Exploring On-Demand Pay for Your Business

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On-demand pay is a type of payroll advance that allows employees to access their earnings before their regular payday. This can be a helpful tool for workers who need quick access to money, but it’s essential to understand how on-demand pay works and its potential drawbacks before using it. This article will give you a complete overview of on-demand pay, explaining how it works and listing its pros and cons.

How On-Demand Pay Works

On-demand pay allows employees to access their earnings more frequently than traditional methods like weekly or biweekly paychecks. Some companies offer daily access to earnings, while others may provide access multiple times per week. This system is typically set up so that employees can request a payout whenever they want, and the funds are deposited into their accounts within a few hours. There are usually limits on how much can be ordered at one time, and fees may be associated with requesting payouts more frequently than usual.

Pros and Cons of On-Demand Pay

There are a few advantages and disadvantages to using an on-demand pay system. Some of the benefits include: 

Increased financial flexibility

This type of system can be helpful for people who need access to their earnings immediately, such as in cases of unexpected expenses or emergencies. 

Makes budgeting easier

Access to earnings more frequently can make it easier to budget and save money because you do not have to wait as long to receive your paycheck. 

Reduces stress

Not having to worry about making ends meet can reduce stress levels and improve overall mental health. 

However, there are also a few potential drawbacks to on-demand pay, including:

Fees

As mentioned earlier, some companies charge fees for requesting payout more often than usual. These fees can add up over time and eat into your earnings. 

May encourage impulse buying

Easy access to your earnings could lead to impulse buying and spending money you wouldn’t otherwise spend if you had to wait for your paycheck. 

Could create cash flow problems for employers

If too many employees request payout all at once, it could create cash flow problems for the employer.

How Does On-Demand Pay Benefit Employers

Employees aren’t the only ones who benefit from on-demand pay. Employers also stand to gain from offering this payment option to their employees.

Financial Wellness = Productivity

More than 77% of employers reported plans to offer support for employees’ major financial decisions in a recent Fidelity survey. Employers have known for decades that if you support employees through major life issues, you will create a healthy, productive workforce. When workers do not have to stress about finances, they can perform better at work. On-demand pay gives workers peace of mind over their finances which positively impacts the business.

Recruitment and Retention

The novelty of on-demand pay also provides a competitive advantage in the war on talent. Researchers surveyed workers about whether they would rather have access to on-demand payment or get paid more and the most preferred on-demand amount.

Improving Turnover

Any fees associated with on-demand pay are insignificant compared to turnover costs. 

Showcases the Employers’ Investment in Employees

On-demand payroll is a means of offering financial support and flexibility, which directly impacts an employee’s well-being. Offering these types of benefits showcases that an organisation is invested in the employee, which can improve employee morale and company culture.

 

On-demand pay can be a great perk for employees who need access to their earnings immediately; however, there are some downsides to consider. Before signing up for on-demand pay, weigh the pros and cons carefully to decide if it’s right for your business and its employees.

 

Are you looking for payroll services to take care of your payday headaches? Contact MASA Payroll Services today. We take care of over 12000 worldwide payroll transactions monthly by our in-house specialists. Let us take care of your payroll needs.

Home Care Nursing: Tips and Best Practices

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Home care nursing is a unique and challenging field within the scope of the healthcare industry. Healthcare providers who deliver in-home care face many challenges, including but not limited to:

  • Ensuring continuity of care
  • Managing medications
  • Coordinating with other members of the care team
  • Providing education and support to patients and families

In this blog post, we will discuss some tips and best practices for home care nursing and the challenges faced when nursing patients from their homes. 

Home care nursing can be provided by registered nurses (RNs), licensed practical nurses (LPNs), and certified nurse assistants (CNAs). Home care nursing is an integral part of the healthcare system, as it allows patients to receive care in the comfort of their own homes. 

Home Care Nursing Challenges

There are many challenges that healthcare providers face when delivering in-home care. One of the biggest challenges is ensuring that patients receive the same level of care they would receive in a hospital or other facility. Another challenge is providing care to patients with chronic conditions who may need a higher level of care than what can be provided at home.

Home care nurses must be well-trained and experienced to provide the best possible care to their patients. They must also be able to work independently and have excellent communication skills. 

Types of Home Care Nursing Services 

Many different types of home care nursing services can be provided. Some of the most common types of home care nursing services include: 

Wound Care 

Wound care nurses provide care to patients with wounds, burns, or any other type of injury that requires special attention. They clean and dress wounds, monitor healing, and teach patients to care for themselves properly. 

IV Therapy 

IV therapy nurses administer IV fluids, medications, and blood transfusions to patients in their homes. They also monitor patients for any adverse reactions to medicines or fluids. 

Pediatric Nursing

Pediatric home health nurses care for children with chronic illnesses or developmental disabilities. They work closely with the child’s doctor to develop a care plan and update the child’s condition regularly. 

Hospice Nursing

Hospice nurses provide end-of-life care to terminally ill patients and their families. They work with the patient’s doctor to develop a plan of care that focuses on comfort and quality of life. Hospice nurses also provide support to the family members during this difficult time. 

Tips to ensure best practice with your patients

Communication is key

Excellent communication between the home care nurse, the patient, and the patient’s family is essential to providing high-quality care. Be sure to keep lines of communication open and encourage feedback from all parties involved in the care plan. 

Establish a routine

One of the best ways to ensure continuity of care is to establish a daily routine for yourself and your patient. This will help you stay organised and on track, and it will also provide some structure for your patient during what can be a difficult time. 

Medication management is crucial

Medication errors are one of the leading causes of hospital readmissions among homecare patients. Be sure to double-check all medications before administering them, and always ensure that you understand the purpose of each medication and any potential side effects.

Stay organised and keep good records.

In-home care nursing, you will often work with a large team of other healthcare providers. It is essential to stay organised and keep accurate records, so everyone involved in the patient’s care is on the same page. 

Educate yourself and your patient about self-care techniques

Home care nurses play a vital role in teaching patients (and their families) about self-care techniques such as wound care, pain management, etc. The better educated your patient is about their condition and how to manage it, the better their outcomes will be. 

