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If the heart of a company is its people, it is more vital than ever for employers to develop a positive reputation with current and potential employees. This idea is the core principle of employer branding. Smart companies are leveraging their brand to hire the best employees and also maintain the loyalty of those already part of their teams.

To drive this point home, 50% of candidates say they wouldn’t work for a company with a bad reputation, even for a pay increase. For many job seekers, your reputation as an employer carries more weight than whatever pay your company offers.

On the other hand, 92% of candidates would consider leaving their current jobs if offered another role with a company with an excellent corporate reputation. It’s clear that what people see and feel about your company directly impacts how well you retain and hire new staff.

This article explores the value of employer branding in 2022 and its implications for the future. We will also discuss employer branding strategies and break down a few tips you can use to boost your company’s brand reputation for the long haul.

Why Employer Branding Matters

In today’s digital age, people have instant access to an empowering amount of information about virtually anything – including your company. 79% of job applicants use social media in their job search. In a matter of minutes, candidates can go beyond listed job posts to find out more about employers before applying, such as:

Online presence

Everything that people can discover about your company online impacts its reputation massively. Not only are customers and clients seeking to learn more about your company on digital platforms, but so are potential employees. In fact, most job seekers read at least six reviews before forming an opinion of a company.

From employee and customer reviews to client testimonials, what people are saying about your company will impact your employee brand in one way or another.

Your brand goes beyond reviews, however. It encompasses the overall image of your company based on how you are actively communicating with the world. From your company website to social media and live events, job candidates are doing research on your company, its culture and your employee brand.

Employee reviews

This is by far one of the most significant sources of information for job candidates since it comes straight from people who have already worked for the company in question. Yes, there will be bias behind the opinion of a current or past employee. However, these reviews can give unique insights into the inner workings of a company and what type of experiences employees have had there.

An important factor here is that employee reviews are out of employers’ control. Whether the reviews are positive or negative depends on how a company treats its employees. You may get a few disgruntled outliers. However, most people will give a relatively honest review of their employee experience, which makes it essential for you as an employer to work on improving your reputation on a fundamental level. No amount of external marketing can change how actual employees feel about your company.

Client testimonials

Although these testimonials come from a client’s perspective, they still directly impact your company’s reputation. Prospective candidates can learn a lot about you as an employer based on the quality of your client testimonials.

Are you offering good service? How well do you treat your clients? Can you maintain favourable business relationships? Client testimonials can answer these questions and show whether your company is sustainable and if you can provide job security for potential employees.

Customer reviews

Customer reviews are another form of feedback that may not come from inside your company but can still tell job candidates what they need to know. Whether customers share positive or negative reviews will significantly affect your company’s reputation. It also illustrates your ability to leverage employees effectively to sell your products, which impacts your employee reputation.

Your customer relationships are the bloodline of your business, and their quality can be a powerful indicator of whether you can take care of your employees. The last thing a job candidate wants is to end up in a dead-end position with a company that cannot maintain a healthy bottom line or provide growth opportunities.

Employee branding strategies for 2022 and beyond

So, we have taken you through the concept of employer branding and the factors that influence and shape your company’s reputation in the eyes of potential employees. Now, it’s time to move beyond ‘what’ employee branding and into the ‘how’ you can effectively boost your brand as an employer.

Here are a few actionable tips or strategies to help you boost your employee brand in today’s rapidly evolving age and hopefully maintain a positive image well into the future.

Digital marketing

As mentioned already, we live in a digital age where potential employees can use the internet to learn more about your company. It’s not enough to simply post a job on LinkedIn or Indeed and pray this will be enough to attract quality applicants.

Today’s job seekers are much more ‘google-smart’. Unless you’ve already established a strong reputation as a top employer in your industry, getting the most qualified candidates will be challenging without some form of digital marketing effort.

There are multiple ways that companies are using digital to reach out and connect with job applicants, such as:

• Company websites
• Landing pages
• Online job boards
• Digital business directories
• Social media
• Paid ads
• Search engine optimisation
• Search engine marketing
• Email communication
• Live virtual events and webinars
• Blogs, articles and more

To give you context of how important these digital platforms are: The top three channels SMBs plan to extend their employer brand are the company website (69%), online professional networks (61%), and social media (47%). However, the point of these marketing methods is to be proactive and find innovative ways to reach out and communicate with prospective employees.

