When it comes to managing your workforce, the day-to-day tasks can add up quickly. This is especially true for companies that utilize temporary employees, who operate under different rules and regulations than permanent employees. 

As a result, many businesses choose to partner with an “employer of record,” otherwise known as payrolling services. But what exactly does that mean, and how is this service different from the other workforce and talent management solutions that exist today? 

What is an employer of record (EOR), and what do they do? 

An EOR, is a third-party partner that takes on critical administrative and payrolling responsibilities for a client’s contingent workforce. 

Partnering with an employer of record company frees up internal resources to focus on other important duties. Payrolling services include handling administrative tasks like background screenings, onboarding, timesheet management, and benefits enrollment. In addition, an employer of record will reduce risk by ensuring compliance with all relevant payroll and tax laws. 

Related: What is an Employer of Record (EOR) 

What’s the difference between an employer of record and a staffing agency? 

While the two are related, an employer of record is different than a staffing agency. 

An employer of record focuses on the tasks and liabilities that come towards the end of the hiring process, once an employment offer has been made and accepted. A staffing agency, on the other hand, is responsible for sourcing employees. This includes crafting job postings, finding and interviewing candidates, and negotiating offers. 

Some companies use one vendor to fulfill both their staffing and EOR needs, while others source candidates in-house and then hand them off for onboarding and payroll. 

How can an employer of record help companies cut costs? 

A good EOR saves its clients critical time, resources, and money. 

Anyone who has been responsible for payroll knows what an arduous task it can be. Adding contingent workers to the mix might stretch your internal HR resources even thinner. 

Offloading payroll and other administrative tasks is a cost-efficient way to ensure you’re maximizing your temporary workforce and limiting legal risk. After all, the whole point of hiring contingent workers is to create more efficiency, and it shouldn’t come at the expense of losing efficiency elsewhere within your organization—for example, your payroll department. 

Related: Employer of Record Benefits [Video] 

How does an employer of record reduce liability for businesses? 

As the worker’s legal employer, the EOR assumes liability for any employment issues, along with payroll compliance and tax laws. 

By partnering with an EOR, you’ll have an entire team of experts working for you who understand sensitive co-employment and misclassification issues. They also keep up to date on the everchanging labor laws that pertain to your temporary employees. 

To sum it up, why should businesses partner with an employer of record? 

Simply put, an employer of record will help ensure your non-permanent workforce is being managed efficiently and effectively from start to finish. Their services can save you time and money, while freeing up internal HR resources to focus on other essential parts of the business. 

Related: Should Your Partner With an Employer of Record? 

Contingent workers can bring tremendous value and efficiency to your organization, but it’s important to have an infrastructure in place to ensure their proper management and oversight. Learning more about Broadleaf’s employer of record services is a great first step. 

Related: Employer of Record Success Stories 

The post Employer of Record vs. Staffing Agency: What’s the Difference? appeared first on Broadleaf Results.

Managed Service Programs (MSPs) have become a cornerstone in modern business operations, offering comprehensive solutions for managing contingent workforces. As we move into 2025, the importance and scope of MSPs continue to grow, providing businesses with strategic advantages in an increasingly complex and dynamic work environment. 

MSPs are widely recognized as one of the most prominent and impactful contingent (or indirect) labor service offerings in the workforce solutions industry. From streamlining processes to boosting efficiency, these programs have been embraced by organizations of all sizes. Whether you’re a multinational corporation or a mid-sized business, MSPs can help you manage your contingent workforce with ease and expertise.  

We’re here to help simplify the meaning of managed service programs and educate our potential clients on their many benefits. 

Definition and Scope of MSPs 

A managed service program (MSP) is a type of business process outsourcing (BPO) designed to manage an organization’s contingent workforce efficiently. By partnering with a specialized provider, businesses can offload the complexities of managing temporary workers and focus on their core operations. 

An MSP oversees the entire contingent labor lifecycle, including: 

• Facilitating job requisitions 

• Coordinating interviews 

• Managing onboarding processes 

• Handling invoices and payments 

• Leveraging data and analytics to track trends and improve outcomes 

This end-to-end management not only simplifies the contingent labor process but also drives better outcomes, such as cost savings, enhanced compliance, and access to top talent. 

Who Benefits from Using an MSP? 

Organizations of all sizes and industries can benefit from implementing an MSP. Companies with sizable or diverse contingent workforces often find the most value, as MSPs streamline recruitment processes and provide access to high-quality talent pipelines. 

Key Benefits of MSP Adoption: 

• Efficiency: Streamlines recruitment processes and vendor interactions. 

• Talent Quality: Delivers a superior candidate pipeline of skilled professionals. 

