How a Higher Minimum Wage Impacts Hiring

Two business owners sitting at a table calculating the expenses of hiring a new employee
Minimum wage is one of the most polarizing subjects in America. Regional, political and socioeconomic differences have fueled this divisive topic for decades. United States presidents have been on both sides of the argument and chances are, you have taken a strong position either way.

States are now taking the responsibility of establishing newer and higher minimum wage legislation. It’s likely these laws will be proposed time and time again no matter the election year.

But what does that mean for your business? Specifically, how would a higher minimum wage impact your hiring habits?

What Will Change When Minimum Wage Rises

Minimum wage has changed 28 times since it was first federally enacted in 1938. July 2019 will mark the 10-year anniversary of the last time it’s been raised. America is overdue for another federal increase.

Business leaders need to be ready for change. Let’s lay out the obstacles you will encounter when minimum wage rises and hiring flexibility becomes restricted.

Loss of Flexibility

Paying your workers a higher wage is going to increase your budget’s floor. This means it’s going to be difficult to create room to hire more people to fill a skill gap when budgeting for a higher minimum wage.

You need to be hyper-focused on the skills you are hiring for in your workforce. How many different tasks can a certain employee perform and how can I best utilize the skills they already possess? These are the questions you need to hone in on before sending a job post into the ether.

Recruiting services like STS Staffing can help establish these skills you’re looking for. We can also vet candidates to your standards so you can maximize the potential output of a new employee.

More Applicants to Choose From

It’s has been prophesized that the push for $15 minimum wage will not only raise prices in industries like restaurants, but employment rates will take a hit, too.

California raised its statewide minimum wage in 2017 to $10.50 and it reduced employment by 10 percent.

With more people looking for jobs, your pool of candidates is going to grow. While we tend to believe an increase in applicants is a good thing, it could ultimately make the hiring process inefficient. If minimum wage is raised, you’ll need to button down your hiring process so your job posts aren’t flooded with applications that are a waste of your time.

Different Approach to Hiring Strategy

The percentage of 16- to-19-year olds who are employed has fallen from 46% in 2000 to 30% as of last summer.

Economists David Neumark and Cortnie Shupe believe there are 3 factors behind this worrying trend:

  • Rising minimum wage
  • Increased returns on education so teenagers focus on school
  • Labor market expansion from immigrants

They found the rising minimum wage has the greatest effect.

This is important to consider for your hiring strategy. There are going to be more unskilled and inexperienced workers in your candidate pool that will work for minimum wage. Hiring someone with no experience is a risk, and an expensive risk to make if minimum wage goes up.

The onus will be on you and your leadership team to assess your hiring strategy and to determine if hiring an inexperienced worker is a risk your company is willing to make.

Starting Wage Ripple Effect

When the basement wage at your company rises, so will the rest of your wage ranges. A minimum wage worker who experiences a $3 wage hike could suddenly find themselves making as much as a tenured manager who has more experience. Now, you will have to pay your mid-level employees more, and so on. Suddenly, your budget needs to be reimagined so you stay in business.

When budgeting for a higher minimum wage, there are creative ways to work around this issue. It will be just another obstacle for your company to consider if and when minimum wage is increased.

The Higher the Minimum Wage, the Harder It Is to Hire

This is where STS Staffing comes in. When considering what will change when minimum wage rises, you need to identify the people who will be worth the money and have the skills you need to keep your business running smoothly.

We use our online skill testing service to conform to your hiring needs so you can choose the right person for the job. Regardless of if and when minimum wages rise, contact us for a quote and let us help you hire the best people for your long-term, or short-term, needs.

How You Can Speed Up Your Hiring Process

Happy business owner in a suit looking at his smartwatch next to his office window
There’s an old axiom in business and human resources which states, “Hire in haste, repent at leisure.”

I like to put it another way: Hire in haste, fire at leisure.

Business owners and executives know that, often, quick decisions are wrong decisions. With that said, there is a way to speed up the hiring process without jeopardizing the quality of the new employee.

By keeping an eye toward engaging in an accelerated plan that simply accelerates your generally prudent and deliberative decision-making criteria, let’s discuss the importance and benefits of a speedy hiring process.

