Staffing - The New Growth Industry?

Bruce Silver
Employers Rx LLC

Employment agencies and staffing companies across the country are announcing a "pick-up" in volume. Of course many are admitting that it is due to the record number of layoffs, as well as an increase in applicants who are willing to accept part-time or temporary positions, while waiting for better times ahead.

Indeed, many industry observers like Jack Rainer, owner of Career Personnel Services in Montgomery, Alabama expect that it can' last. He predicted there would be some hiring rebound before the economy begins to recover. Some firms will find they have cut too deeply in layoffs and will need to replace lost staff, he said. It will take time for people to digest what is going on, but they still have needs".

What I find valuable in this Montgomery Advertiser article written by Cosby Woodruff are the observations of Anna Doeren, a stafffing specialist at Career Personnel. She recognized that job cuts have progressed beyond those in purely clerical jobs to more senior positions. "It is lower-level administration to middle managers, a lot of that has been cut."

"One area where they are seeing more demand from companies is in providing outsourcing of human resources functions. People are contracting us to be the human resources manager. Many of them have cut out their HR departments."

What Anna and Jack may not be aware of, is the increasing trend by many of the most successful and innovative companies in their industry to provide a full range of services for employees from "hire to retire". I am referring to the fastest growing industry in the gamut of HR services commonly referred to as "RPO" or Recruitment Process Outsourcing.

Recruitment Process Outsourcing refers to a business service where an employment or staffing agency not only finds a suitable applicant for a particular position at a client's worksite, it also can include training, payroll, group health benefits and workers compensation coverage. In effect, it is the recruiter who is employing the worker, and is responsible for HR compliance and adhering to Federal, State and local employment regulations.

PEOs - The Outsourcer's Resource

With few exceptions, these functions are being outsourced to companies who actually do this work. Let's face it. Most successful employment agencies and staffing companies are owned and managed by individuals who are very good at finding and placing suitable candidates for their clients. Many are great at developing relationships with employers and HR managers, but lack then administrative and insurance background to tackle all the areas involved. Only the largest firms have the resources to invest in the infrastructure and technology platforms required to efficiently support an full service RPO effort.

While the majority of employee leasing companies and professional employer organizations refuse to accept employment agencies and staffing companies as clients (many have incurred significant workers compensation claims ) there are handful of quality PEOs who have established a working partnership within the staffing and RPO industry. These firms have developed a "niche" by better understanding the unique challenges, products and services that enhance an agency's ability to compete and succeed in these demanding times.

Employers Rx has many staffing clients who have developed successful long term relationships with their PEO partners. If you own or manage an employment agency or staffing company and are considering making the leap into the "RPO" Recruitment Process Outsourcing marketplace, our experienced professionals are available to discuss your options and opportunities.

Health benefit costs continue to rise, survey shows

Bruce Silver

Employers Rx LLC

After over 25 years of trying to help small business owners and entrepreneurs to provide affordable, quality health insurance coverage for their employees, it seems that with all the changes and industry "innovations", very little has actually changed.

Health insurance still remains problem number 1 or 2 for the average business regardless of size.

I have a saying that often evokes laughter, unfortunately, being able provide and afford quality health insurance is not funny, especially if you have a sick child who needs care.

"If you want to make an enemy, sell them health insurance."

Bruce Silver, Founder, Employers Rx LLC

Why do I say this? It's because you are always delivering bad news. Year after year at renewal time , you inform your clients that their premiums have been increased. Some years, it's only 10% or 15%, lately their increases have ranged from 20% to 50%. Where are the regulators?

The bad news does not stop there. Most employers cannot afford to absorb the increase so they look to you (me) to FIX it. But how? Well the only way is to reduce coverage and decimate the benefits that employees receive. So the doctors office copay goes from $10 to $20 and today most plans have $25 and $35 co-pays. If you are going to see a specialist, you can expect to have a $50 co-pay or higher.

But that is only one side of the coin. Not only are employees paying more for everything from doctors visits, diagnostic tests, medications, and heaven forbid - inpatient stays, but they are paying a higher share of premiums as well. The system is clearly broken.

Here is another attempt by industry insiders trying to put a positive spin on more bad news from Employee Benefit Adviser

Health benefit costs continue to rise, survey shows

New data by Towers Perrin suggests that employers will pay, on average, $9,552 per employee for health benefits in 2009, a jump of 6% from 2008. Yet some employers will buck the trend because they proactively manage their benefit programs.

In its 2009 Health Care Cost Survey, the HR consulting firm reveals that high-performing companies, those who rigorously track their health benefit objectives, will spend, on average, 12% less in annual health care premiums in 2009, compared to low-performing companies.

For example, high-performing firms report a per employee cost of $8,904, compared to $10,104 for low-performing companies. The cost variation fell even lower ($7,032) at high-performing companies utilizing consumer-driven health plans with health savings accounts.

The survey defined high performers as companies who not only had a strong commitment toward improving employee health and engagement, but who also aggressively managed their health plans and the delivery process.

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Fortunately, our team at Employers Rx LLC has found an answer for many small business owners, HR executives, and entrepreneurs.

Check out my interview with David Weir of the South Florida Business Report to learn more. Click on the You-Tube link or contact us at (877) PEO-CURE.