Why should I use staffing?

Save money by lowering Payroll numbers

  • Federal, and State taxes
  • Workers comp is based on payroll numbers
  • TWC is based on payroll numbers
  • Eliminate overtime
  • Eliminate benefits



  • They are not your employee. Therefore, you have no liability for their workers comp, professional/general liability, payroll taxes and unemployment claims



  • Only pay for hours or days worked
  • Full time employees will appreciate the help
  • Inhouse employees can pursue more complex challenges



  • Immediately access the exact talent pool you are trying to reach,as well as upping your chances of getting the best possible candidate.



  • Recruiting, screening and hiring a candidate takes a significant amount of your personal time.
  • Advertising dollars


Small to Medium sized businesses can benefit the most from engaging the services of a staffing agency.

Is the Cost of Using a Staffing Agency too expensive?

Costs to Consider:

A $10.00 worker really costs your company between $12.50 – $14.00 an hour.

The average cost to an employer of an employee is 1.25% – 1.40% times the salary of the employee. 

  • Employer share of FICA (7.65% on compensation up to the annual wage base, which is $132,900 in 2019, plus 1.45% on compensation over the annual wage base).
  • Federal unemployment tax (FUTA) of $42 per employee. The FUTA tax rate is 6%, but most employers can take a FUTA credit of 5.4%, resulting in a mere 0.6%.
  • State unemployment tax, which varies with your state and your claims experience (the more claims made by former employees for unemployment benefits, the higher your state unemployment tax rate will be).

You and your employees need insurance coverage

  • We provide Workers’ compensation and General Liability insurance
  • AAA rated insurance with a built in Waver of subrogation
  • We list you as additional insured.

Final thought on the cost aspect would be the recruiting aspect.

  • The cost of advertising and following up with good and bad candidates.
  • Cost of background checks, drug test, and E-verifying when applicable.
  • We are inexpensive when you consider all the mandatory costs of an employee.
  • Get rid of all the hassles.
  • Efficiency – Combining Payroll and Recruiting frees up to 30 days of in-house payroll cost
  • Experience – we can tell immediately if they are going to be a good fit for the position

Electronic Time Management

Using an online electronic clock: U-Attend

The Employee Management System that we have used the past 5 years, is called uAttend. Not only is it a wireless, WiFi time-clock but it is also an employee management system that allows you to know who is in, who is out, and who is missing time in real-time whenever you want. This system works on a desktop computer and also on a phone app making it very easy to use.

Practical Benefits:

  • Understand your budget better: By allowing a supervisor to see how many hours each employee has in real-time.
  • Make approving time cards easy: Accepting and making changes to hours every week becomes a breeze for you and for us.
  • Know what’s going on in your warehouse in realtime: You can easily view hours whether it be based on the individual employee or overall hours.
  • Know who is in your warehouse – their name and how many people are working at any time.
  • Clocking-in made simple: Enter a pin or fingerprint. A majority of our clients use the fingerprint option to ensure the right person is clocking-in.
  • Helps to solve a majority of the payroll issues.

Key Benefits of using this system:

  • There is no way to remotely hack the machine
  • Passcode needed to access account/change settings/assign permissions, etc.
  • You can assign different roles for each account – i.e. administrator, supervisor, managers, departments, etc.

We currently have several clients who use this system with over 40+ people and we have not run into any security issues and if you have any technical issues, we can get it resolved with a quick phone call. It is very user friendly.

This is a free service for you if you have 20+ employees with us. We have wireless and wired time-clocks ready for your company; and we will come to install it for you. Ask for a free trial and see if this works with your business.

What to Look for in a Good Employee

Hiring good employees is essential to any business.

While it is extremely important that the candidate you hire fulfill the necessary skills needed to be successful according to your job description, an employer must also consider the soft skills necessary to ensure compatibility.* Ask yourself: does this position require a candidate to work on a team? Does it require initiative? Does the role have a strict timeline?

