July 27, 2018

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Using Philosophy to Resolve the Lack of Candidates

King Cheung

King Cheung, Director of Sales

In my role here at Sirenum, I speak to temporary staffing agencies across the UK and Continental Europe every day. I ask them about their operational issues, and almost without exception, they trot out the issue of it being a candidate’s market. They say that particularly in the hourly temping market, there is a real dearth of candidates willing to sign up, turn up, and put in a shift. This lack, they say, is reflected in their declining order fulfilment rates. And, of course, the biggest shame is agencies being offered business and being unable to engage candidates in order to fulfil it. Money left on the (empty) table.

no workers

And the more people say it, the truer it becomes.

But it’s a strange thing. Because I also regularly talk to the people who are candidates–who sign up, show up, and put in shifts for agencies. And although for some, it is indeed a lifestyle choice, and they are happy to get work here and there, the vast majority say they would like more work than they get from the agency.  Many of them even sign up to multiple agencies in order to get more work. Even many people who work full-time want extra hours from agencies. There is evidently no lack of purpose or drive in the temping population to get out there and put the hours in, wherever they can.

The real truth is that for agencies, it is almost impossible to identify availability and then provide enough work for everyone in their worker pool, in a timely manner, with the tools available to them (telephone, rolodex, e-mail, text message, etc.). And for workers, they are just not visible enough to the agencies to get shifts quickly without tools that offer direct engagement and a window into their own availability.

So clearly, we are talking about two opposing truths–or perceptions–here, and each one is equally valid. So, using the Hegelian principle of dialectical synthesis, the philosophical acceptance of these two opposing truths enables us to bring them together, to reach a greater truth. Which is that if both agencies and workers had better tools to interact and communicate more effectively, there would be a higher fulfilment rate of jobs to workers. This would deliver a wide variety of benefits to all parties: more hours a week for the worker by being more visible; a higher fulfilment rate for agencies through better mining of their existing resources better; and better delivery of service for clients, by increasing coverage rates.

Agencies have an active pool of workers, but they also have a passive pool of people whom they may not have used recently or who, for some reason, have fallen out of favour. But, the passive pool notwithstanding, even the active pool is underutilised – the average worker does only 18-22 hours a week for many agencies. And if you believe when they say they would love more hours, that leaves a vast amount of capacity sitting in the agency’s active pool of workers.  If an agency could somehow unlock the capacity just of their active pool, the whole problem of the lack of candidates goes away.

This is where a dynamic workforce management platform like Sirenum comes in. Sirenum offers a number of powerful features that unlock the latent capacity of a pool of workers in a rapid and easy-to-use way. Let me offer you a case study in how this works in a real-life scenario. One of our customers is a staffing agency, providing ancillary staff to the rail industry. A few weeks ago, one of their customers, a Train Operating Company, announced that there would be strike action from their drivers, and that they needed the agency to provide 58 (!) support staff for the following morning (!!).

Staffing trainThe agency used a feature in Sirenum called Open Shift, to broadcast this shift offer to a mass of workers simultaneously – over a hundred, in fact – and, within 10 minutes, the agency had fulfilled 29 of the 58 shifts. Ten. Whole. Minutes. To fill 29 shifts. And, before long, all the shifts were filled. This operation has moved on from believing–like everyone else–that there is a dearth of candidates, to instead optimising the capacity of its pool of workers – and it’s a situation where everyone wins.

I didn’t think learning Hegel at University was going to help me much in my career–unless I was intending to enter left-wing politics, which I had no intention of doing–but how wrong I was. The answer to the issue of a lack of workers is dialectical synthesis.

 

June 12, 2018

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Four Crucial Ways to Manage Complex Workforces in Hospitality Staffing

There was a time when managing a dynamic workforce in the hospitality staffing industry was done with rudimentary tools like spreadsheets, whiteboards or even pen and paper. Staffing agencies focused on that industry have since realised that in order to grow their businesses they needed to invest in real technology to streamline the management of their workforce. As Yuval Noah Harari argues in the bestseller Homo Sapiens, “Most people can neither intimately know, nor gossip effectively about, more than 150 human beings.” So once an agency (or a department within an agency) crosses that threshold, especially in a complex environment like hospitality, effective technology is a must.