• Cost Control: Ensures competitive pricing and helps identify cost-saving opportunities. 

• Compliance: Helps organizations stay compliant with labor laws and regulations. 

Related: [Video] Contingent Staffing 

Types of MSPs 

There are three primary MSP models commonly used today, each catering to different organizational needs: 

• Vendor-Neutral: Frequently leveraged by non-manufacturing MSPs, vendor-neutral programs allow the client to post positions to an expansive network of staffing suppliers managed by the MSP. This model helps clients to receive and review candidates without branding or biases, ensuring the selection of the highest quality worker at competitive rates. 

• Three-Party Relationship: This model is popular among manufacturing companies with high hiring volumes. It fosters collaboration between the client, MSP, and local suppliers, enabling swift responses to urgent needs and driving value in real-time recruitment scenarios. 

• Master Vendor: The master vendor model can be utilized as an additional layer beneath the three-party relationship for client locations with a consistent need for similarly skilled contingent labor. Generally, companies that lean on master vendor programs maintain at least 50 contingent workers per worksite. This model can act as an extension of the MSP while partnering with the client to drive efficiency and enhance overall contingent labor performance. 

Related: MSP or MVP?: That is the Question 

Successfully implemented MSPs 

At Broadleaf, we’ve consistently delivered measurable results for our clients through tailored MSP solutions. For example: 

• Cost Savings: Achieved over $1.7 million in savings for a client. 

• Faster Hiring: Reduced time-to-fill by 31%. 

• Seamless Collaboration: Maintained 100% supplier participation month-to-month. 

• High-Volume Hiring: Delivered 400 contractor hires in just three months. 

These outcomes underscore the transformative potential of an MSP in driving compliance, visibility, cost control, and strategic workforce decision-making. 

Read more about the success of this engagement by checking out our case study. 

Why is an MSP right for my company? 

The evolving labor market demands agility, and an MSP equips your organization with the tools needed to thrive. By pairing your MSP with a vendor management system (VMS), you gain: 

• Enhanced Visibility: Comprehensive oversight of contingent workforce operations. 

• Data-Driven Decisions: Sophisticated analytics for informed strategies. 

• Scalability: Seamless adaptation to shifting workforce needs. 

Did you know? Over 80% of companies with 1,000 or more employees now use a VMS to manage their contingent workforce. (Source: Simplify VMS). 

Related: Finding the Right Vendor Management System for Your Workforce Needs 

If you’re seeking robust talent pipelines, better cost efficiency, improved compliance, and actionable insights, an MSP might be the perfect solution for your business. 

Related: The Advantages of Integrating an MVP Into an MSP 

Interested in learning more about Broadleaf’s MSP solution? Follow us on LinkedIn or email us at info@broadleafresults.com to learn more about how managed service programs can benefit your business. 

Related: 7 Myths About MSP Programs 

Our Broadleaf Promise 

At Broadleaf, our mission is to deliver flexible, results-driven workforce solutions. Whether you’re navigating immediate hiring challenges or shaping a long-term recruitment strategy, we’ll collaborate with your team to create a customized MSP solution that aligns with your goals. 

For more workforce advice, be sure to visit our Broadleaf blog. 

The post What is MSP? Managed Service Programs: Explained appeared first on Broadleaf Results.

Brittney Jinna, a Talent Acquisition Specialist at Broadleaf, has carved a unique path that blends professional excellence with personal fulfillment. From her Southern California roots to her impactful role at Broadleaf, Brittney’s journey is one of resilience, adaptability, and passion. 

Life Before Broadleaf 

Brittney grew up and still resides in sunny Southern California, just 30 miles outside of Los Angeles. Her journey toward a professional career wasn’t linear. After attending community college, she took a break to focus on raising her children. Determined to continue her education, she went on to earn a degree in Business. 

Her career trajectory began in law enforcement, a challenging field where she honed her problem-solving and leadership skills. Transitioning to staffing, Brittney spent five years managing healthcare roles for government contracts. Starting as an Administrative Assistant, she rose through the ranks to oversee a team of offshore and remote recruiters, gaining invaluable experience in compliance, recruitment, and account management. 

Life at Broadleaf 

Today, Brittney thrives as a Talent Acquisition Specialist at Broadleaf. Her day-to-day responsibilities include ensuring smooth onboarding, managing compliance processes, and maintaining robust client relationships. Mornings often start with email reviews and diving into Broadleaf’s Vendor Management Systems (VMS), where she oversees offers, extensions, and terminations to ensure client satisfaction. 

Brittney found her way to Broadleaf after seeking a remote position that aligned with her career goals. Her interview experience was a turning point, sparking an immediate connection that made her confident Broadleaf was the right place for her. 