For example, you could run an engaging Facebook video ad showcasing positive employee testimonials and stories. By targeting this ad to potential employees who fit your demographic and previously visited your job post, you could gain more high-quality applications from candidates who choose your company over the competition.

Your website, social media profiles and outbound communication all impact your employer’s brand. It is essential that you find ways to connect with prospective employees and build a strong reputation actively.

Improving the candidate experience

It’s no secret that your recruitment and hiring process is an essential part of sourcing, employing and retaining talent. Therefore, one of the most impactful ways to nail each factor is to level up your candidate experience.

This experience begins before you even meet or interview a prospective employee. Your job post is the first thing a candidate reads, so it should be clear, informative and authentically persuasive enough to attract the most relevant and high-quality applications. There are also a few more methods you can use to improve your candidate experience, such as:

• Be transparent about the position in question
• Create and maintain an attractive and up-to-date career site for open positions
• Make your application process as easy and streamlined as possible
• Communicate effectively with candidates through email, phone and even social media updates
• Update candidates regularly on the status of their application, regardless of whether you will be hiring them or not

Lastly, but definitely not least, is the interview process. By getting the in-person interview right, you can learn as much about the candidate as possible while also giving them the information and positive experience they need to make a decision.

A few more tips for the interview process:

• Ask great interview questions
• Keep your interview period short
• Offer candidates a chance to learn about the role and your company culture
• Do a tour to show off your workplace
• Allow candidates to meet the leadership, especially top talent

Ultimately, the ball is in your court as an employer to provide the best candidate experience and seal the deal with your desired candidates. Every bit of information candidates discovers about your company impacts your employee brand, which is influenced even further by how you communicate with candidates along the way. Get these factors right, and you are on your way to attracting, hiring and retaining top talent.

With a solid candidate experience and digital marketing effort, you develop a successful employee brand in today’s world and learn how to develop this for long-term prosperity in the future as an employer.

Need help hiring and retaining top talent?

MASA has over 40 years of experience in the employment industry and can help you attract and secure the level of talent that your company needs. By partnering with us, you can access tried and tested staffing solutions tailored to your specific needs and employee brand.

Contact MASA today to learn more about how we can take your business to the next level!

The South African job market is highly competitive. You have candidates looking for permanent work and recruitment agencies offering their services to help companies find the best-fit candidates for their companies.

If your business is looking to onboard staff, most times, you will be inclined to reach out to a recruitment services provider, and there are often a few reasons why. Maybe you would like to save yourself the time of candidate hunting, or perhaps you don’t have the human resource capacity in-house?

Or it could be that you are looking for a specific candidate. Recruitment specialists like Greys already have a deep bank of potential candidates, which could make hiring a more efficient and fruitful process. Whatever the reason, it has allowed constant growth for these staffing solutions agencies. How can you distinguish between these agencies? How can you spot the differences between those that are reputable and those out to waste your time?

If you have not previously dealt with a particular agency, you should be prepared to screen them with several pertinent questions. This should fill you with a greater sense of confidence that they can source the right candidate for you.

When companies are looking to partner with a recruitment agency, there are a few key questions they should always ask. By doing their due diligence and asking the right questions, companies can be sure they’re working with a reputable and effective agency that will help them find the best talent for their needs.

1. Is the agency a specialist in my industry?

Does the recruitment agency have previous experience with companies like yours and multiple success stories to show this? This information will ensure a better fit between your business and the agency and reassure you that the company is knowledgeable about the roles in question. To add to this, finding a recruitment consultant who knows your industry well will allow both parties to work more efficiently.

2. How long has the consultant handling your vacancy worked in their niche market or with the recruitment agency?

The recruitment industry typically has a relatively high turnover of staff. Therefore, the best recruitment agencies to partner with are those that retain their experienced consultants. When you work with them again, those consultants will remember your requirements, team fit, and company culture to respond to your needs quickly and efficiently.

