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8 Reasons Why Insulin is so Outrageously Expensive

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8 Reasons Why Insulin is so Outrageously Expensive

Why does insulin cost so much to patients in the USA and around the world? Why is insulin, a widely sold drug of which most forms are now off-patent, so incredibly expensive? These are simple questions, but ones with a number of complicated answers. This post will break some of those answers down and point you in the direction of further reading if you want to dive deeper.

1. Only 3 Companies Control 90% of the Global Insulin Market

The ‘big three’ insulin producers – Eli Lilly, Novo Nordisk, and Sanofi – dominate more than 90% of the world insulin market by value. Often only one of these companies supplies insulin in a country, which means they more or less hold a monopoly there and can set prices as they wish. In some countries, notably China and India, there are domestic insulin companies that can help drive down the price. This means we need more companies in markets like the USA to help bring prices down. We’ll touch on that a bit further down the list.

2. No Generic Insulin

When it comes to the question of generic insulin, we are faced with another complicated issue. Insulin is a therapeutic biological product (or ‘biologic’), rather than a chemically synthesized molecule. This means it cannot be made generic in the same way as other drugs. Creating what is called a biosimilar is a lot more complicated and expensive than just duplicating a chemical molecule. There is a little market incentive to produce biosimilars because it costs nearly as much as making the new drugs, and companies must go through all the approval stages and trials that a new drug is required to go through. Not to mention, current biosimilar insulins on the market – primarily produced by the ‘big three’ – have only reduced the price by about 10-15%. For more on biosimilars and the 2018 FDA announcement read this and this.

3. Pay-for-Delay Schemes & Lawsuits

A ‘Pay for delay’ agreement is a patent dispute settlement in which a generic (in the case of insulin, a biosimilar) manufacturer acknowledges the original patent of a pharmaceutical company and agrees to refrain from marketing its product for a specific period of time. In return, the company receives a payment from the patent-holder. This means it is actually legal for one insulin producer to pay another not to enter the market. A few years ago the company Merck announced plans to sell a biosimilar version of Sanofi’s Lantus. Sanofi sued, and eventually, Merck announced that it was no longer pursuing its biosimilar, presumably due to payments from Sanofi to stay away. If Pay for delay schemes don’t work, the ‘big three’ can still sue other players, prolonging processes and pushing players out of the market because of legal fees and time-wasting. All of these are win-wins for companies and lose-lose for patients.

4. Patents

Why aren’t we seeing more companies making insulin? There are many reasons for this, but patent evergreening is a big one. Patents give a person or organization a monopoly on a particular invention for a specific period of time. In the USA, it is generally 20 years. Humalog, Lantus, and other previous generation insulins are now off-patent, as are even older animal-based insulins. So what’s going on? Pharmaceutical companies take advantage of loopholes in the U.S. patent system to build thickets of patents around their drugs which will make them last much longer (evergreening). This prevents competition and can keep prices high for decades. Our friends at I-MAK recently showed that Sanofi, the maker of Lantus, is no exception. Sanofi has filed 74 patent applications on Lantus alone, which means Sanofi has created the potential for a competition-free monopoly for 37 years.

5. Politics

Companies are not in the habit of throwing money away, and they are not in the habit of staying out of politics. Eli Lilly, Novo Nordisk, and Sanofi collectively rake in several billions of dollars in profits. That’s not millions, but billions – with a B. We know they spend millions on marketing, but they also spend millions on lobbying politicians and donating to our decision-makers so that they keep quiet about price gouging. Check if your representatives receive contributions from one of the ‘big three’ insulin manufacturers or any pharmaceutical company. Chances are, they do. Not to mention, the revolving door between pharma companies and US Government positions. Our current secretary of Health and Human Services was previously an Eli Lilly executive. Obviously, his interests are not with people, but with power. This is why independent patient voices are so important.

 

6. Price Fixing

These Business Insider graphs pretty much say it all.

Several lawsuits alleging some form of price-fixing are currently in the works. You can read more here and here.

 

7. Pharma Marketing Schemes

Physicians in the United States and some other countries are allowed to collect fees from pharmaceutical companies for talks, advice, and more. Supposedly, these are to compensate physicians for their expertise and time. However, they can create loyalty to a company and may influence prescribing habits – a belief shared by some pharmaceutical salespeople. In some countries like India, physicians are allowed to sell and profit off insulin directly through patients, or through pharmacies they themselves own, cutting out middlemen and retail pharmacies. Thus, they lose the incentive to find the lowest price insulin for their patients. Insulin companies also focus on ‘insulin starts or the insulin the physician diagnosing patients begins with. As patients are reluctant to change, a number of marketing and financial incentives are employed to influence this decision.

 

8. Payment for Influence (or Silence)

Many major key opinion leaders, influencers, and patient advocacy organizations take pharma cash. For example, the two biggest diabetes organizations – The American Diabetes Association and The Juvenile Diabetes Research Foundation – have accepted huge sums from insulin manufacturers. Other groups were actually created by money from the ‘big three, like the World Diabetes Foundation which is funded by Novo Nordisk, and other supposed advocacy groups that are actually doing pharma’s bidding, or at least are highly influenced by them. If this issue is important to you, check the funders of an organization you want to support, and if it’s not transparent, you can ask if they take industry money.

What Can be Done?