I want to be clear. We’re not suggesting anyone cut corners, settle for less or avoid necessary due diligence when it comes to adding new hires.

All managers are judged by the success of whatever it is they manage. For most of us, that’s a team of people. The right addition to your team can make all the difference in elevating productivity, product and service offerings, and profitability. With this in mind, any hiring decision is a vital decision.

So, let’s dive in, and consider some questions:

1. What Are the Benefits of Speeding up Your Hiring Process?

Well, when we look at the current employment landscape, we’re seeing shortages of available candidates in all areas. From unskilled manual labor to technical personnel on up to the managerial level, there aren’t enough potential applicants.

It’s a job seeker’s market and individuals looking for work have a few potential options. Accelerating your hiring process and making a good offer to someone you consider a suitable candidate just makes sense.

2. How Do You Speed up Your Hiring Process?

Bring in your hiring team and agree on the development of a streamlined and standardized candidate vetting procedure. This isn’t to say you start from scratch and dump everything you’ve been doing — particularly if it’s been working. With the knowledge that this is a job seeker’s market in mind, everyone should understand the need to move quickly.

3. Who’s Involved?

As referenced above, having a hiring team is key. Depending on the size and needs of your organization, the team could consist of as few as 3 people, but shouldn’t go beyond 6 people.

Bear in mind here that recent data suggests that the more people involved in the hiring decision and vetting of a candidate will result in a better hire overall because you have more and varied perspectives to rely on. This is good, but don’t allow it to slow you down. Schedule interviews that include multiple team members at once, and try to have everyone involved speak to the candidate at least once during their first visit to your company.

4. I Thought You Were Going to Do That?

Once the team has a plan in place for your new speedy hiring process, make sure everyone follows through with their assigned task. If everyone agrees to move forward with the candidate, based on the first and/or second round of interviews — and don’t wait 2 weeks to schedule a second round of interviews — then a consensus needs to be reached quickly and all due diligence needs to be put into motion.

If your company requires a drug screen and/or background check upon the extension and acceptance of an offer, that should be anticipated and in-process on the day of acceptance.

Regarding the offer, make certain that all departments in your organization are on the same page and that the position has been approved and budgeted for in advance. Waiting for the department head to get back from their hike around the globe to sign off on a hire will likely result in the loss of a good candidate. With all the available employment options out there, your candidate isn’t going to sit around waiting.

5. Can I Start Next Month?

It’s a red flag when a candidate asks how much PTO they’ll get during the first interview. It should also be a red flag if a candidate wants to wait an inordinate amount of time to start their new job with your company.

A part of our speedy hiring process needs to include on-boarding the new employee quickly. If your new hire isn’t in place and productively involved in assigned tasks, then you are simply back to square one. There could also be another company out there with a better offer to entice them if they haven’t started working.

I hope I’ve sparked some ideas that will assist in reviewing your current hiring needs. To gain more perspective on the job market and getting the help you need quickly, feel free to contact our professionals who will help you find your next great hire.

8 Obvious Reasons You Need A Contingent Workforce Strategy Right Now

Business owner in a mechanic shop standing behind a laptop
In the summer of 2018, the Bureau of Labor Statistics reported that nearly 16.5 million people in the United States held contingent jobs. High profile industries such as coal and steel employed a mere 230,000. The statistics show a dramatic shift towards US businesses hiring contingent workers and a massive growth in this country’s gig economy.

The contingent workforce trend is no surprise when you think of all the money businesses are saving on the front-end during the hiring process. But there are several other obvious factors as to why modern companies should consider multiple contingent workforce strategies.

1. Safety in an Unpredictable Market

It’s no secret the US job market is flourishing right now. Unemployment is as low as it’s been in decades, and everyone seems to be hiring. But how stable is it? Having contingent workers on your payroll gives you the flexibility to manage how big your workforce is in relation to how much business is flowing in.

2. You Pay for the Work They Do — Nothing More

In business, there is always a point in the year when production slows down. Nobody seems to be busy, and you’re paying your employees to simply be at work but not actually work. Having a contingent staff allows you to pay your employees based on the amount of work there is to do.