At the end of the day, for an agency to grow, their processes need to become more efficient, and consultants need to manage a larger number of dynamic workers without working 15 hours a day. And while some agencies think that an out-of-the-box scheduling tool can do a good enough job, their usefulness is limited to simpler work environments. Yes, with these tools you can manage more than the magical 150 figure, but you won’t be able to tackle the environment typical in the hospitality industry–a wide variety of workers, with complicated payment terms, variable shift patterns, and multiple skills, all across multiple sites.

Because when your agency is growing, you want to manage that growth, aligning business expansion with worker engagement and client satisfaction.

If you can relate to what we’re saying, these are some tools and technology that your hospitality agency will need to use to manage these complex workforces. While some can seem too futuristic or even impossible, these methods are all already operating and deploying tens of thousands of dynamic workers in the world as we speak.

Automatically Find the Best Candidates

When you receive a requirement from a client, it can be overwhelming to select suitable workers from your pool of 10,000 or even 100,000. But today’s modern dynamic workforce management platforms automate the process of finding the best candidates, so consultants don’t need to rely on memory or spend hours looking through realms of data.

How is this accomplished? By automating the fetching of workers data such as qualifications, proximity, preferences, payment terms and custom requirements, connected to the back-end of the scheduling tool. With just a click, you can view the most relevant candidates, sorted by percentage of match, and when you’ve decided on the right worker, send an invite to the shift with a single click.

Hospitality Staffing HR records into scheduling

Broadcast Shifts

But what if I told you that it could also be easy for even bigger sets of requirements? Leading staffing agencies are already using shift broadcasting tools that allow sharing openings will all relevant workers matching the job criteria. Your best suited dynamic workers get a notification on their mobile app with the details of the gig and they can accept the shift in seconds, wherever they are, while you see how client requirements get fulfilled automatically.

F3 by Sitenum for Hospitality Staffing

Track Worker Time and Attendance Digitally

One of the things that can really make your hospitality staffing business hum is the expediency with which you process payroll. Site managers that control time and attendance are no longer needed with modern mobile apps. These apps expedite the process of checking in/out and even confirming attendance in advance for better peace of mind, while providing accuracy and transparency to the invoicing and payroll processes.

Alternatively, modern technology can manage access control for work sites, where the time and attendance of all workers can be tracked without impacting regular processes. All of these translate into fewer human errors by eliminating double data entry, thus driving substantial savings. Tools like these offer greater accuracy to clients and workers while easing invoicing and payroll processes.

Sirenum Clock to manage time and attendance

Leverage Mobile Communications

With mobile phones an essential part of everyone’s life, it’s obviously the right idea to leverage them as the great communication tools they are. Modern workforce management mobile apps simplify communications between consultants and candidates. They provide information to the dynamic workers about their upcoming shifts and offers payslip views at their fingertips. The workers can communicate their availability and request time off with just one click.

This technology integrates with the agency’s systems, enabling easy time and attendance inputs and simplifying HR compliance and payroll accuracy. On the worker’s side, having a greater understanding of their work schedule allows them to better plan their personal schedules. Plus, with reminders, maps and contact tools built in, it’s practically impossible to miss a shift. Leading hospitality staffing agencies manage their dynamic workers with mobile tools that also work without internet connections, using SMS communications if needed, all on a single platform.

Hospitality Staffing Worker checking her phone

 

As a pioneer in dynamic workforce management, Sirenum offers all of these tools and more to our hospitality staffing clients. For more information on how Sirenum solutions can help you in any of these areas, please visit sirenum.com/hospitality.

December 21, 2017

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Sirenum Transforms Care Operations at Global Agency

The care industry is one of the most complex environments when it comes to managing and supplying staff. Being compliant with government regulations and getting the right professional to the right place with all the right credentials can be a nightmare to many operations teams at staffing agencies.

