The Ideal Model for Temp and Temp-to-Hire Staffing

I want to start off by asking a question. As a business professional, are you doing anything differently today than you were 10, 5, or even 2 years ago? Let me rephrase, as that is kind of a silly question.

Is there any product, service, procedure, or system that you are using today that you would have thought would not work even as recently as a year or two ago? Again, you might think this is a silly question but, if Covid did one thing for us it showed us that we can adapt to things that we never thought possible even as recently as a few short months ago. 

I have been in staffing and recruitment for 34 years. Yes, that likely tells you which demographic I am in, and that I have to scroll down a long way on the “year born” section of a lot of online forms. Whether you also have to scroll down as far as I do on those forms or your year is closer to the top, we have all seen continuing change in the way we do things. I think many would call this progress. Some might disagree. 

I want to talk specifically about the model for staffing and recruitment and how that has changed over the years, specifically temporary and temp-to-hire staffing. 

In the Beginning

Vendor on Premise

Many of us have watched over the years as “Vendor on Premise” was a new and great way of managing the relationship between staffing firms and clients that used a High-Volume Staffing model. It allowed for the employer (the staffing firm) to be closer to its employees and provided an entirely different level of service to the client for large users of this service.

Master Vendor Arrangements

After that came the Master Vendor arrangement where clients would use a single vendor and make that vendor responsible for using other agencies as sub vendors. In many cases, the Master Vendor would pick the subs that they thought would provide the most value to the client. The client's involvement would vary client by client.  

Managed Service Provider Model 

Next came the MSP model. This was a way for large users of staffing to streamline their entire spend through one place. It began as a way for a staffing firm to provide an even more comprehensive service to their client by providing things like invoice consolidation so that the client only paid one entity and not hundreds, as was in some cases. Also, the same was accomplished with the Staffing Services Agreement. Most CFO’s, Corporate Counsel, or Risk professionals would agree that having just one form of agreement instead of hundreds likely helps to reduce cost and risk at the same time. MSP’s have now been around for at least 2 decades.  

 

Modern Staffing: The Bear Staffing Solution 

Fast forward to today. A constant innovator, Bear Staffing, which was one of the first to adopt the 100% paperless onboarding process back in 2009, has introduced a new concept into temporary industrial, manufacturing, distribution and logistics, and call center staffing. The Virtual Branch model. The Virtual Branch model operates on the premise that a staffing firm with no brick and mortar in the area can actually outperform places that do have local presence.  

Why? It is simple.  

Focus. 

Consistently Focused Staffing 

If you are a large user of temporary staffing and you are using a local/regional firm, or a branch of a large national firm, you are sharing that firm's applicants with all their 50-100 other clients. That means you are only seeing 1/50th of the applicants that firm is recruiting.  

We all know the power of sunlight focused through a lens. It can start a fire on anything combustible. In that same way, imagine a firm that is focusing all its effort on you, the High-Volume Staffing end user.  

What if I told you that Bear Staffing has been doing this for large national accounts for over a decade and has dozens of success stories. Sometimes these success stories required Bear to have local internal staff either onsite or nearby in an independent brick and mortar location. The need for that is typically dictated by volume and account need. Below are some of the advantages: 

  • For Clients that have Multiple Locations they get the same team of recruiters that work across all their locations. This vastly improves the consistency of both service and results. 
  • For large users that are struggling with their local vendors who are not able to meet their demands any longer, bringing in Bear with its Facility Focused Virtual model allows us to funnel a much higher percentage of applicants your way. In many cases, 100% of applicants. 
  • It is good for the applicant. A virtual onboarding process that includes a video interview with their recruiter is much more convenient than having to go into an office.  
  • In 2009, Bear Staffing introduced its Inverted Recruiting Model for Distribution/Logistics, Manufacturing, and Call Center staffing. This inverted recruitment model eliminates the walk-in traffic, which we have found attracts less committed applicants than one who follows an onboarding process virtually and completes the process by attending their scheduled drug screen. 
  • Our process capitalizes on speed by using an instant interview model that allows applicants to interview “on demand” with a live recruiter. This allows us to get to the best applicants first and funnel them to you. 
  • For accounts where an onsite or a “close by” site is established, the same model is used. A team of recruiters “push” qualified applicants to the local Bear representative, leaving them to handle more true “HR” issues. This also aids in retention as the local rep does not do the recruitment and therefore has more time to spend with current employees. A chart of the comparison of Bear’s Onsite model to others is below.

bear-table

Let Us Help You

If you are struggling to keep up with employee demand and your traditional methods are not working any longer, let’s talk. Some of the companies we have helped with this method are below: 

  • Walmart 
  • Harley-Davidson 
  • Honeywell Technology Services 
  • DB Shenker Logistics 
  • Caterpillar 
  • Solo Stove 
  • Dana Inc. 
  • Menard’s 
  • Monterrey and Blackfin boats 
  • Willscot / Mobile Mini 
  • Verra Mobility 
  • Rio Grande Jewelry Supply – A Berkshire Hathaway Company 

Build your team better with Bear Staffing.  

Schedule a Meeting

Request an Employee

 



 

 

Read On

Temporary Staffing Solutions: 4 Signs It's Time to Look at Temp Agencies

You've got staffing problems, and your company's HR department just can't hire people fast enough....

What's the Difference Between Warehouse Staffing Agencies and Temp Agencies?

Finding staff for temporary or ongoing work can be time-consuming and exhausting. Using an agency...

Temps vs. Workforce Solutions: Upgrade Your Staffing

It may be time for you to switch from a traditional staffing model to a more comprehensive...

Subscribe to our Newsletter

Receive up-to-date news and announcements.