Home care nursing is an essential part of the healthcare system, as it allows patients to receive quality nursing care in the comfort of their own homes. There are many challenges that healthcare providers face when delivering in-home care, but there are also many rewards. Following these tips and best practices can set you up for success in your new role as a home care nurse.

Are you looking for a nursing agency to place the best home care nurses? Get in touch with Grey’s Nursing Services for more information; with over 40 years of experience, Grey’s can find the best fit to complete your home care nursing needs.

Sales Recruitment: Strategies for Hiring Top Salespeople

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Sales staff are the lifeblood of every business – they are responsible for generating revenue and maintaining relationships with customers. Yet, despite their importance, many companies do not have good sales staff. 

One can attribute this to multiple factors, including a lack of understanding about what salespeople do and the skills they need to be successful.

This blog post will discuss the importance of salespeople for businesses, and the strategies companies can use to recruit better salespeople.

The Role of Sales Representative 

Salespeople play a vital role in businesses – they generate revenue by selling products and services to customers. They also maintain relationships with existing customers and cultivate new ones. 

To be successful, salespeople must have a deep understanding of their products/services, the needs of their customers, and the market trends shaping buying behaviour. In addition, salespeople must be excellent communicators, relationship builders, and problem solvers.

Why is it vital to recruit experienced sales representatives?

Unrivalled market knowledge

Most salespeople boast unmatched market acumen, which is vital for higher success rates. Their expertise and experience qualify them to identify prospective clients and convert leads.

Seamless onboarding

Experienced salespersons do not require too much time to onboard, as they need no extensive training. Since they will be ready quickly, the business could save considerable resources. There will also be limited downtime, enhancing productivity.

Provide insights for new or improved products

Sales reps interact with products and clients daily. They spend significant time talking to people to understand what the market needs. Many sales representatives provide valuable innovations that can improve the quality of your processes, products and services.

Improve business revenue

The most critical role of sales reps is to identify new clients and help enhance lead conversion. Once they do this, your sales go up, improving your income in the long run.

The Disadvantages of Not Having Good Sales Staff 

Not having good sales staff can have disastrous consequences for businesses. Poorly trained or underperforming sales staff can result in lost revenue and customers. 

In addition, it can damage a company’s reputation if unhappy customers share their experiences with others. Inefficient or unproductive sales staff can also drag down morale within a company and make it more difficult for other employees to do their jobs effectively.

How to Recruit Better Sales Representatives 

There are multiple things that companies can do to recruit better salespeople. One is to work with a reputable staffing agency like Greys Recruitment Agency, with an extensive network of qualified sales candidates for your company.

Greys has a proven track record of helping companies source and hire top sales talent. Their team takes the time to understand your business needs and utilise cutting-edge job advertising and applicant tracking systems for recruitment success. 

Another way to improve your chances of hiring good sales staff is to create detailed job descriptions that outline the specific skills and experience that you require. 

You should also make sure that your interview process is thorough and includes multiple rounds of interviews with different people. Finally, you should conduct reference checks on all final candidates before making an offer.

Tips for identifying excellent sales representatives

Excellent sales reps are often prepared to have in-depth conversations with prospective clients, telling their brands’ stories. These sales reps must highlight professionalism and integrity throughout their careers. 

Employers must be keen on the qualities of these frontline employees during the recruitment process. Usually, recruiters need to observe the following attributes during the interview.

Problem-solving skills

Sales reps with practical problem-solving skills can solve their client’s issues creatively and promptly. A recruiter could create deliverables for candidates to complete during the interview. For instance, the interviewer could ask candidates to develop sales forecasts, highlighting their skills.

Ability to build relationships

An expressive and outgoing sales rep is likely to outperform their colleagues. Recruiters must look at how amiable and calm the candidate is during the interview. These elements indicate whether or not this candidate is a cultural fit.

Analytic attributes

Outstanding sales reps take the time to research and understand the recruiter’s industry or brand. They provide critical data and numbers instead of unproven claims. Their ability to analyse situations ensures that they make logical decisions and provide solutions to clients.

Empathy

A sales rep who prioritises the customer’s interests will likely win repeat businesses. They understand various clients’ challenges, goals, and desires, allowing them to personalise solutions. Empathy ensures that a sales rep anticipates whatever the client wants, ensuring that solutions are available quickly.

Confidence

Sales reps need to show their confidence in themselves and the products they want to sell. Recruiters must observe how composed and articulative the candidate is during the interview. Enthusiasm is infectious, and it encourages prospects to buy even more.

Overall, it is evident that having good sales staff is essential for business owners to succeed. Without quality salespeople on board, companies will miss out on opportunities for revenue growth and expansion. 

Additionally, poor quality sales staff can damage a company’s reputation among customers and employees. Companies must invest time and resources to find and hire quality sales staff to represent the company well.

If you are looking for better sales staff, why not use Greys Recruitment Agency. Greys has over 40 years of experience sourcing, vetting and placing high-quality candidates in various industries. Contact us for more information, and let Greys help your business.

How to Measure and Optimise Employee Productivity

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There are multiple reasons to focus on employee productivity, even if your business is on a smaller scale. Whether you’re a solopreneur in a one-person office or a human resources director at a multinational corporation with thousands of employees, measuring the efficiency and effectiveness of your workforce can be a central driving force in your daily operations.

If employees are the driving force of your business, it makes sense to learn how to measure their productivity and find ways to improve it. However, they are not machines you can keep running around the clock—an especially relevant statement for labour-driven companies. Investing the necessary time, resources, and brainpower to take the pulse of your company and implement strategic measures that drive productivity is imperative.

How do you make sure that your employees are as productive as possible? This guide will walk you through the main productivity factors and show you how to measure them.

How can you measure employee productivity?

Employee productivity is the measure of how much work a person has done or how much they have produced. It measures the efficiency, effectiveness, and output of an individual or workforce. You can use multiple metrics to measure employee productivity.

For example, work done per period (usually per hour), the number of units produced, or the total production value (monetary value) may determine an employee’s productivity. In economic systems where human labour is the primary input to production, productivity growth is crucial for success.