At Broadleaf, Brittney feels empowered by the trust given to her to handle tasks autonomously while benefiting from the support of a collaborative team. “Broadleaf gives me the confidence to handle my responsibilities while knowing my team has my back,” she shares. 

Her favorite aspect of the job? Problem-solving. “When a manager comes to me with an issue, I love leveraging my experience to find a solution,” she explains. Challenges arise, especially in managing complex accounts, but Brittney thrives on her ability to adapt and deliver results. 

Looking Ahead 

The staffing industry is evolving, and Brittney sees AI revolutionizing recruitment in the next decade. Despite technological changes, she believes her unique background in government contracts and healthcare staffing positions her to navigate this shifting landscape effectively. 

She also takes pride in being part of one of the larger accounts at Broadleaf, viewing her role as an opportunity to make a lasting impact in the healthcare field and open new doors for the company. 

Life Outside Broadleaf 

Brittney’s days are a whirlwind of family activities and personal passions. Married with three active children, her free time revolves around cheerleading, softball, and soccer practices. “Balancing work and home life is possible because of Broadleaf’s flexibility and support,” she says. 

When she’s not busy with her family, Brittney indulges her love for event planning—a passion that once turned into a business. Whether it’s a celebration or a holiday gathering, she loves creating memorable experiences for friends and family. 

Her ideal day off? A blend of self-care and relaxation: coffee from Dutch Bros, a massage, a trip to the nail salon, shopping, and ending the day with a delicious dinner and binge-worthy TV series. 

The Broadleaf Difference 

When asked to describe Broadleaf in one word, Brittney chose “empowering,” a fitting term for a company that values its employees and fosters growth. Broadleaf is empowering in every sense of the word. From its flexible work culture to its supportive team dynamics, Broadleaf has provided a platform where she can thrive both professionally and personally. 

Through her dedication, expertise, and enthusiasm, Brittney continues to make an indelible mark at Broadleaf while balancing the demands of work and family with grace. 

The post In the Limelight: Brittney Jinna appeared first on Broadleaf Results.

Why Does Ghosting Happen? 

A recent study found that 84 percent of job seekers have ghosted employers, and 39 percent of businesses report a rise in ghosting over the past two years. So, why do candidates disappear? The reasons vary, but here are some common ones: 

1. Salary Expectations: According to surveys, 29 percent of candidates ghost when the offered salary doesn’t meet their expectations. 
2. Competing Offers: 28 percent of job seekers vanish because they receive more attractive offers elsewhere. 
3. Job Mismatch: 27 percent of candidates ghost when the role’s responsibilities don’t match their initial understanding of the job. 
4. Company Reputation: 26 percent cite negative reviews or poor company reputation as reasons for walking away. 
5. Workplace Culture: 22 percent disappear when they sense the workplace culture may not be a good fit. 

Ghosting in a Candidate-Driven Market 

As the job market has shifted to a candidate-driven model, job seekers have become more selective about opportunities. Candidates today hold significant leverage and are willing to “ghost” if they don’t feel valued or engaged during the hiring process. The lack of human connection in an increasingly virtual recruitment landscape only exacerbates the issue, with candidates feeling less obligated to communicate with employers. 

How to Prevent Candidate Ghosting 

While ghosting may never be entirely avoidable, there are steps companies can take to reduce its occurrence: 

1. Enhance Communication: Keeping candidates in the loop with frequent updates and transparent timelines builds trust and reduces uncertainty. 
2. Set Clear Expectations: From job descriptions to interview timelines, outline every stage clearly. This minimizes misunderstandings and ensures candidates know what to expect. 
3. Engage Candidates Personally: Get to know candidates beyond their resumes—learn their career goals and motivations. A personal connection makes it less likely that a candidate will vanish. 
4. Broaden Communication Channels: Use various methods such as email, phone calls, and text messages to keep communication flowing. Some candidates may prefer specific platforms, so flexibility is key. 
5. Shorten the Hiring Process: A long, drawn-out hiring process increases the likelihood that candidates will explore other opportunities. Aim for efficiency and swift decision-making. 
6. Offer Competitive Compensation: Do your market research to ensure your salary offerings align with industry standards and candidate expectations. 
7. Follow Up Quickly: Whether after a screening, interview, or job offer, quick follow-ups keep candidates engaged and show that your company values their time and interest. 

The Bottom Line 

Ghosting is a growing trend in recruitment, particularly in a competitive, candidate-driven market. While it’s impossible to eliminate ghosting entirely, companies can reduce its frequency by focusing on clear communication, efficient processes, and competitive offers. By adopting these strategies, employers can improve candidate engagement, reduce drop-offs, and make their hiring process more resilient to the impacts of ghosting. 

