Tag Archives: Human Resources

Grow Your Business with a PEO Partnership

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Running a small business is tough. According to government statistics, during the first five years, 50% of small businesses fail. So, how can you increase your chances of success?

Small businesses that utilize a Professional Employer Organization (PEO) are 50 percent less likely to go out of business. They also grow seven to nine percent faster than those who do not use a PEO, according to the National Association of Professional Employer Organizations (NAPEO). When you partner with a PEO, you can substantially reduce the overhead associated with human resources, payroll administration, and benefits. What this means to your business is a higher rate of growth and a better chance at success.

The best way to grow your business is to allow more time focusing on strategy, cultivating customer leads and nurturing your business relationships. When you use a PEO, instead of contributing in-house resources on HR administrative tasks, you can invest that time in essential tasks inherent to your HR strategy.

The employee turnover rate for PEO clients is 10 to 14 percentage points lower per year than that of comparable companies. Partnering with a PEO allows you to take better care of your employees, giving them more reasons to stay loyal to your company.

What can an effective PEO do for your business?

Here are four key services they will offer:

  • HR and Personnel Administration: Instead of your business having to fund an entire in-house HR department, PEOs can take over payroll administration, manage your workers’ compensation, and help keep your business up-to-date and compliant with the latest state and federal laws.
  • Payroll & Tax Administration: Imagine not having to devote hours each day to payroll administration and dealing with employee benefits. A good PEO can handle the calculation, preparation and distribution of payroll checks; reporting, withholding and remitting payment of payroll taxes; employee deductions, including garnishments; and preparation of payroll reports.
  • Employee Benefits Administration: Adequate employee benefits are one of the keys to retaining the best employees. PEOs can handle the administration, reconciliation and payment of employee health, dental and vision plans, as well as many other employee benefits such as 401(k), IRA, or other retirement plans.
  • Risk Management and Workplace Safety: Employee safety is a key priority for a growing company. A good PEO will provide professional, certified safety managers that will come on-site to inspect your safety environment and make recommendations on how to improve it.

When it comes to growing your business, the best thing you can do is hire a PEO. At Delta Administrative Services (DAS), we understand the time and monetary burdens of everyday business administration. By partnering with our team of experts, you can focus your time and resources on the growth of your business, while we do the rest.

To learn more, call DAS today at 504-274-3400 or visit our website, www.deltapeo.com.

Delta Personnel Celebrates 50th Anniversary with Expansion of Services

doctors2New Orleans-based staffing agency, Delta Personnel, celebrates its 50th anniversary by adding healthcare recruitment to its service offerings. The agency, which opened its doors in 1968, specializes in temporary, temp-to-hire and executive recruiting in the food and hospitality, professional services, IT support and light industrial industries. With the addition of healthcare, Delta can now provide recruitment opportunities for highly skilled hospital administrators, doctors, nurses and personal care professionals.

“Delta’s expansion marks an important transformation for the company,” said the owner, Teresa Lawrence. “Our growth is not only in response to the nation’s need to fill positions in the healthcare industry but Delta’s on-going commitment to put skilled workers in good paying jobs.”

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Arthur Simmons, Delta’s new SR. Talent Acquisitions Manager – Healthcare

The agency has already made one major step towards positioning itself to attract healthcare clients and job seekers. Last month, Delta hired Arthur Simmons as the new senior talent acquisitions manager with a focus on healthcare. Simmons brings more than 10 years of talent acquisitions experience to the company. After four years with MSI International in a similar role, Simmons is well-positioned to hit the ground running as a full-cycle recruiter.

“Delta has afforded me the chance to integrate my vision for healthcare recruitment with their business expansion strategy,” said Simmons. “This is a great opportunity to help the agency build something new and venture into a rapidly growing sector.”

According to data from the Bureau of Labor Statistics, in 2016, the healthcare industry created more jobs than any other sector, adding 35,000 jobs per month. Louisiana, alone, saw a jump in healthcare employment, a trend many economists predict will continue over the next 10 years.

To learn more about Delta’s healthcare recruitment services, call 504-833-5200 or visit www.deltapersonnel.com.

5 TIPS TO ENSURE YOU GO FROM TEMP TO HIRE

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Can your temporary job turn into a full-time opportunity? Yes, it can! In today’s competitive job market, employers often take their time to search for the ideal candidate. Full-time hiring decisions are typically made after a 3 to 6-month period of observation. In the meantime, employees are in a holding pattern waiting to learn whether their temporary job will convert to a permanent opportunity.

The good news is, according to research from the American Staffing Industry, in 2015, 35% of contract employees were offered a chance to go from temporary to permanent employment and 66% of those accepted the offers. That means you have a very good chance of being hired.