Effectively managing staff in the care industry can be challenging. But we believe it can be easier when adopting the right technology, plus it can help management and financial departments optimise results. One of our clients, a global temp agency here in the UK, just finished an analysis of their team’s usage of Sirenum after three months with our platform being live in their care division. The results are eye-opening.

At the top of the list is probably the fact that they’ve recorded an increase of gross profit of £2,000 per consultant per month. We had to ask for them to repeat that stat, because even we couldn’t believe our ears. We’re so excited for this client to see these improvements. We’ve put together this infographic to help you understand the benefits they’re realising with Sirenum.

Sirenum Care Client ROI infographic

November 15, 2017

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5 Things You Should Know About Your Dynamic Workers

1. Dynamic workers need to be treated equally

It’s not just that they want it–by law they require it. In the UK, an agency worker is entitled, among others, to receive at least the National Minimum Wage and the statutory minimum length of rest breaks and holidays. Dynamic workers must also be allowed to use the company canteens, transportation pick-up services and other services that permanent workers may use.

workers canteen

2. They are brand ambassadors

Treating your temporary workers with respect is something we shouldn’t be reminding you to do, but going beyond their expectations can be beneficial for your business strategy. If they like working with you, it’s more likely they will talk about your products or services and will recommend them to their friends and their acquaintances.

Dynamic workers with friend

3. Their feedback is precious

Whether you are a staffing agency that send workers to work to your client’s facilities or you manage dynamic workers in-house, you should really value your staff’s feedback. If you are a staffing agency, they can tell you about certain job-related requirements that your client may not communicate but are important to perform the job. This information gives you the opportunity to brief your candidates to excel above competition in the future. If you occasionally hire dynamic workers in-house, you must consider their comments and feedback, since they come with a fresh pair of eyes to quickly detect inefficiencies and improve your operations.

manager hearing feedback from dynamic worker

4. Dynamic workers want to have control

A typical agency worker likes the flexibility they have when it comes to choosing their availability and applying to the jobs or gigs they are interested in. They appreciate being dynamic workers. Empowering them with the ability to have their work-related information accessible at their fingertips will significantly increase their engagement with your business. Leveraging cloud and mobile technology allows your dynamic workers to instantly feel they belong to your team. Some forward-thinking agencies already use modern shift broadcast systems like F3, or allow their candidates to swap shifts in-app with manager approval.

Dynamic worker using phone app

5. They bring new skills to your team

Having new people in your team is always beneficial if you are looking to address a temporary challenge. It’s not only a clever choice to face a seasonal peak demand, but also to quickly incorporate skilled employees for a business transition or arduous temporary projects. Consider the different talents your candidates bring to your team. Leveraging a temporary agency can be a great resource to find permanent hires for your organisation too! Even in the staffing business, you may find a candidate with relevant skills to help your business from the inside.

dynamic workers waitress

These are just some of the things you should know about your dynamic workers. They help you face your operational challenges, so make sure you keep them engaged with your business! Contact Sirenum today if you want to better manage your dynamic workers.

October 31, 2017

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Temporary Staffing for Dummies: A Six Point Plan for Recruitment Success

Temporary staffing can be ridiculously busy at times, leaving you with little to no time to analyse whether your staff and workers stay engaged while keeping client satisfaction high. If you’re constantly buried in paperwork and can’t keep your hands off the phone, you’re probably desperate to make your operations smoother. Here’s a checklist that you can refer to regularly to make sure your foundation stays strong as you grow your business.

Have your recruitment roadmap clear ✔️

When your operations ultimately rely on your workers, it is essential to be up on industry trends. These will depend on the industries you serve. Some organisations have a higher demand during the summer, others experiment a shortage in the colder months. You may have clients that often have unexpected staffing needs. Knowing your clients’ recruitment challenges is always key.

temporary staffing business roadmap sirenum

Know your industry ✔️

When trying to excel in a specific industry, you need to know what your clients really want. Research should be a priority if you want to know what everyone expects of your staff. Listen to your clients and candidates carefully. You’re responsible for knowing the skills, documentation, and permits your workers need to perform the job. Make sure this information is updated in your system and interacts with your rostering software. If you operate in temporary staffing, it’s unrealistic to expect that everyone in you company knows what every type of job entails so you need help from your technology to make that easier.

