7, 2026

Most companies make an effort to try and control staffing costs in order to get the highest return on investment. Unfortunately, sometimes the work necessitates extending work hours of hourly employees. When this happens, the company may face higher than normal overtime costs. If your company is concerned with the rising use of overtime, you may be wondering if bringing in additional help can reduce these expenses?

The simple answer is, “Yes”. To explain further, let’s take a look at how bringing in additional help can support a more balanced staffing budget.

Determine your actual staffing needs

Before you start hiring additional people, you’ll want to understand the reasons for the increased need of workers. This demand may be temporary, seasonal, or permanent. For example, if you are in experiencing a sudden increase in the number of orders placed by customers could it be because of a new product line? Or is the surge as a result of a temporary trend or a busy season? Consider if the increased need for staff will fall back to normal levels in a few weeks or months, or if you anticipate a study increase.

Do the comparison math

Each job can and will differ, but it is possible to conduct a mathematical comparison of overtime vs. temporary staffers. To do this, choose a job type and calculate the actual annual cost of a new hire. Be sure to include the annual salary, recruitment costs, on boarding and training fees, as well as benefits for this new hire. Now compare this total with the annual cost of overtime for each hourly employee who will work 40+ hours during the peak season or project. Remember each person will provide the same tasks.

To calculate the cost of hiring a temp employee, calculate the annual cost of the new hire at the temporary services rate sans the overtime costs. Also subtract the cost of benefits and recruitment these because the agency will take care of this for you at no additional cost. Subtract the temporary employee total from the overtime employee total to get an idea of the savings. This is the savings for each temporary employee that you bring on instead of paying for overtime.

Performance factors to consider

Outside of the math, there are some other things to consider when deciding between paying overtime and hiring temps. When employees are forced to work more than 40 hours on a regular basis, this can lead to an overall drop in morale, productivity, and employee engagement. In other words, the employees that you have currently may be dealing with the stress and overwhelm of having to take on extra work all the time. Left unchecked, this can cause employee absenteeism, turnover and even more workplace injuries. When you hire temps you have fresh people on board who are willing to work hard to maintain productivity levels without risking your best people.

Give a staffing agency a call today and let them help you better manage your staffing costs through a custom temporary staffing plan.

Are You Facing an Internal Job Interview?

HMG Success on October 7, 2026

Interviewing for a job can be very stressful. Combine that with the fact that you might already know the interviewer, and the stress level can be extreme. An internal job interview with someone you have worked alongside – or for – over the past handful of years can be daunting. The interviewer already knows your work ethic, your experience and how you fit into the company’s culture. These items can either work for or against you. Below, we will provide you with the tips on how to handle an internal job interview.

Never Take the Interview Too Casually

An important piece of advice for those taking part in an internal interview is that it should never be taken lightly. Just because you know the interviewer, or have worked alongside them in your position, it does not mean you should joke around or be unprofessional. If the interviewer seems relaxed, you can relax too, but only to a point.

Do not slouch in the chair, fail to shave that morning or come unprepared to discuss the job. Make sure you perform your research into the job, have a copy of your resume, and come prepared to provide examples of success from your career with the company.

Avoid Negatives and Complaining

It is an important tip to avoid complaining during a job interview, but this is especially important when interviewing for an internal position with your current employer. Even though you might be interviewed by a co-worker or a supervisor from another department, you should never complain about the company, your current supervisor or any co-workers. This will only come back to bite you, and could lead to you not being promoted. If you feel the need to complain, spin it into a positive by making sure you name something you and your co-workers could do better in order to be more productive while on the job.

Prepare for Difficult Questions

As with any job interview, there will be difficult questions. But, some of the most difficult questions can be asked during an internal job interview. When you first interviewed to work at the company, your resume and career goals were much different. Make sure you update your resume and be able to explain what your career goals are now. Prepare to answer questions about shifting job responsibilities and objectives, especially if they will be a major change from what you are doing right now.