An established and stable team in a recruitment industry is also a strong indicator of that agency’s values; if they invest in their people, this guarantees they will be looking for long term business relationships. There is nothing more frustrating than every time you call the agency, the person who handles your vacancy has changed.

3. How do you source candidates?

You are looking for the very best people to work in your organisation. Therefore, you want to ensure that the recruitment agency you engage can reach a broad selection of job seekers, including passive job seekers or people waiting for the right opportunity but not actively hunting. Good agencies that work in your market should also have a pool of relevant registered candidates on their database, which is always a great place to start for a quick turnaround of CV’s and suitable people.

4. How do you vet candidates?

Get to know exactly what the vetting process is that they follow. Ultimately you need to be sure you are receiving candidates with exemplary ethical standards and are partnering with an agency that does everything honestly and transparently. Greys Recruitment Agency carries out a rigorous vetting and screening process complete with background and reference checks.

5. What kind of guarantee do you offer?

A reputable recruitment agency will not charge you if they cannot find an employee that fits your requirements or are unable to do the position’s tasks. Find out if they offer a satisfaction guarantee. This point should be a deal-breaker. You want to be working with an agency that is confident in its abilities to source and provide you with the best staff.

6. What are your fees?

When working with a recruitment agency, they will charge a fee for their temporary, contract or permanent recruitment services. Have them break down how much it will cost before you engage their services and ensure that you have it in writing with a copy of their Terms & Conditions of Business. The Terms of Business protect your business and the recruitment agency. Typically, they will need to be signed and agreed to before any recruiter works on your requirements.

7. Can you provide testimonials from other clients?

Testimonials are one of the most telling aspects of an agency’s ability to fulfil your needs. Gaining access to these will give you more confidence in your agency that they are as competent and successful as they claim. Greys has a trusted track-record thanks to our long heritage, meaning that we are a safe pair of hands to be placed within.

8. How do you stay up-to-date on trends in our industry?

This one is relatively straightforward but relevant for you to ensure you partner with an agency that stays relevant just as you do in your particular industry. Be sure their explanation fits your business sector before you move forward.

Asking these eight questions will help companies ensure they are working with a recruitment agency knowledgeable about their industry and has a proven track record of success. By asking these questions, companies can be confident they are making the best decision for their business.

If you are still unsure, why not shortlist the agencies you’re thinking of using and invite them to present to you. This gives them an incentive to do their homework on your industry and an opportunity to showcase it. It will also provide you with a clearer idea of each agency’s approach and the ones you feel most comfortable representing your business in the search for your staff.

Take the next step with Greys Recruitment Agency

If you are looking to partner with a recruitment agency, why not consider Greys? We have in-depth industry experience across multiple sectors and act with a transparent, thorough and highly effective recruitment process.

As a staffing specialist, our methods ensure you find the most optimal staff to fit your company culture and help grow your business. Get in touch with us to gain a more personalised understanding of our staffing and labour broking services and how they can impact your business.

You can also visit our blog for expert insights on various employment topics.

Do you have staffing issues? Are you having difficulty finding the right employees for your company? Do you struggle with onboarding and training new hires? If so, you’re not alone.

Many businesses face common staffing problems that can be difficult to solve. Often, these problems are caused by a lack of understanding of the staffing process. As a result, businesses can make poor hiring decisions, not provide adequate training for new employees, and fail to retain good employees.

Luckily, there are staffing solutions that can help businesses overcome these challenges. This blog post will discuss seven of the most common staffing issues and their solutions.

If you need a more immediate solution to your staffing difficulties, MASA is here to help. We are a leading national and international staffing agency with over 40 years of experience in the employment industry. Contact us now to learn more.

The complexity of staffing

In most cases, staffing can be quite a complex and challenging process of finding, selecting, evaluating and developing a working relationship with current or future employees.

Although the main goal of staffing is to fill the various roles within the company with the most suitable candidates, it involves more than just finding the right person for the job. Staffing also includes managing and developing the workforce, a challenge for businesses of all sizes.

It takes detailed planning, strategy, and a deep understanding of the company’s staffing needs to be successful. Without these elements in place, businesses are likely to face common staffing issues that can have a negative impact on the business as a whole.