If a big project comes through the door, hiring contingent workers based on project size will give you the flexibility to pay them until the project is over, then you can cut ties with them once work slows down.

3. Buys You Time

Contingent workers can also be used as a stopgap during a transition. A specialist can come in and do the job of an employee who has left. They can work while you focus on finding a replacement who is more interested in staying at your company long term.

4. Hiring Contingent Workers Is a Low-Risk Game

What allows you to have contingent workers come and go from your business is that they’re not official employees, and they don’t have the same rights to a severance package if they are let go.

If you bring someone on for a special project and it isn’t working out, or your project has ended, you can easily cut ties without digging into your wallet.

5. Cost Effective Hires

You will find having the right contingent workforce strategy will also save you money throughout the hiring process. You won’t have to spend excessive money on recruiting and training a new employee. Instead, you’ll have a pool of contingent workers who are experts and ready to work.

You also don’t have to offer contingent workers the same benefits you do for full or part-time employees. Here is a list of areas where you will save money hiring contingent workers instead of full-time employees.

  • Health insurance
  • Paid sick/vacation days
  • 401k/Retirement plans
  • Administrative hours related to onboarding
  • Unemployment claims

6. They Are Specialized Hires

Some contingent workers are experts in a particular field or subject for specialized industries. They come to you with knowledge of the tasks they will be asked to perform. This helps you seamlessly integrate them into projects and saves your manager time because they won’t have to train them on specific skills and processes.

7. Gives Other Employees More Time to Do Their Jobs

If you and your team aren’t prepared to lose a member of the team, you can find yourself scrambling to stay ahead when you take someone’s 8 hours per day out of the equation. Members from other teams might be called over to help, in turn making them less productive on the tasks they were hired for.

Juggling too many tasks can have a negative effect on workers, so it’s best to plug the gap immediately. Contingent workers allow you to do just that and can prevent added stress on other team members.

8. They’re Mobile

Depending on the industry, some contingent workers can complete their tasks out of the office. This allows flexibility in several areas.

Logistical issues are taken out of the equation. You won’t have to worry about their parking situation or where they will sit in the office. They’ll have their own laptop and can work from virtually anywhere with a Wi-Fi connection.

Online project management tools allow businesses to stay connected without a word spoken face-to-face. Contingent workers are familiar with communicating and completing projects through online programs. They can also send you their billable hours and show you proof of what they worked on from miles away.

Formulate Your Contingent Workforce Strategy

Each business is different. A small mom and pop shop has different challenges than the 50-employee startup or the multimillion dollar corporation. Figuring out what’s best for your company is the trick.

Once your company decides to start hiring contingent workers, consider a staffing agency to help develop your strategy and fill your positions.

STS Staffing has the expertise you need to fill positions that require specific skills and knowledge. Our staffing services include a thorough vetting process for each candidate so you know your contingent hire will work perfectly within your strategy.

Learn more about our staffing services and how we can get your business up to speed with the contingent workforce trend.

How to Conduct a Successful Job Interview: Our 5-Step Guide

Three interviewers shaking the hand of a job candidate after a successful interview
You have compiled a solid pool of candidates from that perfect job posting. On paper, they all appear to be qualified and have the skills you need from your next employee. But what type of person are you hiring?

The interview process is the most important step when it comes to hiring. Face-to-face communication has never been more important in a world filled with misconstrued digital messages and other forms of computer mediated communication.

The interview is going to help determine if that perfect-on-paper candidate is worth hiring. Here’s our guide on how to conduct a successful job interview to find the employee your business needs.

1. Screen the Candidate Over the Phone

The candidate screening process may seem like an extra step when trying to hire fast. However, it’s important not to waste your time in an interview with someone who doesn’t meet the expectations set by their resume.

Once you have narrowed down your list of candidates, set up a call with each of them. These phone calls can take anywhere from 5-15 minutes. A phone interview can tell you a lot about the person behind the resume.

During the candidate screening process, ask them questions about their job experience and how their skills apply to the position you’re hoping to fill. If you feel they don’t adequately fit your needs after a 5-15 minute phone call, then that’s one less interview for you to conduct.