If your company is struggling with candidate ghosting, it’s time to rethink your approach and fine-tune your recruitment process for 2024 and beyond. 

This blog was written by Broadleaf’s Vice President of Client Delivery, Joseph O’Shea. 

The post Candidate Ghosting: What It Is, Why It Happens, and How to Prevent It appeared first on Broadleaf Results.

Life Before Broadleaf 

I grew up in Fort Washington, Maryland (about 15 minutes outside of Washington, D.C.) and still live in that area now. I went to Norfolk State University in Virginia and actually studied Criminal Justice. My goal was to be a defense attorney, and I wanted to work with Amnesty International helping exonerate people who are falsely imprisoned. After school, I ended up starting a career in sales. I worked at T-Mobile for 6 years and went from being a Mobile Expert to having a career on the Mobile Showroom Truck, which allowed me to attend several events across the east coast, not only selling our products and services but also finding great new people to join the team. 

As I became more involved in the interview and hiring process, I fell in love with people development and helping them find new jobs and grow in their careers. Once I was pregnant with my youngest daughter, I decided that it was time for me to find a career that would allow me to be home more for my family, and that is what led me to Broadleaf. 

Opportunities for Learning 

Life at Broadleaf is amazing! Compared to my other professional experiences, I really appreciate how much knowledge is shared throughout the organization. I have learned new ways to tackle problems just by picking the brains of people within and outside of my own team. 

What excites me most about my work is fixing problems. I can use my critical thinking skills to develop strategies that help our clients. It’s what keeps my brain going every day. 

A Good Fit 

My previous experience as a Retail Associate Training Store Manager at T-Mobile definitely prepared me for my current role at Broadleaf. I was not only trained in sales and relationship-building but was also a certified training specialist. I led our new hire classes and got to watch their journeys throughout their tenure at T-Mobile. I was able to see the recruitment process from start to finish.

One of my biggest strengths is relationship-building. I pride myself on clear communication and keep my relationships strong by being transparent and accountable. Doing my job correctly is something that I take very seriously. I strive to be the best I can in any role because I want people to be proud of my contributions and always have positive things to say about my work ethic. 

Outside of Work 

Family is what keeps me busiest outside of work. We all live within 30 minutes of each other, so we always get together and play cards, eat crabs, or just enjoy each other’s company. Recently we have been doing a family video call to watch The 1% Club together and see who can get the most questions right—I usually get them all correct! I also LOVE sports. I try to go to as many sporting events as possible. I am a HUGE Philadelphia Eagles fan, but I enjoy any sport from football to pickleball. 

I am most passionate about equality. As the mom of a daughter with a disability, I try to advocate as much as possible for individuals who may be living with a disability in any way, shape, or form. 

The post In the Limelight: Sierra Anderson appeared first on Broadleaf Results.

Recruitment Process Outsourcing (RPO) has become an attractive solution for improving employers’ talent acquisition strategies. Employers face numerous talent acquisition challenges. From navigating unpredictable market conditions to sourcing specialized skill sets, companies often struggle to meet their hiring needs with limited resources. In this context, by partnering with an RPO provider, businesses can gain access to top-notch candidates and right their hiring strategy.

In this Talent Leader Council feature, the RPOA sits down with Jason Krumwiede, Executive Vice President at Broadleaf Results, to delve into essential insights about today’s hiring landscape. Krumwiede shares invaluable perspectives on how RPO can significantly enhance companies’ hiring processes, ranging from in-depth labor market analysis to meticulous progress tracking at key intervals. Broadleaf is a certified women-owned business (WBE) that provides talent acquisition and management services, including managed service programs (MSP), recruitment process outsourcing (RPO), employer of record (EOR), direct sourcing, and independent contractor compliance (ICC.) 

Below is an AI-generated and human-edited version of their interview.

RPOA: What are employers’ current hiring conditions, market conditions, and challenges?

Krumwiede: It’s an interesting time in hiring, with the past eighteen months witnessing significant turbulence due to geopolitical factors, increasing interest rates to combat inflation, and general market uncertainty. These factors have deeply impacted hiring, leading to a cautious approach to hiring plans. Many talent acquisition departments have had to downsize based on their specific needs. Companies have become very wary of rising interest rates and their potential effects, leading to layoffs in various industries, as seen with Google, Amazon, Apple, and Meta, as well as smaller layoffs across other companies. The uncertain market conditions and lack of clarity on demand have dampened hiring.