7 staffing issues and their solutions

There may be unique and personalised staffing issues that companies face today, but these are, without a doubt, seven of the most common ones that we have identified over the years. We will also include an actionable solution for overcoming each staffing problem so that you can put these into practice straight away.

Problem #01: Not enough applicants

When there are not enough job applicants, it can be challenging to find the right employees for your company. This is often due to a lack of job advertising or poor job descriptions.

Solution: It is essential to create an attractive and accurate job advertisement to attract more applicants. The job description should be clear and concise, highlighting the key responsibilities and requirements of the role. In addition, you should post the job advertisement in various places, such as job boards, social media and your company website.

Problem #02: Too many applicants

While it may seem like a good problem to have, receiving too many job applications can actually be quite tricky to manage. This is because it takes a lot of time and resources to review each application properly.

Solution: To deal with a high volume of applications, it is crucial to have a system to sort and filter them. You can do this by using an applicant tracking system (ATS) or conducting initial phone screenings. By doing this, you will be able to identify the most qualified candidates more quickly and efficiently.

Problem #03: Inadequate training

One of the most common staffing issues businesses face is a lack of adequate training for new employees. This can lead to a high turnover rate, as employees are more likely to leave if they feel unprepared or unsupported.

Solution: To overcome this issue, it is essential to provide new employees with a comprehensive and well-structured training program. The training should be relevant to the job, and employees should be given adequate time to complete it. In addition, you should consider providing ongoing training and development opportunities for all employees.

Problem #04: Poor communication

Poor communication is another common staffing issue that can lead to multiple problems, such as a lack of collaboration, miscommunication and conflict.

Solution: To improve communication within the workplace, it is important to encourage open and honest communication. Businesses can hold regular meetings, send out updates and announcements, and use various communication channels (e.g., email, instant messaging, video conferencing). In addition, you should make sure that all employees are aware of the company’s communication policy.

Problem #05: Employee turnover

A high turnover rate can be costly and disruptive for businesses, as it takes time and resources to train new employees. This is often caused by poor working conditions, a lack of development opportunities or a negative work-life balance.

Solution: To reduce employee turnover, creating a positive and supportive work environment is important. You can do this by offering competitive salaries and benefits, providing development opportunities, and promoting a healthy work-life balance. In addition, you should make sure that employees feel valued and appreciated in the workplace.

Problem #06: Weak vetting process

If your company has a weak vetting process, finding qualified and reliable employees can be challenging. This is because you may end up hiring employees who are not qualified or experienced enough, who may have a poor cultural fit or may have hidden agendas.

Solution: To improve your vetting process, it is vital to conduct thorough background checks on all job applicants. This includes checking references, verifying qualifications and experience, and conducting interviews. In addition, you should consider using assessment tools to identify the best candidates for the job.

Problem #07: Weak and outdated job posting

If your job posts are weak and outdated, it can be difficult to attract qualified candidates. This is because job seekers are more likely to apply for relevant and up-to-date jobs.

Solution: To make your job posts more effective, it is important to ensure that they are well-written, accurate and up-to-date. In addition, you should make sure that your job posts are targeted toward the right audience and are posted on the most relevant job boards.

These are just some of the common staffing issues that businesses face today. While they can be difficult to deal with, there are solutions available.

MASA Staffing Solutions

MASA’s Staffing Solutions is the perfect solution for any staffing issues your organisation may face. With our comprehensive range of services, we can help you find the best candidates for the job and provide them with the training and development they need to be successful in their role.

We have over 40 years of experience in the employment industry and can provide a higher level of service than any other staffing agency. Get in touch with us today if you’re looking for a staffing solution that can help you overcome any staffing issue. We are here to help!

The recruitment industry is no stranger to the latest trends and technologies. In recent years, we have seen the rise of big data, social media, and mobile technologies reshaping the way we recruit candidates. And now, artificial intelligence (AI) is beginning to make its mark on the recruitment industry.

AI is a term that covers a broad range of technologies and applications. At its core, AI is all about using computers to simulate or carry out human tasks. This can include everything from simple pattern recognition to more complex decision-making. AI for recruiting technology allows recruiters to leverage their applicant tracking system (ATS) better, allowing them to hire more efficiently, shortlist more accurately, and screen resumes with more fairness. AI for recruiting solutions is an essential piece of the HR technology ecosystem.