If you work with a recruiting service like STS Staffing, we actually do this step for you. We contact the candidate to gauge their interest and competency for the position. By the time you meet the candidate, your list of second round interview questions to ask will be more thorough, and you’ll learn a lot more about the candidate.

2. Prepare the Candidate for Success

Be proactive and take the time a few days before an interview to plan for situations that may arise. Reach out to the candidate via email or over the phone to make sure they have everything they need.

Confirm the date and time for the interview, send them directions to your office even if they don’t ask for them, and explain where to park. Tell them who they will meet with so they can prepare to ask the right questions.

You can also direct them to the Job Seeker Resources page on the STS website that provides a variety of tips and steps to help candidates prepare to stand out in the interview.

STS Staffing offers these resources and information to help candidates prepare and deliver a high-quality interview that will win you over.

3. Prep for the Interview With A Fellow Interviewer

We’ve seen it a million times. You’re busy with a project deadline that’s quickly approaching and you forget to prepare for your own interview. An interview can quickly turn into a huge waste of time if you’re not prepared.

Remember, hiring isn’t a solo mission. Ask one of your fellow managers or tenured employees to join you in the interview. Schedule a time to meet the day before or day of to discuss the game plan — who will talk first, what questions are you going to ask, who will explain the position, etc. This forces accountability.

Having a second opinion never hurts, either. You could feel that the candidate is qualified and would do a great job, but the other interviewer might sense that the candidate wouldn’t fit your work culture. Another interviewer might see a red flag while you’re thinking of the next question to ask.

When you meet before the interview, make sure you set an agenda for the interview. Agree to only spend 10 minutes on past job experience and leave 5 minutes at the end for questions, for example. Target a time frame for the interview and stick to it.

4. The Right Questions to Ask When Conducting an Interview

While pondering the questions to ask when conducting an interview, start with the job description you posted. What are the skills you are looking for? Base your questions around that to start. Here are a couple customer service related questions as an example:

How would you reply to a negative comment about our business from a customer?
What would you do if a customer asked to see a manager?

If you want to dig deeper into the candidate’s past work, do your research. Go beyond reading their resume and look into their former or current company so you can ask good questions about work they are familiar with.

If you did do an initial screening process, find relevant second round interview questions to ask like what they see themselves doing in five years or how they want to grow within the company.

Below is our top 10 list of questions to ask when conducting an interview. Here you’ll find a basic outline for what you should be asking. Make sure you add to this list and ask questions that specifically relate to your industry and job you’re looking to fill.

The 10 right questions to ask a candidate during a job interview
(Click to download)

On one final note about questions, make sure they are legal. Questions about marital status, if they have kids or their age are inappropriate and illegal to ask a candidate in an interview.

5. Sell the Job in the Interview

With the unemployment rate at the lowest it has been in more than a decade, the job market is filled with desirable positions. That’s why you have to make your company stand out.

When you go over the interview agenda with you interview partner, make sure you add another 5-10 minutes after the candidate asks you questions about the position. Use this time to cover your work culture, if they haven’t asked about it already.

Don’t be afraid to share news about the company or any exciting plans down the road that this candidate will be a part of if they’re hired.

Talk about how integral the job is to your company’s overall process and success. People ultimately want to feel valued, so express the importance of the position with the candidate. STS Staffing can also help in this respect. We can get your company and job seen by hundreds of people looking for their next job.

If you’re ready to start collecting candidates, consider STS Staffing. We have the right tools to optimize your job search. Your interview process is ready, now find the right individuals who are ready to knock it out of the park.

11 Common Recruiting Mistakes You Can’t Afford to Make

A frustrated business professional
You lost an employee. Suddenly, the pressure is on to not only fill the position, but to hire someone who won’t miss a beat. It’s a daunting task, and having your remaining employees pick up the slack is making work more stressful by the day. In these situations, you can’t afford to make one of these common recruiting mistakes.

The last thing you should do is hire a person from an old stack of resumes. It’s time to update that old job posting and start vetting candidates. Here’s a list of common hiring mistakes you can avoid as you navigate the recruitment process.