Blue-collar workers are often considered more productive if they can produce at a faster rate or use fewer materials to produce the same goods. For example, in manufacturing, a standard measure of productivity is output per labour hour. If manufacturing output in an hour increases while the number of hours worked remains constant, your workers’ productivity has increased.

On the other hand, white-collar staff productivity goals may be more focused on increasing sales and raising the number of transactions conducted in a unit of time or monetary value. For example, if your organisation sells items online, you may measure the number of sales-driven landing pages your marketing team creates per month and how many leads or sales they achieve in that period.

Define your metrics

The first step to measuring employee productivity is defining metrics you will use to track performance. Metrics are units of measurement assigned to a variable or a group of variables to measure an employee’s performance, for example:

  • Number of hours worked
  • Number of clients served
  • Number of sales recorded
  • Time to close sales

These metrics have in common that they measure performance (how much work is being done) and are compared to how much was done last time, indicating whether the growth rate is positive or negative.

Depending on your business model, you may use several different metrics to assess productivity. Depending on your goals, you can measure daily, weekly, monthly, or yearly productivity. You may also want to break down your measurements by department, team, or task to know where the problem areas are.

You can learn about recruitment-specific metrics in this earlier blog post on 8 Essential Recruitment Metrics You Should Be Using.

More than just a metric

Keeping track of how your employees perform is more than just numbers and analysis; it’s about creating an environment where employees can develop in a meaningful way that encourages their talents, fosters professional growth, and ultimately leads to business success.

By looking closely at your employees’ day-to-day efforts, you’ll be able to address problems with specific workers and tailor their work tasks for maximum effectiveness. Once you’ve implemented a set of metrics that accurately reflects your team’s current abilities, you can measure how much progress your team is making over time.

Even with the emphasis on measuring employee productivity, there should be plenty of room to encourage your workers to develop their skills and learn new techniques to increase overall business performance further. Focus on your staff as a team of individuals with growth goals and ambitions, and watch your business start to perform at its peak.

Strategies to improve employee productivity

So, you have decided to improve employee productivity but aren’t sure where to start? Well, we can offer you a range of practical ways to help your workers increase their productivity.

Clearly define roles and responsibilities

Start by creating an environment that encourages communication, consultation, and cooperation among all your staff. Doing this will help them function as a team, not as a group of separate individuals, further boosting collaboration efforts and overall productivity.

Teams with seamless communication also experience less stress and confusion, which helps reduce the risk of errors and disputes that bog down productivity.

Clearly define the roles and responsibilities of every employee

Do you have clearly defined roles and responsibilities in your organisation? If not, get a hold of your company’s mission statement and ensure that everyone in the company knows what their jobs are.

If everybody on your payroll knows what is expected of them and how they should contribute, it is much easier for everybody to perform effectively. This is important for two reasons: Firstly, by ensuring that everybody is on the same page concerning their company expectations, you can limit the confusion and frustration that may arise when different people interpret their job responsibilities differently.

Secondly, because people understand what is expected of them, they can concentrate their energies on doing that specific thing and know that their efforts will be recognised and rewarded if they do it well.

Offer rewards and recognition

Rewarding people for performing specific job responsibilities will help them identify their value to the organisation and drive them to produce results in their jobs. However, ensure that these rewards are long-lasting and consistent with your company’s core principles, so they won’t be overused or become meaningless gestures.

Extending recognition to employees for maintaining measurably high productivity levels according to company goals is a powerful way to motivate and inspire your team to do more. You can boost morale and increase workplace productivity by actively engaging with your employees and recognising the extra effort they put into their jobs.

Closing thoughts

It is up to you as a leader to drive the overall productivity of your workforce. Start with a clear vision of what you want your team to accomplish. Have clear goals and expectations for the type of work that needs to be done, why it is essential, and how it will impact the overall success of your organisation.

Ensure you communicate these expectations throughout your team and your leadership structure. Set clear performance metrics to measure the productivity of your team’s work effectively. In addition, be sure that you are sending a message that you are fostering full collaboration between individuals and groups to ensure success.

It goes without saying that your team’s productivity depends on their level of skills and ability to perform in their positions. Hiring the most qualified and fitting employees for your company is fundamental to securing your company’s long-term, sustainable productivity.

If you need assistance with sourcing, vetting, hiring and training productive staff, MASA is here to help. We provide the industry’s best temporary and permanent staffing services for companies looking to gain an edge in their industries.

Contact MASA today to learn more and see how we can help your business be more productive.

The Importance of Safe Nurse Staffing for Health Facilities

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Nursing staff are essential to any hospital, community, or facility that offers health care. They provide acute care for patients in emergency rooms and intensive care units and administer medicine and other everyday necessities in health care settings across the country.

However, nurses are frequently overworked and under-supported as health care providers aim to reduce expenses and improve their bottom line. The recent pandemic has further highlighted the importance of safe staffing for nurses and ensuring that health care systems are well-equipped to respond effectively to public health emergencies.

Unfortunately, nurse staffing will become an increasing worry for healthcare facilities as the industry struggles to recover in this challenging economic environment, and demand for healthcare services continues to increase.

How do healthcare facilities maintain a safe and appropriate level of staffing for nurses while remaining competitive and financially viable? The solution will likely require a multi-pronged approach that prioritises staffing and evaluates internal and external factors that can impact staffing decisions.

What is safe staffing?

Safe nurse staffing means maintaining an adequate number of staff throughout healthcare delivery. The core objective of safe nurse staffing is to guarantee that patient care needs are addressed and that the working environment and conditions support the team in providing the highest quality of care possible.

“Safe staffing levels aren’t just about numbers – they’re about skilled and experienced staff operating within clear, agreed, and ethical care plans. They’re also about having a low turnover so that staff actually stay long enough to form effective relationships with residents.” – Jason Denny, Registered Home Manager, Old Hastings House.

Healthcare providers that get safe nurse staffing right can ensure individuals will receive safe, effective care and assistance that is sensitive to their needs, not just a good inspection rating. If you make a mistake, you could endanger your personnel and the clients you help.

For instance, when workers are scarce, and service pressures rise, employees may have to prioritise which patients receive care and which do not. These circumstances can result in patients being neglected while also increasing the risk of a safety event that could lead to an unfavourable audit. Any such negative audit means potential brand damage to your business.