Directly integrated with the ATS, AI-powered tools add a layer of talent intelligence to the recruiting process, designed to automatically screen thousands of resumes and reduce time-consuming manual tasks. Screening resumes efficiently and fairly remains the biggest challenge in talent acquisition:

52% of talent acquisition leaders say the most challenging part of recruitment is identifying the right candidates from a large applicant pool. According to a survey of talent acquisition leaders, 56% say their hiring volume will increase this year, but 66% of recruiting teams will either stay the same size or contract.

How artificial intelligence (AI) can change recruiting

In the context of recruitment, companies can use AI in several ways. For example, they can use AI to help screen candidates by sorting through resumes and identifying critical skills and qualifications. HR professionals can also use AI to help identify potential candidates through social media monitoring. And finally, AI can be used to conduct virtual interviews with candidates.

Benefits of using artificial intelligence (AI) in recruitment

There are multiple benefits that companies can enjoy by using AI in their recruitment process. 

1. The quality of hiring increases

HR staff needs to select the right people from a big pool of applicants. Thanks to Artificial Intelligence, the whole process can be divided into several stages automatically. Recruiters can collect more data on each candidate and evaluate candidates more effectively. Many AI-based solutions help assess candidates’ skills and experience using unique algorithms.

2. Better integration of analytics

HR managers get an opportunity to select candidates based on their skills and find the proper position where a candidate’s abilities are most needed. This new approach increases the productivity of a business and motivates candidates to improve their skills. In addition, AI software demonstrates a higher accuracy level than human recruiters.

3.  Automation saves time

Time is valuable for every company, and the recruiting industry is no exception. Artificial Intelligence provides many solutions for estimating the candidates’ skills. AI-based software only needs a few seconds to analyse significant amounts of data and provide understandable results that decision-makers can consider. This functionality allows users to save time, money and resources in the long run.

4. Unbiased decisions

Human intervention always implies a certain share of unconscious or conscious bias. Biased decisions are a common problem for all sorts of organisations, and AI solutions can minimise this element. Companies get an excellent opportunity to hire only the best candidates based on their real potential and personality. All the decisions are made taking into account data and resumes only.

AI And Skilled Recruiters: A Winning Combination

Clearly, artificial intelligence can improve recruiting efficiency and effectiveness. Recruiting and talent acquisition functions have evolved past personal networks and job boards, but AI is not the sole solution to increased proficiency.

Used alone, it may provide data that does not prove useful. AI may also ignore the human idiosyncrasies of culture fit and overlook qualified candidates with underachieving resumes. Engaging a talent acquisition strategy that leverages today’s powerful technology with experienced human talent acquisition professionals will prove to be the most successful way to win the battle for top talent in the future.

Overall, AI is a powerful tool that can be used to improve the efficiency and effectiveness of the recruitment process. While some challenges need to be addressed, such as data privacy and ethical concerns, the benefits of AI far outweigh the risks. As AI technologies continue to evolve, we can expect to see even more of how AI will transform the recruitment industry. It’s important to understand that the AI trend in recruiting isn’t going to disappear soon. It is one of the tech trends in HR that have completely reshaped recruiting. Recruiters need to learn new opportunities and adapt to the new conditions in the market.

Looking for a recruitment agency to source your potential employees with a high accuracy rate, using the latest technologies whilst not losing the human touch required in the recruitment process? Get in touch with Greys today, and let’s see how we can help you acquire the talent needed to add real value to your business.

Visit our website page today for more information.

When it comes to the care of our elderly loved ones, there are a few different options available to us. We can choose to have them stay with us in our home, place them in a nursing home, or use a combination of the two.

Choosing the finest overall care for an elderly loved one might be challenging. You must evaluate the advantages and drawbacks of various care alternatives while considering relevant issues such as personal preferences, financial concerns, medical conditions, and more. You may also experience guilt and doubt, making decisions even more difficult.

