Since 2003, Cornerstone Staffing Solutions has grown from a neighborhood staffing provider to a $100 million national firm. Cornerstone is one of the leading light industrial recruitment agencies placing qualified professionals into great career opportunities with top employers.
A good drug testing program can help companies promote a safe workplace and support a productive environment.
Research has persistently shown that workplace drug screening can discourage drug use among workers. In addition to making a workplace safe, a drug-screening policy can positively affect productivity and quality of products and services.
One of the many challenges associated with drugs in the workplace is the constantly changing nature of it. The country is still in the grips of an opioid epidemic. Marijuana is being decriminalized, legalized and even touted as a promising medicine, resulting in many stereotypes around this drug falling away.
Employers have to keep up with these changing trends as they relate to drug testing if they want to appear “in touch” with society. Consider the following drug testing trends for 2019 and seek legal advice on potentially modifying your organization’s drug-testing policy.
Positive tests are on the rise
According to data from Quest Diagnostics, there have been increases in the reported rates of positive tests across the U.S., recently hitting a 10-year high. The company, which performs countless drug screening tests, emphasized there have been major increases in positive tests for marijuana during the past five years.
A rise in positive tests corresponds to an overall increase in reported drug use. A survey published in 2015 by the Substance Abuse and Mental Health Services Administration (SAMHSA) found more than 27 million people over the age of 12 reporting the use of an illicit drug in the past 30 days, equal to about 10 percent of Americans. Reported by more than 22 million Americans, marijuana use was the most popular, followed by the abuse of prescription pain killers (3.8 million Americans). The NSDUH data showed reported marijuana usage had increased significantly compared to data spanning 2002 to 2013.
Marijuana testing is (slowly) on the decline
Given the rising tide of marijuana decriminalization and changing attitudes, it shouldn’t be surprising that use of the drug is getting more prevalent.
Employers appear to be responding to this shift not by stepping up testing for the drug, but by decreasing it. Mandatory marijuana testing used to be a common policy, but now, many companies are shying away from it. The trend is likely being supported by today’s highly competitive labor market.
Termination due to a failed test on the decline
In addition to decreasing focus on marijuana testing, employers also appear to be increasingly willing to work with existing employees when they fail a drug test.
Often, alternatives to termination include a “last-chance agreement” and/or mandatory enrollment in a substance abuse counseling program. Employers have reported that last-chance agreements can be challenging, particularly with respect to legal and administrative issues. Despite these attempts, more than one-third of employers routinely report firing one or more staff members over the previous 12 months.
Partner with Cornerstone Staffing Solutions!
At Cornerstone, we support all the employee policy and initiatives of our clients. If your company is currently looking for a staffing partner, please contact us today.
Warehouse work can be very fulfilling, but it’s not without accidents, the most common being slips and falls.
Simply put, slips and falls occur when traction is lost between the foot and walking surface. A fall can also occur as a result of contact between a person and a fixed or moving object. Most of these accidents are possible to avoid, and the key to prevention is awareness. The greater the level of awareness, the better equipped warehouse staff is to cultivate a safe working environment.
Warehouse employees are there to earn a paycheck and build a career. Nobody wants to end their day with an injury. With this in mind, think about the following suggestions to prevent slips and falls.
Conduct daily hazard checks
Devote some time each day to scanning the warehouse floors and removing dirt, trash and/or liquids. Make a note of any areas that need regular attention during the day. Also, be on the lookout for loose surfaces, uneven flooring, cracks in flooring, large items in walkways, poorly lit areas and other factors that could cause a slip or fall.
If you take the time to do this daily and train your staff to be on the lookout for anything might be slip or fall hazard, you’ll significantly minimize the number of slips and falls in your warehouse.
Fix hazardous surfaces
An uneven walkway is a slip or fall waiting to take place. Even if you post a sign or mark off an area, it’s still a hazard to your staff and anyone else who might come through your workplace. When you notice an area, even a low-traffic area, poses trip or fall risk, make it a priority to address it. The cost of addressing a slip or fall hazard will invariably be less than the cost of injuries, missing an employee and possibly getting a replacement worker if someone gets hurt.