Check Your Skills

Prior to the internal job interview, make sure you check your skills. Perform a skills retrospective to determine which skills you already have and which ones you will need for the new job, if hired. Try to acquire some of those new skills prior to the interview, or even during the hiring process, to show the company how dedicated you are. Back up your claims with actual projects you’ve worked on, certifications you’ve earned, and a good word from your current supervisor.

When you follow the above tips, you will be able to confidently handle the internal interview and land a new career to climb the corporate ladder.

Exit Interviews: Do you know why your employees are leaving?

HMG Success on October 7, 2026

Employees leave companies for many different reasons, but sometimes the HR team won’t be able to explain why past employees left. In some cases, employees leave for better advancement opportunities or because they are not happy with their current employer. The only way a company can know or learn why employees are leaving is by taking advantage of the exit interview, and then learning from this feedback.

Encourage Honesty

The next time you hold an exit interview, make sure you encourage honesty on the part of the employee who is leaving the company. Few employees will be brutally honesty during an exit interview, especially when leaving smaller companies, because they do not want to hurt anyone’s feelings. Try to encourage honesty as much as possible so the employee explains the exact reasons why they decided to leave.

Ask These Questions

The following questions should be asked of the employee during an exit interview:

What will you get from your new employer that you didn’t get from us?
How do you feel things went here for you?
How are your career goals being fulfilled at your new job?
Can you give us any suggestions for improvement?
Would you like to be notified of any opportunities here in the future?
Is there anything we could have done to prevent you from leaving?
In what areas did we come up short?

Reveal Undiscovered Problems

For all you know, there could be some major problems hiding at your company. The only way you can find out about these problems is via the exit interview. The questions from the previous section could help to reveal these problems, which could include issues with the culture and competition that continues to aggressively recruit your talent. An outgoing employee will be able to shed light on these issues and much more if you ask the right questions and encourage honesty.

Make Appropriate Changes

Once you conduct the exit interview, you should begin to make appropriate changes to the company. This could include improving the company’s culture, offering better benefits, increasing salaries and offering more opportunities for advancement.

Companies need to know why their employees leave for other opportunities. They also need to know if an issue at the office led to the employee searching for a new job. The exit interview is the perfect time to find out this information.

What To Say to Your Workforce, Instead of “I Don’t Know!”

HMG Success on October 7, 2026

There are times in a manager’s career when a lack of enough information may leave no other answer but “I don’t know” to subordinates. However, this is not a good phrase to use because it takes away from the management role. How? Employees need strong leadership, so a wishy washy answer that implies the leader is really not in control of the situation leaves them feeling confused and worried. In order to maintain your status as a leader, you need some other ways of expressing yourself without saying you don’t know. Here are some other things you can say.

“This is what I know, and I will have more information for you soon.”

When employees know that an immediate supervisor has their best interests in mind, they are often good with this kind of response. It shows that you are going to share what you know (and maybe share some managers-only information) and that you are going to update them as soon as possible. This conveys you have things under control and they will be the first to hear when anything new develops.

“I’m not the right person to ask about this, let’s find out who can answer your question.”

As a manager, you will never have all the information and you may not always be the go-to expert on a particular subject. This is OK. Employees are simply following the chain of command when they ask a manager about something. It’s up to you to direct them to the right resources and experts in the company for more clarity on some subjects. For example, if an employee has a benefits-related question, you will use this phrase and then walk them over to the human resource office for more support.

“I hear your concern, so give me an opportunity to get the right answer for you.”

Being a good listener and using reflective phrases like this can go a long way towards fostering good relationships with subordinates. By stating that you hear what the employee is saying, you acknowledge their concern and want to do something to help them. However, if you don’t have the right answer, which is reasonable, you are asking the employee to trust in you as a manager to get the correct information for them – something they can respect.

Use the above phrases to demonstrate your ability to lead others, without leaving them scratching their heads.

Can You Become a Respected Leader Overnight?

HMG Success on October 7, 2026

Do you dream of being an industry expert and someone who others look up to for leadership? If so, it won’t happen overnight. These things can take time. But there are some ways to fast-track your way to success. Here’s how to become a respected leader in your career.