The traditional solution to this problem is to put your loved one in a nursing home. However, more people are now choosing home-based care instead. People are learning that there are more advantages to in-home care than having the elderly live in a nursing home.

This article will discuss the differences between home care and nursing homes and explains why home care is often the best option for elderly loved ones.

If you would like to connect with a nursing specialist, Greys is here to help. We are flexible and permanent healthcare providers with over 40 years of experience placing nurses in private homes. Contact us today to learn more!

The difference between home care and nursing homes

As your parents grow older, it’s natural for you to worry about how they will get along daily. This is especially true as they become feebler, more forgetful, and more vulnerable to accidents and injuries. It becomes more evident that they need senior care.

The question is: what kind of care do they need?

There are two primary types of senior care: home care and nursing homes. Both have their advantages and disadvantages, which we will explore in more depth below.

Home care is when a senior receives medical and non-medical care at home. A home care nurse can provide basic medical care, such as checking vital signs and helping with medication. They can also help with activities of daily living, such as bathing, dressing, and grooming.

Nursing homes are facilities that provide 24-hour nursing care for elderly residents. They have a higher staff-to-resident ratio than home care, which means that residents receive more one-on-one attention. Nursing homes also offer a more comprehensive range of services, such as physical, occupational, and speech therapy.

The main differences between home care and nursing homes are the level of care, the cost, and the setting. Let’s take a closer look at each of these factors.

The level of care

One of the main differences between home care and nursing homes is the level of care. In general, nursing homes offer a higher level of care than home care. This is because nursing homes have a higher staff-to-resident ratio, which means that residents receive more one-on-one attention.

However, having more staff on hand does not always equal better care, and home-based care can often be just as good as care received in a nursing home.

The cost

Another critical difference between home care and nursing homes is the cost. Nursing homes are typically more expensive than home care, as they provide a higher level of care. Home-based care is often covered by insurance, while nursing homes may not be.

The setting

The final difference between home care and nursing homes is the setting. Home care takes place in the comfort of your loved one’s home, while nursing homes are typically located in a separate facility.

Depending on your loved one’s preferences, the setting can be a benefit or a disadvantage. Some people prefer the social environment of a nursing home, while others prefer the familiarity of their own home.

The benefits of home care

There are many reasons why home care is becoming the preferred option for senior care. Here are some of the most important benefits:

Home care is more intimate

Home care services are provided in the home, which means that your loved one will receive one-on-one attention. They will also have the opportunity to form a bond with their carer, which can benefit their mental and emotional health.

Home care is more affordable

Home care is typically more affordable than nursing home care. This is because home care services are covered by medical aid, while nursing homes are not. Also, home care is often less expensive than other types of long-term care, such as assisted living.

Home care is more flexible

Another advantage of home care is that it is more flexible than nursing home care. Healthcare providers can tailor home care services to your loved one’s needs, and they can be adjusted as their needs change.

Home care is more comfortable

Older people often feel more comfortable in their own homes than in a nursing home. This is because their familiar belongings surround them, and they can maintain their independence.

Maximising home care benefits through a nursing specialist

If you’re considering home care for your elderly loved one, choosing a reputable and experienced home care provider is essential. Greys Nursing Services is a leading provider of home care services in South Africa.

Our extensive vetting, continuous training and vast pool of candidates ensure that our clients rest easy in knowing that they receive care from the most qualified, attentive and capable staff.

Home-based care can be an excellent solution for many families, but it’s vital also to choose a provider that takes the weight off your shoulders and gives you peace of mind. Greys handles all payroll, administrative and HR-related tasks, allowing you to focus on what’s important – spending time with your loved one.

To find out more about our home care services, get in touch with us today. We will be happy to discuss your loved one’s individual needs and create a care plan tailored to their specific requirements.

See our article on private vs public healthcare facilities if you like to learn more about nursing services.

It is now more important than ever to have low labour costs. The pandemic and the measures to curb the spread of the virus severely damaged the economy, slowly down businesses countrywide while fuelling a host of employment issues, such as:

• Budget cuts
• Retrenchments
• Staff shortages
• Talent flight
• Lower job satisfaction
• Overworked staff
• Strained management

In such an economic landscape, labour costs can quickly spiral out of control and can end up costing businesses a lot of money. There are many ways to reduce employment and labour costs, but seven stand out as being particularly effective.

