March Madness is the season of buzzer-beaters, surprise upsets, and highlight-reel wins. But when it comes to building a great office team, hiring managers are all too often left with the last candidate standing, not the number one recruit.

In the real world, a championship office team is built the same way successful teams are built on the court and it doesn’t happen overnight. It takes clearly-defined roles, smart evaluation, fast (but disciplined) decision-making, and strong coaching once the season starts. The U.S. Bureau of Labor Statistics continues to track steady movement in hires and separations through its JOLTS reports, reminding employers that turnover is an ongoing factor in today’s workforce. Gallup has also reported that replacement costs can range from roughly 40% of salary for frontline roles to 200% for leadership positions. Clearly, it’s still a competitive workplace out there!

Whether you’re a hiring manager trying to stabilize your front office, or an administrative professional aiming to level up your career, these four pro tips are your playbook for building something that lasts.

Pro Tip #1: Recruit Like a Coach

For Hiring Managers, many hiring upsets start before the job is even posted. If the role is vague, you’ll attract mismatched applicants—and interviews become opinion-based instead of performance-based. A championship approach starts with clarity:
🏀 What does success look like in 30/60/90 days?
🏀 How will the role stretch and grow the candidate?
🏀 What is the measurable performance that will be needed on the job?
🏀 Where are you negotiable on what you can offer?

For Job Seekers, your questions will help clarify expectations for the role and the team. There is no need to ask about facts that could be found on the company website. Instead, you need to know:
🏀What are the top priorities in the first 60 days?
🏀What does success look like in this role?
🏀Which systems or processes will be my responsibility?

Pro Tip #2: Use a Structured Interview Process (and maybe add a skills scrimmage)

For Hiring Managers, structured interviews create consistency and fairness. Harvard Business Review has highlighted the advantages of structured interviews and the importance of using work samples or assignments to evaluate true ability. Effective methods include:
🏀Consistent core questions related to the performance of the job
🏀 Simple evaluation scorecards rating the motivation and ability to do the work required
🏀 Short work samples (email drafting, Excel tasks, scheduling scenarios)

For Job Seekers, you can help yourself stand out from the field if you take the time to:
🏀Prepare examples of your workflow, templates you've built, or processes you've improved. Work samples are an opportunity to show traits like accuracy, organization, and professionalism.

Pro Tip #3: Move Fast on Top Talent (But Keep Your Standards)

Hiring Managers must assume that strong candidates often have multiple options. Delays can cost you your top choice. You can keep candidates interested and engaged as you go through your process if you will:
🏀 Schedule interviews quickly
🏀 Clarify decision-makers
🏀 Communicate next steps promptly; consider sending interesting industry information between conversations
🏀 Make sure that information on your company is readily accessible on your website

Job Seekers can help make it easier for hiring managers to stay in touch by:
🏀 Confirming your availability clearly
🏀 Responding quickly to all communication (professional follow-through demonstrates reliability)
🏀 Coming right out and asking about timelines

Pro Tip #4: The Offer and the Onboarding are the Preseason that Determines Whether You Win

For Hiring Managers, the offer negotiation itself can be a way to help close the sale properly. It’s actually fine to test out an offer by saying, “We were thinking of this; how would that look to you?” Testing an offer allows you to discover objections the candidate might have, or competing offers, so that you can put together your final offer knowing exactly what you both want to see happen.

Then it’s important to remember that even the best hire wants structured onboarding. Gallup has reported declines in employee engagement in recent years, making intentional onboarding even more critical. Strong onboarding includes:
🏀 A clear first-two-week plan
🏀 Defined performance expectations
🏀 A go-to resource for questions
🏀 Early check-ins (10-day, 30-day)

The new recruit has a role in making the onboarding successful as well. As the new hire, you can and should:
🏀 Ask about the training structure and key contacts for yourself
🏀 Make sure you understand the measurable early success metrics
🏀 Treat your first 30 days like a season opener—a chance to prove you are organized, proactive, and dependable.

The March Madness Takeaway

A championship office team isn’t built overnight, and it’s not down to luck. For hiring that’s done with intention, ask our Certified Staffing Professionals to join your coaching staff and do all the legwork to put the best recruits in the right places.

(Straight From the People We Work With)

In a world of AI-written resumes, automated screenings, and lightning-fast applications, staffing could easily lose its human side. But in our experience at Personnel Partners, the opposite is happening.

What we love most about staffing is exactly what technology can’t replace: real conversations, in-person meetings, and relationships that continue well beyond day one. And the proof isn’t just in our careful and intentional process—it’s in the words of the people our team works with every day.

Meeting People Still Matters

Sitting across from someone tells us far more than a resume ever could. When we meet candidates in person, we learn who they are, how they communicate, where they’ll thrive - and where they don’t belong. That’s how we confidently refer someone to our clients.

The effect of that personal approach shows up quickly once someone starts.

“She is doing excellent. Great hire, understands her role within the company and is very well received/liked here.” 30-day client review

For job seekers, those early conversations mean being seen as more than a skillset. For clients, it means we’re not guessing—we call it a “referral” because we’re recommending someone we genuinely know.

Better Matches Come From Better Understanding

Staffing works best when we understand both sides of the desk. We spend time learning our clients’ teams, goals, and culture just as intentionally as we learn our candidates’ strengths and preferences.

That balance is what leads to feedback like this:

“Kyleen has been a great addition to the team and we hope we can find a way to keep her longer! She is timely, professional and a pleasure to work with.” 45-day client review

When both sides align, productivity improves, teams gel faster, and long-term plans can start to take shape. (Kyleen is still at that client, by the way…)

Follow-Through Is Part of the Job

Our part doesn’t end when someone starts an assignment. Checking in regularly (with both client and employee) is how we make sure things are working—and how we address issues early if they’re not.

Often, those check-ins reinforce that we’re all in step.

“Nope. We have great communication and we are on the same page.” 30-day client review

That ongoing connection builds trust and communication channels, and turns placements into long-term partnerships.

Proper Staffing Creates Momentum

One of the most rewarding parts of staffing is seeing confidence grow. Sometimes that momentum shows up faster than anyone expected.

“I am thrilled to share that I have been recognized as the employee of the month, even though I am still in my probationary period. It makes me so proud to be acknowledged by the company.” Feedback from Employee 30-day survey

For job seekers, staffing can open doors and create opportunities to prove what you’re capable of. For employers, it’s a chance to see talent in action to help you make the best long-term decisions.

Why Clients Keep Coming Back

For many of our clients, staffing isn’t a one-time solution—it’s an extension of their HR team.

“It felt like we were dealing with knowledgeable HR professionals.” Client Survey response

“It’s always a joy working with PP… knowing that PP can help tackle our administrative hiring needs is a huge relief.” Client Survey response

That partnership is something we don’t take lightly, and it’s a big reason we love what we do.

What It All Comes Down To

Even with some of the latest technology available to our industry (we love proper automation as much as the next person), we never lose sight of the human side of staffing. If you ask our Certified Staffing Professionals what they do here, you’ll hear that we bring the right people together, build real connections, and help create retention.

If you’re looking for more than just a resume—or more than just another job—we’d love to meet you and show you what to love about staffing!❤️

Here’s how YOU lay the foundation for success

Recently, we gave some reasons why not to call us😊. Now let’s talk about something that lays solid groundwork for those times when you should be calling!

Because when the right groundwork is there before you even place the job order, amazing things tend to happen:

• Even faster response

• Better-matched administrative candidates

• Fewer interviews

• Smoother first days (and better retention)

In our world, it usually comes down to one simple reality: better office job orders lead to better hires.

“We need someone in the office” vs. actually finding the right person

Most office and clerical searches start the same way. Someone gives notice, work piles up, phones keep ringing, and suddenly there’s urgency to “get someone in.”

We get it — and we’re happy to jump in quickly. But what often determines success is how clearly the role can be explained.

Office and administrative positions tend to look simple on the surface, especially if you are a manager juggling higher-level priorities, but the day-to-day reality matters:

• What are the top 3-5 tasks this person will perform most often?

• Who will this person interact with (team members, customers, vendors)?

• Does the workday for this job look more methodical or chaotic?

• What skills are absolutely required on Day 1, and what is trainable in exchange for a culture fit?

• What challenges should a new hire expect to face early on, and who will be a resource?

