Newsletter Issue #1

Letter from President and CEO

In 2021, we continued to endure the challenges of the pandemic, but our team at AV Staffing Solutions (AVSS) rose to the occasion and provided our clients and candidates with outstanding support and guidance.

This season has been dubbed “The Great Resignation” because of the record number of people leaving their jobs, the number of employees re-evaluating what is important to them including their career, and some choosing not to go back to a traditional workplace or conventional job. This has had a rippling impact on the labor market with numerous jobs going unfilled. This lack of available talent and changing expectations of the employees have had a profound impact on how employers attract talent.

At AVSS we have developed unique solutions to help employers, including looking beyond the traditional staffing model of recruiting and getting paid a percentage of candidate salary, to partnering and serving as in-house recruiter for our clients, so we can focus on their culture, their needs, and help them to understand the current landscape to attract the best available talent. We have become a resource for our client s and candidates. The ability of AVSS to recognize current industry trends and pivot to meet our clients’ and candidates’ needs is what continues to separate us and help us achieve outstanding results. When we couple this ability with our people, our tools, and our culture, we can help transform our client’s business. We expect 2022 to be a challenging year for the labor markets, but we are here and ready to serve you.

Sincerely,

Wayne Thompson, President, and CEO

9 Potential Negatives to Using Social Media to Recruit New Hires

What’s one potential negative you see to companies using social media to recruit new hires? Why is it negative? These answers are provided by the Young Entrepreneur Council(YEC), an invite-only organization composed of the world’s most successful young entrepreneurs. YEC members represent nearly every industry, generate billions of dollars in revenue each year, and have created tens of thousands of jobs. Read More here.

In an Era where Candidates Seem Scarce, here is how AVSS is Keeping Up with Demand

by Randi Borkan

AVSS Senior Staffing Specialist

“Everything with business is timing.”  Our CEO made the statement explaining why our clients and our parent company have urgent needs to ramp up staff, only for these numbers to be adjusted.

Our clients have had more difficulty finding the right candidate for their open jobs.  They have been re-prioritizing the requirements that are needed and those that can be acquired on the job.  They are more willing to pay candidates higher salaries, offer more PTO, all ways to entice the candidate to accept the job offer.  They have seen so many candidates accept jobs, gone through background checks, only to get counteroffered by their current company or take another offer.  We are seeing candidates who worked remotely or hybrid (partially on-site and remote) not have interest in a position that is all on-site.

I have had candidates tell me, “I couldn’t turn down the offer” when they decide not to take the position.  I have heard clients tell us that job offers fell through and sometimes the candidate doesn’t even let them know, they just disappear.  The question that more companies and staffing agencies are asking candidates, “Are you in an active job search?”  “Will you work on-site?”  There is also the issue of vaccination where some offices require this.  Others tell us if we hire this field service tech, and they aren’t vaccinated, they won’t be able to go to certain client sites.

At AV Staffing Solutions, we have adjusted our vetting techniques to try and anticipate the interest level of the candidate for the client.  We customize our approach with the candidate, find out what they want from a company, from their career, get their questions answered, all to maintain the interest level while they are going through the interview process with our clients.

We find the best business practices are to listen to our clients and candidates’ needs, and to continually find best practices and processes to improve our deliverables.  We are always willing to go the extra distance, to answer questions.  This may require research and surveying clients or candidates, with the goal to provide accurate and insightful information.

With all the challenges we are facing down in the 3^rd quarter, our team still goes by the mantra to exceed expectations.  We take pride in this missive and work as a team to increase the quality of deliverables.

These companies decided to go fully remote – permanently

A CNN Business article. 

As the pandemic heads into yet another year, companies are still grappling with uncertainty in the workplace.

Many have attempted to reopen their offices, only to be stymied by new variants or outbreaks that necessitated yet another shutdown or a delayed reopening.

So some businesses are removing the guesswork altogether by deciding to remain fully remote — permanently.

Here’s what happened when these companies decide to pivot to remote work full-time.

The Ultimate Manager’s Guide to Managing Remote Teams: 12 Tips

A Dialpad blog article.

More and more companies today are building out their remote teams, and pandemic or not, remote work is growing among companies that have physical offices as well.

The thing is, remote work doesn’t exactly come with a brand new set of management challenges. In fact, many of the same principles as managing an in-office team still hold true. It’s more so the fact that certain issues get… exacerbated, shall we say? Read more.