Ultimately, it is up to healthcare managers to ensure that their facilities have an adequate number of skilled, trained, and qualified nursing staff so that patient care needs are prioritised and patients remain the centre of the clinical service.

Factors affecting safe nurse staffing levels

There are some common characteristics of services that have inadequate staffing. If some, or all, of these apply to your service, this could indicate you’re not meeting safe nursing staff requirements:

  • There is a high rate of employee turnover.
  • The facility struggles to recruit sufficient nursing staff.
  • The existing nursing staff are experiencing high-stress levels and burnout.
  • The systems and procedures for the rota are disorganised, making them difficult to use and review
  • The staff only has time to carry out their assigned duties and tasks, leaving them no room to ‘care.’
  • There is not enough time in the day for staff to communicate with the people they support, their families, or other professionals.
  • There are little to no training and onboarding programmes for nursing staff.
  • There is a lack of support for staff members like supervisors.

By assessing the current state of your healthcare, patient outcomes, and staff satisfaction, you can take action steps to fix any significant issues arising from insufficient nurses.

What are safe staffing levels?

This is a crucial question that every nurse manager, nurse administrator, and healthcare executive should answer. The nursing staff you require will vary depending on your service and the clients you assist. This effectively means that you are in charge of determining how many nurses you require and hiring enough people to fill this need.

Providers should have a systematic approach to determine the staff and skills required to meet the needs of people using the service and keep them safe at all times. Where do you start? We’ll discuss below three areas you should consider.

Aims and objectives

The planning process will be complicated if you don’t have clear aims and objectives. This first step is where you engage with the leadership of your healthcare facility to:

  • Identify the aims and objectives of your service concerning the critical patient care outcomes you seek.
  • Determine how these relate to your local regulations and health authority structure
  • Define the financial and non-financial aims of your organisation
  • Identify the resources (people, equipment, and finance) needed to achieve your aims and objectives and develop your business plan.

The goal is to be realistic about your staffing levels and the time needed to achieve stated objectives and to calculate appropriate financial expenditure. Although nursing is frequently the highest line-item cost for hospitals, a 2013 study found that higher nurse staffing levels contributed to hospitals’ positive financial performance in competitive markets.

Safe nurse staffing helped increase productivity, decrease secondary infections, and reduce the average length of patient stays, resulting in cost savings and increased productivity. By taking a systemic and value-based approach to quality nursing care and creating safe working conditions, facilities can drive significant economic value while improving patient care quality.

Number of patients

By considering the total number of patients a service might have over a working week or month, you can begin to plan staffing requirements and resource allocation. The key is to be realistic about your staffing levels, so they should be based on recent data rather than overly optimistic targets.

To always ensure patient safety, nursing leaders should be able to manage and modify nurse staffing levels using their professional judgement. To ensure that safety standards are upheld in the event of insufficient nurse staffing, your leadership team should revise the systems governing patient flow or admission.

Also, note when you might need more staff, such as busy times of the day, when someone is receiving end-of-life care or when someone’s care needs increase.

Staff needs and expectations

Your nursing staff also need to do that which is outside of directly delivering care and support – for example, taking time to fill in care plans, complete handovers, talk to relatives, do training, and have regular supervision.

You should take other factors into account that go beyond work time regulations that impact your staff’s ability to deliver safe care and support. For example, long shifts can cause fatigue when your team lack sufficient time to carry out all their roles safely.

This step is also where you outline vital details like the minimum number of patients a nurse can care for, how long they can be on duty, and how many breaks they should have.

Get your nursing staff levels right

Achieving an appropriate and sustainable level of nursing staff for each shift is essential to ensure the quality of patient care and an environment that supports nurses’ professional development. You can develop a good ratio by clearly understanding the number of patients who will be cared for and the level of support staff available.

Suppose you are unsure how many staff are needed to provide safe patient care. In that case, you can seek the assistance of a reputable nursing services agency. Greys Nursing Services has successfully placed thousands of nursing professionals into hospitals, care homes, doctors’ practices and private homes.

Our extensive vetting, continuous training and vast pool of candidates ensure that our clients can gain top nursing staff. You can rest easy knowing that only the most qualified, caring and capable staff are placed with them. 

Get in touch with us to learn more about our temporary and permanent healthcare services.

What is Team Truck Driving, and How Does it Work?

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Driving alone on the open road gives many truck drivers a sense of freedom and independence while transporting goods from one place to another. However, navigating the open road can also take a toll on drivers and their ability to complete trips promptly and safely.

Team truck driving is an option for drivers who might work better by collaborating and splitting the responsibility of driving with a fellow truck driver, such as another assigned trucking professional or even a husband or wife.

Like there are pros and cons to riding solo, team truck driving also has unique advantages and disadvantages that logistics and transportation companies should consider when evaluating their fleet management strategies.

This blog explores the factors to consider when deciding on team truck driving, what benefits and shortfalls come with this strategy, and how you can put team truck driving into practice for your organisation.

How does team truck driving work?

Team truck driving is as straightforward as the term implies. While the other drives, the other driver eats, sleeps, and rests. The second driver will either be in their seat for their required hours or in a sleeper berth behind the main driver. This allows the truck to keep moving while following the recommended hours-of-service regulations.

There are no disputes over shift times because each driver has their own duty time established on a schedule. The fleet manager decides based on factors like distance, time estimation, and trip difficulty.

The advantages of team truck driving

Consumers increasingly demand faster shipping in an increasingly competitive economy that rewards the most efficient and cost-effective transportation methods. This need for speed and efficiency increases the demand for team truck drivers, and companies that leverage this trucking strategy can experience promising benefits.

Time savings

Team truck driving can significantly decrease the time required to transport loads since the drivers can get back on the road and make up for any lost time. Solo drivers must stop multiple times before they deliver the load, but for team drivers, that single stop represents a much smaller percentage of the total travel time.

Potential cost-savings

Faster delivery times mean your company can compete at a higher level in its industry, which allows you to charge higher rates while attracting more customers and increasing sales. Even though you are paying a team over an individual, your company can still save on payroll costs since each team member typically works fewer daily hours than an individual.