Details like these make all the difference in who we recruit and how we present your opportunity. You might be surprised to find how many clients can’t articulate a typical day in the life of someone working in their office.

A checklist that might actually generate some helpful conversations

We’ve put together a short checklist to help guide office and clerical job orders. It’s not meant to be filled out line-by-line or finalized before you call us, but it helps you think gather your thoughts around:

• Traits or skills that make someone successful in your office

• Your interpretation of working hours and flexibility

• Pay range and where you would negotiate for the right candidate

• Whether your team is ready for onboarding a new person

Even talking through these points informally helps us represent your opening accurately and competitively. And working through it might initiate some conversations your current employees really appreciate.

Why this benefits you instead of making your job harder

What’s hard is getting the wrong person, or training someone who doesn’t have quite enough skill to be a true help. Giving a little thought on the front end to a clearer office job order makes it so much easier to get:

• Better candidate matches (“It’s fine; we decided to just give this temp the phones and nothing else”)

• Less back-and-forth (“I’d really also like to have this skill”)

• Fewer interviews (“Could I see someone different?”)

• A smoother start (“We really like her a lot, but she’s still a little lost”)

And for job seekers (who we know read these blogs too), it means:

• Clear expectations going in

• Fewer surprises after Day One

• Office roles that truly match your experience and preferences

When expectations are aligned on both sides, retention and productivity improves. That’s when we get the call that says, “We originally wanted her until early January, but we’d like to keep her around until at least the end of February,” or the check-in that says, “We already know that we plan to hire him on.”

Even if you’re hiring on your own

You could absolutely use our checklist to prepare for an office hire on your own. If you do, you’ll likely see better results.

But when you use it with a staffing partner who specializes in office and clerical roles and understands your local market, it becomes more than a checklist — it becomes a foundation for a successful hiring partnership using our talent database and placement team expertise.

Better office job orders = better results.

Wondering how to get the checklist? Ask here.

As we start to wind down one year and look to the next, it’s natural to think about what you want to be new and different. At Personnel Partners, we believe there’s real power in the idea that “the more things change, the more they stay the same.”

🧭 What never goes out of style

In many offices, a new year means new systems, software, flexible work policies, or adjustments for new regulations. For job seekers, a new year is a chance to reevaluate goals, aim higher, or pivot career paths. But here's what doesn't change: administrative and clerical support remains fundamentally about accuracy, dependability, and smooth day-to-day workflow.

A business might deploy a new system or roll out a new organizational chart or even a completely new product line, but it still needs team members who show up, know their roles, and keep things running. That's the underlying value of an office team. While strategies, markets, and tools evolve, some core truths of successful employment and hiring remain constant. That’s where staffing — and strong staffing partners like Personnel Partners — shine, and it happens in between the staffing orders too.

• Genuine connections & personal fit

Whether it’s a temp role, a contract assignment, or a permanent placement, the right match comes down to compatibility between a person’s skills, values and aspirations, and a company’s needs, culture, and vision. That hasn’t changed, and it’s the piece that can’t really be measured by AI.

• Speed + efficiency in an unpredictable market

The job market in 2026 will almost certainly continue to pose unpredictability — economic shifts, changing demand, evolving work-models. Working with a staffing agency helps smooth the turbulence. For employers, staffing agencies dramatically reduce hiring timelines and ease the burden of juggling recruitment with core business tasks. Michael Page+2LG Resources+2 For job seekers, agencies may get you interviews or placements faster than going it alone. Who wouldn’t prefer being referred for an opening over sending your resume into the black hole of the internet? CornerStone Staffing+2Employnet Workforce Solutions+2

• Flexibility — a word that won’t go away (but doesn’t mean demanding your own schedule)

Today’s employment landscape demands agility. Employers scale up or down based on project load, seasonality, or shifting priorities. Staffing agencies provide that flexibility through contract staffing, temp-to-hire, or temp placements — allowing businesses to meet workload demands without long-term commitments. Apollo Technical LLC+2LG Resources+2 For job seekers, that same flexibility can open doors to try out new fields, gain experience, or bridge between full-time roles. Addstaff+1. When both parties understand the nature of employment today, there is better progress toward mutual accommodation and schedules that suit everyone.

• Trusted support when the path is messy

The job search or hiring process can get overwhelming — sorting applications, screening candidates, managing paperwork, onboarding, compliance. A reliable staffing partner helps shoulder this load. For businesses, that means fewer mis-hires and smoother onboarding. AtWork+2business.com+2 For job seekers: guidance, resume help, interview prep, and a trusted advocate working on your behalf. American Staffing Association+2Employnet Workforce Solutions+2

🔮 What this means when you’re NOT hiring or looking for a job

The world and workplace are evolving fast. Emerging trends are reshaping how companies hire, how people want to work, and how staffing firms operate. So when it comes to staffing, maybe you should build a solid relationship with a team that understands your challenges and what's going on between hires.  Build some fundamentals you can count on, so you're ready for the next move.

• Protect the people you already have. Use your staffing provider to help with retention issues or conduct stay interviews. If you are the employee, follow an agency for content related to success in the workplace (may we suggest our LinkedIn for this content in particular).

• Review your staffing needs regularly to prevent gaps or surprises. If you are a job seeker not looking at the moment but on file with us, keep yourself active in our messaging system. We often have job orders in future status, allowing us (and a passive job seeker) to be on the alert for just the right person at just the right time down the road.

• Use a staffing agency to keep up with compliance and regulatory issues before they affect hiring. If you are the employee, maybe you would be surprised to learn that working for Personnel Partners comes with its own onboarding, including a thorough orientation and employee handbook containing information on and access to this kind of information.

• When you have PTO, hybrid schedules, or unexpected absences, use a staffing agency to keep the rest of your office stable and running. If you aren’t working at the moment but are thinking of reentering the workplace, short-term temporary jobs can be an excellent way to do it. Be open to those opportunities if they come your way.

🌟 Conclusion: “the more things change, the more they stay the same”

As we anticipate a new year, the methods, tools, and labor market dynamics may shift — and you need to know that we will shift with them! But at Personnel Partners, we believe that while staffing will continue to evolve, the core relationship you build with an underlying team of reliable professionals should stay the same.

If you’re looking for a staffing partner who marries the best of modern practice with timeless commitment — whether you’re hunting for a job or building a workforce — let’s talk. Your next opportunity, or your next great hire, might just be around the corner.

— The team at Personnel Partners

Think you have a good reason not to call a staffing agency? We’ve heard them all — and we’re calling them out. In fact, we don’t want you to call with those misconceptions floating around in your head. So here’s the real story behind the top excuses not to call … and why picking up the phone might actually save both your sanity and your bottom line.

🧾 Reason #1: “I don’t like spending the money.”

We get it. Budgets matter, especially right now. But hiring costs somebody something, and if you are doing it that somebody is you, so it’s important that you’ve counted your own cost.

When you post on Indeed, you pay for every click (sometimes multiple times) with no guarantee of a good candidate. When you finally hire and it doesn’t work out? The average cost of turnover in 2025 for an office role can easily exceed 30% of the position’s salary — and that’s before factoring in lost productivity and team burnout.

Our bill rate covers all that “blue area” you’d pay for anyway with a new hire — job ads, screening, testing, onboarding, payroll, compliance — but we handle it faster, smarter, and better. You’re paying us for productive hours only, and the math almost always comes out in your favor.

📊 Pro Tip: The cost of one bad hire = way more than the cost of one good call.

🙃 Reason #2: “We’re desperate enough to take pretty much anyone!”

We cringe when we hear this one — usually from clients who’ve already spent weeks trying to hire through job boards and now fear no qualified candidates are available. The assumption? We’ll just send “anybody.” The truth? We don’t do “anybody.”

Our Certified Staffing Professionals are constantly interviewing, screening, and testing a live database of qualified candidates who are ready to work. Most are actually seeking long-term or permanent roles and want a real human advocate (that’s us) connecting them to great employers. Can you blame them for coming here when the world of job boards is so impersonal and non-responsive?

So no, you won’t get a “random temp” (although there will always be value in true temporary help when needed) — you’ll get someone who fits your culture, skills, and schedule. Don’t believe us? Check our reviews — both our clients and our employees rave about their experience.

💬 Reality: Desperation hires are expensive. Smart hires start with the conversations we have in our offices with both you and the job seekers we meet.