No. 1 Writing an Incoherent Job Description

There is a long list of hiring tips for employers so let’s start at the beginning. Remember, you’re selling your job just as much as these candidates are selling themselves to you. That’s why recruiters need to start with a strong job description.

Before posting the open position, make sure you’re clearly explaining the job you wish to fill, not the type of person you’re looking to hire. You can figure out the personality stuff later. You need to find someone who can actually perform the job first.

Clearly stating the duties for the job will give a potential candidate a transparent idea of what they’re applying for. A good way to go about this is describing what a typical day may look like and what tasks the candidate will be asked to perform.

This is also a good time to include ADA considerations. Remember to always list the physical demands of the job. If the employee will routinely lift 50 pounds, let them know. If the job includes climbing, balancing, stooping, pulling or even standing for long periods of time, put it in the job description.

Next, clearly state the skills it takes to perform the job. The prerequisites needed for the job will give you a good launching point during the screening and interview process. Make them prove they possess the skills you need by having them detail their experience during the interview.

No. 2 Posting Positions to the Same Old Job Boards

Once you’ve crafted the perfect job posting with the proper description and prerequisites, it’s time to share it with the masses. But where?

You may have a favorite online job board you go back to whenever you have a position available, but if you want to attract more candidates you need to cast a wider net by posting to multiple websites. Candidates flow between different job boards, so your listing needs to be where they are.

However, collecting resumes from different sites will take a little more work. If you’re in a specific industry or looking for an employee in a specific department like sales or human resources, go straight to industry-specific job boards. That way, you’re targeting people with the exact skills you’re looking for to fill the job.

No. 3 Getting Hung up on the Degree

Once you have a group of candidates that fit the skills you’re looking for, research their job history. Where have they been, what have they done for former employers and how can they help you?

Candidates have been told to include their education on resumes, too. While it’s important to prove they’re educated, this is something you shouldn’t get caught up on. That’s why the candidate’s education is generally on the lower half of their resume. If anything, a degree proves to you that they can finish a task.

It’s more advantageous for employers to examine and question actual job experience. Education is relevant, but always put more emphasis on what they’ve done in the past, not the grade they got in political science.

No. 4 Skipping the Phone Interview

Once you’ve collected a solid group of candidates who prove they meet your prerequisite and experience standards, give them a call.

This is what we call “screening the candidate” and it can save you a ton of time. During the phone call, make sure they are clear on the job description and your expectations of them if they’re hired. Then, ask them about the prerequisites you listed in the job posting.

Can they articulately prove they have the skills you are seeking, and have they applied them in a work setting? You will be able to tell quickly who is padding their resume and who actually has the experience you need.

Screening is also an easy way to assess their communication skills.

No. 5 Rushing Your Hire

Hiring is a big task. One of the best ways you can make it easier on yourself is to set specific steps in the hiring process and eliminate those who are unqualified from the pool of candidates as you go.

Start with a large group of resumes. Eliminate the ones that don’t fit your prerequisites, then eliminate half after screening the candidates over the phone. Eliminate another half of the candidates again after you bring them in for in-person interviews.

Make a short list and the further you go in the hiring process, continue to cut it down.

No. 6 Trusting First Impressions

Hiring a candidate based solely on their skills is a big mistake. What if they don’t fit with the culture of your company or the team they’re joining? It could become disastrous.

The same goes with personality. It feels good finding a candidate who is a great interview because they’re easy to talk to. They could be a great boost to the team’s morale, but the harsh reality is all that is meaningless if they can’t perform the job.

Personality is great, but remember you’re hiring someone to complete a job, not hang out with once you’re off the clock.

No. 7 Talking Instead of Asking

Interviewing can be an entirely different animal inside the massive task of hiring. But there is a golden rule you can turn to if you’re having a difficult time.

When interviewing a candidate in person, you should spend 20% of the time talking and asking questions. The remaining 80% should be left to the candidate.

Ask them open-ended questions that force answers with explanations. And while they’re giving you an answer, don’t start thinking about your next question, genuinely listen.

Follow-up questions are advantageous for you and the candidate. They allow the candidate to clarify an answer and get their message across clearly and they allow you to extract more information from the candidate.