Enhanced stakeholder relationships

As a transportation or logistics manager, you understand that your company’s success is directly related to the success of your team’s truck-driving operation. Running a more efficient and streamlined team truck driving operation can significantly enhance your company’s stakeholder relationships with its clients and customers.

Better individual driver productivity

Evidence suggests that team truck driving strategies can sometimes improve individual driver productivity by increasing driver morale, enhancing communication between the two drivers, or simply helping pass the time.

Increased driver safety

Safety is a top concern for trucking companies because many accidents occur on the road due to fatigue and poor driver behaviour. Having two qualified and trained truck drivers in one vehicle can help increase the level of accountability for both drivers in maintaining solid safety standards and driving habits.

You can also rest assured knowing that each driver gets better rest when they have someone to split the driving responsibilities with, reducing the risk of accidents with driver fatigue on the road.

The disadvantages of team truck driving

While there are multiple pros to implementing the team truck driving model, you should be aware of a few risks and cons as a business owner or fleet manager.

Increased operating costs

A team truck driving strategy will likely cost more than a one-person, non-team trucking operation, especially if the drivers will be completing a longer, more complex trip that demands higher skills.

You will essentially be paying for two skilled drivers instead of one, so if you don’t have adequate capital, this may not be the best strategy for your business.

Extended training and onboarding times

In addition to the money you’ll have to invest in a truck driving team, you will also have to spend more time and resources to train and onboard the drivers effectively. Although you may be tempted to train multiple drivers at once, it is essential to remember that this strategy can lengthen the time it takes for your team to become productive and effective.

Potential vehicle issues

One drawback to training multiple drivers is that it becomes more difficult to have consistency and ensure that they uphold the same driving habits. Certain vehicles require strict maintenance schedules and more attention regarding routine tune-ups, oil changes, and even the driver’s steering and handling methods.

Drivers with different driving styles and habits could lead to further friction on the driving controls and more wear and tear when the team is on the road.

Developing a strategy

If you are considering using the team truck driving model, the first step should be to develop a strategy that accounts for the critical components of your operation:

  • Sourcing and hiring the right drivers
  • Training and onboarding them into your operations
  • Equipping them with the necessary supplies and safety gear
  • Scheduling team driving schedules and hours stops and breaks
  • Planning for the type of cargo (high value vs low value)
  • Setting your expectations for how the team will use the truck

Before you get started, it’s essential to develop a system and discuss each person’s expectations and preferences. Regarding driving shifts, some drivers prefer to drive at night with less traffic, while other truckers prefer to go during the daytime for better visibility. Ensure that each driver discusses their preferences, that you work with compatible professionals and have a track record of effective team truck driving.

Communication is key

Communication is key to making a team-driving partnership work between drivers and dispatchers, supervisors, and loading dock staff. It will be vital to develop a system to relay this information to the other driver if one learns about a crucial detail while the other is asleep or out of the truck.

To develop an efficient communication system for a team driving program, all drivers and staff must have adequate training to understand how to exchange information and what information is essential to convey.

Final thoughts

Ultimately, the success of a truck driving team depends on their training, skills, and communication systems in place for a smooth operation. Your company should evaluate its needs and resources to determine whether the team-driving model will work.

Analyse the cost of hiring two drivers for one truck and whether this fits your business model and growth plans. If you need drivers for hire or want to talk to a driving specialist with experience in this field, MASA is here to help.

We are a preferred supplier of exceptional drivers throughout South Africa, with thousands of world-class drivers being supplied to various industries countrywide. Contact us to learn more about our solutions and to gain an edge in your truck driving operations.

Payroll for Startup Companies: 5 Common Challenges and Their Solutions

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If you created a startup company in 2021, numbers say that only 80% your competition survived after one year. The startup journey is full of challenges as there are multiple moving parts to keep track of, from attracting and retaining talent to managing cash flow and keeping up with tax.

Despite payroll management being a core business function, startup companies often struggle keep everybody on the payroll happy while saving as much as possible.

When launching a new company, you may aim to grow and reach your financial targets with a talented team that builds prosperous customer and client relationships.

Although MASA typically handles payroll for medium to large companies, we have also worked with growing startups who contact us for support with their payroll. Read on as we explore five payroll challenges for startups and solutions to help you overcome them.

1. Cost

One of the biggest challenges for startups is managing costs. Startups must be mindful of their burn rate and often need to operate on a lean budget. Investing in the best payroll solution as early as possible can help startup leaders meet financial targets and save money.

There are a few ways to manage costs when it comes to payroll:

  • Use a payroll provider that offers a tailored solution. You only pay for the services you use.
  • Your payroll solution should help manage cash flow and keep costs down
  • Outsourced payroll is a cost-effective solution that allows startups to access personalised, world-class service

2. Compliance

The second payroll challenge to highlight for startups is compliance. Startups need to be aware of the compliance landscape and ensure they are up to date with the latest regulations.

This can be a daunting task as the compliance landscape is constantly changing. Errors in this domain can be costly and time-consuming, making payroll compliance a critical factor for the safety and longevity of startup companies.

Here are two well-tested solutions startups can implement to limit the 

pain and risks of payroll compliance:

  • Use a payroll provider that offers compliance support. This means they will keep track of the latest compliance developments and ensure your payroll is compliant.
  • Know every piece of documentation that you need to complete and submit for payroll, especially tax-related documents
  • Outsource payroll to a provider specialising in compliance and handling the costs associated with legal/compliance issues. Your team can gain peace of mind knowing that payments, Tax, UIF and other essentials are in reliable hands.

3. Complexity

We live in a digital age where aspiring entrepreneurs can begin new ventures from the phone in their pocket. One Google search brings up countless payroll software and systems. Where do you start? 

  • Find a payroll provider that offers a cloud solution. This means they can help you manage payroll for multiple entities and locations.
  • Another solution is to partner with an outsourced payroll provider specialising in payroll. This can remove your team’s burden and ensure your payroll is managed correctly.
  1. Growth

Another challenge for startups is growth. Startups often struggle to grow in the early stages. This can be a challenge when it comes to payroll as you need to be able to scale quickly. 