⏰ Reason #3: “We can do it ourselves.”

Of course you could — but every hour spent writing job ads, reviewing applications, and scheduling interviews is an hour not spent running your business. Not to mention the time you really should spend keeping up with employment laws, pay scales, workplace trends, and best practices if you truly want to be an employer who is capable of attracting the right talent to your organization.

We’re not your competition; we’re your virtual HR department, complete with Certified Staffing Professionals who live and breathe this process all day, every day, with ongoing professional education we are happy to share with you. You stay in control of the hiring decisions — we just make everything else faster, easier, and a lot less stressful.

⚙️ Think of us as your on-demand HR pros — without the overhead.

✨ So… Don’t Call Us — Unless You’re Ready to Win Back Your Time.

We’ll take your “too expensive,” “too desperate,” and “too busy” and turn them into the best hiring decision you’ll make all year. Because when you call us, you’re not just filling a seat — you’re reclaiming your time, your sanity, and your bottom line.

*Are you a job seeker reading this? We hope you are looking for a staffing agency committed to you and to the value of what we bring to the client together. If your standards are high and your experience backs them up, apply online.

Personnel Partners — Office Staffing Expertise.
Local. Trusted. Efficient. And yes, totally worth the call.

Want Seven Years? Commit to a Wicked Good First Seven Days

There is research showing that the first impression a new employee gets during the first seven days on the job determines whether he or she will stay for the long term. Many employers concentrate their “first impression” efforts on the job interview or offer stage, knowing they don’t want to frighten away a good candidate. But the real first impression begins once a new hire accepts the job - during onboarding.

Handled well, this stage reassures new hires they made the right choice. Handled poorly, it sparks second thoughts and even brews early turnover. In fact:

•  Companies with strong onboarding improve retention by up to 82%.

•  New hires with a great onboarding experience are 69% more likely to stay three years or longer.

•  Automation in onboarding can lead to a 16% boost in retention.
  
  (Source: Paycor, Devlin Peck, UserGuiding, HR Cloud)

Invisible Doesn’t Mean Creepy – Automation is the Secret Formula

We live in a world where the window of time to make a good impression keeps getting shorter, and many interactions are expected to happen automatically. While you might think this is counter-productive to offering that personal touch for a positive first impression, consider this:

• Day One is overwhelming. It’s a nightmare imagining all the information a hiring manager needs to prepare and communicate, and the new employee on overload trying to absorb it on the first day. What if a system automatically sent as much of that ahead as possible?

  • Forms

  • Account setup

  • Company history

• Waiting to start is a cauldron of discomfort. Working out notice can be a no-man’s-land where you’re either ignored or begged to stay on. What if a system automatically checked in periodically with the new hire?

  • Sending welcome messages

  • Providing treats like benefits information

  • Sending key dates, training, or job-related information to review

• The first week is head-spinning. What if you had automated reminders, surveys, nudges, and schedules so that nothing was missed in training and came back to haunt you?

  This kind of consistency means a smooth, predictable welcome — allowing managers to focus on personal connection and the new employee to carve out a spot that feels like your own.

A Spellbinding Combo of Human and Automation

Intentional communication boosts retention by making both the client and employee feel supported and giving both an outlet for questions and concerns that might have felt like tombstones otherwise for people who are new to each other.

•  A Little Whisper in the Ear. At Personnel Partners, we lay solid groundwork for a positive impression with every candidate because they arrive at the client with our personal recommendation and context from our staffing experts. If a position is offered and accepted, the new hire completes an orientation in our office so they know what to expect before reporting to the client’s site. The new employee is confident, prepared, and ready to contribute – the client just needs to turn on the glow.
  

•  A Tap on the Shoulder at All the Right Times. Using both an industry-leading automation system and industry-leading internal staff, we’ve designed a carefully curated schedule of reminders and touchpoints at key times in the new hire journey to support both employee and client. This includes tricks like a:

  •  Day One check-in with both parties to confirm everything started smoothly.

  •  10-day follow-up survey to ensure both sides are satisfied.

  • Regular touchpoint via text or email at eerily perfect times so small concerns never become big problems and no one is taken for granted.
    

Job Seekers: Don’t Think of it as a Magic Act (or maybe it is, actually…)

If you’re a job seeker, don’t think of systems running in the background as being impersonal. Instead, see if you feel the difference:

•  You don’t arrive “cold.” You’ve already been oriented and know what’s expected.

•  You’re not left wondering who to contact — someone reaches out to you on a clear, reliable schedule.

•  Your first days are smoother, so you don’t go home second-guessing your decision.
  
  That confidence is critical. Studies show that 70% of new hires decide within the first month whether they’ll stay long-term. No one takes a new job hoping to leave it again right away.

Automation + People = The Perfect Potion to Create Retention

Automation provides efficiency and consistency, and job seekers know that is possible in today’s world. We can help set you up to win at the human element. Together, that’s the kind of first impression that will keep the nightmares away!

We interpret the behavioral science of employee engagement for you

In today’s workplace, it might feel like an employer’s market—but we still read too many reports of how hard it is to get employees to care. As a staffing agency whose team’s seniority averages far more than the industry average (that industry average being a shocking <1 year), we feel we’ve earned the right to share this research-backed expert advice combined with real-world examples from our own team. Read on for pro tips on creating an office team that’s alive and thriving…

Behavioral Science says:

1. Employees need Dopamine hits

• What it means: Little Wins Matter

Tip: Skip the grand gestures. Instead, celebrate everyday moments of success.
Why it works: Neuroscience shows that tiny bursts of dopamine—which we can get from recognition for an activity that went well—light up our motivation more sustainably than big, fleeting rewards.
Ways we do it here: We bring our team together for 10-minute breaks that have nothing to do with work. Called “10 at 10”, it’s an activity that each team member alternates planning just for fun. And oh, how we read and celebrate every new 5-star review!

2. Employees want Autonomy

• What it means: Give Some Control

Tip: Give people space to own how they do their work.
Why it matters: Autonomy boosts motivation, creating a sense of purpose and personal responsibility.
Ways we do it here: Our team gathers for a quick brainstorming session before every round of client or special employee contact. There is no communication or information shared that isn’t personalized to both our team and audience. We all review every edition of our emails and handbooks for temporary employees and web site updates.

3. Culture Predicts Performance

• What it means: It’s not about Talent!

Tip: If you are aligned with the organization’s culture, you’ll be motivated to do your part within it.
Why it matters: Studies confirm that shared values are often better predictors of team performance than raw talent. Teams flourish when members care about how and why the team works together.
Ways we do it here: We cultivate a culture of honesty, support, and partnership—not competition. Incentive pay comes from a shared pool. Our goal is to be rated highly for professionalism by both clients and candidates. Our team is cross-trained to handle multiple functions for the benefit of clients, employees and each other.

4. Measurable Progress is the Motivator

• What it means: Daily Results

Tip: Find something you can track daily that represents progress.
Why it matters: According to Harvard researchers, nothing fires motivation more than seeing forward movement—even small steps.
Ways we do it here: Each team member uses a daily customizable dashboard to track—and check off—priorities. Those checkmarks? They're small wins that build momentum. Each successful placement is announced and celebrated, even though it is automatically recorded in our software for everyone to see.

Why Employee Engagement Still Matters

This isn’t feel-good fluff—if the behavioral science doesn’t convince you, here’s more research:

• Cultures built on trust, honesty, and support fuel engagement, psychological safety, and team agility. Krisp

• Teams that collaborate well perform up to 5 times better and retain employees much more effectively. ResearchGate+4humantelligence.com+4humantelligence.com+4

• Performance metrics that are transparent and goal-oriented help motivate and clarify strengths and growth areas. humantelligence.com+6humantelligence.com+6mckinsey.com+6

Let’s Beat the Odds Together

If you’d like to experience first-hand what it feels like to do business with a team that is engaged and happy at work, call us!

Social media? AI? Or someone who actually knows your market?

We all want quick access to answers—whether you’re a business trying to hire smarter or faster or a job seeker trying to land the right opportunity. But in today’s world, advice is everywhere... and not all of it is worth following.

Between AI-generated job posts, trending career “hacks,” and TikTok tips on everything imaginable, it’s never been easier to find opinions on hiring and getting hired. But how do you know what’s real? More importantly—how do you know what applies to you and to the greater South Bend-Mishawaka and Elkhart areas?