Patients are speaking out about these issues all around the world. In the USA where prices have skyrocketed especially, T1International Chapters are being formed where patient advocates are educating and pushing for policy change. You can learn more about the Chapter here and find more information and action related to the insulin price crisis here. Whatever you do, wherever you are – don’t stay silent.… Read the rest

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What is it like to work for a Staffing Agency?

Smiling African businessman in casual clothes conducting the interview with woman at office

A staffing agency is a business that matches employees with companies that need to fill empty jobs.

Recruiters conduct interviews, hiring procedures, background checks and drug tests with applicants. Many of the positions they fill are entry-level which can lead to long-term careers, although many others require experience.  Agencies even have positions, often referred to as temp-to-hire, that allow workers to be hired by that company after a short trial period of work.

Different temporary services have different hiring processes, but the process typically goes something like this:  To get a job through a temp service, you will first fill out an application. A recruiter will look at your application and resume.  After this, they will interview you to discuss your skillset and the open positions they have. If you are interested in one, you will continue with paperwork.

You may have to fill out a background check form and then take a drug screen. After this process, you will complete the final hiring paperwork. If you are offered a position, you will discuss your date to start work.

Once you start work, you are employed by the staffing agency. If you are ill, you will call the agency office to report an absence. Your paycheck and benefits will be received through the staffing company. The amount of time it takes to be hired by the client will vary; however, it can be based on your performance and dedication.

What Is a Staffing Agent?

What You Need to Know When Working With a Staffing Agency - Turesol Staffing Solutions

Staffing agents can be called by many different names, including recruiter, head hunter, talent officer or employment agent. Regardless of the title, a staffing agent will help you find a job. They will typically ask you about your past experience, skill sets and interests to help find the best position for you. A staffing agent may also help you fill out an application or hiring documents once they have found the right position for you.

What are the benefits of working with a staffing agency?

A staffing agency can give you access to jobs and companies that you would not be able to find otherwise. Businesses use agencies to fill positions that range from entry-level to upper-level management. Some jobs are never listed because companies only use a staffing agency to recruit the best.

By working with a staffing agency, you can get an opportunity to make a great first impression, learn about the company and get your foot in the door at a great workplace.

A staffing agency allows you to apply at multiple companies with one application and process, saving you time. The recruiter will review your information and match it to the best job available for you. If you are not interested, they will continue trying to match your skills to the needs of their clients.

What should I know about staffing agencies?

  • You do not have to accept the first position you are offered. You can wait for the right job.
  • A recruiter’s job is to find you work. When you come into the office, their goal is to process your application and get you a job as quickly as possible. However, you can ask to wait for a better fit if you feel the job offered is not right for your situation.
  • Policies on pay, background checks and drug tests, will vary depending on the agency you choose. Because state laws, client needs or management teams are different depending on your location, no two staffing agencies are exactly alike.
  • A poor experience with one staffing office should not prevent you from trying another location or agency later. Most staffing agencies want to get you a good job.
  • Businesses have open jobs, and staffing companies find people like you to work these positions.Generally, these businesses need workers to fill immediate jobs, and they also want to find good people from the agencies to add to their own teams. Working through a staffing agency can give you the advantage to start a good career.

What is it like to work for a staffing agency?

When you are working for a short-term staffing agency in areas such as light industrial or light clerical work, you will usually be given an assignment to complete for a local business. A reputable staffing agency will match your skills, abilities and career goals to the open positions.

You will report to the client for work each day. You might only talk to the agency when you have questions about pay or other benefits. It depends on your situation.

How long it takes to get hired on by the client company depends on the company’s needs, your performance and your skills; it could take weeks or months.

Is there a cost to using a staffing agency?

It depends on the agency. Some agencies have fees which are passed along to either clients or employees.

The Ōnin Group does not charge our Teammates for working with us. The pay rate you are offered is the amount you are paid. The only amount withdrawn from your check is the cost of any insurance you pick and any taxes you have to pay.

Some job assignments may require special equipment, such as steel-toed boots or protective eyewear, which you will be responsible for providing; however, some offices may offer to buy it for you and deduct it from your check. This would be an agreement between you and the staffing branch.

Are there people who make a career out of doing temp jobs?

Yes, some people enjoy the flexibility and variety offered in working with a staffing agency.

Some staffing agencies offer great benefits that are sometimes even better than regular employers.  Many positions also offer competitive wages. Between benefits and a good salary, you can support yourself and your family with short-term positions.

What are some signs that your temp job is likely or unlikely to go perm?

In our current job market, unemployment is low and there are few people to take the jobs that employers need filled. What this means is employers are hungry for skilled and qualified workers.

If you are working a job and want to get hired on permanently, your chances are good if you work hard. It is important to ask yourself if you want to stay at your current job or company. If you do not, there is no point in staying, and you should look for the right fit for you. However, if you really like what you are doing and where you work, then do the work to get noticed.

You will need to have great attendance and a good attitude. Pay attention to job postings to figure out the skills you need to get it. Then work on gaining the skills.

Volunteer for special work projects that will teach you the skills you need, find a mentor who can show you, or take classes to learn the skills you need for that promotion. Although a permanent placement is not guaranteed with a staffing agency, your hard work is sure to pay off.

How long does a temp job last?

Your job lasts as long as the client needs you. Some jobs may be a short-term project from the start. Many … Read the rest

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Importance of clinical staffing agency in today’s time.