Despite these challenges, organizations have shown resilience by adapting their talent acquisition strategies. Unemployment remains low, with three industries—government, hospitality, and healthcare—driving hiring growth and supporting solid job growth and unemployment numbers. However, companies struggle to meet their hiring needs with smaller talent acquisition departments and a shortage of specialized skill sets. Although certain skill sets remain in high demand, candidates are cautious and not always willing to take a leap of faith. Employers also have been affected by shrinking recruitment resources.

With that said, I’m optimistic about the second half of 2024. Strategically speaking, talent leaders will see RPO providers as integrated partners, particularly given the cost and time it takes to rebuild internal teams. 

Q: What makes RPO an attractive option versus rebuilding internal teams?

Krumwiede: In times of uncertainty, businesses face a tough choice: rebuild or buy solutions. As we hope for a lift in the economy, companies will have new business opportunities to react to. These new opportunities raise a critical question for HR leaders and talent acquisition teams: should they rebuild their internal departments to handle a spike in hiring or align with a strategic partner that can handle this and many more spikes in the future? Most leaders want to avoid rebuilding and incurring fixed costs, so they need a more innovative solution. Creating innovative solutions is where RPO becomes a strategic partner for talent acquisition teams. It’s a robust solution set that creates value by scaling up hiring, bringing in better talent, and doing it all at a lower cost. With RPO, businesses can meet their hiring needs more efficiently and effectively while freeing up resources to focus on their core business.

Q: What are the benefits of using RPO?

Krumwiede: As an RPO provider, we aim to provide employers with quality candidates that align with their hiring strategy. Our core focus is on using technology, market insight, and analysis to deliver top-notch candidates promptly. We understand that many employers already have an ATS or platform, which is why we bring ancillary tools to the table, such as sourcing tools, reporting tools, and analytics, to drive value and efficiencies. Our advisory services help companies elevate their hiring strategy by providing insights into the labor market and the supply and demand within their particular market. We also help them to differentiate themselves from their competitors and attract top talent in their industry. In a nutshell, RPO services are all about bringing employers consistent, top-quality candidates and helping them elevate their hiring strategy to achieve success.

Q: What are some best practices for ensuring a successful RPO partnership?

Krumwiede: As companies consider implementing RPO, it’s essential to understand that it can be challenging. However, our approach involves evaluating progress at specific intervals, including the first ninety days, year one, and year three.

In the first ninety days, our team helps employers transition from their current state to their future state. We start slowly to understand the organization better and identify any potential issues that may arise. An internal champion is critical during this time, as it can be a bumpy ride. Our role as coaches is to work closely with the business leader to address unrealistic expectations and identify areas where there may be more change management.

In year one, we evaluate progress using data, KPIs, and other metrics to determine actual performance against benchmarks. This is also when we conduct the first annual business review, discussing the entire program, identifying improvement areas, and driving things forward.

By year three, we’ve been working together for a while, and it’s important to reset the partnership, realign it with the business, and ensure that everyone is on the same page. We work closely with new stakeholders during this time to ensure the partnership continues evolving and improving. With this partnership philosophy and methodology, RPO providers and employers can achieve partnership success together.

Q: How do RPOs help build trust with clients?

Trust is critical in an RPO partnership; the data must show that RPO is better, cheaper, faster, and scalable. We focus on providing a positive experience for all stakeholders, including hiring managers, by using innovative recruiting strategies and providing data on job descriptions, pay ranges, and competitor salaries. We aim to be easy to work with and represent our client’s brand as ours. We build trust by providing consultative advice and partnering with our clients to change their hiring practices when necessary. For example, we may encourage employers to focus on communication skills and competencies rather than rigid experience requirements that may limit the talent pool.

It’s also important to take a thoughtful approach tailored to the organization’s needs to create the best experience and drive value. What matters most is the company’s requirements. Our reporting is accessible through a dashboard that is updated in real-time and can be customized based on their cost center, department, and function. As a result, we’re able to meet those specific requirements. Employers can see current job openings, candidate pipelines, and past hires and drill down to specific information. We refresh our dashboard every 24 hours, but employers can adjust the frequency based on their needs. We use the dashboard in our weekly meetings to discuss key priorities, bottlenecks, KPIs, and themes and align them with the employer’s business strategy. A good dashboard provides visibility into all requisitions, all the time, for everyone from senior leaders to recruiters. Training employers to access and export their data to Excel is a good practice, making it a quasi-self-service tool.