Let’s look at some of the troubling trends that have begun to surface:

• Payscale recently highlighted how AI tools and viral salary posts are spreading inaccurate or inflated pay expectations. Businesses are being pressured to match numbers that don’t reflect local markets—and job seekers are aiming for targets that may not exist.

• PR Newswire shared new research showing Gen Z is turning to social media as a career coach. While there’s no shortage of advice out there, much of it skips over the actual skills and expectations needed to succeed in a real workplace.

• Indeed Hiring Lab pointed out a surprising trend: job postings are up, but hiring is down. Why? It’s never been easier to click and post a job opening—but many postings are placeholders or passive efforts, not serious recruitment.

• Reputation management fraud is also muddying the waters. This is where a business is targeted with fake negative reviews—only to be approached by someone offering to “fix” the problem for a fee. This erodes trust and damages the experience for job seekers and employers alike, making it harder for both sides to find each other. (Yes, it happened to one of our local clients!)

All of this adds up to a simple truth: you can’t rely on generic advice from anonymous sources and expect it to work in your real-world situation. More data floating around in the world does not always translate to your corner of that world.

But hear this—we believe in social media too. In fact, we’re all over it.

We encourage you to follow us, not for gimmicks or trends, but for real advice from professionals who have the data, the knowledge, and the front-line experience to help you navigate hiring and job searching with confidence.

So—where are you getting your hiring advice? If it’s not from someone who has met you and understands your goals, your market, and your challenges... maybe it’s time for a better source.

Here’s a little sample of real, local information for you: want to know about office and administrative wages locally? The South Bend Chamber has just published its Economic Profile, containing data on our region. Specifically, you can find wage data collected from area businesses (along with lots of other good information) that will tell you office jobs in our area pay in an average range of $17.22 - 25.43, depending on skill set required. At Personnel Partners, we run a report each week analyzing what our clients are paying, and you’ll be pleased to know that the most recent one produced an average wage of $19.46/hour.

You know that we watch trends in the workplace, and one of the latest has been nicknamed “boomerang hiring”. It’s a noticeable number of employees returning to their former employers; enough to be reported on and remarked about, because rehiring former employees or returning to a place you’ve left for a reason has traditionally been against better judgment for some good reasons.

So why would it be gaining popularity now?  As noted by LinkedIn, Staffing Hub, The HR Digest, and Forbes, a returning employee can bring back not just familiarity but fresh skills and perspectives, a unique combination often worth consideration.

What kind of consideration? Here is a good example of the thought process you’ll want to give to that choice if it’s presented to you, whether you are the employer or the job seeker.

If you are the Hiring Manager, think about this:

✅ Pros:

• Faster onboarding and reduced training costs thanks to familiarity with your systems and culture.

• Improved retention if the employee is returning voluntarily and with a new motivation and appreciation for their role.

• Fresh skills and external experience brought back from their time away can make the former employee more valuable this time around.

• Send a positive signal to current staff that your company is a good place to return to, enhancing your brand in their eyes.

⚠️ Cons:

• Culture fit might be an issue if things have changed since they left — new teammates, processes, or priorities could clash with old expectations.

• There is a risk of resentment among coworkers who stayed, especially if the returning employee appears to be brought back at an elevated status.

• Old unwanted habits will likely also return with the former employee, so reflect on any ways of working that were outdated or requests for change that were resisted.

If you are the Job Seeker, consider these factors:

✅ Pros:

• Your familiarity with the workplace, team, and expectations makes the transition smoother. It’s always hard to be the rookie!

• Career growth possibilities might be open to you now, if you are able to show that you are ready for higher-level positions or new responsibilities than previously.

• Strong relationships with the previous team can help you hit the ground running and make a bigger impact faster.

⚠️ Cons:

• Lingering issues may still be lingering. If you left for a serious reason, be sure those conditions have improved.

• Perception could become reality if the employer or some colleagues question your commitment this time around or see you as indecisive.

• Some patterns risk repeating, so remember that if you are returning to an environment you felt you once outgrew or was limiting your long-term growth.

What could Personnel Partners do to help with the decision?

At our staffing agency, we specialize in matching office and administrative professionals with the right opportunities — whether you’re a business considering welcoming back a boomerang employee, or a job seeker weighing a return. We understand how to help both sides navigate the process, evaluate the fit, and set everyone up for long-term success. In fact, one of the most popular methods of hiring (temp-to-hire) is proven to be effective for both the new hire and the employer in navigating that “honeymoon” period as everyone settles in to feel out how to work together.

If you’re curious about leveraging this trend in your hiring strategy — or wondering whether going back to a past employer is right for you — we’re here to guide you.

Reach out to us today to explore how temp-to-hire arrangements could work for your next placement or your next role.

The American workforce has certainly changed in the 30+ years we’ve been in business—and much of that change is for the better. While we’ve gone through eras where some companies relied on formal programs to build their teams (“diversity programs” being the latest), the truth is it doesn’t take a program to find diversity. According to World Population Review, the United States is already one of the most naturally diverse countries in the world. That diversity has a very good chance of naturally flowing into the workplace if you just let it.

At Personnel Partners, we know that hiring the right person doesn’t happen by checking boxes. It comes from recognizing skill, potential, and perspective—and helping both employers and job seekers find the best fit. Whether you’re an employer looking to build a stronger team, or a job seeker trying to find a place where you can grow and be valued, here’s why the current hiring climate works in your favor.

Skills-Based Hiring is Making Headlines

Job seekers: If you’ve ever felt held back by a lack of a specific degree or traditional career path, there’s good news. Many employers are shifting toward skills-based hiring, which means they’re prioritizing what you can do over how you got here. Tip: Highlight your achievements, projects, certifications, or software skills in your résumé.

A Harvard Business Review study revealed that nearly half of U.S. employers have reduced degree requirements for middle-skill jobs, and nearly one-third have done so for high-skill jobs.

Employers: This approach helps you reach candidates with real-world experience, transferable skills, and untapped potential—many of whom bring fresh perspectives and diverse backgrounds. Tip: Include problem-solving scenarios in your interview questions to allow candidates to talk through exactly how they would handle a situation that comes up regularly in the position they hope to fill.

Staffing Agencies Provide Equal Opportunity by Default

Job seekers: One of the best ways to get noticed based on your actual skills is to go through a staffing agency like Personnel Partners. Why? Because we screen candidates based on ability, often without even a specific target job in mind. That’s a good thing!

When you interview here, you’re not trying to fit into one company’s existing mold. We make referrals that match a candidate’s strengths with office roles where we believe they would  shine—based first on the data, skills and facts that need to match with the job description, and then on the soft skills and environmental factors such as company size or mission that both parties give as parameters for their ideal. We’ve been involved with literally thousands of candidates finding meaningful, long-term jobs that align with who they are and what they do best.

Employers: When you work with a staffing partner, you benefit from a broader candidate pool—and an objective evaluation process that helps prevent unconscious bias. Instead of looking around your office to see if it seems like someone will fit in, we are looking around our database to see who looks like your job description. We’ve helped hundreds of area businesses find thousands of new employees in this way, with one major client back in the day even saying, “How do you do this? You are better at my Affirmative Action program than I am, and I never even told you about it!”

Generational Diversity Is a Hidden Strength

One of the most exciting aspects of today’s workforce is the range of generations working together. Right now, it’s common to see Baby Boomers, Gen X, Millennials, and Gen Z all sharing office space—each bringing something different to the table.

According to Pew Research Center, Gen Z is not only the youngest generation in the workforce, but also the most racially and ethnically diverse in U.S. history.

Why This Matters:

• Employers gain a broader range of ideas, perspectives, and problem-solving styles.

• Job seekers benefit from mentorship, fresh thinking, and inclusive team dynamics.

Each generation has its own strengths:

• Gen Z: Digital natives, fast learners, innovation-driven

• Millennials: Collaborative, mission-driven, adaptable

• Gen X: Self-reliant, practical, experienced

• Boomers: Loyal, relationship-oriented, leadership-focused

A SHRM article notes that companies who embrace generational diversity often see stronger collaboration leading to better business results.

How to Attract (and Fit In With) a Multigenerational Team

Employers: Want to appeal to this broader range of candidates?

• Offer flexibility—remote/hybrid work (when appropriate) appeals to everyone.

• Share your company culture on social media - candidates are checking you out there.