Recruitment Process Outsourcing (RPO) | AMN Healthcare

Clinical hiring and staffing is an essential portion of the healthcare industry. Finding the well-trained and certified experts can be an overwhelming job, even with today’s technology. You cannot solely rely on the general staffing companies because they may not be well acquainted with the kind of qualified and talented clinical staffs you will need.

Fortunately for you, one of the best solutions is hiring the best clinical staffing agencies like GlobalPharmaTek to employ the best ones through a specialized recruiting and staffing agency.

Connecting Right Candidates
Agencies that specialize in clinical staffing normally belong to the organizations and have memberships that provide them with access to the highly qualified as well as experienced clinical staffing experts.

With their ready to access the pool of esteemed experts, they can quickly fill in any of the staffing needs of the pharmaceutical, Healthcare, biotech and medical device companies. They are also able to meet the needs of the industriousness better than general staffing companies because of their wide range of professionals available.

What positions can be filled by such agencies?

Top 4 Interview Questions to Ask Healthcare Candidates - Spark Hire
The kind of healthcare positions that the clinical staffing agencies can fill depends on their approach and reach to the professionals. For instance, at Global PharmaTek, they are able to provide clinical staffing solutions for the following often in-demand positions in below industries:

  • Pharmaceutical,
  • Healthcare,
  • Medical Device, and
  • Biotech

The mentioned above industries are not the conclusive list but a mere example of the clinical staffing solutions available for the positions that are often vacant and need to be filled.

So how does the clinical staffing solution work?
The clinical staffing agencies offer consultants with experience in clinical staffing solutions for any field. Those consultants work with the organizations, recruiters, and other resources in order to find the perfect fit for your position or positions. Depending on your clinical hiring needs, like temporary or temp to hire or other positions, your consultant will offer you variously qualified and experienced experts.

You can expect the consultant assigned from the agency to be known as well as experienced in the specific position or field that you are looking to fill. With clinical staffing, it is vital to hire the right individuals because the hire itself can make a huge difference in the operation of things. Therefore, always opt for clinical staffing solutions or agencies over general staffing agencies.

In order to make sure that you choose the right one, review their terms of conducting business with the firms and how much time they take to source the positions, what the referrals or feedback’s on their site have to say about them and also their price structure. Prior to making any final decision, test out their services for the low profile of clinical staffing positions and on the basis of how they fill the position for you, hire them for the remaining high profile ones.

Interview Strategies for Healthcare Professionals

With specialized clinical staffing agencies, filling the positions in the Pharmaceutical, Biotech, Healthcare and Medical Device industries is easy.… Read the rest

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15 clinical trial patient recruitment companies (and how to choose one)

A guide to clinical trial recruitment companies

What to consider before choosing a clinical trial recruitment company

When choosing a company, you should consider each company’s offerings as well as their experience in your therapeutic area. We’ve answered some common questions below that you might have about clinical trial recruitment companies.

Do I need help choosing site locations for my trial? If you haven’t yet settled on the site locations for your trial, consider working with a company that can help you with this part of the process. Some companies use data they’ve collected from previous trials to help you identify locations that might be particularly difficult to recruit in.

Are you looking for help at the beginning of your trial, or for “rescue” support? Companies sometimes specialize in support for different aspects of a trial. If your trial has been running for a while and struggled with patient enrollment, a company that advertises speed and efficiency may be your best choice. If you’re at the beginning of your trial and you’re looking for more strategic guidance for the full breadth of the trial, a different company that specializes in planning may be the right option.

What kind of budget model are you looking for? Clinical trial recruitment companies offer a range of budgeting options, including pay for performance and flat fee. Consider your trial’s budget per randomized, consented, or validated patient, and include your pricing considerations in your conversation with prospective vendors.

Does the company have an in-house marketing team? Working with a company that has an experienced, in-house marketing team can help your online advertisements stand out in crowded social media feeds and other ad spots. Ask companies you interview whether they work with an outside agency when developing outreach materials, or if they have their own team. Before deciding to work with a vendor, consider taking a look at advertising materials the company has found success with in the past to ensure their style fits with what you’re looking for.

Has this company worked with my therapeutic area before? Ask the company for case studies or other information on trials they’ve run in your trial’s therapeutic area, or a related area. Companies that have already recruited for similar trials often have a good sense of what techniques do and don’t work for a given condition. Of course, differences in inclusion and exclusion criteria, as well as the location of the trial, make a difference for recruitment challenges.

Does the company specialize in a particular phase of trials? Some recruitment companies may have a particular expertise in clinical trials for healthy volunteers in Phase I trials, or can offer support for Phase II and Phase III studies. Other agencies may work with patients interested in follow-up research and Phase IV studies, or in observational studies in particular.

Has this company worked on international trials before? If your trial has sites in multiple countries, you may want to ensure that the company you work with has international experience. The company should be accustomed to creating translated materials and using the best ad targeting methods for non-U.S. patients.

What happens to patients who aren’t eligible for one of my trials, but who might be eligible for other trials in my portfolio? Some companies have a database of patients who have expressed interest in clinical trials, and recruit from that database. Antidote, for example, offers the ability to match our database of patients against your entire portfolio of patients so interested participants don’t slip through the cracks.