  • One solution is to use a payroll provider that offers a scalable solution. They should build a solution that helps your startup grow and scale to meet financial goals.
  • Outsourcing to a specialist that can manage your payroll takes the burden off your team and allows you to focus on other aspects of your business.

4. Integration

When it comes to payroll, startups need to be able to integrate their systems. This can be a challenge if you have multiple systems that are not compatible. You should be able to track your payroll process from end to end with a complete overview of the entire payroll lifecycle.

Solutions:

  • Use a payroll provider that offers an API. You can integrate your systems and connect them to your accounting system.
  • Partner with a payroll provider that offers a ready-made solution. This can save you time and money as you don’t have to build an integration from the ground up.

5. Security

Security is one of most startup companies’ most critical and often overlooked challenges. Although every organisation in this modern era should be protecting their data, there are a dangerous number of payroll systems that are not secure.

This lack of security leaves highly valuable and sensitive company data vulnerable to security breaches. Startups can become victims of fraud and theft, which can result in revenue loss, reputational damage, and even lawsuits.

  • One solution is to use a payroll provider that offers a secure solution. This means they have the necessary security measures to protect your data, such as encryption and authentication procedures.
  • Another solution is to use a payroll provider that offers a cloud-based solution. This can give you peace of mind, knowing your data is stored off-site and is less vulnerable to security breaches.

There is so much more that goes into payroll security. You can check out this blog post on 5 Tips and Tricks for Safeguarding Your Data to get the full scope!

Bonus Tips

There are several challenges that startups face regarding payroll. However, there are also many ways to empower your management team and employees with solid payroll solutions:

Outsource your payroll to an experienced specialist that offers a custom solution for your startup company. Measured Ability (MASA) offers among the best payroll solutions in South Africa, with over 12,000 monthly transactions under our belt and happy clients across the country!

We understand that every business is different and offer a range of services we can tailor to meet your needs. By leveraging a custom-made solution, your company can ensure that it is getting the most efficient and effective payroll service possible.

Get in touch with MASA to learn more about our payroll solutions and how we can reduce your monthly payroll costs and gain a competitive edge in your industry.

Mass Hiring: 4 Challenges and Strategies for Staffing in Bulk

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Achieving successful bulk staffing can be challenging for any organisation, especially when your needs are time-sensitive. You may require a large number of employees when opening new locations or preparing for peak holiday seasons, which means the pressure is on to successfully fill positions quickly and effectively while keeping costs in mind.

As an experienced labour broker and staffing specialist, we often connect with organisations that want to outsource temporary labour for special projects or anticipate a need for increased staffing and require a solution for rapid, high-volume staff acquisition.

The most valuable factor in these situations is having access to a broader talent pool through a flexible staffing solution tailored to your company’s needs. How do you identify the needs and challenges of bulk staffing while implementing the correct strategies to succeed?

Read on as we explore the answers to these questions and discuss four actionable strategies for mass hiring and staffing in bulk.

What are the challenges and strategies of bulk staffing?

Before launching any staffing initiative, hiring companies must work to identify, understand, and plan for the distinct set of challenges that bulk staffing brings. Navigating these challenges can be time-consuming and resource-heavy. Results will also vary from company to company depending on the nature of their staffing initiatives and particular goals and resources.

Here are a few of the most notable challenges and relevant strategies of mass hiring and bulk staffing.

1. Time constraints

As mentioned, time is of the essence for organisations seeking to fill multiple open positions, especially for jobs with a high turnover rate (such as call centre agents or sales associates). One of the main goals of hiring managers and recruiters is to fill these open roles quickly and ensure an adequate labour supply when needed.

Strategies:

One way to speed up in-house bulk staffing efforts is by creating an internal database of candidates you’ve worked with in the past (previous clients and candidates) that you can contact and send offers to when your hiring needs increase.

You can also look into applicant tracking systems (ATSs) that help streamline and automate many of the tasks, processes and overall methods of staffing and recruitment – which can be an essential tool for speeding up your bulk staffing. Learn more about maximising your recruitment with an ATS in this blog post.

Hiring a reputable staffing agency is your top option if you are looking for a solution that cuts down the time, risks, uncertainties, and administrative costs of bulk staffing. You gain the expertise of efficient and experienced hiring specialists, and you also get a committed partner that will speed up the entire process of bulk staffing and shorten your time to hire.

2. Advertising ROI

Hiring staff for any position almost always requires some form of advertising. However, there is a point at which an advertising budget becomes wasted money, which is an even greater risk for bulk staffing initiatives. You can spend significant time and capital creating and placing ads, scheduling interviews, and running through the post-interview follow-up, only to get a weak response and fail to hire enough staff on time.

Strategies:

Make sure to match your mass hiring job posting with your needs. It is essential to cast a wide net and attract as many interested job seekers as possible. You can make the job advertisements as relevant and effective as possible by tailoring them to specific fields and keywords, especially in the title. Check out this earlier blog post for tips on creating effective online job ads.

If you are interested in going the outsourced route, partner with a staffing agency that uses the latest online recruitment and staffing practices. They should have a measurable track record of maximising recruitment ROI through innovative targeting and advertising solutions, sophisticated applicant tracking and screening technologies, sourcing tactics, and employment branding.

3. Quality of applicants

The age-old dilemma of quality over quantity becomes a central challenge to overcome when hiring in bulk. Many hiring managers report struggling to find qualified candidates that meet the qualifications and quality levels desired, and the number of successful hires can decrease as you ramp up hiring.

Strategies:

The more you scale hiring efforts and look for a significant number of candidates, the more you need to invest in screening methods that ensure you’re bringing in the right people with desirable attributes.

Thoroughly define all the criteria you will use to evaluate applicants and what makes for a successful hire, and then apply these standards when screening resumes and candidate assessments.

Working with a staffing agency specialising in bulk staffing and mass hiring can ensure that every candidate undergoes a professional and rigorous screening and vetting process, complete with background, reference, and even criminal checks. Staffing agencies also provide access to a broader pool of pre-qualified candidates you can hire on-demand.

4. Collaboration and communication

A mass hiring drive can put tremendous pressure on the hiring team because of the highly collaborative nature of recruitment. Organisations without a robust collaboration framework will find it challenging to keep the process on track, leading to inefficient workflows, low hiring efficiency, and a poor return on the overall bulk staffing effort.