Check equipment and replace if necessary
Even your most responsible and cautious worker is at risk when equipment, materials and areas are not kept clean, tidy and maintained. Ensure your staff members know they should keep their equipment, tools and workspaces clean and free from debris. Slip and falls are more likely to occur when something is ignored or disregarded.
Emphasize slips and falls in safety training
Don’t think because someone has been through safety training they don’t need any more safety support. A highly effective way to minimize slips and falls is to ensure your staff members stay aware of the risks. Post signs and focus on slips and falls in the safety manual, which all employees should be able to access. Regularly talk with your employees about new hazards, and ensure they understand how to both minimize risk and handle accident situations.
Partner with Cornerstone Staffing Solutions!
At Cornerstone, we fully support all the safety initiatives of our clients. If your company is currently looking for a talent acquisition partner, please contact us today.
The job history, or work history, section of a resume is an account of the applicant’s current and/or previous jobs. For each position listed, an applicant typically includes the title, dates of employment and the name of the employer.
Employers normally ask for job seekers to supply their work history on their resume, a job application, or both. Whether online or in document form, an application typically asks for details on an applicant’s most recent jobs. Some applications may only ask for the last two to five jobs, while others may ask applicants to list their entire work history.
Sometimes, an employer will ask for a comprehensive employment history and significant detail on the jobs held as part of the candidate selection process. Requested information can include names and contact information for past supervisors.
What to look for
Employers will review job history to determine whether jobs the candidate has held, and their experience, are a good fit for the position. Hiring personnel typically look at how long each job was held. A work history with many short-duration jobs can signal the candidate is a ‘job hopper’ – someone who may not stick around long if hired.
That being said, the work history on some resumes can be misleading. For example, a recent college graduate might list internships along with part-time jobs. This kind of applicant, who balanced school, an internship and part-time jobs to pay the bills, should be the sort of applicant companies want to hire.
Hiring managers also use job history to confirm the information on a resume, specifically by contacting past employers. When contacted by a hiring manager, some employers will give comprehensive information on a candidate, but others won’t. The degree of information given depends on the business. Most employers will not share a lot of detail due to liability concerns.
Some applicants may not list their entire work history on their resume and this should not be grounds for automatic elimination from consideration. A background check can include the entire employment history of candidates. If it does and it reveals key omissions, this could be held against the applicant in question.
Other than those pertaining to issues of discrimination, there are no federal regulations that restrict what can be asked about a potential employee. State laws vary, however, and those conducting background checks must be aware and follow any relevant laws.
Outsourcing the checking of job histories
At a large business, the human resources department normally conducts checks of candidates’ job history, but some businesses will have a third party conduct checks instead. Some employers, or the companies they contract, will conduct comprehensive background checks that include checks of credit history and criminal past. The degree of the background check usually depends on the position and laws regulating what a background check can look into.
Partner with Cornerstone Staffing Solutions!
At Cornerstone, we conduct background checks on a daily basis as per the instructions set by our clients. If your company is currently looking to outsource part of its hiring process, please contact us today.
Steven Drexel, Cornerstone Staffing Solutions president and CEO, shares his 2019 labor observations following the Bureau of Labor Statistics’ (“BLS”) press releases describing The Employment Situation on Jan. 4.
As an economist and seasoned staffing industry professional, Drexel is regularly asked to participate in monthly surveys and discussions that predict key elements of labor market activity.
Drexel says December’s Employment Situation Report was an excellent report with much better than expected 312,000 net new jobs and better earnings growth. “These results are very welcome given that economic anxiety had been running high due to the recent 15 percent drop in S&P 500 stock index, signs of slowing global growth, political commotion, tightening monetary policy and softer measures of confidence. The Employment Report’s confirmation of accelerating job and earnings growth suggests that the labor market remains strong and consumer spending should support continued economic expansion,” he comments.