Engage your workers with a strong company culture ✔️

If you are in the temporary staffing industry, you know how tedious finding the right candidates can be. You need to make sure you keep the good staff you have. And pay is not the only thing that your workers really want. Communication, however, is key regardless of your size or industry. Empower your staff with the right tools to keep the conversation going. Leverage cloud and mobile technology to maximize your efforts towards engaging and ultimately retaining your workers.

happy team

Transparency is a must ✔️

If you operate in a crowded industry, you want your clients to stay with you. You want to make sure they feel they are in control and that they can rely on your organisation. You need to provide them with enough information. But you also want to perform your best so they know you are trustworthy. Again, knowing your operations is key, and knowing when your workers are running late or are sick, can allow you take prompt action while increasing your client’s satisfaction.

Know your strengths and weaknesses✔️

You have to constantly analyse how can you do better to your workers and clients. Make sure to keep records of specific challenges and achievements, so you can work on what’s wrong and effectively communicate your improvements. Set your goals for the short and long term, and celebrate with your workers when you succeed.

Keep your employees happy ✔️

We constantly meet temporary staffing agencies trapped in a cycle of high turnover. If you are looking to succeed in the long term, you want your workers to commit and stay with you as you grow your business. Make sure you make their jobs easy by providing them with the right workforce management tools. When they work in a mindful environment, their knowledge increases and their stress reduces, making it possible to focus on higher value tasks to constantly improve your operations.

temporary staffing employees engagement

 

October 24, 2017

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World's best boss

How To Grow Your Temp Staffing Business

The Challenge

When you work in the temporary staffing industry, you know how challenging it can be keeping your clients and workers engaged and satisfied. Many times a month your clients call demanding a certain amount of people for an event. And more often than not, the event starts tomorrow or even tonight! Of course, promptness is an asset you want your temp staffing business to be known for. So even though it’s a ridiculous request, you jump at the opportunity.

It can seem easy to manage 20, 30 or even 50 workers. Your managers know their teams and you think they can rely on their memory to know their availability, experience, certificates and payment terms. You ultimately rely on the candidates to have their legal documents up to date. You seem to connect with your managers and your staff. Your clients send you compliments. You seem to be ready to expand your business.

temp staffing business boss

You Start Hiring

When you want to grow your temp staffing business, you expect more opportunities to come from existing and new clients. You want to have a bigger workforce to be able to provide a larger amount of people to that client’s big gig. You want to sell and fill more hours. You want to satisfy your clients so that they will recommend you to others, and slowly but surely you want to keep bringing more and more people to your business and become an industry leader. Everything looks clear in your mind because you’ve been doing so well so far. What could go wrong?

Eve-ry-thing Goes Wrong

You’ve put a lot of effort into bringing your business to the next level. You’ve reinvested, hired more managers, you’ve interviewed more candidates and you have, perhaps, moved to bigger and fancier premises. Your good intentions are undeniable and everyone should see it. But one day, one of your clients calls complaining about the lateness of some of your workers, or tells you that they didn’t even show up! That hard knock repeats week after week and eventually some of your clients stop calling you at all. Many of your managers can’t put up with such long hours and busy work and decide to quit. Some of your candidates quit as well, as they don’t feel engaged at all. You don’t understand why is this happening. Why are the same well proven methods and processes you had as a smaller business no longer sufficient?

temp staffing business challenge

Suddenly You Understand

You do some research, receive good mentoring, you talk to people. Finally you figure out that a larger and more complex workforce require a higher amount of technology to keep track of important things. Their availability, skills, permits, legal documentation, payment terms and more, everything should be unified. You understand that your managers are just human and can only retain a certain amount of information in their memories. They can’t have everyones’ data in their minds AND keep your operations smooth. You understand that your managed teams should be interchangeable between your managers if some of them is sick or need to go on holiday. Quick, immediate, without hours of training. You acknowledge that your clients are looking for the best service. If you don’t provide it, they can go to any of your competitors, which are not just a few in such a crowded industry.

