are many factors to consider when selecting a firm that will be used
to help provide supplemental technical staffing to your organization.
We have compiled some of the most critical issues and common questions
to help guide you in the process.
How well is the agency connected to the technical community?
extensive network, credentials, and actual working experience in the
technical and creative communities strengthen the agency's ability
to provide superior technical and creative staffing. The more connected
the agency is to specialized organizations, societies and leadership
positions within the technical and creative fields, the better suited
they are to access talent to meet your staffing needs.
is a proud member of multiple industry associations and has strong
ties within the technical and engineering communities. Acknowledgements
by INC 500 as one of the fastest growing independent companies in the
United States, and Ernst & Young, who honored PTS with "Entrepreneur
of the Year" further strengthen PTS's credibility.
Specialized contingent staffers expect comparable benefits to that
of regular employees.
qualified supplemental employees seek a strong benefits package comparable
to one that core staff members of your company might receive. PTS attracts
and retains the highest caliber talent by providing them with a comprehensive
employee benefits package including health and dental insurance, 401k
investment program, direct deposit, and an option to accrue paid time
off (PTO) for vacations and holidays.
Make sure your contingent staffers are getting paid fair market value.
should know the wage rate paid to employees to insure the supplemental
worker is not overpaid or underpaid compared to regular full-time staff.
The worker's skill sets and experiences will be comparable to those
of your in-house staff only if the worker receives a comparable wage
rate. With PTS, wage rates are always discussed prior to a placement
Question: Is it important that the contingent staff have instant
eligibility to the agency benefits?
provides immediate eligibility for employment benefits. Employee benefits
are a simple yet important way to attract and retain excellent talent
and assure that contingent staffers are "happy campers."
Get familiar with the "multiplier" (the wage rate and your
agency's markup percentage)
relationship between the wage rate paid to the supplemental staff person
and the billing rate charged to a company is referred to as the multiplier.
The multiplier is affected by the wage rate, employer tax requirements,
costs of employee benefits, and markup for the supplemental staffing
firm. The lower the multiplier, the greater percentage of your cost
goes directly to the employee of the supplemental staffing firm. With
PTS, you always know the percentage markup applied to the wage rate,
resulting in the most cost-effective scenario for you, the client.
Develop a strategic alliance in your supplemental staffing agency.
and outsourcing have become indispensable strategic tools for both
Fortune 500 and mid-sized companies alike in managing an increasingly
diverse workforce. Companies retain staffing firms such as PTS to provide
a wide range of human resource services such as payroll and benefits
administration, recruiting, skills assessment, and risk management,
which streamlines and eliminates non-revenue generating activity. In
essence, PTS has become partners with American businesses by enabling
them to concentrate on core business endeavors.
Is your company being bogged down with administrative, HR or Payroll
Technical Services can cost-effectively processes payroll, handle all
taxes, insurance and benefits administration for any or all employees
at a customer location. Eligibility for all PTS Employee Benefits is
instantaneous. In addition, Principal Technical Services can provide
complete in-house contract personnel administrative services, working
alongside the client's management team.
Consider outsourcing benefits and payroll management for staffing
a third party payroll service for professional level workers can be
an integral part of an effective contingent workforce strategy. If
you're dealing with former 1099 independent contractors, returning
retirees, temporary staffers or any other mission-critical professional-level
worker sourced by your company, third party administrators can significantly
improve overall productivity and efficiency.
Build trust and efficiency through a long-term relationship with
regard PTS as a long-term business partner and recognize our strong
management team, commitment to value-added customer service, and our
extensive personnel resources. We attribute these successful partnerships
to the expertise and efforts of our professionals whom we continually
support and challenge.
Does your company have adequate insurance coverage for supplemental
personnel working at your facility?
insure that your company and the assigned workers are adequately protected
from liability exposures, make sure the staffing firm issues you a "Certificate
of Insurance." This certificate should show coverage's in excess
of $1 million in the following areas: general liability, workers compensation,
and employment practices. PTS will supply Certificates of Insurance
Independent Contractor or Employee? Know the difference?
the event your company uses Independent Contractors that work full
time at your facility, you may have an interest in the 20 Questions
the IRS and EDD use to help determine if a worker is an Independent
Contractor or an employee. When PTS is the official employer of record,
the client has the proper insurance protection from a PTS supplied
Certificate of Insurance, and PTS withholds the State and Federal mandated
For more information on PTS and other critical staffing issues affecting your
business, e-mail: info@PTSstaffing.com
Copyright © 2003
Principal Technical Services, Inc.