An employer must consider the soft skills necessary to ensure compatibility

Here are some skills every employer should look for, regardless of the position:

Strong Work Ethic

Employees who have a strong work ethic take pride in their role, and show they are able to produce results that benefit the business. These employees demonstrate that they can be trusted to complete their tasks without guidance and represent the company well.

Good Communication Skills

Having employees who can communicate timely and effectively will always benefit any business. Employees who are able to not only talk, but also listen, are paramount in ensuring instruction for employees is clear, ask questions when needed, and help the business ensure things are being done correctly.

Time Management

Being an employee who can manage their time well ensures things are done smarter, not harder. Employees with good time management skills are usually organized, use applications or planners that assist them, and set goals for themselves, all of which are skills an employer should be looking for that can benefit the business in the long run.

Critical Thinking

Employees who are able to make logical decisions within the business are usually effective and efficient. These employees can identify biases and get past them to produce the most logical outcome, which is usually the most cost-effective.


Unforeseen things happen in businesses – an employee quits, a machine becomes inoperable, deadlines change, or budgets are cut. Employees who are adaptable are able to pivot roles and adjust to new conditions.

Stress Management

All roles have a degree of stress associated with it, some more than others. If this role has difficult deadlines or requires an employee to juggle multiple projects at once, you want to have an employee who can manage their stress well and not let it affect their performance. Employees who are able to do this usually have a positive attitude, set goals, are organized, and employ self-improvement techniques.


Having trust and confidence in your work place is essential to your business. Employees with integrity are honest, do not steal or cheat, and treat other employees with respect. You can rely on employees with integrity to do the right thing.

Team Player

Many roles require employees to work with other employees, and making sure your hire has good people skills, someone who is able to communicate, collaborate, and treat others with respect, will work well on team.

*Gallup’s meta-analysis, companies with highly engaged employees are 21% more profitable.

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E-Verify Information

Employers who participate in E-Verify MUST:

•Follow E-Verify procedures for each newly hired employee while enrolled and participating inE-Verify.

•Notify each job applicant of E-Verify participation.

•Clearly display the ‘Notice of E-Verify Participation’ and the ‘Right to Work’ posters in English and Spanish and may also display the posters in other languages provided by DHS.

•Complete Form I-9 for each newly hired employee before creating a case in E-Verify.

•Obtain a Social Security number (SSN) from each newly hired employee on Form I-9.

•Ensure that Form I-9 ‘List B’ identity documents have a photo (Section 2.1).

•Create a case for each newly hired employee no later than the third business day after he or she starts work for pay.

•Provide each employee with notice of and the opportunity to contest a Tentative Nonconfirmation (TNC).

•Ensure that all personally identifiable information is safeguarded.

Employers participating in E-Verify MUST NOT:

•Use E-Verify to pre-screen an applicant for employment.

•Create an E-Verify case for an employee who was hired before the employer signed the E-Verify MOU.

•Take adverse action against an employee based on a case result unless E-Verify issues a Final No confirmation.

•Terminate an employee during the E-Verify verification process, because he or she receives a TNC.

•Specify or request which Form I-9 documentation a newly hired employee must use.

•Use E-Verify to discriminate against ANY job applicant or new hire on the basis of his or her national origin, citizenship or immigration status.

•Selectively verify the employment eligibility of a newly hired employee.

•Share any user ID and/or password.

Key Points:

  • While E-Verify is generally voluntary, some states require employers to use E-Verify, and it is mandatory for some federal government contracts
  • E-Verify could become mandatory nationwide. Adopting it earlier affords employers more time to become familiar with it and adapt.
  • Can you imagine what you happen to production if that happened? Employers should get in front of this push
  • An Internet-based system that compares information from an employee’sForm I-9, Employment Eligibility Verification, to data from U.S.Department of Homeland Security and Social Security Administration records to confirm employment eligibility.
  • E-Verify helps companies avoid hiring and training a person who turns out to be ineligible to work