• Provide development opportunities like cross-generational mentoring or upskilling.

Job Seekers: Want to thrive in a multigenerational workplace?

• Learn how each age group communicates—some prefer email, others Slack. Know more than one method.

• Stay curious and open-minded. Everyone brings value, and collaboration is key.

• Be yourself—but professionally. Personality is an asset when it’s paired with good work habits and respect.

The Workforce Is Already Diverse—Now It’s Just About Access

At Personnel Partners, we’ve met over 50,000 office/administrative job seekers and we’re not done yet! Our database can always use more qualified candidates who want to be found if the right position comes along that is a great match for their talent. And we always welcome calls from employers who are wondering where to find someone new to add to the mix, whether for a permanent opening or a temporary project that needs just the right person to get it done well.

Ready to take the next step?
📨 Job Seekers: Submit your résumé today online.
💼 Employers: Ask about staffing your next position with someone exceptional.

If "fresh" means recently made or obtained or not previously known or used; new or different, then it might seem impossible for something 30 years old to call itself fresh. But we do!

Spring has a way of reminding us that no matter how long we've been here, it’s good to update and refresh - not just your home, but your approach to hiring and job searching. In honor of the season, we’re dedicating May to highlighting ways to put a fresh face on solid experience—whether you’re an employer looking to attract the right talent or a job seeker ready to stand out.

The Freshest Way to Communicate

Remember when communication meant a letter in the mail? You had something to hold in your hand, to sit down and consider—maybe even share with someone for an opinion. Now, AI pumps out messages faster than we can blink, and they show up on a screen a second later.

The truth? There's value in both.

That’s why we use communication in both its old and new forms:

✔ Phone calls that build real relationships.
✔ Text messaging for quick, effective outreach.
✔ Email when we have information you need to read and/or keep.
✔ AI-powered automation that enhances, but never replaces, human connection.

We’re proud to use the industry's premier messaging system with 45 automated journeys that keep us connected to job seekers and clients at just the right moments. These tools make sure no one slips through the cracks and that people get the information they need—right away.

But we also know nothing replaces a phone call. Calls create conversations, and conversations build relationships. That’s why we believe in hybrid communication: AI where it makes things efficient, personal touch where it makes things meaningful.

For Job Seekers: A Fresh Approach to Work

Spring is a time of renewal—so why not refresh your career? Whether you’re looking for a short-term assignment, a flexible schedule, or a long-term fit, our job opportunities are designed to match your goals. We also offer:

🌱 Flexible health insurance options that adjust to your needs, whether temporary or long-term.
🌱 A modern job search experience, with a website that lets you explore opportunities or apply online anytime - but with live Certified Staffing Professionals reviewing each application and resume and making individual selections for personal interviews with the candidates who are selected for screening. While we believe in our technology and software for its search capabilities once selected candidates are screened and entered in our database, no candidate is ever “automatically” referred to a client without being personally selected from that database by a staff member, talking through the option, and agreeing to the referral.
🌱 Real-life success stories from people like you who’ve used staffing to find the right fit, temporary assignment, or transition into new careers.

For Employers: Refresh Your Hiring Strategy

Finding the right candidates isn’t just about filling a position as quickly as possible—it’s about making meaningful connections. In fact, you might be surprised to learn that there is a limit to how impressed job seekers are by your use of modern technology to recruit them.

If, like 40% of companies today (24/7 report reveals dramatic shift in staffing landscape) you find yourself using staffing companies as your primary source of employees (whether temporary or temp-to-hire) today, you might like to hear how Personnel Partners has kept itself fresh to be ready for that trend. Here’s how we focus on staying fresh while staying true to what works:

🔄 Personal service backed by modern tools. AI and automation streamline communication, but real conversations drive success, and we spend as almost as much time on the phone as we do on the computer.
🔄 We’ve cross-trained internal teams so you can work seamlessly with anyone on our staff. In fact, no one is dedicated to “sales”. Instead, all of our staff are trained in how to talk to you about how we do business, while their expertise is in recruiting and screening candidates who would be available to fill your staffing needs.
🔄 A commitment to innovation, meaning that you might be surprised to learn this small local firm owns the premier software for messaging and for candidate testing. We also hold nearly every membership possible, from local Chambers to national industry platforms for the most up-to-date knowledge possible, including professional certifications.

Experience Matters—Fresh Experience Matters More

Experience is invaluable, but that’s not all that’s needed in 2025. Staying fresh—whether in communication, benefits, or technology—keeps that experience relevant. Spring is the perfect reminder that new ideas can bloom alongside deep-rooted expertise. Whether you’re hiring or job-seeking, the right approach can make all the difference. We wouldn’t be here after 30+ years if we thought we had it all figured out in 1993!

When a hiring decision is made, it may seem like the hard part is over. However, the reality is that the most crucial elements of successful hiring happen behind the scenes—before, during, and even after an employee’s first day. Whether you’re an employer preparing to onboard a new hire or a job seeker stepping into a new role, understanding the work that goes into making employment a success is key. Here’s why what happens behind the scenes makes all the difference.

Preparing for a Smooth Onboarding

For Employers: Bringing a new employee on board isn’t just about offering them the job; it’s about setting them up to be successful in it and to be glad they accepted your offer. Before they even walk through the door, it’s your responsibility to prepare:

• Clear job expectations and role responsibilities (actually write them down somewhere)

• Necessary training materials, login credentials, and office space

• A schedule for the first week, including introductions to team members (and don’t make them ask for the bathroom!)

• Specific persons who will take questions, and designated follow-up times for officially asking how it’s going

For Job Seekers: If you’re in the interview or job offer stages, your preparation is just as important. Doing your homework on the company is not just standard advice; it’s critical to taking charge of your success. Take time to:

• Look at the company’s web site in detail - you can learn a lot, and it’s what the company wants you to know.

• Understand company policies, dress code, and core values. You are often told this before Day One, so start right.

• Get to know the team structure and learn about key players in the organization.

• Clarify any questions about your role and responsibilities with your new employer.

• Set goals for your first few months based on the expectations you are given.

Retention: Setting the Stage for Staying a While

For Employers: The employee’s job has just begun - and so has yours. Keeping great employees takes effort. It’s just as important to have a retention checklist as it is to have an onboarding checklist! It should include:

• Prescheduled dates when you will be discussing the new employee’s performance.

• Checking to see that the new employee is included in workplace team activities.

• Documenting any responses to employee requests for training, supervision or concerns.

• Recognition of accomplishments made by employee.

• Specific solicitation of feedback from new employee.

For Employees: Employees who take an active role in their success are more likely to thrive. To contribute to your own retention, make the effort to:

• Ask questions and seek clarity on your responsibilities.

• Build relationships with colleagues and engage in company culture.

• Show initiative and demonstrate a willingness to learn.

• Communicate openly with managers about your challenges and career aspirations.

Handling a Termination with Dignity

Despite everyone’s best efforts, not every hire is the right fit. If termination becomes necessary, it should be handled professionally and respectfully by both parties.

For Employers:

• Be prepared to provide clear documentation of previously-addressed performance concerns or policy violations and opportunities given for improvement.

• Conduct terminations privately and factually. Be straightforward and concise.

• Ensure final pay and necessary paperwork are processed smoothly.

• Collect all company property and allow employee to collect personal belongings with dignity.

• Offer exit interviews to gain insight on improving future hiring and retention, if appropriate, or written documentation for later reference related to pay and paperwork.

For Employees:

• Maintain professionalism and avoid burning bridges—your reputation follows you. This applies whether termination is your choice or not.

• If you are being told that you are a mismatch for the position you held, ask for feedback to understand what kind of a role your manager thinks you would have been more suited to fill.

• If your termination was a performance issue, understand what went wrong and how to improve for the future.

• Ensure you understand your final paycheck, benefits, and any remaining obligations so that you can leave with no need for follow-up.

• Stay positive and proactive in seeking new opportunities. If you didn’t practice your own onboarding or retention this time, do it next time😊.

Success Stories

If you browse Personnel Partners’ web site or Google reviews, you’ll see success stories - job seekers and clients who are thrilled to be brought together by the efforts of our Certified Staffing Professionals. But you can be very sure that those success stories didn’t happen just at the magic moment we asked two people to meet with each other. Everything about our hiring business requires careful preparation, thoughtful retention efforts, and, when necessary (although rare), respectful offboarding. Our clients and employees alike benefit from putting in the work behind the scenes, ensuring that new hires start strong, stay engaged, and transition gracefully when the time comes. Only by focusing on these key behind-the-scenes elements can we contribute to a more effective and rewarding workplace experience.