Conclusion

Various factors have affected the current hiring environment, leading to challenges for talent acquisition departments. Despite these challenges, organizations have shown resilience by adapting their talent acquisition strategies. RPO services have become attractive for businesses looking to meet their hiring needs more efficiently and effectively while freeing up resources to focus on their core business.  Using technology, market insight, and analysis, RPO providers promptly deliver top-notch candidates to employers aligning with their hiring strategy. By following best practices for ensuring a successful RPO partnership, businesses can elevate their hiring strategy to achieve success.

The post Jason Krumwiede on the Value of Recruitment Process Outsourcing in Navigating Volatile Talent Markets appeared first on Broadleaf Results.

Life Before Broadleaf 

I grew up in Fredonia, New York and currently live in Silver Creek, New York. I went to Jamestown Community College and SUNY Fredonia where I studied business administration.  

I began my career as a Demand Revenue Manager with Red Wing Foods until our department was relocated to St Louis. Recruiting sort feel in my lap. I was visiting my mother at her place of employment during lunch, and the vice president of a staffing company came in for an in-person “cold call” to provide more information on their services. I ended up doing an on-the-spot interview and was hired a week later. 

I was with that company for 8 years, then started working for another staffing company where I climbed the ladder from recruiter to MSP manager over a 10-year period. 

I learned about an opportunity with Broadleaf when a former colleague reached out. At the time, I was looking to make a career move and liked the honesty and level of comfort I felt during the interview process. 

Life at Broadleaf 

As a Talent Acquisition Advisor, I support one of Broadleaf’s key MSP accounts. I am the liaison between the client and multiple suppliers that service the program. I work through billing/invoicing issues, review and distribute requests, and build relationships with the client’s hiring managers.  

In my role, there is always something that needs to be researched and fixed—and there’s always something new to learn. But it’s great having coworkers I can count on and people that I can go to for help when obstacles come up. 

Having worked on the supplier/vendor side of the business for 18 years, I understand what suppliers go through to get candidates and what’s needed to work with customers as the end users. 

During my two decades in the industry, I’ve seen a lot of changes. COVID played a major role in how the staffing industry operates. Now, a lot of businesses are finally returning to offices and moving away from remote work. Over the next decade, I think there are going to be a lot of new laws and policies passed in different states that will impact the way people work and the way we do business. 

Life Outside of Broadleaf 

Outside of work, I enjoy spending time with my family and traveling. In the mornings before work, I go for a mile walk or get some playtime in with my puppy. I bartend on Saturday nights, and my husband and I try to get away for day trips on Sundays when it’s not football season. 

For me, an ideal day off from work is spending the day outside, enjoying the sun at a winery or restaurant by the lake and ending the day with a backyard bonfire with friends. 

I’m a big history buff. I’ve had the opportunity to fly in a World War II B-17 and will get to ride in an M4 Sherman Tank this summer. I’d also love to travel to Greece—it’s a bucket list trip for me. 

The post In the Limelight: Melissa Prosneick appeared first on Broadleaf Results.

Employee engagement peaked at 36 percent in 2020 after a decade of steady growth, followed by two years of decline and a low point of 32 percent in 2022. While these may not seem like significant swings, each percentage point gain or drop in engagement represents approximately 1.6 million full- or part-time U.S. employees. 

When employee engagement suffers, businesses pay the price. Not engaged or actively disengaged employees account for approximately $1.9 trillion in lost productivity nationwide. 

Related from Aleron Group partner Acara Solutions: Top Three Ways to Maintain Employee Engagement 

Why is Employee Engagement Falling? 

Compared to 2020, when employee engagement peaked, research shows that workers are feeling more detached from—and less satisfied with—their employers and are less likely to connect to their companies’ mission and purpose. 

A big reason for this downward swing, according to Gallup, is a decline in role clarity. Employees are experiencing more confusion around what’s expected of them in the workplace and not always receiving the feedback they need to improve their understanding. 

Why Does Engaging Your Contingent Workers Matter? 

As employers try to improve engagement and connection in the workplace, they must include contingent staff in their strategies and initiatives. The latest estimates from Staffing Industry Analyst put the country’s contingent worker population at 52 million. Overlooking them could be detrimental. 

Engaging this employee population might seem like an uphill battle for employers. Compared to direct employees, temporary workers may understandably feel less connected to the business’ mission and culture—but this doesn’t have to be the case. Here are some tips to keep your contingent employees engaged from the day they apply, to their first day on the job, through the end of their assignment. 

1. Start with delivering an excellent candidate experience.

A streamlined, candidate-focused hiring process can help contingent workers develop a good first impression of your company. A user-friendly application, clear communication, and prompt feedback all contribute to a positive candidate experience. In an era where recruiting has become increasingly automated and at times impersonal, recruiters should try to individualize their communications and interactions as much as possible. Job seekers don’t want to be reduced to a resume moving through an online system. 