How quickly can this company develop materials and a recruitment strategy? Some companies include their recruitment speed as part of their value proposition to potential customers. If you’re on a tight schedule for meeting your patient enrollment goals, like many sponsors and sites are, ask potential vendors for a rough outline of their timeline for creating materials and submitting them to your Institutional Review Board (IRB).

How will patients be screened? When making your decision, consider whether you would like your recruitment vendor to also handle patient phone screening. Some companies will also create and host a prescreener for your trial. Consider which elements of your trial will be useful to outsource, and which your team prefers to conduct in-house.

In the past, how has the company iterated when recruitment isn’t going well? Clinical trial recruitment is notoriously challenging, and roadblocks to patient enrollment are common. Ask the potential vendor about how they’ve handled challenges in the past and different approaches they’ve tried when recruitment isn’t going well.

Am I looking for both patient recruitment and retention? After a patient has been enrolled in your trial, retention is an important piece as well. Some companies offer additional services to help your trial continue running on schedule, even after your recruitment goals have been met. These tools can include engagement programs, technology that assists with accurate data collection, and site follow-up services.

What kind of reporting do you want to receive from the company? As you’re talking with your potential vendor, ask how often they typically update clients on how recruitment is going and any other metrics you’re interested in. You can ask to see a sample report or find out what metrics the company typically shares with clients.

What is the company’s relationship with patients? Patient centricity begins with trial design and remains important throughout a trial. You can incorporate the concept of keeping the patient at the center in recruitment activities, as well. Ask potential vendors whether they receive feedback from patients on advertising campaigns or other elements of their business. Patient-centered clinical research recruitment materials, for example, should be clear, readable, and share information about the trial that will help patients make the decision of whether or not to join.

How does the company recruit a diverse patient population? Diversity in clinical trial patient recruitment is another important consideration for many trial sponsors. Talk with potential vendors about strategies they’ve used in the past for enrolling a diverse patient population. This piece is particularly important if the therapeutic area for your trial disproportionately affects a certain patient population.

How does the company find patients to participate? Though there are a few approaches that most recruitment vendors take (see below), you may have a preference for how a company acquires patients based on past experience or the therapeutic area you’re working with. For example, if you’re working on a trial for a rare disease, you may prefer to work with a company that has a partnership with a nonprofit associated with that condition. In general, companies use a range of techniques when working to find the right patients for your trial. When evaluating a company, ask questions about what approaches they have found most effective.

Get in touch

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Clinical trial patient recruitment challenges

Patient recruitment companies can help solve common challenges that can come up in the course of a campaign. You can enlist the help of a clinical research recruitment company for a “rescue study,” or before recruitment starts if you’ve run into these challenges in the past.

Challenge: Your patient referrals aren’t eligible for your trial.
Solution: Diversify your patient recruitment approach.

Nearly half of all clinical trial sites under-enroll, or in the worst cases, fail … Read the rest

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Top 10 Tips for Working with a Staffing Agency

Staffing agencies are a great resource for job seekers.

Every year they match millions of people to new job opportunities.

They could help you find the right fit, too.

The key to success is knowing how to maximize your relationship with a staffing firm.

And we’re going to help you do just that.

Here are 10 tips that’ll help you get the most out of partnering with a staffing agency:

The High Value of Partnering with Temporary Staffing Agencies

1. Do your research.

Staffing agencies specialize in different industries. Make sure you’re working with a firm that fits your needs. A great resource to find the top-rated agencies is Inavero’s Best of Staffing® list. It highlights reputable staffing firms across the country. Find the staffing firm that’s right for you.

2. Take the interview seriously.

Because it is a real job interview. This is your opportunity to make a great first impression on the people trying to find you work. Dress to impress. Be polite. Show up on time. Remember: they’re connected to many potential employers, so you want to show them that you are a standout employee.

3. Come prepared.

Have copies of your resume on hand. Have a list of credible references ready, in case you are asked to provide them. Be prepared to speak about your work history and share facts about your previous positions. You lose credibility as a candidate when you’re asked standard questions and struggle to find the answers.

4. Be honest.

If you’re up front about the types of positions you do and don’t want, you’ll eliminate confusion and frustration in the long run. Recruiters won’t call to offer you positions you have no interest in taking if you make things clear in the beginning. Be candid with your recruiter about any gaps in work history too. It helps them better understand your situation and allows them to set you up for success.

5. Keep an open mind.

Don’t shy away from temporary work – even if you’re looking for something more long-term. Sometimes these positions lead to full-time job opportunities. And even if they don’t, you are growing your professional network – which can help you along the way.

6. Say “no” if a job is not right for you.

You’re not going to hurt anyone’s feelings. It’s better to say no up-front than to take a position you didn’t want and then quit days later. When you do that, you’re not setting yourself up for success, nor are you allowing the recruiter to help you find the right fit.  That said, please do let the recruiter know why you are turning down the job.

7. Ask questions.

Not all staffing agencies work the same. If you’re unsure of the process, ask for clarity. This is beneficial for both sides.

8. Take advantage of additional support.

Recruiters know what employers are looking for, so they’re going to set you up for success. They’re happy to recommend edits to your resume and help support with interview prep. Some staffing agencies will also send you skills testing so you can see your aptitude on a variety of skills.

9. Communicate.

Make sure you’re checking in regularly with your staffing agency. Let them know when you’re still available for work. Ask if any new positions have come in. If anything changes about your expectations or job requirements, let your recruiter know. The more they know, the better they can help you.