It’s March Madness season, but we’re not talking about basketball—we’re talking about the madness that can happen when working with the wrong staffing agency. Whether you’re a company looking for a starting player (or a great sub) or a job seeker trying to be drafted by just the right team, we know that working with staffing agencies isn’t always a slam dunk.

At Personnel Partners, we know staffing needs to be a game where both sides actually win. That’s why we’re calling out the common fouls in the industry—and how we’ve practiced the fundamentals that have kept us at the top of our game for over 30 years.

When You’re the Client and You’d Like to Bench the Staffing Agency

🏀 Unqualified Candidates
You need an executive assistant with top-notch PowerPoint skills, but the agency sends someone who can barely format a slide.
✅ Our Play:  Candidates must undergo personal screening and test their skills on eSkill, a leading software testing provider. We don’t pick them without this tryout.

🏀 Slow Response Time
You need a temp receptionist ASAP, but by the time the agency responds, you’ve already rearranged your whole office to cover the front desk.
✅ Our Play: We promise to update you within 2 hours of your call to let you know which one of our Temp Talent candidates is ready to come off the bench for you – ideally within 24 hours.

🏀 Turnover & No Follow-Up
Your temp data entry clerk quits after one day, and the agency is nowhere to be found. You have to call them.
✅ Our Play: We check in after placements and give substitutions highest priority.

🏀 Bill Rate Negotiation
You’re charged more than expected for your HR assistant, with no explanation.

✅ Our Play: Your order gets its own unique bill rate, prepared based on the parameters you give us that will make a successful placement for you. Your price represents exactly what you ordered.

🏀 Wrong Cultural Fit
You need a customer service rep who can handle high-end clients, but you get someone with a “laid-back” attitude that doesn’t fit your company’s professional environment.
✅ Our Play: We ask questions to learn about your company culture and mission and our placement team is the “visiting” team!

🏀 Lack of Industry Knowledge
You need a legal assistant with litigation experience, but the agency staffer doesn’t even know what “discovery” means.
✅ Our Play: Our Certified Staffing Professionals specialize in office staffing and understand the skills required for each role.

When You’re the Job Seeker and You’d Like to Call a Timeout

🏀 Ghosting You
You submit your resume for an office manager role and never hear back. Then, weeks later, you see the same job posted again. Or you interview with a client and never hear back - not even a rejection.
✅ Our Play: We keep all candidates in the loop, whether they get the job or not. You can get us on the phone, or by text or email during all business hours.

🏀 Wrong Job Placement
You’re an executive assistant, but the agency offers you a basic data entry job with half the pay you were expecting.
✅ Our Play: We meet you in person, so you can talk about your career goals. We won’t suggest a sport you said you didn’t want to play.

🏀 No Job Details Before an Interview
You show up to an interview for an administrative assistant role, with no job specifics, salary, or interviewer name beforehand.
✅ Our Play: We provide full job details upfront so you can be prepared. And send text reminders too.

🏀 Getting Underpaid
You were told you’d make $25/hour, but your paycheck says $22/hour—and no one told you why.
✅ Our Play: Our clients set the pay rates for their openings. You’ll get them in writing before you start, when you do an orientation with our staff member.

🏀 Long Hiring Processes
You interview for an HR coordinator role only to find that there will be a second round, or a third, and there are more hurdles you need to clear.
✅ Our Play: We ask clients to respond within 24 hours after we present a candidate. We know that one of the best ways to lose a quality hire is to delay. No one likes the slow-down game!

🏀 Flying Without a (Benefits) Net
Your temporary probationary period or assignment might pay you wages, but that’s all you get.
✅ Our Play: We offer insurance, paid holidays and vacations for which you start your eligibility on the first day you work for us.

Personnel Partners Plays to Win

If you got to know our staff, you would sense a highly competitive streak. We like to win, and winning in our line of work means that both the client and the candidate give us a 5-star rating for the experience of working with us. Don’t settle for a staffing agency that makes you mad. Let’s build a winning team together. 🏆

📩 Contact us today for an experience that makes you “mad” about staffing in the best possible way!

Let’s do a little Cost/Benefit analysis on using a staffing agency

We are in uncharted territory today, where uncertainty is here to stay. Flexibility and creativity in hiring are also here to stay for both job seekers and businesses. Navigating this environment is not for the faint of heart, and thriving in it requires making the maximum use of available resources.

When a business has a staffing need, there’s always a choice: hire directly (when you’re positive about your need) or find an alternate approach to getting the work done when your future is a moving target. Many companies default to making a job post and hiring on their own thinking that it saves money, but when you break down the numbers this approach is not very often the one that maximizes available resources. Here’s why:

Costs and Benefits for an Employer to Consider

The graphic above illustrates all the calculations that go into the cost of hiring. The baseline numbers that are standard no matter who employs the office worker are the same – wages and payroll costs (well, if you are a true numbers person you might know that even taxes and payroll costs can vary by employer depending on that company’s history). When you work with Personnel Partners, we are absorbing those costs for you and handling their reporting.

 Now it’s time to get out the calculator to factor in the less obvious, but very real expenses of hiring, onboarding, and turnover. The real comparison happens in the blue section of the graphic when you add up:

• Job posting fees

• Time spent processing resumes

• Interviewing and screening activities

• Onboarding and training time

• The cost of lost productivity due to unfilled positions

• Turnover and replacement costs if you don’t get the right person the first time

• Employee benefits

Last, but not least, is the cost of losing candidates to the typical average of 44 days to fill an opening. There is no good way to show it in the same graphic, but you need to compare that to our average time to fill of just over 4 days—or even 1 day for temporary roles.

So those are the costs. Hopefully the benefits are obvious when you consider the time saved that could be better spent elsewhere; the access to talent you might have missed out on; and the fact that when you run the numbers you might actually save some money using staffing.

Costs and Benefits for Job Seekers to Consider

A common misconception among job seekers is that staffing agencies take a cut from their pay. In reality, our client companies pay our fees—not you. The wage offered for the job is the same whether you apply through us or the employer directly. Our bill rates represent the additional costs that every employer incurs, whether they take a lot of time to calculate those out or not. The tiny sliver on the graphic represents the fee portion of a bill rate, which accumulates little by little and is necessary to keep the agency running.

So, regarding costs, there are none to the job seeker (although we must remind you that applications don’t guarantee placement either, since both a skillset and a client’s opening need to match up perfectly at just the right time). Regarding benefits, consider that our clients work exclusively with Personnel Partners to fill a role. That means the jobs we offer are only found with us. By working with a staffing agency, you gain access to jobs you wouldn’t otherwise see, and you get matched with employers who are committed to finding the right fit, not just filling a seat.

Our responsiveness numbers are a benefit to job seekers as well. While they apply to the time it takes to fill a client’s opening, they also mean that we’ve gotten to know our database of real people well enough to suggest the right openings to our candidates. We can move quickly because we already have all the information needed to make good judgments.

Adding up the Total

For businesses, the cost of leaving a position open for weeks—while also managing hiring tasks internally—adds up fast. Our expertise streamlines the process, saving you time and money while ensuring you get the right hire the first time.

For job seekers, working with us means more possible (right-for-you) opportunities at no additional cost. Our clients rely on us to find top talent, and we’re here to connect you with the right position.

Still weighing your options? Check out the graphic again or see more information and testimonials to figure out how Personnel Partners can help you make the best hiring decision for your business or career!

“Alone we can do so little; together we can do so much.” 

When Helen Keller said that line as part of a stage performance, she wasn’t thinking of the workplace in 2025 – but we found her wisdom in a collection of inspirational quotes and knew it was appropriate for both businesses and job seekers today. As we relearn the importance of collaboration and community and begin to realize that some challenges are here to stay, this message reminds us that working together isn’t just good for the soul—it’s essential for success. If you believe that two heads are better than one, you’ll want a way to apply that philosophy to your hiring or your job search.

Let’s talk about how a new approach and some fresh eyes can make our area’s job market better in 2025. If you had any frustration in 2024 with properly growing your team or with finding a genuine career opportunity, maybe it’s time to bring in a partner that will help you make your workplace stronger or put you in front of an employer you need to know.