Become a subject matter expert

Everyone is good at something, but the better you are at your job and the more knowledgeable you become, the more others will look to you for direction. Take the time to learn as much as you can about the processes and products that help you do your job, the industry updates and trends, and the people who make your industry great.

Align yourself with other leaders

As soon as you can, associate yourself with other thought leaders and become one of the pack. Attend industry association meetings and networking groups in the local business community. Network on social media groups. Elevate yourself through credentials and partnerships. Most of all, gain a mentor who you will be like someday.

Demonstrate leadership ability

If you want to be seen as a leader, then you must act like one. Find ways to stand out among your peers at work. Rise up to challenges and take on new responsibilities. Take the time to teach others what you know, when they ask. Demonstrate that you have what it takes to be a leader on your team. Learn to be a powerful speaker and presenter. Think about ways to solve problems and make your boss and co-workers look good.

Think beyond the four walls of your workplace

True leaders have a strong sense of community and the impact they are having on the rest of the world. Find a cause you believe in and support it. Volunteer once in a while and see how good it makes you feel and how you stand up for something good. The world needs more leaders, and it’s time to take your place.

By using the above methods, you can elevate yourself to leadership status in very little time. Be strategic and consistent with how you present yourself.

Advance Staffing Solutions Can Help You Succeed in the New Year

HMG Success on October 7, 2026

Employers in the northwest Ohio and southeast Michigan regions – listen up! 2016 can be an outstanding year for your staffing and recruitment goals. Maybe last year wasn’t so stellar and you have discovered some skill gaps, have lost a few great employees, or are ready to expand operations now. There’s no need to go it alone. Advance Staffing Solutions has the solutions to help your organization succeed in the New Year.

Here’s a rundown of the recruitment services and support we offer at Advance Staffing Solutions:

• 24/7 live staffing support from a team of experienced and committed recruitment professionals. Your business doesn’t top at 5 pm, so why settle for anything less?
• On-demand staffing support for short term and long term needs. Got a staffing emergency or need last minute help for a special project? No problem – just get in touch!
• Let us send a staffing coordinator to work onsite to manage your temporary workforce. No more worry over how to augment your current team with temps – we can handle all the responsibility for you.
• Strategic support for your human resource functions. When you outsource to Advance Staffing Solutions, you can count on us to help you streamline your HR operations so that you get the maximum ROI.
• Human resources consulting is just a phone call away. Advance Staffing Solutions offers HR consulting and guidance on any area of your personnel department. From workforce training and optimizing skills to recruitment, retention and employee engagement support – we can handle it all.
• Candidate screening is our specialty. Advance Staffing Solutions pre-screens all candidates using a secure system and we have risk management in mind. Our process includes resume screening, interviewing, personal background checks, skills testing, reference checks, criminal check, and drug and alcohol testing. We can even coordinate your interview schedule.
• Outplacement services for departing employees are simple. Advance Staffing Solutions offers career counseling, testing, assessments, training, interview coaching, and referrals to help employees who are leaving to prepare for their next career adventure.
• Professional Employer Organization (PEO) and payroll management is a snap. We can provide payroll and benefit administration services to your company, so that the liability is shouldered by our company and not yours.
• Flexible staffing solutions include direct placement, temp to perm, and temporary assistance. Let us source and screen the perfect candidates for your company so that you can reach corporate goals this year.

Get in touch with the caring staffing professionals at Advance Staffing Solutions today for more information about these services and more.

New Year, Same Old Hiring Mistakes!

HMG Success on October 7, 2026

As the saying goes, “Old habits die hard”. This is very true when it comes to many aspects of business, including recruitment practices. Oftentimes the HR team or the recruitment team goes into a New Year wanting to do things better, but keeps falling into the same old ways of doing things. The problem is at this takes away from the effectiveness of the recruitment team and can actually put your company at risk. In order to improve processes this year, here are some recruiting and interviewing behaviors to leave behind.