10. Be proactive in your own job search.

Remember, staffing agencies can never guarantee employment. They are just another resource. Stay active on employment websites. Keep checking the job boards and applying for jobs that pique your interest. Use your professional network to seek out opportunities.

Employment Agencies or Online Job Boards? Which works for you?

Partnering with a staffing agency has some really great benefits.

And if you follow these tips, you will effectively maximize your partnership with a staffing firm and have a successful experience. Contact us for more information.… Read the rest

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Top 10 Tips for Working with a Staffing Agency

Staffing agencies are a great resource for job seekers.

Every year they match millions of people to new job opportunities.

They could help you find the right fit, too.

The key to success is knowing how to maximize your relationship with a staffing firm.

And we’re going to help you do just that.

Here are 10 tips that’ll help you get the most out of partnering with a staffing agency:

The High Value of Partnering with Temporary Staffing Agencies

1. Do your research.

Staffing agencies specialize in different industries. Make sure you’re working with a firm that fits your needs. A great resource to find the top-rated agencies is Inavero’s Best of Staffing® list. It highlights reputable staffing firms across the country. Find the staffing firm that’s right for you.

2. Take the interview seriously.

Because it is a real job interview. This is your opportunity to make a great first impression on the people trying to find your work. Dress to impress. Be polite. Show up on time. Remember: they’re connected to many potential employers, so you want to show them that you are a standout employee.

3. Come prepared.

Have copies of your resume on hand. Have a list of credible references ready, in case you are asked to provide them. Be prepared to speak about your work history and share facts about your previous positions. You lose credibility as a candidate when you’re asked standard questions and struggle to find the answers.

4. Be honest.

If you’re upfront about the types of positions you do and don’t want, you’ll eliminate confusion and frustration in the long run. Recruiters won’t call to offer you positions you have no interest in taking if you make things clear in the beginning. Be candid with your recruiter about any gaps in work history too. It helps them better understand your situation and allows them to set you up for success.

5. Keep an open mind.

Don’t shy away from temporary work – even if you’re looking for something more long-term. Sometimes these positions lead to full-time job opportunities. And even if they don’t, you are growing your professional network – which can help you along the way.

6. Say “no” if a job is not right for you.

You’re not going to hurt anyone’s feelings. It’s better to say no up-front than to take a position you didn’t want and then quit days later. When you do that, you’re not setting yourself up for success, nor are you allowing the recruiter to help you find the right fit.  That said, please do let the recruiter know why you are turning down the job.

7. Ask questions.

Not all staffing agencies work the same. If you’re unsure of the process, ask for clarity. This is beneficial for both sides.

8. Take advantage of additional support.

Recruiters know what employers are looking for, so they’re going to set you up for success. They’re happy to recommend edits to your resume and help support with interview prep. Some staffing agencies will also send you skills testing so you can see your aptitude for a variety of skills.

9. Communicate.

Make sure you’re checking in regularly with your staffing agency. Let them know when you’re still available for work. Ask if any new positions have come in. If anything changes about your expectations or job requirements, let your recruiter know. The more they know, the better they can help you.

10. Be proactive in your own job search.

Remember, staffing agencies can never guarantee employment. They are just another resource. Stay active on employment websites. Keep checking the job boards and applying for jobs that pique your interest. Use your professional network to seek out opportunities.

Employment Agencies or Online Job Boards? Which works for you?

Partnering with a staffing agency has some really great benefits.

And if you follow these tips, you will effectively maximize your partnership with a staffing firm and have a successful experience. Contact us for more information.… Read the rest

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Thinking About Using a Staffing Agency? Here’s What You Need to Know

A staffing agency can save your business time and money and find well-qualified candidates.

6 Benefits of Using a Staffing Agency

  • A staffing agency acts as a middleman between employers and workers, helping to match qualified candidates with companies that have current job openings.
  • If your business needs additional labor, working with a staffing agency can save your company time, plus it offers other benefits as well, including flexibility and reduced potential legal risks.
  • Staffing agencies charge a markup that typically ranges from 25% to 100% of the hired employee’s wages.
  • This story is for business owners and hiring managers who have never worked with a staffing agency previously but are looking to grow their business’s team by partnering with one.

Finding qualified talent remains challenging for many small companies. Reviewing applications, interviewing candidates and negotiating salaries all take precious time away from a business owner’s existing obligations, which may end up hurting the business in the long run. That’s why some employers partner with staffing agencies, which take a lot of the time and effort out of the search for candidates by providing their own workers for open roles.

Using a staffing agency isn’t the right choice for every business, but if you’re considering working with one to meet your hiring needs, here’s what you need to know about the process.

What is a staffing agency?

Five Ways You Can Make the Most of Employment Stafffng Agencies

A staffing agency recruits employees for businesses that are seeking to fill certain positions. When you need new staff and choose to work with a staffing agency, the process typically goes as follows:

  1. The employer contacts the staffing agency. First, you’ll reach out to an agency that specializes in your industry, specifying information like the job responsibilities, the number of employees needed, the timeline to hire new workers and the wage or salary rate.
  2. The agency creates the job description. The agency then writes up a job description and advertises it for your business. They might also reach out to potential candidates individually if the candidate is a good fit for the job.
  3. The staffing firm vets candidates: Once candidates begin applying for the open position, the staffing agency reviews their experience and qualifications before scheduling and conducting interviews. They then choose the most qualified individuals to introduce to the hiring manager at your business.
  4. The employer makes the final decision. The hiring manager or business owner will interview the staffing agency’s choices before making a final hiring decision. This saves you and the staff hours that you would otherwise spend sorting through countless applicants.
  5. The agency takes care of the paperwork. Most agencies handle all the paperwork associated with new hires, like contracts, taxes and other payroll tasks.