Rebounding

As you know, every cloud has a silver lining. One day you decide to not only grow, but grow stronger by leveraging technology to empower your staff. You start using a cloud-based workforce management solution that allows your managers to work from any device or location, allowing them to work from home when convenient. You keep all the important data up-to-date and available to everyone. You have staff requests at your fingertips and directly implemented into the roster. You leverage GPS technology to know when someone can’t make it in time before they even know, so you can solve the problem. Your roster software suggests the best candidates for a specific job so you don’t need to think who’s the best fit. The system knows who are the best depending on the gig.

Everyone in your company benefits from a mobile app that allows your workers to communicate with your managers to request time off. They can view their incoming shifts and payments. They even receive notificatons with enough time to leave their house for work in time, getting directions to the venue. They use the app to swap shifts with relevant team members, and their managers can approve. Workers would only need their phone to clock in and out and get the client signature–no paper required! These and many other modern functionalities engage them with your business.

Finally, That Day Comes

Cautiously, your instinct and your easily accessible reports tell you how your operations are starting to run so much more smoothly. You start to see how your managers are happier, and they actually like to work for you. They have more free time during the day, so they have started to focus on higher value tasks they were unable to tackle before. One day your temp staffing business receives a call from a big client. They want 50 extra people for tonight’s event. And after what happens next, you don’t suffer anymore: one of your managers inputs the request in the system, all the relevant candidates receive an immediate invitation via app to work tonight, and the 50 fastest fingers click and get the job. Your stare wide-eyed at how your client is still on the line when you can give confirmation. And that night you go to bed knowing that everything will be just fine.

temp staffing business software

As you can see, growing your temp staffing business can be easier when you decide to leverage technology to engage your staff and make your operations smooth. There are a number of KPIs and processes a modern agency should be tracking before making a decision. Check out our Staffing Software ROI calculator today and don’t hesitate to reach out to learn more.

June 26, 2017

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Staffing Software ROI: What You Need To Know

Staffing Software ROIAnnouncing the Sirenum for Staffing ROI Calculator

I’ve worked in enterprise software for a long time (don’t ask!). And regardless of whether it’s in the cloud or on your own zSeries, one of the first questions asked about a new piece of software is what its ROI will be. Whether you’re a vendor or a buyer, it’s clear that an analysis of ROI is a crucial part of the decision-making process.

It’s with that in mind that I’m thrilled to announce that our Staffing Software ROI calculator is now available at sirenum.com/ROI. We’ve done a lot of analysis of the market, our customers, prospects, and partners to develop and refine the underpinnings of the ROI calculator.

Even if you don’t use our Staffing Software ROI calculator, it is important to analyse your own staffing business across the same vectors to identify areas for improvement. Among the components we took into account followed by some questions to ask yourself about your organization:

  • Dynamic Workforce. More than ever, the pressure is on staffing agencies to respond to clients quickly. Agencies are just the latest service that needs to be on-demand. Your clients expect you to be a utility. And you can’t afford to miss an opportunity.
    • How responsive is your agency? How many uncovered shifts do you have in a week? How many clients have you lost in the last year because you missed a shift?
  • Modern Platform. As industry giants move to 3rd generation workforce management solutions like Sirenum, you stand to miss out on a lot of new business without tools like cloud-based integrated scheduling and compliance.
    • How cloud-friendly is your infrastructure? Are you managing staff in a linear fashion? How long does it take to identify compliance concerns?
  • Self-Service. Client and staff self-service tools are the next big frontier in staffing. Clients demand them and they go a long way towards facilitating a dynamic environment.
    • How much are you empowering your clients? Your temps? Can your platform facilitate client review of schedules? Timesheets? Invoices? 
  • Competitive Differentiation. Technology and process can enable you to create new products and improved service provision to your clients. Building these new products and the SLAs to support your existing ones will differentiate you from your competition.
    • Are you making promises about your service delivery? Are you able to? How well are you delivering on them?
  • Temp Satisfaction. A mobile presence for your brand on your temp workers’ phones is great for branding, engagement, and overall satisfaction. And it empowers your temps to act quickly on opportunities, with your agency before those without a mobile presence.
    • How engaged are your workers? What’s your temp turnover like? 
  • Process Automation. Getting to payroll is a big drag on efficiency. So is managing compliance. Getting from A to Z with minimal human interaction is crucial to meeting your efficiency goals.
    • How much double data entry is your team doing? How clean is your data? How long does it take to process payroll? 
  • Recruiter Satisfaction. SaaS and mobile-friendly access to work tools allow more flexible working conditions to your operational employees. Happy and engaged consultants have a massive impact on the satisfaction of your temps and clients. And onboarding new ones is a drain on resources and cash.
    • What’s your consultant turnover like? How much does it cost to onboard new recruitment consultants? Can your consultants work from home if needed? 