Not conducting a thorough background check

One of the biggest hiring mistakes that companies can make is not conducting a thorough background check for every single applicant. You cannot take a candidate at face value no matter how professional they look or act during the interview — they could be hiding things in their history. Take the time to call all career references and verify work history and character. Criminal background checks are a must. Failure to do so can put your company at risk and it also caused harm to other employees.

Forgetting to follow up with candidates

Another bad habit to shake in the New Year is forgetting to follow up with candidates. Whether they have applied for a job online or they have been screened by phone for a particular job, please take the time to follow up with candidates at least with a courtesy email. It’s not fair to leave people hanging and it is a measure of goodwill when you respect candidates enough to follow up with them and give them a status update. This goes for sending out rejection letters too.

Selecting candidates based on skills only

It can be tempting to just hire people based on the skills that they list on their resume and those that are proven through assessment tests, but this leaves out a large chunk of candidates who may be otherwise qualified and perfect for a position because of their personalities. Work with a staffing agency to assess the personality and culture event of every candidate before you toss them into the rejection pile.

Hiring under pressure instead of planning staffing needs

Human resources is not meant to put out the fires in our organizations. But often times we find ourselves in the position of having to scramble around to replace a lost employee or to find a large number of workers to cover busy seasons. To make better use of our time and energy it’s important that we develop the habit of planning out our staffing needs by staying in touch with our point of contact managers. By planning ahead it’s possible to augment current staff with temporary workers and create a true succession strategy.

How to Quantify the Real Value of Your Workforce

HMG Success on October 7, 2026

In the world of human resources, it’s hard to put a number on certain aspects of the personnel management game. Typically, businesses can be slow to adopt HR metrics and it can be difficult to quantify certain strategies in HR. But as HR professionals, it is up to us to make a case for the decision that we make each day in the office. Here’s how to quantify your workforce.

Experts advise that it’s best to focus on three core areas of the workforce that impact the bottom lie the most – all related to hiring and retaining the best possible employees.

Where are you sourcing the best employees for your company?

Where you are finding your new hires is a major factor in quantifying your workforce. The source of your hires needs to produce a good track record of placing high-quality employees with the right skills into the right jobs. Part of the problem with doing recruitment on your own is that decisions can be made out of haste during employee replacements or rapid growth cycles. A temporary staffing agency partner can drastically improve the quality of your workforce, and reduce the time and cost of staffing the company.

What areas or departments have the highest turnover rates?

Turnover among employees can be a sign of trouble. In fact, is can be the only sign that things are not going well with the workforce. Quantifying your human resources means nailing down the problems that are causing employee turnover. Sometimes they can be related to poor management or outdated business practices. A strong workforce is one that is actively engaged and loyal to the company. This is a valuable asset to have, and worth the effort.

Who is tracking or managing the departing employees?

Just as your company needs an onboarding program for bringing new hires in, it also needs a strategy for dealing with off boarding of departing employees. This very critical time when an employee is leaving the company can be the only opportunity to capture certain information that the company needs to quantify its workforce goals. Exit interviews are a must. Find out who is handling employees who are leaving and if there is any correlation with certain departments or managers where there is high turnover. This could be an opportunity to retrain managers on ways to keep good people instead of losing them to the competition.

When your company can quantify the value of its workforce, it will be well on its way to being a better place for employees to thrive and the company to meet its earnings goals. Partner with Advance Staffing Solutions today, and let us place top-quality candidates in your workplace!

Where Are All the Temps Going? How to Make a Hiring Plan After Peak Season

The Secret Key to Employee Development

When is the Right Time to Start Planning Your Hiring?

Look at the Present Workforce

Develop a Plan That Meets Two Needs

Perform an Analysis of Jobs at Your Company

5 Reasons Why Happy Employees are Better Employees

What Costs More – Overtime or Additional Help?

Are You Facing an Internal Job Interview?

Exit Interviews: Do you know why your employees are leaving?

What To Say to Your Workforce, Instead of “I Don’t Know!”

Advance Staffing Solutions Can Help You Succeed in the New Year

New Year, Same Old Hiring Mistakes!

How to Quantify the Real Value of Your Workforce

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