No. 8 Not Sticking to the Script

Guarantee you have the next question ready by writing down a group of questions you’re going to ask in every interview. This will help in 2 ways:

First, you’ll be able to listen to the answers and ask better follow-up questions.

Second, using a script will also give you a chance to assess each candidate’s answer objectively. You can go back to your script and compare the notes from each interview and asses fairly.

No. 9 Hiring for Favor

This next common recruiting mistake piggybacks off trusting first impressions. When you find yourself in a position to hire, you may hear from your network about someone who would be great for the job.

Someone you went to college with grandson’s girlfriend could be new to the area and is looking for a job. Resist the temptation to hire them based off a personal relationship built a long time ago.

Nobody knows your company’s culture better than you — you know who and what your company needs. If that college buddy’s grandson’s girlfriend doesn’t fit what you’re looking for, don’t entertain the idea of hiring them.

No. 10 Following One Person’s Opinion

Hiring isn’t a solo mission. You can rip through resumes by yourself or with a staffing agency. You can even screen the candidates yourself. But when it comes to in-person interviews, pull someone from your team into the conversation.

This will help you get a second opinion on an individual. They may notice something you didn’t that might be good — or bad — for your company. Take someone else from the team if there’s a second interview. Multiple opinions will spark a healthy conversation about what you’re looking for in a hire.

However, you don’t want too many chefs in the kitchen. Keep your decision-making team small, consisting of employees who have a good feel for what the company needs.

No. 11 Not Talking to References

By now, you might have found the perfect person for the job. But before you send that offer email, call one or two of the references your candidate listed.

Getting an opinion from someone from outside your organization will ensure you’re not making a hiring mistake.

References are generally going to give a good review of the candidate so it’s important to ask about some of the weaknesses they showed at their former job. This will give you an idea of what to work on with the candidate once they become your employee.

The laundry list of common hiring mistakes can become overwhelming if you’re not careful. If you don’t feel comfortable or don’t have enough time, STS Staffing is here to relieve the pressure of hiring. Our team of recruiters will find the perfect employee for your full-time, temporary or seasonal staffing needs.

Check out what we can do for you and your business by getting a free quote.

How to Write a Job Posting to Land the Best Hire

Woman uses smartphone to find job postings

First impressions are important, especially when it comes to hiring new employees. A solid job description sets your company apart from competitors who are also looking to hire the best talent available for a specific role. In order to pique a person’s interest with a job description, it’s essential to put thought into every sentence. Staying accurate and concise will set your ad apart from others that are targeting the same pool of talent.

The job market has improved over the past several years, and potential hires no longer need to take whatever work they can get. More often than not, a qualified employee has options for their next place of employment, and your job description could be the reason they choose your business. There is someone out there who is the ideal fit for your available position, but you may be missing out on the opportunity to start a conversation with them. Read on to learn how to write a job posting that gets results.


It might seem simple, but you’d be surprised how often companies mishandle position titles in job descriptions. Some hiring managers attempt to use a job title to make a position seem more glamorous than it really is. Not only will this type of title mislead anyone who finds it, it makes it difficult to find in the first place. In order to create an effective job title, keep the following things in mind:

  • Conciseness matters: use as few words as necessary
  • Be honest and accurate with the title
  • Reflect ranking order in the title (if it is a junior position, the title should include the word “Junior”)
  • Use common industry-accepted titles

Remember — you don’t need to sell a potential hire on a position before they get to the body of your description. For instance, you shouldn’t use the title “Aquatic Vitality Specialist” for a lifeguard position. A title like that might attract plenty of clicks due to its vague wording, but probably not many qualified or interested candidates.

Job Summary

Job hunters like to imagine themselves in a role before they step foot in a workplace. It’s important to accurately describe the responsibilities they will face on a daily basis, otherwise you could sink time and resources interviewing a candidate who misunderstood the position.

Although a job description should paint a picture of what it’s like to work at a company, you should use as few words as possible to do it. Create short 2-3 sentence paragraphs that describe specific responsibilities for the role. A person applying for a job is skimming as many opportunities as possible, so they will appreciate conciseness in your description.