2018 Employment Retrospective
Drexel says the industry data for December was encouraging in that the share of the 258 detailed industries that improved during December was 70 percent up from 61 percent during November and an average of 64 percent during each of the last 12 months. Further he comments that the average workweek improved and, sequentially, employment has grown for a record setting 99 consecutive months.
“In summary, while the BLS Employment Situation Report for December was expected to be solid, the actual results were excellent in all respects. This result indicates that the labor market remains enduringly, and remarkably strong, even accelerating,” Drexel says. “The unemployment rate is quite low but reassuringly, relatively stable over the past year. Average hourly earnings are finally showing some real (above inflation) growth. Average weekly hours are trending up as well. Moreover, the labor force is still growing and remarkably, 2018 reported the most expansion in 12 years. These factors along with labor force/employment participation rates and duration of unemployment statistics indicate that the labor market while strong and enduring, is not overheating.”
The Outlook for 2019
Drexel recognizes the broader economy has been more challenged lately. “The stock market is enduring a
correction (corrections foreshadow recessions … but only about half the time), global growth is decelerating,
consumer and business confidence has softened, monetary policy is tightening, trade and political tensions
remain high,” he comments. “This is not necessarily dismal news. The American consumer is in good shape, a
renewed dose of fiscal stimulus (tax cuts and increased federal spending) supports continued growth during
2019, the banks are in good shape and are lending.”
Drexel foresees growth will be slower, and the risks are mounting, but the expansion should continue through
2019. Over the longer term, labor shortages, trade and political tensions, growing government deficits and
uneven income distribution loom as potentially serious policy challenges, he states.
Drexel acknowledges that the current expansion has endured now into its tenth year (compared to an
average expansion of five or six years). This is likely the pay-back for suffering through the most recent
historically severe, financial crisis-induced recession as well as a historically slow-growth recovery. “Expect
jobs growth during 2019 to average around 170,000 positions per month while the unemployment rate trends
down to around 3.5 percent by year-end. The near-term risk of recession is creeping up to around 20 percent
but remains low given the absence of any critically growing imbalances or a looming financial shock.”
More about Cornerstone Staffing Solutions
Cornerstone Staffing Solutions is among the largest staffing firms in America and received Inavero’s Best of Staffing® Client Award in 2016, 2017 and 2018. Since 2003, Cornerstone has grown from a neighborhood staffing provider to a national firm that employs thousands of people at hundreds of companies from coast to coast. The Cornerstone family of companies also includes Dallas, Texas-based RightStone (www.rightstone.com), and Chicago, Illinois-based Arlington Resources, Inc. (www.arlingtonresources.com) and Casey Accounting & Finance Resources (www.caseyresources.com). Providing candidate searching and job placement for administrative, industrial, technical, sales and transportation positions, Cornerstone truly is where talent and jobs meet. Visit Cornerstone at: http://www.cornerstone-staffing.com.
It’s time to look back at the year that was here on the Cornerstone Staffing Solutions blog. We wrote about a lot of important topics last year. Below is a short list of our favorite posts from 2018.
5 Things to Remove From Your Workday to Make You More Productive
Eliminating waste from your workday is often the best path to higher productivity and lower stress. After you get rid of less efficient habits and tasks, you can better plan to handle long-term challenges and tackle small problems before they become massive headaches.
Things to remove from your workday should include mental organizing, multitasking, slow-rolling in the morning, the habit of immediately responding to emails and tasks that produce minimal return on effort.
Although holding on to your top employees is essential, shedding toxic workers is even more integral to better productivity and employee engagement.
Toxic employees can often seem to be solid team members. But often, they are actively undermining company values through unethical or illegal behavior. Toxic workers can be tough to spot in the standard hiring process. Even rooting them out after they have been with your company for some time can be tough.
