Author Archives: stephaniepppllc

Worknet Staffing acquires Parks Professional Placements

We are pleased to announce our recent acquisition of Parks Professional Placements, LLC., effective November 1st 2017.  This line of business will continue to operate as Parks Professional Placements, a WORKNET Company for the near future.  Having more than 15 years of professional placement experience, Cathy Dedert will be your main point of contact and manage this endeavor, continuing to specialize in the Information Technology and Financial industries.   You may reach Cathy directly at [email protected], (o) 504-444-7302, or (c) 504-418-0943.

We’ve decided to grow the Worknet Staffing family through this acquisition as we believe this will allow us to offer you a wider array of services as the environment continues to become more and more competitive for top talent.  Parks Professional Placements embodies the same level of quality service, expertise, and core values that WORKNET Staffing embodies.

Worknet Staffing is one of the few locally owned and operated staffing companies in the Gulf South for over 30 years. Worknet is a member of the American Staffing Association (ASA), Entrepreneurs’ Organization (EO), Louisiana Association of Business & Industry (LABT),Louisiana Minority Supplier Development Council, Louisiana Staffing Association (LSA), Society for Human Resource Management (SHRM), Elmwood Business Association, Lafayette Economic Development Authority (LEDA), and Krewe of Acadiana, as well as being member of the Jefferson Chamber of Commerce, Lafayette Chamber of Commerce and a certified Minority Business Enterprise (MBE).

We thank you for your business and we look forward to continuing to build and strengthen our relationships going forward.

Joining Forces with TFI Resources

TFI-bannerParks Professional Placements, LLC is joining forces with TFI Resources(http://www.tfiresources.com) out of Houston, Texas. TFI is a national, back office service provider offering a full range of support services to recruiters in the temporary, contract, and permanent placement industry. TFI began operations in 1993 and has become the nations largest provider of back office services developed specifically for the staffing industry. Since inception, TFI has helped hundreds of independent recruiters/staffing companies expand their services, assist their client companies, and earn significant additional income. TFI provides payroll funding and a full range of back office services including payroll processing, invoicing, tax reporting, insurance, credit analysis, and collection assistance.

Outsourcing versus Insourcing

image001Outsourcing versus Insourcing, which is best for you? 

Outsourcing is a well-known concept today. It simply means to disperse job duties to outside, nonaffiliated companies on an as-needed basis or for a flat monthly fee. This practice has been accepted and implemented by many companies as a cost-saving tactic to off-load competencies to other low-cost countries.  The outsourcing market has been expanding rapidly for two reasons: bigger domestic talent pools exist outside tier-one cities and the use of videoconferencing and web meetings makes it easy to communicate from any location.

How To Retain Your Employees

How To Retain Your Employees High turnover costs business owners time and productivity.  Are you experiencing hiring pain because your current employees are leaving?  Some employees leave for family reasons, medical reasons, relocation, commuting reasons, but most leave for a better opportunity.  A better “job” opportunity can be defined as either a promotion, more pay, a company having room for advancement,  less or more work hours, a better job title , more job responsibilities, or just a different type of job all together.   The current Unemployment Rate in LA is 6.2% and in New Orleans alone it’s 7.5%.   Here are some tactics that I have seen businesses do within their organizations that help to retain employees:

  • Hosting Holiday Parties for your employees
  • Allowing a ½ day work schedule once a week or once a month
  • Allowing them to work remotely one day a week or a few days a month
  • Promote employees from within
  • Tuition and/or Certification Reimbursement
  • Offering Stock Options
  • Having Flexible Work Hours
  • Paying out Bonuses-Annual or Project Completion
  • Having a Workout Facility at the Workplace
  • Offering Daycare services at the Workplace
  • Implementing a Wellness & Fit Program
  • Conducting Lunch and Learns
  • Birthday Acknowledgments
  • Offering Dry-Cleaning Pick Up Service
  • Use Contests and Incentives to Motivate & Reward
  • Having a Casual Day per week or month
  • Inviting Employees to attend a Movie Premiere Outing Together
  • Having an Annual Trip – Paid for by employer
  • Creating an Open Floor Work Space instead of Cubicles
  • Providing Annual Raises – Average Raise goes by Cost of Living, which is usually around 4%-5%
  • Offering Better Benefit Packages – more time off or pay 50% or more of their benefits portion
  • Performance Reviews (or “Stay” Reviews): Ask questions such as: Why did you come to work here? Why have you stayed? What would make you leave? And what are your nonnegotiable issues? What about your managers? What would you change or improve?

Maybe you saw something in this list that you may NOT be doing that can be implemented within your work space.  The idea is to make their work environment more like home because they are spending 8-hours a day or more at work.  Some of these tactics also help employees better manage their busy lives.

Are you paying the best salary to your employees?

Are you paying the best salary to your employees?

Let’s face it, money can be a touchy subject.  Most employees usually want or need more money.  The issue is so sensitive that many candidates interviewing for a job are hesitant to reveal their current income for fear of overselling or underselling what they are worth.  Government and non-profit agencies often institute an established salary structure with a job description and salary range for their positions. In contrast, public companies may not have established salary structures; so where can a prospective employer look to compare salaries and be competitive within the market?