As you can see, there are a number of KPIs and processes a modern agency should be tracking. Check out our Staffing Software ROI calculator today and don’t hesitate to reach out to learn more.

April 19, 2017

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Sirenum Announces F3, The Fastest Way to Place Temporary Workers

London-based Software Platform Helps Leading Global Agency Place Substitute Teacher in Just 31 Seconds

Sirenum, the leading global provider of cloud-based workforce management technology to temporary staffing agencies, is proud to announce the availability of F3 by Sirenum, the fastest way to place temporary workers. F3 allows recruitment consultants and operations professionals at staffing agencies to broadcast openings and get confirmations from workers faster than ever before. F3 is now generally available to all Sirenum clients along with a slew of new features also included in the 27 March release.

The launch of Fcoincides with the end of Sirenum’s best performing quarter to date. The company, which launched in 2013, secured agreements with three of the top 20 global agencies–including two of the top five–in the first three months of 2017. It also coincided with the launch of Sirenum at the largest of those agencies. Within one day of using the system, a substitute teacher was placed in just 31 seconds, an improvement of well over 1,000% over previous placements.

“We’re thrilled to bring F3 to the agency market,” said Benjamin Rubin, Sirenum’s CEO. “Prior to founding Sirenum, I spent nearly a decade in temp agencies, and nothing was more frustrating than the unnecessary delays of placing a temporary worker, especially in industries like education and transport. It impacts literally every person in the value chain–the agency, the workers and the clients. F3 is a revolutionary step for the industry that will transform the way agencies place and manage workers.”

Sirenum is in the process of rolling out F3 to its clients, and their excitement is palpable.

“We can’t wait to get our hands on F3,” said Tom O’Shea, COO of Pro-Active Recruitment, a longtime Sirenum client. “We’ve already gained a ton of efficiency from the Open Shift functionality and expect F3 to drive a similar boost.”

Other product updates in this Sirenum release include the latest version of MySirenum, Sirenum’s revolutionary mobile app for workers and managers, available from both the Google Play Store and the Apple App Store. In addition, the release includes improved functionality for the Sirenum scheduling engine, advances for the Open Shift function, and significant developments in Sirenum’s invoicing and payroll engine.

About Sirenum: Sirenum is powering the dynamic workforce. As the leading global provider of cloud-based workforce management technology to temporary staffing agencies, Sirenum provides transformational technology to innovative temporary agencies, streamlining the management of thousands of workers across the UK, Europe, and the USA. Sirenum also streamlines staff management for organisations in the transport and logistics, care, and security and events verticals. To learn more about Sirenum solutions for staffing, please visit www.sirenum.com/staffing.
Contact: Joshua Pines, Director of Marketing and Corporate Development, josh.pines@sirenum.com.