There are signs to look for, however. In general, toxic employees avoid doing work, take on too much work, fight with everyone around them or are a bad fit with the rest of the team.
Warehouses are among the most dangerous places to work in America. They are filled with heavy items on elevated platforms with large vehicles moving at moderate speeds.
Considering these dangers and others, a regular comprehensive and genuine safety assessment is a good practice to embrace. Warehouse supervisors also have to develop a culture of safety. Safety is a group undertaking, and if somebody’s not adopting proper procedures with respect to safety, or doesn’t know appropriate procedures, that puts everybody in danger.
Why Someone Who Interviews Well Might Not Always Be the Best Choice
Although job interviews have stood the test of time as a tool for evaluating candidates, recent research has indicated interview performance isn’t a great predictor of how someone will do in the job. Because people who tend do well in interviews are charismatic, their appeal can often distract hiring managers from better candidates.
At Cornerstone, we stay on top of the latest HR tips, tools and strategies to better serve our clients. If your organization is currently looking for a talent acquisition solution, please contact us today.
When people think of diversity in the workplace, they tend to think of it in the context of society a large. For instance, a lack of diversity in corporate America often comes up in conversations around disadvantaged groups, and how to lift up individuals within those groups.
However, the importance of diversity in the workplace is about much more than what is good for society. People’s ethnicity, gender, cultural and other backgrounds often fade into the back of the mind when everyone has to work together to achieve a goal.
While it can be a source of workplace conflict, diversity is more often a source of strength. Research has indicated a direct correlation between more diverse workforces and greater innovation.
Consider the following benefits of diversity in your workplace.
A broader set of skills and knowledge
People from different backgrounds can provide a wide array of abilities and experiences, all of which can benefit an organization. While some crossover of abilities can be helpful with regards to employees assisting each other, it’s helpful to hire individuals with a broad range of skills and experiences among your team means a wider range of potential solutions. Furthermore, there is a potential for staff members to learn from each other.
By working together with people of various backgrounds, experiences and working habits, creative solutions can come from employees bouncing ideas off each other, constructive feedback and suggestions. For instance, one person might be great at spit-balling exciting, outside-the-box ideas, but another person may have the experience to execute these ideas. A diverse team allows for people from very different backgrounds to play on each other’s strengths and produce amazing results.
Staff members are more prone to feel comfortable and engaged in surroundings where inclusivity is a valued. Equality at work is also helpful for encouraging people from all backgrounds to feel confident about their abilities. All of this can lead to higher team morale, which in turn leads to more effective staff members.
More attractive brand
A business that values diversity in its hiring practices will appeal to a broader range of consumers and job seekers, as it appeals to people from all walks of life. Even if your workforce doesn’t include persons from every conceivable background, just the effort to be inclusive will be noticed by consumers and job seekers.
More language capabilities
Language limitations and cultural differences can act as a barrier for a company that wants to grow their business in certain communities or overseas. If your company hires people who speak different languages, however, it makes tapping into these markets much more possible.
Even if your company isn’t looking to tap into foreign language markets, having people on staff who know a different language can be useful when trying to learn about industry developments being written about in a foreign language.
Work with Cornerstone Staffing Solutions!
At Cornerstone, we fully embrace our clients attempts to maintain a highly diverse workforce. Please contact us today to discuss how we can make your company more inclusive.
Everyone knows it costs money to hire new employees: An open position has to be advertised, interviews have to be held, backgrounds have to be checked and all paperwork associated with this has to be filled out.
The actual cost of a hire varies, based on job level and hiring methods, but every employer can relate to the issue of talent acquisition costs getting out of control.
Let’s take a closer look at the actual costs of hiring a new employee that are often overlooked.
Time is money
Between screening an applicant, setting up an interview and contacting each candidate’s references, any lost time in the process translates to lost money. Those making hiring decisions must take time away from other duties to handle unexpected issues, such as tricky logistics in setting up an interview.
