The staffing process is vital to any organization as it determines the quality of its employees. While many internal factors can influence the staffing process, external factors also play a role. Some of these items are just simply outside the control of the agency and the recruiters involved in the process.
Staffing firm owners and managers, lawyers, and human resource professionals from across the country gathered in Washington, DC, this year to take part in the American Staffing Association(ASA) Staffing Law Conference, an annual event devoted to legal issues affecting the staffing industry.
At a time when staffing firms are facing monumental changes to the labor and employment law landscape, the conference attracted a record number of attendees. According to the conference there were four major issues that currently have an affect on staffing industries regardless of career area the agency focus in. Education, Economy, Government Regulations, and Public opinion, efficiency, productivity, and competitiveness as the key elements of helping put Americans back to work.
Depending on the industry, education
can have a large impact on the staffing process. In some cases, applicants must go through years of training before they can be hired. If fewer people choose to go through this educational path, it can lessen the talent pool. For example, if you need employees in a highly technological field, you might only be able to hire people with a specific degree in college. This could make it hard to find enough qualified applicants from which to choose. In some cases, the economy can also play a large role in the staffing process for an agency
. For example, if the economy is poor and many other companies have laid off employees, you might have a larger-than-normal talent pool to choose from. When this happens, you may have to spend more resources than normal making sure you find the right person. You may need to have many more interviews than normal. Government regulations can also affect the hiring process for your organization. When hiring employees, you may have to abide by affirmative action and other rules. With these factors, you must consider the ethnicity of your applicants and your hires. If you do not follow the guidelines set forth by the government, you could face penalties and other consequences. These rules are designed to provide assistance to minorities, but they can make the hiring process more complicated. When you are involved in the staffing process, public opinion might play a role in it as well. For example, if you are in an industry that is perceived as not being a solid opportunity for employees, you may not have many applicants to choose from. Most employees want to be an industry that is growing and on the way up. For example, if you are trying to staff a company that makes cell phones or DVD players, you might have a hard time filling vacancies. Next, chief regulators from the U.S. Department of Labor, U.S. Immigration and Customs Enforcement, and the U.S. Equal Employment Opportunity Commission discussed their agencies' enforcement agendas and how their goals might affect the staffing industry as well.
The American Staffing Association helps promote workplace compliance in the areas of wage and hour rules and worker classification by emphasized that the agency's focus is on vulnerable workers, and targeting companies that "obscure the employment relationship," including staffing firms. ASA pledged to continue to discuss these concerns with regulators and educate them on not only the benefits of temporary employment, but also the high degree of ethics, professionalism, and legal compliance exhibited by ASA member companies.
Resources:
American Staffing Association: http://www.americanstaffing.net/legalandgovernment
/staffing_law_conference.cfm
Staffing.Org: http://www.staffing.org/
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