Related: Candidate Ghosting: What Is It, Why Does It Happen, and How Can You Prevent It? 

2. Improve your onboarding process.

Onboarding begins even before your contingent worker’s first day on the job—and like the hiring process, can set the tone for the type of experience they’ll have as an employee. Providing your contingent hires with a training schedule and establishing points of contact for different questions that may arise can help improve their onboarding experience and early days on the job. Supervisors should be trained on how they can set and manage expectations for their contingent employees to ensure they get started on a positive note. 

3. Check in and offer regular feedback.

One of the best things an employer can do to keep their contingent employees engaged is offer regular feedback. Managers can schedule check-ins one week into the assignment and then again at the 30-day mark. These meetings give employees an opportunity to share their thoughts, ask questions, and express concerns and the manager a chance to ensure the worker knows what’s expected of them and how they’re performing. Continuing to do this on a consistent basis is beneficial for employees, supervisors, and the company overall. 

4. Provide learning and development opportunities.

Just because your contingent workers have been hired to support a specific project or seasonal uptick in production doesn’t mean you should exclude them from training and development initiatives. Your contingent workers can provide a great pool of talent for future projects or different roles. Sometimes a temporary employee can grow into a long-tenured leader. Investing in their growth shows you care and can also directly benefit your organization. 

5. When their assignment ends, perform an exit interview.

Employers should do all they can to provide a smooth offboarding process for their contingent employees. An exit interview is a great way to gather feedback around the employee’s experience and satisfaction and identify areas where the organization can do better.  

Summary 

At the end of the day, contingent workers want to feel heard, valued, and respected, just like your other employees. Improving employee engagement can lead to a more productive, collaborative, and skilled workforce—and that’s something your entire business will benefit from. 

This blog was authored by Broadleaf Vice President of Client Delivery Joseph O’Shea. 

The post 5 Tips to Keep Your Contingent Workforce Engaged appeared first on Broadleaf Results.

What is AI, and how is it being used? 

AI leverages machines and software, rather than humans, to understand and process information. Generative AI, which has also become a hot topic, takes things a step further and uses AI to create new content, including text and images. 

AI is already being used in our everyday lives via online tools like customer service chatbots and ChatGPT and smart devices such as Alexa and Siri. Businesses are also utilizing AI to automate processes, detect fraud, optimize supply chains, deploy targeted marketing campaigns, and much more. 

In a recent survey of HR executives, more than 60 percent of respondents shared that their HR teams are not yet using AI or generative AI for any functions, including talent sourcing, interviewing, onboarding, learning, and managing employee leave—but they appear to be exploring its use. 52 percent of HR leaders who participated in a June 2023 Gartner survey stated they were exploring potential use cases and opportunities when it comes to generative AI. 

Workers skeptical of AI in the workplace and hiring process 

In general, workers right now are wary of AI. Four out of five say their employers don’t have guidelines for using AI, and barely half welcome the arrival of AI in their organization, according to Axios. 

However, these attitudes may shift as people learn more about the technology and if their employers take steps to use it responsibly and in a way that supports them. A Workday survey found that 61 percent of employees hope AI delivers a “transformation” in their organization, compared to 32 percent who prefer AI to stick close to the status quo. 

When it comes to talent acquisition and HR, many discussions have focused on the role of AI in the hiring process. A 2023 Pew Research Center survey found that people oppose the use of AI in making final hiring decisions by a 71 percent to 7 percent margin.  

There are other reasons for HR leaders to be cautious about widespread adoption of AI. Workers are also concerned about AI’s use in performance reviews and how it might worsen existing racial and ethnic biases in evaluating workers. 

Related: AI’s Impact on Tech Workers and More: Predictions for 2024 

How are job seekers utilizing AI? 

Despite their skepticism of AI, particularly when it comes to hiring, many job seekers are using the technology in some form or fashion to aid their search. A Canva survey found that nearly half of job seekers have used AI to improve their resumes. Others are leveraging AI to write cover letters, prepare for interviews, and apply to large volumes of jobs with one click. 

The Canva survey also showed that hiring managers are largely receptive to the use of AI to make their resumes look more creative. 90 percent of hiring managers said it’s acceptable to use generative AI in application materials, with 46 percent saying it should be used minimally to augment an applicant’s own ideas and content. 

Keeping it personal 

AI has the power to streamline many processes—giving back time to HR, talent acquisition departments, and even job seekers—and will make it easier than ever to access information. All of this should increase productivity for some workers in the long-term, but as noted in Glassdoor’s 2024 Workplace Trends report, growing reliance on AI may also exacerbate the social isolation that has become more pervasive in American workplaces and throughout our society. 