Lost time is lost for good. That’s why it is crucial to have a smooth, well-defined candidate selection process; one that is easily understood by both candidates and those inside the company. It’s also important for hiring managers and leadership to fully embrace the process once it has been established.
If you look a little deeper at hiring costs, you may discover that a larger proportion of costs are associated with onboarding new workers compared to the actual hiring, and many hiring personnel have a blind spot for these costs.
Onboarding calls for a great deal of paperwork, including benefits forms, tax forms, reviewing employee handbooks and NDAs. While paper and ink associated with this paperwork won’t make a major dent in your budget, real costs come from the amount of time it takes to complete all that paperwork and take care of other administrative tasks. If an HR worker makes $25 an hour, 50 employees are hired annually, and it takes 10 hours of admin for each hire — it equals $12,500 per year in costs, just to fill out paperwork!
There are a handful of ways you can minimize onboarding costs. First, digitize as much as possible. Second, ask new hires to fill out as much paperwork as they can before their first day. This can cut down on time hiring personnel must wait before being able to process forms.
Decreased productivity is typical of ramp-up periods for new employees. New staff members get less work done than experienced staff members because they’re still figuring out how to handle duties, navigate communication processes and build effective relationships. Furthermore, new employees ask a lot of questions and answering these questions pull experienced staff away from their duties.
The key to mitigating productivity losses is to ensure your onboarding system goes beyond paperwork and orientation. Make a plan for each worker to get the training and mentoring they need to get to up speed ASAP.
Need help hiring?
At Cornerstone, we work with our clients to ensure their talent acquisition costs are budget friendly. Please contact us today to find out how we can help your company find its next great employee.
Locating the proper talent, whether for temporary or long-term needs, is not a simple undertaking. While there are numerous resources accessible to help organizations source and hire talent, recruitment agencies are still critical to the strategies of many companies.
Whether you are regularly hiring for different jobs or trying to find specialized talent, there is a company out there to meet your needs. If your business is looking to partner with an agency, it can be helpful to review the benefits they can supply listed below.
Time is a company’s most precious resource, and hiring new staff is a time-intensive process. When you hand over parts of your hiring process, you have more time to concentrate on the core, revenue-generating operations of your company.
Staffing agency recruiter is about more than just matching an applicant to a job. Hiring for any given job involves sifting through stacks of resumes, narrowing down a list of strong applicants, screening applicants, interviewing and reference checking. Many companies benefit from outsourcing these functions.
A good recruitment can source, screen and prepare applicants before sending the best ones in for an interview. Just focusing on interviews makes for a more streamlined process on your end. Your company saves valuable time and still accesses great applicants in an efficient way.
Lower odds of a bad hire
While you may want a fast hiring process, you don’t want to invest in a bad hire, which can cost your company tens of thousands of dollars or more. A bad hire not only wastes resources, they can also have a negative long-term impact on morale and culture.
Because staffing agencies are experts in identifying red flags, your odds of making a bad hire are noticeably less. You should note that recruitment agencies must deal with many applicants every day for their clients and that experience is invaluable in determining which candidate can most benefit your business. Training and onboarding a new worker requires significant investment. Enlisting expert help can ensure this cost isn’t wasted.
Leverage specialized, unique hiring knowledge
Agency staff have training and experience to gain access to top applicants. It is their job to understand the labor market inside and out and to understand how to connect a company to the best possible applicants for their open positions. Agency personnel can also ensure applicants know about the competitive benefits and opportunities your company offers.
Some employment agencies have an established track record of matching clients with great applicants, so it is worth doing your homework before determining which agency is right for you. Your agency of choice may already be connected to a top applicant who is trying to find their next job opportunity. A good staffing company will always analyze both this candidate’s technical abilities and cultural fit for the opportunity in question.
Partner with Cornerstone Staffing Solutions!
At Cornerstone, we work with our clients to ensure they are getting as much benefit as possible by working with us. To find out how your company can benefit from working with us, please contact us today.