Employers: Let’s Make Hiring Efficient Again

Hiring on your own usually includes these realities: an average of 36 days to fill a job opening, and a cost of up to $15,000 (or more, depending on lost productivity, management time spent, or losing a bad hire and starting over). Employers report that while they expected it to be easier today, it’s just as challenging as it has been for the past few years to sift through resumes, schedule interviews that will show up, and find the combination of culture and skill fit needed in the office. What if you had a partner who maximized your time by:

• Already knowing the best people: We’ve built a huge network of talented, pre-screened candidates, so you don’t have to spend hours searching. This means that we have met and talked with them about their abilities and interests, and we’ve administered testing that backs up (or calls out) what a resume says. We’ve also weeded out many candidates who shouldn’t be considered and would waste your time.

• Moving faster than you could possibly hire: Our Certified Staffing Professionals will typically be able to put a viable candidate in front of you within 24-72 hours. Think what you could do with the additional 35 days!

• Checking all the boxes: Unless you are someone whose profession is human resources, you’ll rightfully worry about stepping wrong during the employment process. Our team has the experience and the employment law and workplace knowledge to do things correctly, every time, so you’ll avoid costly mistakes.

We like to say that our staff is your virtual HR team. In a world where virtual assistants and AI are all the rage, why wouldn’t you try this form of partnership when it’s so easily available to you?

Job Seekers: Let’s Create an Algorithm and Let it Run

Job searching on your own can be exhausting. Did you know that 72% of job seekers say they’re frustrated with the lack of response to their applications? It’s no wonder—between endless applications, unanswered emails, and trying to stand out in a crowded field, it’s easy to feel at a loss. But what if you had an app running constantly that recognized any opportunity you shouldn’t miss and popped up a notification to tell you about it? That’s one way to think of how a staffing agency can benefit your job search. Here’s more about how we work, to help explain:

• Exclusive content: Some of the best jobs out there aren’t posted online. We work directly with employers who trust us to fill their roles instead of doing it on their own, so you’ll hear about opportunities you wouldn’t find elsewhere.

• Live people involved: We’ll sit down with you, get to know what you’re looking for, test to verify it, and only call if we think our client’s opening aligns with your skills and goals.

• Someone in your corner: When we recommend you for a job, it’s not just about your resume. We’re advocating for you because we believe in what you bring to the table. When a client calls with an opening that legitimately might be right for you, this proven approach dramatically improves your odds of being the right person in the right place at the right time.

Just like an algorithm that runs when you aren’t even thinking about it, a file in the database of a staffing service that specializes in what you are seeking can be working for you even when you don’t know it.

In 2025, Don’t Do the Same Thing and Expect a Different Result

January is a time of year for resolutions, and approaching your hiring or job search differently might need to be one of those. Today’s hiring landscape is still competitive, and the biggest challenges include standing out as a candidate or finding the right fit as an employer. If we can throw out one last line – it’s about who you know. When we know your goals and can work on your behalf, we become the staffing agency to know.

Let’s collaborate!

Not just a little holiday help

Personal time off, vacations, year-end projects, and seasonal fluctuations make this time of year an obvious one for calling in “holiday helpers” who can work temporarily. And for some of those workers, the idea of extra Christmas money itself is a motivator for taking on some short-term work. There is much to be said for the value of this kind of flexible work option, for both the business and the employee.

But underlying that flexibility characteristic is a philosophy no longer related just to the holidays. More than ever, we see workplace priorities shifting to:

• Employee requests for more personal time off for work/life balance issues

• Vacations that have gone unused now becoming a mental health priority again

• Changes in technology creating new projects at any moment

• A business environment that is constantly and unpredictably changing

It’s now “that time of year” at any given moment!

Who are these elves?

In addition to the changing workplace, temporary help itself has come a long way. Far from answering phones (although that’s still a popular option), 72% of hiring managers report using temporary help in a variety of other positions. In fact, 35% of the temporary workforce is now filling higher-level positions including professional and managerial roles.

Perhaps not too surprisingly then, the face of the temporary workforce is also changing, with 69% of those working in temporary roles being between the ages of 35-55 (considered the prime workforce age).  And just why are “prime workers” choosing temporary work these days?

• They are new to the area and/or willing to learn a new industry (30%).

• They are technically retired, but not done working yet (31%).

• They are students at some level, or parents who need options to spend time at home (39%).

All of these facts demonstrate that it’s easier than ever to hire temporary employees who are proactive and hard-working, offering the talent to make a quick and lasting contribution to the team. 77% of hiring managers report that their experience provided them with temporary workers who met the skill level required and were reliable. Temporary work is no longer a “rookie sport” or a fallback position (although there is nothing wrong with either one).

Let’s make it local

We have watched 2024 veer all over the place – from urgency in finding new employees to fill vacant positions, to the rise of temporary orders as businesses faced uncertainty. This cycle has repeated itself all year, with temp-to-hire and temporary-only orders elbowing the other out for priority.

A look at today’s open order list will show the typical seasonal temporary needs, but with a virtually equal number of permanent openings being filled by small business clients who are seeing growth. You might find your own story in one of these scenarios:

• Three upcoming year-end retirements with lead time for training two office manager and a receptionist replacement

• A maternity leave coverage requiring experienced recruiting and HR talent

• A newly created position for a law firm deciding to bring marketing and social media efforts in house

• A medical supply company with two openings and no time to do the recruiting

• A new software and technology conversion for a major manufacturer where multiple data entry clerks are needed

• A small on-line distribution operation needing occasional accounting support on a random schedule

At Personnel Partners, we began using the phrase “Temp Talent” last year when we saw this future beginning. While it might put on a holiday hat in December, temporary work has truly become a standard way of staffing and of life for more businesses and workers than ever before in our 31+ years of business. If this gives you the “holiday” spirit, ask for office Temp Talent now, or sign up to be part of the Temp Talent workforce. You’ll finish this year and start the next one strong!

Uncertainty in the workplace? Bring it on!

Uncertainty is now a regular part of life for job seekers and employers. Economic ups and downs, political events, tech changes, and shifts in the workplace have made it hard to predict outcomes. However, these days are also genuine opportunities for those who learn how to live with uncertainty.

At Personnel Partners, we work with hundreds of businesses and candidates experiencing all levels of uncertainty, and have found some common strategies that thriving clients and job seekers display. Some use buzz words that you might be tired of hearing, but it’s the way that you make that trait your own that is the key to success.

Thriving Business Clients

1. Flex
   Take a look (or another look) at your flexible work practices. These can help employees feel more in control amid changing circumstances in their private lives. Employees with less stress are more productive. Flexibility doesn’t have to mean redesigning a job; it is often the little adjustments that mean the most. Really, couldn’t that mom come in at 8:15 and shorten her lunch hour if it meant getting kids on the bus? Couldn’t your team work together to figure out how to cover for each others’ unexpected emergencies? Should you make that opening a temporary one so that everyone understood the scenario?

2. Talk about it
   Your employees are already aware that the economy, technology, political environment, and other factors are regularly impacting the workplace. Giving updates about company direction and market changes (even if it seems like you are doing it constantly) can help alleviate anxiety. When you share, ask for feedback to teach healthy two-way communication. You’ll open the door for any brilliant suggestions to help address constant change.

3. Teach
   Yes, your employees could be learning new technology such as AI on their own, but the best results will come from you giving specific training on how to integrate new skills into their jobs. If you dedicate your management team to developing your current employees, you won’t need to be constantly wishing you could find better-skilled talent in a difficult recruiting market that isn’t going to improve.

4. Go Shorter
   Even when the future is unpredictable, having clear goals can provide direction. Break down larger objectives into manageable tasks that employees can achieve. This approach creates a sense of purpose, which translates into that buzzword “engagement”. Small wins lead to a winning mindset when you need the big issues tackled.

5. Create Support
   The right kind of culture starts at the top, but it doesn’t have to be all on you. Encourage team-building activities and peer support systems, providing the opportunities for employees to share their experiences and strategies for dealing with uncertainty. In a world that is increasing isolated, you can make your workplace one where employees feel connected. Co-workers can be the biggest source of support, if you set the stage for it.

Thriving Job Seekers

1. Grow
   Accept that setbacks will occur and focus on what you can learn from each experience. A growth mindset not only enhances resilience but also makes you more attractive to potential employers. It’s not just a cute meme; changing your perspective really does change your trajectory.