Since 1968, Delta Personnel has successfully filled thousands of temp-to-hire positions. With 50 years in the staffing industry, Delta’s recruiters are dedicated to ensuring employees and employers are a good fit.  But it’s the temporary employee’s ability to put their best foot forward that increases their chances of securing a full-time position.

Here are 5 tips to ensure your temp-to-hire job ends in a hire:

  1. Attitude is everything.  From your first day on the job, show your passion for the company and the work. Show your commitment to and enthusiasm for the job by going above and beyond what is asked of you.
  2. Perform like your job is permanent. Think of your temp assignment as an extended job interview. Your punctuality, performance, problem-solving skills, and work ethic will be under close watch. Take this opportunity to show them you can be an irreplaceable member of the team. Make sure there is no doubt that if given the opportunity, you would choose to stay.
  3. Show an interest in the company. Demonstrate that you are in it for the long haul by asking about the company’s history, culture and mission. Be sure to spend time developing relationships with your co-workers. You will want them to report back positively about your attitude, skill-set and willingness to help.
  4. Learn as much as you can. Demonstrate to your employer that you are eager to learn and can learn quickly. Never be afraid to ask questions. It is more important that you ask a question and learn how to complete a task correctly than keep silent and get something wrong.
  5. Take the initiative. Be on the lookout for ways to go above and beyond. If you finish a task ahead of time, ask if there is something else you can do. Before you leave for the day, ask your boss if he or she needs anything else. These little things will demonstrate your value as an employee.

Finally, be patient. It may be difficult waiting to find out if your temporary position will become permanent but think of it as a learning experience. Towards the end of the temporary period make sure you convey your interest in the position and be prepared to highlight how you can be a continued asset to the organization.

Delta Personnel will be your advocate throughout the interview, hiring process and employment contract negotiations, to ensure that you have an opportunity to secure a good job at a great pay-rate.

For more information, call 504.833.5200 or visit http://www.deltapersonnel.com.

3 HR Tips for Effective PEO-Client Relations

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The relationship between a Professional Employer Organization (PEO) and its client is essential to the success of a co-employment arrangement. The responsibilities of a PEO make relationship building critical to the development of an effective human resources strategy.  Good PEOs help move the needle on business growth, making their insight and advice on matters beneficial to the clients they serve. Of the countless services provided by a PEO, the team at Delta Administrative Services (DAS) found that the sustainability of manager-employee relationships, training, managing documents and the implementation of employee policies and regulations are key HR areas growing businesses should focus on.

Since opening its doors, DAS has worked with companies across the Gulf Coast as an HR outsourcing provider. Over the years, the DAS team benefited from, as well as educated, business leaders on ways to strengthen employee relations, hire highly-skilled employees and stay in compliance with employment laws.  Here are three key take-aways that have helped DAS hone its skills in the HR industry:

#1 Enforce Equality in the Workplace
. The employer/employee relationship can be complicated. At times, it is difficult for employers to exemplify fair and equitable treatment to their entire staff. Because employers interact with their employees daily, they often develop a close net, family-oriented rapport. However, there are times when an employer makes accommodations for one employee and not others. DAS’s responsibility as a PEO is to encourage the development of rules of engagement between employers and employees and to help maintain the client’s mindset in work and compliance mode rather than friend and buddy mode. Although it can be a struggle to ensure that employers steer clear of this behavior, a PEO’s mission is to work towards providing companies the skills and knowledge needed to avoid potential employment conflicts.

#2 Build Good Relationships First
. Deciding to establish a co-employment arrangement with a PEO is an important decision to make. Handing over confidential information and trusting the PEO to implement an effective HR strategy is critical to long-term business success. A key take-away from DAS’s interactions with its clients is the importance of establishing a strong business-to-business relationship. The team’s experience, after many years in service to the business community, is to first, create an environment that ensures trust and promote collaboration.

#3 Documentation is a Wonderful Thing.
  Good documentation is critical to an HR department. Written and retained records of employment events, company policies and HR practices are instrumental to implementing the HR process. Tips for documenting disciplinary action is one of many insights the team at DAS has educated clients about. To avoid the mishandling of documentation for disciplinary actions, DAS recommends the following tip to management team members who often are required to provide verbal warnings to employees: During or immediately following a disciplinary meeting with an employee, email yourself the details of the meeting and copy the employee. Be sure to have them reply to you. By doing this, you will have a timestamp and the employee’s acknowledgment.

PEOs play an important role in a company’s HR team development. However, as the industry evolves, finding new ways to handle personnel challenges is the key to future success.

To learn more about Delta Administrative Services visit www.deltapeo.com.