How much does a staffing agency charge?

Staffing agencies typically charge 25% to 100% of the hired employee’s wages. So, for example, if you and the staffing agency have agreed on a markup of 50%, and the new employee earns an hourly wage of $10, you will pay the agency $15 per hour for their work.

In addition to the markup you will pay, you may be expected to cover additional fees for filling the position or contract buyout fees if you hire a temporary worker permanently.

What can a staffing company do for you?

As employers increasingly turn to part-time, freelance, and temporary workers to fill in their workforce gaps, staffing agencies have become a valuable resource for finding that talent quickly and efficiently. The following are just a few of the many benefits the right staffing company can offer your business.

Fast hiring

The job market has changed considerably over the past several years, and the hiring process is longer and more difficult than in years past.

“Great talent becomes harder to find, and it becomes extremely time-consuming for managers to review résumés and conduct interviews, all while still being responsible for their day-to-day operations,” said Matthew Rowles, business development manager at staffing company Kavaliro. “Turning to a trusted staffing partner can save time and money. A staffing firm can prescreen and qualify candidates to ensure the manager is always interviewing candidates that are a fit for the role.”

Flexibility

AJ Brustein, CEO and co-founder of on-demand staffing platform Wonolo, said that many companies are holding back on hiring for full-time positions for several reasons. However, a focus on learner operations has a lot to do with it, Brustein said.

“Companies are trying to be more productive and only have workers when they are absolutely needed,” Brustein told Business News Daily. “They need to find ways to make sure every dollar they spend is going to help the business. Temp staffing allows them to only have people when they need them, and those people are being productive.”

Jason Leverant, chief operating officer of national staffing franchise AtWork Group, said employers have come to realize the value of having a fluid workforce that can be dynamically adjusted to meet their hiring needs on an ongoing basis.

“The flexibility [of using a staffing agency] became the primary driver in the push to bring on a workforce that can adapt with the ebb and flow of a client’s business demands,” Leverant said.

Reduced risk

There are a lot of legal responsibilities involved with being an employer, like covering certain taxes, providing insurance coverage and following labor laws. From a financial and operational standpoint, hiring employees also comes with financial risks, especially if someone has to be fired or unexpectedly leaves. When you use a staffing firm, the agency assumes many of these liabilities for you.

“Staffing firms are generally considered the employer of record when it comes to the temporary associates that are placed, so … [staffing firm clients] appreciate the fact that, for the most part, the staffing firm maintains full responsibility for the employees while they are on assignment,” Leverant said.

How does it work?

In a blog post on Snagajob, author Amy White outlined the major types of jobs that staffing agencies help companies fill: temporary (an assignment with a set start and end date), temp to hire (an assignment that’s initially temporary, but is used to help an employer determine the temp worker’s long-term fit with the company) and direct hire (a permanent position in which the staffing agency acts as a recruiter).

White also explained the process of how staffing companies fill positions. If the agency doesn’t have an existing employee who is a good fit for an open role, it will typically advertise the position on job boards and other places job seekers would likely look. From there, it will accept applications and conduct interviews and a background check if required, just as any other employer would. Once the right candidate is found, that person is hired as an employee of the agency (except in the case of direct-hire positions). The worker’s paycheck and benefits, if offered, are issued by the staffing agency, but the length of employment is determined by the client, White said.

Alternatively, you can sign up for on-demand hiring platforms like UpworkFreelancer.com and Wonolo, which give you access to independent professionals who are ready to work, usually remotely. These platforms operate a bit differently, in that workers who come through these sites are considered independent contractors

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Thinking About Using a Staffing Agency? Here’s What You Need to Know

A staffing agency can save your business time and money and find well-qualified candidates.

6 Benefits of Using a Staffing Agency

  • A staffing agency acts as a middleman between employers and workers, helping to match qualified candidates with companies that have current job openings.
  • If your business needs additional labor, working with a staffing agency can save your company time, plus it offers other benefits as well, including flexibility and reduced potential legal risks.
  • Staffing agencies charge a markup that typically ranges from 25% to 100% of the hired employee’s wages.
  • This story is for business owners and hiring managers who have never worked with a staffing agency previously but are looking to grow their business’s team by partnering with one.

Finding qualified talent remains challenging for many small companies. Reviewing applications, interviewing candidates and negotiating salaries all take precious time away from a business owner’s existing obligations, which may end up hurting the business in the long run. That’s why some employers partner with staffing agencies, which take a lot of the time and effort out of the search for candidates by providing their own workers for open roles.

Using a staffing agency isn’t the right choice for every business, but if you’re considering working with one to meet your hiring needs, here’s what you need to know about the process.

What is a staffing agency?