This article will discuss these seven strategies that businesses can use to reduce their labour costs. We will also explore the benefits of using a labour broker to reduce employment and labour costs.

If you’re looking for a more straightforward or urgent solution to your employment and labour needs, don’t hesitate to contact MASA now. We are a leading temporary and permanent employment specialist providing expert staffing solutions locally and globally.

Types of employment and labour costs

Before we dive into the strategies businesses can use to reduce their employment and labour costs, let’s take a look at the different types of labour costs. Labour costs fall into two broad categories:

Direct labour costs

These are the wages paid to employees for the work they do and include:

• Wages
• Salaries
• Bonuses and commissions
• Overtime pay
• Holiday pay

Basically, any cost associated with an employee’s time spent working is a direct labour cost, and these costs can quickly add up.

Indirect labour costs

These are the associated costs of employing staff, such as:

• Payroll taxes
• Employee benefit
• Training and development
• Recruitment and advertising

Now that we have a better understanding of the different types of labour costs let’s look at how businesses can reduce these costs.

5 strategies for reducing employment and labour costs

As an employer, there is a continuous search for ways to reduce every cost possible while still maintaining a productive workforce. The strategies businesses use to achieve this will vary depending on the company, but there are some standard methods that are particularly effective in reducing employment and labour costs.

Here are seven of the most effective methods that you can implement in your business to achieve measurable cost reductions.

1) Reduce staff turnover

One of the best ways to reduce labour costs is to reduce staff turnover. Businesses can achieve this by investing in employee retention strategies such as offering competitive salaries, providing training and development opportunities and creating a positive work environment.

2) Outsource non-core functions

Companies can outsource labour-intensive tasks such as data entry, bookkeeping and customer service to save on labour costs. For example, businesses can free up their staff to focus on more revenue-driving tasks by outsourcing the often time-consuming payroll process to a specialist like MASA.

3) Reduce overtime

Overtime is one of the most significant contributors to labour costs because you essentially pay employees for the time they are not working. To reduce over time, businesses can invest in labour-saving technologies, such as time and attendance software, and schedule employees more efficiently. They can also offer incentives for employees who do not take advantage of overtime pay.

4) Use technology

There are many ways businesses can use technology to reduce labour costs. For example, online ordering systems can reduce the need for customer service staff, while automation can eliminate the need for manual tasks such as data entry. While you will have to pay for software, some options encompass multiple functions under one system, which can save costs in the long run.

5) Labour outsourcing

One way to reduce labour costs is to outsource certain tasks or functions to third-party providers or labour brokers. This strategy can be a highly effective way to reduce costs because you only pay for your services when you need them. Companies can use labour outsourcing for various tasks, such as customer service, data entry and bookkeeping. It can be an especially useful tool for businesses that experience seasonal fluctuations in demand.

Labour brokers: the ultimate solution

Labour brokers are employment specialists who source, screen and place employees with businesses. By partnering with a labour broker like MASA, companies can outsource their recruitment process and tap into a pool of skilled workers when they need them.

Labour brokers can also provide businesses with access to specialist skills and knowledge, saving on training and development costs. Here are a few more advantages of using a labour broker:

• Labour brokers have a deep understanding of the labour market and can source the best talent for your business.
• Labour brokers manage all aspects of the employment relationship, from recruitment to performance management.
• Labour brokers provide businesses with flexibility and can scale up or down according to your needs.
• Labour brokers offer a cost-effective solution for businesses looking to reduce their labour costs.

By using one or more of these strategies, businesses can effectively reduce their employment and labour costs. Labour brokers are often the best solution because they offer a comprehensive approach to reducing labour costs. When you use a labour broker, you can be assured that you’re getting the best possible solution for your business.

Take action now

If you’re looking to reduce your employment and labour costs, then it’s time to take action. Get in touch with MASA today and find out how we can help you save on labour costs. We are the leading provider of labour outsourcing services in South Africa and can help you find the best talent for your business.

Labour outsourcing is the future of employment, and our team of experts will work with you to find the best solution for your business.