The antidote for employers, according to Workday Chief Technology Officer Jim Stratton, is creating AI principles, communicating them clearly, and appointing a broad-based team to manage them. 

Organizations embracing AI should also be mindful about maintaining a personal touch in how they operate. After all, there is a human element to work that automation simply can’t replace.

This blog was authored by Joseph O’shea

The post AI’s Impact on Talent Acquisition & HR appeared first on Broadleaf Results.

Born and raised in Buffalo, New York, Becky’s extensive background in customer service and technical support paved the way for her success at Broadleaf. Today, as Client Operations Lead, Becky keeps Broadleaf’s Master Service Programs (MSPs) running smoothly.

At Broadleaf, Becky leverages so many of her strengths and experiences in support of our clients, including her love for learning and problem solving, the teaching skills she gained while instructing undergraduate labs in college, as well as her ability to organize and prioritize but also pivot when needed to accommodate an urgent project.

Learn more about Becky’s unique journey to Broadleaf and the critical role she plays in delivering unparalleled service to our clients and their contingent workers.

Journey to Broadleaf

I graduated from Buffalo State with my Bachelor’s degree in Chemistry, while minoring in Spanish Language, Mathematics, and Physics. The summer I graduated from Buff State I took the MCAT to attend med school but ended up starting a Master’s program in Anatomy at D’Youville.

At the time, I was working part-time as a host in a fine dining restaurant in downtown Buffalo. I later went full-time at the restaurant, and sometime after that a fellow employee and friend referred me to an opening within Broadleaf. The people I interviewed with were both so friendly and personable, and their knowledge and passion for what they did was so evident. I could not wait to work with those women. Ultimately, I was offered a position in payroll operations.

My extensive experience in customer service, which started with working retail jobs during high school, and technical support were a perfect fit for both my original position at Broadleaf that required a lot of patience and people skills and for my current position that requires a lot of problem solving and troubleshooting.

Studying chemistry made me highly detail-oriented, while my background in science and math made me very analytical. Communications skills and teaching undergraduate labs helped improve my ability to train other team members here at Broadleaf.

Life At Broadleaf

In my current role with Broadleaf, I facilitate success of our Managed Service Programs by leading our client operations team. We’re responsible for invoicing contingent timesheets and expenses within various vendor management systems every week. We collaborate with our talent acquisition teams, leadership, and Aleron’s Shared Services like corporate billing and payroll to keep our client programs running smoothly.

My role also involves training our team members and guiding the team’s day-to-day activities, which can change drastically depending on client needs. Our team is busy all day, every day, handling inquiries and requests from contingents, suppliers, client managers, and internal parties. We help to facilitate cost savings, review processes and implement improvements to better serve our clients, and assist with complex issues and escalations. We’re the point of contact for a lot of support features, from contingent login issues to even payment inquiries for associate suppliers.

Why Broadleaf?

The environment here is like no other. A lot of companies claim they are a “family,” but this company actually walks the walk. I’ve been encouraged to learn and grow while feeling respected and heard. Being a woman-owned business is also something I’m very proud of and love to brag about.

I love the possibility of fixing something or solving a problem. If I can help guide someone to a solution, I am happy for the rest of the day. Even though we do a lot of the same tasks day-to-day, there’s never a dull moment and always something new going on somewhere.

Looking Ahead

The industry has changed a lot in recent years. There has been a big shift from paper to digital, like the I-9 onboarding form that previously had more rigid requirements prior to COVID—not to mention the shift to more remote work.

Looking ahead, I think even more jobs will be fully remote or hybrid. We’ll also see increased use of AI to facilitate recruiting and talent acquisition and continued improvements to the technology and tools we use to do our jobs today.

Life Outside of Broadleaf

I’m constantly busy during my workday, so I prefer to relax in my spare time and try not to schedule too much too often. I love hanging out with my seven- and nine-year-old nieces. There’s always a game to play or something to do outside, and in the winter, we made our own at-home version of Among Us. My partner and I like to walk, hike, bike, garden, play tennis, read, and paint! I also enjoy spending time with my long-term friends from college and high school.

If time and money were no object, Japan would be my first stop on a world food tour! I’d also love to visit New Zealand, South Korea, India, Spain, France, Sweden/Norway, the UK, Egypt, Uganda to meet my extended family, and Poland, Ukraine, and Lithuania to learn more about my family roots. I’d also love to go to a few states in the U.S. with cool national parks and see the giant trees in California!

I’m also very passionate about safe driving. My mom and dad are both volunteer EMTs and volunteer firefighters, so I’ve heard my fair share of horror stories that could have been prevented with safe driving.

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