2. Network
   In uncertain times, networking can open new doors. Attend industry events, join professional organizations, and connect with others in your field. Building relationships can lead to job opportunities and valuable resources. Person-to-person connections virtually disappeared for a while, but they are keys to thriving and incredibly valuable.

3. Transfer Skills
   It’s not just about technical skills, which might not always transfer from one setting to the next. Skills such as communication, problem-solving, and adaptability are valuable in any job market. Emphasize these transferable skills on your resume and in interviews. Employers are often looking for candidates who can navigate change effectively.

4. Flex
   Consider roles that may fall outside your initial area of expertise. Being open to different positions or industries can lead to unexpected career pathways and help you diversify your skill set. Our placement team is constantly suggesting opportunities that a candidate did not realize were even an option, but that make a great deal of sense.

5. Read
   Don’t just check out social media for your information, but make a genuine attempt to keep up with industry trends and changes in the job market. Learn what employers are facing, and you’ll be better able to position yourself as a solution to their needs.

The Take-Away

Uncertainty is a normal part of today’s workplace but doesn't need to stop business clients or job seekers from moving forward and succeeding. Both groups can train themselves to handle unpredictability better. The skill to adapt during change is important in the modern workforce; it’s where we get innovation and new opportunities.

An uncertain first impression

When Artificial Intelligence burst onto the hiring stage, the first line of thought was employees’ fear that it might eliminate too many jobs; as well as the flip side employer anticipation that it could be used to run a business more efficiently and save money (sometimes by replacing functions or jobs). The reality so far is that we aren’t seeing a noticeable trend in AI taking the place of a human in the office; and its biggest use by employers in hiring appears to be for screening incoming resumes. In fact, while AI is most certainly here to stay, only 27% of managers in one recent survey said they regularly use AI at work; and surprisingly, another report showed GenZ employees to be least interested in using AI in any fashion.

Why the haters?

A generation that literally grew up with technology is the most skeptical of this version of it. (See full article.) While nearly half of millennials are in favor of AI if it boosts their productivity, only 25% of GenZ workers said the same. In a world where social media overuse damages mental health and algorithms are designed to generate profit from internet use, GenZ is understandably concerned that technology in general is designed to exploit them. It’s not such much that they are anti-technology as it is a concern for who is really benefitting from their use of AI. It follows that some of the most prevalent use of AI by these job seekers is to pump up their resumes and interviews (more on that later).

When it comes to avoidance of AI by hiring managers, that’s a more obvious explanation. With so many other priorities, the challenge of learning to properly integrate AI in one’s own work (let alone others’) has been simply overwhelming. There is also an understandable hesitation to implement something that might replace personal judgment in hiring; as well as much talk about the dangers of unconsciously putting bias into the process by trusting AI to always do the right thing. And it can be a little frightening to rely on your chosen AI to always use the latest data and updates.

So what is working?

For better or worse, what’s working for job seekers is the application of AI to writing a resume, searching the internet to find possible job openings, and using AI to bulk-apply to those openings. If you need real-time coaching, you can even find AI applications to prompt you with answers to interview questions asked during your phone or video interview. In fact, 29% of job seekers in a survey by Capterra also admitted to using AI to help boost their scores on skills assessments.

In turn, hiring managers are countering by using AI to screen the multitudes of resumes that are flooding their Inboxes. The availability of chatbots to communicate during the application process has been helpful for keeping candidates engaged so the good ones don’t give up when they don’t hear something right away. There have also been some uses of AI during onboarding to make personalized training available; to answer common questions; or to map out ongoing development paths for new employees.

How to make friends with AI

Of all the suggestions we’ve heard, and the reports on the possibilities for AI in hiring, these are the ones that make the most sense to us today:

• Train yourself on how to use AI to make your own job (and your workplace) more efficient, one task at a time. It’s a necessary skill for the future and makes you a quality hire or employee. However, while you’re doing that, remember that 6 of the top 10 skills employers want to see are still human ones: emotional intelligence, relationship building, communication, active listening, critical thinking, and conflict resolution. Here is an excellent starter video if you would like an overview of the key things you should know about AI.

• If you are doing the hiring, don’t let AI replace personal judgment and experience. The best way for you to exercise that personal judgment is in a one-on-one meeting, so remember the value of face-to-face interviews (and eliminate the possibility of scripted answers).

• AI used on a resume sounds like generic language, repeats common phrases, and gives uniform descriptions. Don’t let AI speak for you in your resume and cover letter without personalizing its suggestions. On the hiring manager end, it’s not difficult to spot purely-AI content, and there are even AI options that can be used to identify common AI phrasing.

• Reference checks are not a thing of the past. These are still one of the best ways to legitimize your skills and experience, or to verify what a candidate is presenting.

Using real live humans properly in the hiring process

To date, no one anywhere expects AI to replace the need for human beings in hiring. While we all learn how to best include AI in a job search or in our recruiting, we are still in control of those tools rather than letting them control the process. In Personnel Partners’ offices, we have access to the same technology tools as any hiring manager, but we will never skip the personal screening or the one-on-one communication.

If you’d like the advantage of including human beings in your job search, try sending your resume to apply to be in our database of job seekers. If you are a hiring manager who could use a sidekick to apply professional judgment to your candidate selection, try asking our Certified Staffing Professionals to identify quality choices for you.

Let’s be friends who navigate the world of hiring with both AI and our own intelligence!

A curious number

In spite of the tightening economy, hiring managers report that it’s not getting any easier to hire new employees. It's part of our job to track all kinds of stats about hiring, and a statistic that measures hiring activity is called “Time to Fill”. The surprising fact is that Time to Fill is currently over 40 days; a number that is actually still growing! (If you are a job seeker, this can explain a lot about long delays in getting back to you about your resume.)

What’s taking so long?

Why wouldn’t this number be shrinking?  Here are a few reasons to consider:

• Candidates hate long onboarding times, and they move on. One measure of this process says that the average wait time for a candidate to hear anything from an employer is 17 days. In some cases, employers don’t even bother to respond at all to candidates if the position was already filled or if they are otherwise not under consideration. While most overworked HR managers can empathize with the need to prioritize workloads and the sheer unreality of personally responding to literally hundreds of resumes; this practice tends to make good candidates assume they are not in the running.

• Workers are somewhat less likely to make a job change, so they are harder to attract. While inflation still means that pay is an issue in the motivation to look for a new job, it turns out that most of those actively seeking a new job are doing so today because they simply want a “better place to work”. We hear this frequently as we screen candidates for our database. The desire for a setting that will engage them on a daily basis and provide a feeling of true purpose is a high priority. Workers have low tolerance for dealing with incivility or poorly-trained managers, both of which are motivators for keeping one foot out the door. Most job posts don’t convey the reasons why a job seeker might want to work for the organization, and thus they don’t motivate that population to apply

• 33% of new hires leave in the first 30 days, so it might take multiple tries to even fill an opening. This is another issue entirely - the need to properly onboard and retain a new hire. If the new employee doesn’t feel a sense of belonging, the decision to abandon a new job typically happens quickly. This means that the Time to Fill an opening can include several weeks, then several more, etc.

Some encouraging stats

If this makes you curious about your the TTF stat, check out this article.  You can compare your own company’s average to current trends, or just learn how Time to Fill is calculated. At Personnel Partners, we calculated our average Time to Fill and are happy to report that it’s MUCH FASTER to call us!  On average, we fill positions in 4.9 days. If the role is temporary only, the average fill time goes down to a lightning-fast 1.18 days.

For hiring managers with so many other priorities on your plate, we can make your team more efficient when you let us work on the hiring.  Our Certified Staffing Professionals have already sorted through the candidates you don’t want, so that we can quickly put the right people in front of you.  Clients who use us come back, to the tune of 37% of those who have ordered this year already placing additional orders.

For job seekers, we can make the process more responsive. Whether your file is created and waiting for just the right possible opportunity, or whether you are an immediate candidate for a client’s opening, you’ll actually hear from us. Job seekers are never referred without personally meeting our placement team, and job orders are never taken without a series of questions (and even visits) that mean we know the profile of the right fit for the opening. This personal attention makes the odds that our call brings something you want to hear about into very good odds indeed.

We’re here to save time in hiring