Five Ways You Can Make the Most of Employment Stafffng Agencies

A staffing agency recruits employees for businesses that are seeking to fill certain positions. When you need new staff and choose to work with a staffing agency, the process typically goes as follows:

  1. The employer contacts the staffing agency. First, you’ll reach out to an agency that specializes in your industry, specifying information like the job responsibilities, the number of employees needed, the timeline to hire new workers and the wage or salary rate.
  2. The agency creates the job description. The agency then writes up a job description and advertises it for your business. They might also reach out to potential candidates individually if the candidate is a good fit for the job.
  3. The staffing firm vets candidates: Once candidates begin applying for the open position, the staffing agency reviews their experience and qualifications before scheduling and conducting interviews. They then choose the most qualified individuals to introduce to the hiring manager at your business.
  4. The employer makes the final decision. The hiring manager or business owner will interview the staffing agency’s choices before making a final hiring decision. This saves you and your staff hours that you would otherwise spend sorting through countless applicants.
  5. The agency takes care of the paperwork. Most agencies handle all the paperwork associated with new hires, like contracts, taxes and other payroll tasks.

    How much does a staffing agency charge?

    Staffing agencies typically charge 25% to 100% of the hired employee’s wages. So, for example, if you and the staffing agency have agreed on a markup of 50%, and the new employee earns an hourly wage of $10, you will pay the agency $15 per hour for their work.

    In addition to the markup you will pay, you may be expected to cover additional fees for filling the position or a contract buyout fees, if you hire a temporary worker permanently.

    What can a staffing company do for you?

     

    As employers increasingly turn to part-time, freelance, and temporary workers to fill in their workforce gaps, staffing agencies have become a valuable resource for finding that talent quickly and efficiently. The following are just a few of the many benefits the right staffing company can offer your business.

    Fast hiring

    The job market has changed considerably over the past several years, and the hiring process is longer and more difficult than in years past.

    “Great talent becomes harder to find, and it becomes extremely time-consuming for managers to review résumés and conduct interviews, all while still being responsible for their day-to-day operations,” said Matthew Rowles, business development manager at staffing company Kavaliro. “Turning to a trusted staffing partner can save time and money. A staffing firm can prescreen and qualify candidates to ensure the manager is always interviewing candidates that are a fit for the role.”

    Flexibility

    AJ Brustein, CEO and co-founder of on-demand staffing platform Wonolo, said that many companies are holding back on hiring for full-time positions for several reasons. However, a focus on leaner operations has a lot to do with it, Brustein said.

    “Companies are trying to be more productive and only have workers when they are absolutely needed,” Brustein told Business News Daily. “They need to find ways to make sure every dollar they spend is going to help the business. Temp staffing allows them to only have people when they need them, and those people are being productive.”

    Jason Leverant, chief operating officer of national staffing franchise AtWork Group, said employers have come to realize the value of having a fluid workforce that can be dynamically adjusted to meet their hiring needs on an ongoing basis.

    “The flexibility [of using a staffing agency] became the primary driver in the push to bring on a workforce that can adapt with the ebb and flow of a client’s business demands,” Leverant said.

    Reduced risk

    There are a lot of legal responsibilities involved with being an employer, like covering certain taxes, providing insurance coverage and following labor laws. From a financial and operational standpoint, hiring employees also comes with financial risks, especially if someone has to be fired or unexpectedly leaves. When you use a staffing firm, the agency assumes many of these liabilities for you.

    “Staffing firms are generally considered the employer of record when it comes to the temporary associates that are placed, so … [staffing firm clients] appreciate the fact that, for the most part, the staffing firm maintains full responsibility for the employees while they are on assignment,” Leverant said.

    How does it work?

     

    In a blog post on Snagajob, author Amy White outlined the major types of jobs that staffing agencies help companies fill: temporary (an assignment with a set start and end date), temp to hire (an assignment that’s initially temporary, but is used to help an employer determine the temp worker’s long-term fit with the company) and direct hire (a permanent position in which the staffing agency acts as a recruiter).

    White also explained the process of how staffing companies fill positions. If the agency doesn’t have an existing employee who is a good fit for an open role, it will typically advertise the position on job boards and other places job seekers would likely look. From there, it will accept applications and conduct interviews and a background check if required, just as any other employer would. Once the right candidate is found, that person is hired as an employee of the agency (except in the case of direct-hire positions). The worker’s paycheck and benefits, if offered, are issued by the staffing agency, but the length of employment is determined by the client, White said.

    Alternatively, you can sign up for on-demand hiring platforms like UpworkFreelancer.com and Wonolo, which give you access to independent professionals who are ready to work, usually remotely. These platforms operate a bit differently, in that workers who come through these sites are

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5 Basic Tips for Working With a Staffing Firm

If you have never worked with a staffing firm before, here are five things that are important to know to have a successful experience:

1. Define the skills needed for success: When contacting and communicating with the staffing firm about the type of candidate(s) you are hoping to hire, take the time to define clearly the objectives, responsibilities and skills needed for the ideal employee you want to fill the open position. Your recruiter will then be able to do a better job recruiting, interview and finding the best candidate to fill your role.
“This makes screening and hiring based on those factors a much more efficient and effective process,” says Brendan Haugo, Lead Marketing and Creative Recruiter for Celarity.
2. Onboard correctly: Once hired give the employee a tour of the office, introduce him/her to co-workers and management, and if there aren’t restrictions, invite the contractor to team meetings, says Brittany Smith, Human Resources Manager at Celarity. Also, be sure to show them where the break room or restroom is, point out where they can run to get coffee or a bite to eat, and any pertinent information that help them understand what it takes to succeed in your office. For example, if there’s road construction and they know a better route home, share that with him/her.
“A common complaint of contractors is that they feel segregated from permanent employees,” says Smith. “To help a contractor feel part of the team, make sure that he/she has the full onboarding experience.”
3. Paperwork, Policies and Procedures: A contract employee is held to the same standards as a permanent employee, says Smith. Make sure that contractors attend (or complete electronically) all security, safety and anti-harassment training. Share with them any Internet usage policies or key guidelines that are for everyone in the office setting.
4. Make them feel like a part of the team: In addition to a proper onboarding experience, make your contractors feel welcome and wanted. Don’t isolate them from the rest of the office and be sure to make sure they know they are an integral part of the success of the project, team or company. Invite the contractor to lunch or happy hours or for a cup of coffee.
“Get to know them on a personal level, make sure they know their work is valued,” says Haugo.
5. Regularly communicate with the staffing agency: Employers should be in constant contact with the staffing agency. Celarity frequently reaches out to its contractors and clients for feedback on how the relationship is working. Employers should do the same. Ask questions, ask for advice and be open.
“It’s important for the client to give prompt and honest feedback,” says Smith. “The staffing company should be notified of what day-to-day challenges the contractor or client are experiencing. Call the staffing agency when there are concerns about performance and attendance.”

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10 benefits of staffing agencies

6 Benefits of Using a Staffing Agency

Why do companies use staffing agencies?

Employers use staffing agencies to recruit candidates on behalf of their company to fill job openings on their teams and help candidates find career opportunities in their chosen field.

The positions can be full-time or part-time, temporary, contract-to-hire, or on a direct-hire full-time basis.

What do staffing agencies do?

Five Ways You Can Make the Most of Employment Stafffng Agencies

Staffing agencies check references, screen resumes, shortlists candidates, schedule interviews, and place candidates who work on-site at the employer’s behalf. The candidate is an employee of the staffing agency working under the direction of the employer.

Regardless of how well a company schedules its employees, staffing shortages are bound to occur.

Employees need time off, overtime pay costs become too high, a short term project requires extra staff,  an employer has no time to look for candidates, internal company resources have trouble filling a difficult position, an employer wishes to try out a candidate before a full-time commitment.

Using a staffing agency to hire employees allows an employer to focus on the growth of their business, take on additional short term projects without adding to long term headcount while having the ability to downsize staff and overhead when the projects are finished.

10 benefits of staffing agencies

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1. Reduce overhead costs

Permanent employees cost more than just the salary they are being paid. Health care, 401k retirement plans, sick days, vacation pay, and employer taxes are just a few of the costs included with permanent staff.

With a temporary staffing agency, an employer doesn’t pay any of that, they simply pay them for the work they have done, with no additional overhead costs.

 2. Reduce overtime pay

Rather than putting additional demands on current permanent staff, an employer can use an engineering staffing agency and bring in temporary workers to help split up the amount of work during busy times.

This saves them from burning out full-time employees and overtime costs for employees if they work on an hourly basis which is a big benefit of staffing agencies.

3. The need for short term staff

An employer may need a temp employee due to permanent staff being sick, on maternity leave, having a family emergency, or taking a leave of absence.

Hiring through a temporary staffing agency gives an employer the flexibility to schedule someone for a short period to handle these situations.

4. Save on training, time, and reduce hiring risks

Training new employees require a significant investment of both time and costs.

When searching for someone to cover a few months’ worth of work, it doesn’t make sense to spend money to train them. By using a temporary staffing agency and employer is provided with someone ready to do the work they need.

When the contractor’s job is completed, the work is over, there is no need to worry about severance pay, unemployment insurance, or finding a replacement. Not to mention the parting of ways is streamlined and smooth which is another staffing agency benefit.

 5. A staffing specialist saves time and increases ROI

Sometimes employers looking for resumes may have projects that require a specialist, or someone with certain expertise.

If it’s a temporary project that will only take a certain amount of time to complete, it doesn’t make sense to hire them on a permanent basis.

temp agency can set an employer up with a skilled staffing expert and save them time by weeding through hundreds of resumes, checking references, and taking calls from candidates who may or may not be qualified.

Technical staffing agencies help find temporary workers while saving employers time and money so they can focus on other business aspects.

6. Handles onboarding and payroll

A big benefit of using staffing agencies is that the staffing agency takes care of the temporary employees onboarding paperwork, payroll taxes, workers’ compensation, and unemployment benefits.

7. Access to talent networks

A good staffing agency spends years building up their talent network through referrals, networking, and speaking with candidates daily. An employer usually doesn’t have the resources to constantly engage talent.

When an employer says “I need a staffing agency to search for IT resumes” a top IT staffing agency should be able to deliver qualified candidates in 24 to 48 hours.

8. The ability to hire quickly

An employer may have an employee quit and need an immediate replacement. A temp staffing agency can deliver qualified talent many times in less than 24 hours due to its extensive network of candidates.

9. Industry market knowledge

Another benefit of using a staffing agency is that an employer gains access to the recruiter’s insider knowledge of skilled available candidates both active and passive, salary ranges, and local market trends.

10. The ability to try out an employee before extending a full-time offer

It can be hard to determine if an employee will be a fit strictly through an interview. By starting an employee on a contract the employee and employer can see if everything is a good match for both parties and if it is not, both can part ways easier.

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