February 17, 2017

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Five Reasons Why Using a Spreadsheet for Employee Scheduling Doesn’t Cut it Anymore

1. Your Information Isn’t Easily Accessible

When you have a staffing business you know how important it is to have up-to-date information on your workers’ skills, where they’re needed for work and when. A spreadsheet is the spreadsheets-dontworkway many companies decide to start, thinking that information will be accessible to everybody at all times. But it’s not. Even with the right setup, spreadsheets are not easily shared or viewable online. Google’s G Suite Spreadsheets have helped close the gap because of their version control and ease of access, but the information is still in isolation–it lives only within G Suite. That means you still have to manually input every piece of information about your workers, setting up their working times and of course transferring this information to payroll and invoicing. Compliance and monitoring of hours are not even possible within spreadsheets. Prior to using Sirenum, one of our clients maintained a set of seven distinct spreadsheets just to keep track of overtime and fatigue. And still was in regular violation of industry guidelines and at risk of significant fines on a monthly basis.

2. You Can’t Scale Your Business

If you manage your own business, growing it is probably the single biggest thing that keeps you up at night. As you grow, you need to hire–and manage!– workers in order to meet a growing demand. Thinking about managing even a couple hundred workers gives some agencies a terrible headache, even when it’s clearly the right thing to do for efficiency and profitability. Creating and maintaining a worker skills and permits database is of course crucial to know who is suitable for each job. But of course using this information is not easy, specially for handling dozens or even hundreds of workers. Going back and forth between databases and spreadsheets is tedious and extremely time consuming. And there’s only a certain amount of information that your managers can retain in their memory in order to set up their people’s schedules. When you’re talking about big numbers, this system just can’t work–it needs automation.

3. You Don’t Actually Know What’s Happening

Success in staffing is not easy. Servicing–and keeping!– big clients can be challenging. Being able to provide accurate information to your clients is a must if you want them to choose you over your competitors. How many hours exactly have your employees actually worked? How many arrived late? Were you able to provide a last minute replacement somebody was arriving late? These are the type of valuable reports that you can sell to your prospects when you have an automated system. Transparency is a game changer. Many of our staffing clients even include service level commitments in their RFP responses.

4. Your Employees Aren’t Engaged

What’s your employee retention like? We often see agencies that are drowning because they can’t retain staff–both temps and in-house operations. Temps often can’t even choose their availability without risking their job! Managers usually find their job really tiring as they need to work really long hours doing repetitive manual work that bores them. If this sounds like your agency, you need a better tool for communications and cooperation. Modern workforce management tools allow candidates to communicate their availability through a mobile app. Managers can learn about it straight from their scheduling view. With an automated system, many organisations have saved up to a third on routine recurring tasks, allowing managers to focus in managing, staying engaged and performing better. On the temp side, both shift coverage and health and safety improve significantly with an engaged workforce.

5. You And Your Team Are Immobile

Most software used by agencies today is still based on an old paradigm. Whether it’s Y2K-era technology built on top of an ERP or even first generation SaaS workforce management software, these tools do not properly take advantage of leveraging data in the cloud or via a mobile device. Cloud-based workforce management solutions allow you to work from when, where, and how you want to. This means that as a manager you can easily see what is going on with your people, even if you decide to work from home, or the beach. This also means that temps can see their shifts, timesheets, and even pay stubs on their mobile device, lessening the burden of communications on your operations teams while making life easier for your temps.

January 27, 2017

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Sirenum to Attend Recruitment Agency Expo London 2017

London, UK–Sirenum, the leading provider of cloud-based workforce management to temporary staffing agencies, is thrilled to announce that it  will be at Recruitment Agency Expo in Olympia London, on 1-2 February 2017. The exhibition is an event entirely dedicated to the Recruitment industry, an outstanding opportunity to get an overview of 2017 Recruitment trends and have a great time connecting with other companies and suppliers to the industry.Compliance-screenshot-Jan17

Sirenum will be showcasing solutions to streamline staff management, improve ROI and power the dynamic workforce.

One lucky visitor will receive an Amazon Echo Dot from Sirenum! Please come to booth B3 for a chance to win it, and to learn how we are transforming temp agency operations. You can book your 15-min live demo now from one of our dynamic workforce experts.

Entry to the exhibition, seminars and training sessions is free of charge, see you there!