Outline the top duties associated with the position, and mention the purpose or outcome of each. For the lifeguard example, one responsibility might be: “Ensure the pool area is clear of debris that could lead to trips and falls. Continually clear the space of these hazards to maintain a safe recreational environment.” When applicants know exactly what they’re signing up for, they can more accurately assess their qualifications for a job. Speaking of…


A job candidate’s resume doesn’t tell their whole story. There are certain intangible skills and characteristics that your company is probably looking for in an employee, and a job description is the place to describe them. Create a section that characterizes the type of employee you want on your team to attract the right fit.

A person’s skill set includes more than specific proficiencies. A lifeguard applicant might be an excellent swimmer, and have the certificates to prove it, but they might not have the right demeanor to work in a position that requires constant awareness and focus. So while you should include short sentences describing the background of your ideal candidate, you should also describe their personality to an extent.

If you are open to training a job candidate, make that clear in your description. Oftentimes, a hard worker who is coming from a position in an indirectly-related industry will be able to learn the ropes quickly. In cases like this, it’s especially important to write about the work ethic characteristics you’re seeking for the role.


A job description is not the right place to settle on employee compensation. Instead, include a pay range that communicates the minimum and maximum wage an employee can expect for the role, depending on experience. This approach ensures that you will get a wide range of applicants who already understand what type of compensation they can expect.

A recruitment ad example that includes a payscale for a lifeguard would feature wording such as: “Compensation for this position is $12-$15 per hour, depending on qualifications and experience.” When your job description is transparent about compensation, with some wiggle room for negotiations, you strike the perfect balance between enticing and realistic.

Get Started

You don’t have to go it alone in your recruitment process. STS Staffing is able to work closely with your team to create job descriptions that attract qualified candidates for temporary or long-term positions at your company. When you need to assemble a capable workforce quickly, our experts can help you make it happen.

From job descriptions in the recruitment phase to employee onboarding, STS Staffing is by your side to help your team stay productive. Contact our team to learn more about our temporary staffing services.

How to Choose a Staffing Agency for Hiring Temporary Employees

The use of temporary employees, or contingent personnel, to fill in or augment a company’s full time staff is more widely practiced and accepted than ever before.  

Considering recent statistics that show unemployment across the United States is at the lowest level in many years, savvy business owners and managers are turning to staffing firms to assist in sourcing, screening, and placing qualified people to meet current and future business objectives.

If you’ve been working with staffing firms and hiring temporary employees for any length of time, you probably have established your own set of criteria as an employer in what you look for when hiring temporary employees. But for those of you new to the game, here are a couple quick pointers on how to choose a staffing agency.


  • Apples & Oranges.  

Is the staffing firm you’re working with experienced and adept at finding the exact skill sets you require? If you need a project manager for your software implementation but the staffing firm you are working with only has a track record of hiring and placing administrative assistants, then you may be in for a long and frustrating experience. Always determine that you are working with someone with demonstrated expertise in providing what you need, and that they can do so in a timely manner.


  • The Devil is in the Details.  

What sort of screening process does the staffing firm you’re working with have in place? Take the time to inquire about the exact process that goes into vetting candidates before being placed on a job. Once you understand the process, and are OK with what you are hearing, then determine what is important to you in meeting your company’s staffing need.

Are employer references checked to verify recent work history? What about educational verification? Do you want or need a background check or drug screen completed? If so, to what level? Should this mirror your internal company policies? There are many more questions to ponder, but the point is this: Define what you need to know about all candidates placed at your company and make certain these needs mesh with what your staffing firm can and does provide.

If you need 500 people to fold boxes in your warehouse during peak production times, is reference checking, background checks or drug screening even important? You must decide. If, on the other hand, you’ll need someone to work on a long-term project in your corporate headquarters and they’ll have access to your facility and sensitive information, then a full vetting of that candidate is a prudent move.

To assist in sorting through the questions above, and providing some good answers, feel free to contact us here at STS Staffing. After 26 years in business, we’ve worked with all types of organizations, of all sizes, and have met their needs with high levels of satisfaction. Learn more about our process on our website.