When candidates begin applying for the posted job, hiring managers can struggle to keep up with the high volume of incoming applications multiplied by bulk staffing. The consequence of a lack of collaboration and communication can lead to not only an increased number of unproductive applications but also a poor candidate experience.

Strategies:

Throughout the hiring process, managers should communicate with their team to set clear expectations, effectively delegate tasks, and discuss any challenges or roadblocks in their hiring process.

Set up clear communication channels that allow key stakeholders to access and share critical information at any point in the hiring process while promoting transparency, feedback, and collaboration.

You can enlist the help of a top staffing agency with the necessary tools and experience to handle all candidate communications, gather interview feedback, and maintain open lines of communication. Professionals specialising in volume-based recruiting will be accustomed to using efficient communication systems and technology while collaborating transparently with your team during the hiring process, including training, onboarding, and on-site staff management.

It’s bulking season.

Mass hiring and bulk staffing can be stressful for everyone involved, especially when you’re under pressure to fill in all the vacancies on time and candidates are anxious about the hiring process results.

By putting the strategies discussed in this blog post into practice, you can manage the difficulties of mass hiring and make the most of both practical and efficient volume-based hiring. Don’t be afraid to use technology, but at the same time, don’t forget to include people in your hiring process.

If you would like to take the weight of this hiring endeavour off you and your team’s shoulders, why not connect with an experienced and connected staffing agency like MASA? You can access our extensive database of qualified professionals in bulk and on-demand when you need it most.

Contact us to learn more about our temporary employment and bulk staffing solutions tailored for your company’s needs!

8 Essential Recruitment Metrics You Should Be Using

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Recruitment is critical in all business ventures, with forward-thinking organisations continually refining their recruitment practices to generate the most qualified candidates for their open positions.

Technology has opened new opportunities for HR teams and recruiters to source, vet, and hire using more streamlined, data-driven processes. By tapping into the abundance of valuable information being produced across all industries and job functions, recruiters have found it much easier to analyse the qualities they are looking for in their candidates and maximise recruitment results.

This blog explores the function of metrics in data-driven recruitment and discusses eight essential metrics you can track, measure, and analyse to boost your recruitment performance.

What are recruitment metrics?

Recruitment metrics are essential for recruitment managers, who use them to measure their organisations’ performance in talent acquisition. They are the entire set of data points that recruiters must track, manage, and optimise during the recruiting process.

The recruiting process lifecycle includes sourcing, engaging, screening, interviewing, hiring, onboarding, and retaining employees. Every step in the lifecycle has a distinct set of parameters and metrics that data-driven recruiting teams use to make better recruiting decisions.

Metrics can also help the recruiting team assess whether or not they are employing the right job candidates, whether they are correctly attracting and selecting candidates, and if the company is making enough hires.

What makes a good metric?

If recruitment metrics are simply points to measure, what makes these points valuable? We can highlight the following factors of a good metric:

  • A good metric is relevant and should apply to your unique business goals and recruitment objectives
  • A good metric is actionable, meaning recruiting managers can use the recruiting metrics they have to drive decisions and actions that matter for their business goals
  • A good metric is comparative, as you should be able to compare a metric to other periods, demographics, or competitors to understand its progress.
  • A good recruiter metric is understandable, which means you should be able to clearly explain its meaning and use, such as showing a direct correlation between the metric and company profitability.

The metrics your recruitment team selects should be a strategic priority for your company, providing as much value to your hiring efforts as possible.

Eight essential recruitment metrics

In a world where business is increasingly competitive, leveraging the most effective recruitment practices is critical to any organisation’s success. Here are eight metrics recruitment leaders can know and measure to secure the best talent for their companies.

1. Application completion rate

Tracking the application completion rate will help you understand how well you have designed your hiring process. The candidate experience should be pleasant enough to encourage qualified candidates to complete your application and commit to working with you.

Measuring the application completion rate will help recruiters identify whether your organisation adequately encourages applicants to fill out employment applications and apply for the relevant positions. The lower this metric, the more likely you are to have an unsuccessful hiring process because there is no doubt that candidate experience is the top priority for most recruiters.

2. Time to fill

This metric considers how many days pass between the time a job is posted and the time a candidate accepts an offer. The average time to fill varies by industry, but it is typically between 35-45 days. Measuring the time to fill is simple but incredibly important to HR professionals.

If a candidate takes longer than the average time to fill to accept a job offer, it means there was something that didn’t match the applicant, the company, the job application process – or all three. A top recruitment company knows how to minimise this time, costing the business hundreds of thousands of rands in lost salary and future earnings.

3. Source of hire 

This metric can determine where you are receiving the most job applications. If you are aware of the places where the majority of job seekers submit their resumes and applications, you can easily advertise your open positions on these platforms. You can always use the same sources to attract candidates and identify where the most qualified candidates are coming from.

4. Offer acceptance rate

The offer acceptance rate measures the percentage of candidates that accept job offers. This metric is a helpful gauge for competitive recruiting strategies and compensation plans. Whether your hiring goals are specific or wide-ranging, applicants often apply only to the jobs they would be most interested in. By tracking this recruitment metric, you can optimise your offers to consistently ensure that your company hires the most desirable applicants.

5. Yield ratios

A yield ratio is used to gauge the number of applicants moving forward in the hiring process. They highlight the percentage of applicants who advance from one stage of the hiring process to the next. For example, if you get 30 hirable candidates, the yield ratio would be divided by how many of them came from the previous stage of the hiring process, i.e. the number of candidates who submitted applications.

Ultimately, yield ratios show how effective your hiring procedure was. However, you must continuously measure them over time. Your hiring process will become more effective as yield ratios decline over time.

6. Candidate experience

This metric focuses exclusively on the candidate’s perception of your entire hiring process. It spans from when a potential applicant lands on your application page to when they receive a job offer (or rejection).

The goal of any organisation and HR team is to make the candidate experience as positive as possible for future employees. Candidates frequently post their opinions on job boards like Indeed. You don’t want unfavourable reviews to spread online because they might make it harder for you to recruit top talent in the future.

You’ll need to ask for some assistance from the candidates to put this metric in place. Establish what key measurements you’re looking to establish and set up an objective survey. You can do this yourself or ask your recruitment team to take the initiative.

7. First-year attrition

A crucial hiring metric that shows hiring success is first-year attrition, also known as first-year/new hire turnover. Candidates who quit during their first year on the job are typically costly to the business as they fail to become fully productive.

You can determine attrition by employers terminating the contract early or employees resigning from the company. The former is a sign that a prospective employee is not a good fit, while the latter indicates that an employee may have had the wrong expectations about the role or was simply unhappy in their position.

Whether there is an identifiable cause is crucial to figuring out why attrition occurred and what you can do to prevent it from recurring.

8. Cost per hire

An effective way to optimise spending is to know how much money goes into the hiring process. When hiring an employee, it’s critical to examine your costs to identify areas where you can make hiring process savings without sacrificing candidate quality or experience.

Here are some of the factors that the recruitment metric cost per hire helps discover:

  • The cost of advertising a job
  • The expense of processing and conducting interviews
  • The cost of recruitment software and upgrades
  • The fee is paid to an agency or professional recruiter
  • Additional administrative costs that build up along the way

Make your metrics count

Focusing on data-driven recruiting and the metrics mentioned above will improve the quality of the candidates you hire for new job positions. Additionally, you should be aware that the recruitment process and metrics constantly evolve to reflect current employment market trends.

Outlining metrics to track is only one small part of recruitment, and it’s certainly not all there is to the process. Where do you source candidates, and how do you attract them to your company? Partnering with a top recruitment agency can open up a wider talent pool for your organisation and allow you to hire the best candidates for the role.

Greys Recruitment Agency is a white-collar temporary and permanent recruitment specialist. We source the best candidates online through cutting-edge digital channels, SEO practices, and push and retrieval technology. You can contact us to find out more about our specialist recruitment solutions.

Understanding Human Capital Management in Staffing

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At some point, you’ve probably heard the idea that employees are the most valuable resource in business. They are at the core of every organisation, directly impacting your business lifecycle’s productivity, profitability, and overall success.

However, what does it actually mean when we refer to employees as valuable? Does this mean they have economic value, like buildings, inventory, or equipment? Or are they valuable for the time and commitment they give to your organisation?

You may have also heard of the term “human capital management,” which aims to source and hire the best employees with a focus on gaining maximum value from them throughout their tenure with your company. You can ensure high retention levels while achieving your business goals by continuously improving your employees’ skills, capabilities, and satisfaction.

So, let us dive deeper into human capital management, explore what it means for business, and discuss the benefits your organisation can gain from this alongside your staffing strategy.

What is human capital management?

Human capital management (HCM) is a practice organisations leverage to attract, recruit, train, develop, and retain the best employees to achieve micro and macro business objectives. The system allows companies to invest more in their employees to contribute at their highest level. If employees are the most valuable resource, HCM gives organisations an edge over their competitors by nurturing their talent and capitalising on their potential.

Organisations that rely on their employees to achieve most of their goals will devote resources to growing and developing their core skills and ability to deliver results. Human capital management guides leaders in addressing gaps in their company’s competencies and emphasises staffing efforts that can fill those gaps.

This human-capital focus provides more job fulfilment for employees because employees feel their contributions matter; managers have time to invest in employees, and high performers receive more growth opportunities.

We can identify four main human capital management activities: strategic HR planning, recruitment and staffing; compensation and rewards; and employee relations.

Strategic Planning

Strategic HR planning addresses how work teams, divisions, or organisations should function and includes preparing strategic plans, job analysis activities, job redesign efforts, and talent management initiatives.

This encompasses all areas of employee activities, including recruiting and development, job analysis, employee relations, and compensation/workforce administration. By planning and adjusting the right factors at the right time, organisations can maximise the productivity of their workforces and ultimately help them achieve their strategic objectives.

Recruitment and staffing

Recruitment and staffing is a complex process that can include establishing recruitment policies, motivating the candidates to submit their applications, screening and interviewing them, assigning the right people to vacancies and arranging training for them.

These are core functions of HCM where HR teams can attract and hire top talent by highlighting the value required from the candidates and what value job seekers will gain from being a part of the organisation.

Compensation and rewards

Beyond the usual recruitment processes of candidate selection and retention, organisations must also be aware of retention processes, including facilitating employee motivation and satisfaction. HCM involves employee incentive programs that provide relevant and timely rewards for high productivity and good performance, such as short-term bonuses, annual cash incentives, and paid time off.

An impactful element of this strategy is making it a part of the organisational culture for employees to feel motivated by recognition, timely feedback, individual development, and personal rewards. Organisations that align positive reinforcement with the concept of active engagement improve the quality of their service delivery, increase employee motivation, and better adapt to challenges.

Performance management

Performance management in HCM involves organisations’ activities, procedures, practices, and systems to assess and evaluate employees’ performance. Since human capital management is about improving the workforce’s performance, organisations have to devise the best approaches to measure and optimise employee performance.

Time-tracking and attendance are two HR practices for monitoring performance and ensuring workforce productivity. Tracking and analytics are also essential to understanding performance and identifying key issues to address. Time and attendance records, the questionnaires and online systems used to gather information on employees’ performance may not provide all the necessary details in identifying areas of concern.

By establishing a sound tracking and analysis system, HR managers can gain a deeper understanding of employees’ performance and drive them to achieve higher productivity in a broader range of tasks.

Maximise the value of your employees

How are you prioritising and concentrating on employee growth in your company? What personnel, organisational structures, and management procedures do you have to help you build a human capital management system? Which ones are you still lacking, and will you work on next? Does your company have a vision (purpose) and a set of goals that direct how you treat your employees, or “human capital”?

 Answering these questions requires understanding how human capital is valued within your company, which will allow you to refine your current human capital management practices.

Your staffing strategy is critical to elevating your organisation’s human capital, and MASA is here to help you hire the best. Whether you require temporary or permanent employees, we are skilled at understanding your unique needs and delivering a tailored staffing solution to achieve your goals.

Contact MASA to learn more about our staffing services and how we can increase the value of your human capital.