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Fewer Applicants To Fill Your Positions?
Finding it a challenge to hire employees who are reliable, dependable, diligent, show initiative and are great leaders and great followers? As local business hiring continues to pick up there seems to be fewer applicants that fit our hiring criteria and available to fill our positions.

So where can we look to locate prospective employees that may not have the traditional work experience or skills we are seeking. Individuals for instance who have great skills but no experience in your industry. Or applicants with a solid education, but it is in the “wrong” field. And then there are those whose current or prior jobs lack sufficient “status” or experience.

Looking Outside the Norm
Consultant Jeff Haden suggests that you look for qualified candidates within applicant pools that may be a little out of the norm. This includes those changing careers, former military, those whose current jobs lack status, and young people.

Uncovering Hidden Talents
Prospects that are changing careers often have experience working with people and skills that are transferable to your positions. Those who have served in our armed forces understand leadership, how to accomplish tasks and to take responsibility. Even those who may appear to be working in more menial roles are developing customer service skills and learning to pay attention to details. Granted younger workers often lack experience, but they also have a desire to learn and contribute. This energy can often create a more positive work environment.

Finding the ideal employee is always a challenge. That’s why looking at candidates from a more varied applicant pool might just lead you to your next “super star”.


Accidents in the workplace occur approximately 3.3 million times a year in the United States. This is an alarming statistic, especially since most accidents, even minor ones, typically require a certain amount of time away from work. In 2007, a total of 34 million work days were lost because of workplace-related accident or illness. Of these, 6 million were due to injuries within the workplace, while 28 million were ‘work-related’ ill health days. It is, therefore, very important to identify the major causes of accidents as the first step in preventing them in order to reduce injury and health care costs. People working in different types of job obviously face a range of different hazards. For example, an office worker is much less at risk from burns than a chef, but there are a range of common accidents and injuries which occur across all occupational sectors.

 Slips, Trips, and Falls

In 2007, these accounted for almost four out of every ten major workplace injuries. While they are technically three different accidents, they are often grouped together as one large problem. Slips, trips and falls can often result in serious injuries, from pulled muscles to broken bones. There are several ways to reduce these types of injuries. Use signs to warn others of wet floors, make sure walkways are always clean and clear, and never run wires or cords across high traffic areas. Employees should immediately report any spills, slick spots, or other hazards to their supervisor.

Electrical Accidents

These types of accidents can be extremely dangerous. If the voltage is high enough or the current passes through the heart, a person can be killed. Also, many fires in the workplace are caused by faulty electrical wiring. Electrocution can be prevented by checking cords and wiring for frays or tears before plugging them in. This will reduce the chance of starting a fire. Never allow drinks or other liquids near electrical equipment as they could spill and cause the wiring to short out.

Manual Handling Accidents

These types of accidents often involve lifting, pushing, lowering, carrying, and several other types of strenuous movements. These accidents most often result in sprains, strains, back injuries, and neck injuries. The number of manual handling injuries in the workplace can be reduced by practicing proper lifting methods. If something is too heavy to be moved or lifted alone, employees should find help or use a machine to ensure the job is done safely.

Statistics show that serious workplace injuries are far too common. In 2010 alone, over 4,500 American workers were killed on the job, while millions more suffered serious non-fatal injuries. Although the U.S. Bureau of Labor Statistics reports that workplace deaths and non-fatal accidents have been decreasing in recent years, there is still a lot of room to improve workplace safety.

“Every day in America, 12 people go to work and never come home,” Hilda Solis, the Secretary of Labor, wrote in a blog entry. “Every year in America, 3.3 million people suffer a workplace injury from which they may never recover. These are preventable tragedies that disable our workers, devastate our families, and damage our economy.”

Prevention is the most effective and efficient way to reduce the incidence of common accidents in the workplace so be sure to follow all safety rules and regulations set forth by the employer. If an accident does occurs, immediately report it to a supervisor so that it can be determined if medical attention is necessary.

Richard Wahlquist, President and CEO of the American Staffing Association, commented over two years ago that, “labor market flexibility is going to be an even more important component of economic growth and global competitiveness as businesses are becoming more wary of labor overcapacity.” As we continue to work our way out of this period of slow economic growth, Wahlquist’s predictions are right on target, both nationally and locally.

Survey Shows Use of Temporary Staffing Growing
According to the results of a recent survey conducted by Harris Interactive of more than 3000 hiring managers and HR professionals, 36% will hire contract or temporary workers in 2012 compared to 34% in 2011, 30% in 2010 and 28% in 2009. The increased use of temporary staffing allows cautious increases in workforce numbers along with the flexibility to adjust staffing levels to accommodate fluctuating business demands. It is also a highly effective means of evaluating candidates for permanent positions as production, technical and administrative needs increase.

Wahlquist’s comments are coming true. Businesses are finding ways to manage their workforces with greater flexibility. By doing so they are finding new ways through the use of temporary staffing to remain competitive in today’s ever changing global economy.


There are a lot of misconceptions out there about staffing agencies that cause people to shy away from using them to find jobs. The truth is that these agencies can be an excellent resource in helping individuals who are seeking employment. Here are the top five myths we have busted to show how staffing agencies can help boost your career.

Myth #1: Staffing agencies charge a fee to help you find a job.

Reality: Reputable staffing agencies will never charge employees for finding them a job. Staffing agencies typically charge the fees to their clients, the companies that hire the agency to look for employees. The only thing that you, as a potential employee, need to do is apply and check up on your application regularly.

Myth #2: Staffing firms are only for temporary jobs, or they only hire for certain types of work.

Reality: The truth is that this will depend on the individual agency, their specialty, their clients, and available assignments. Many of today’s staffing agencies place individuals at all levels, in virtually every industry. While the initial assignment might only be for a limited time, it is not uncommon for temporary jobs to become full-time offers of employment. EA Staffing offers positions in a variety of different industries lasting for various lengths of time.

Myth #3: Staffing agencies do not offer any benefits.

Reality: This is also dependent upon the individual agency. At EA Staffing, we offer medical insurance to any employee that has worked 100 hours on an assignment through our company. The hours are calculated at the beginning of each month, so if an employee works 40 hours per week, they may qualify for insurance in as little as three to four weeks, instead of the typical 90 day waiting period that you find at most direct hire companies.

Myth #4: Temporary jobs only pay less than full-time jobs.

Reality: Most staffing agencies offer competitive rates that are on par with industry standards. In fact, some temporary jobs pay more than regular jobs. Why? Because companies want quality employees who will do quality work. Otherwise, they would not be spending the extra money to use an agency to hire employees in the first place.

 Myth #5: Taking a temporary job will keep you from finding full-time work and it can’t be used on a résumé.

Reality: Temporary assignments can (and should!) be used on résumés. As mentioned previously, many temporary assignments can lead to permanent work. Working a temporary assignment can open doors to opportunities that may not have been available otherwise. In addition, it is better to have an employment history that includes temporary work than a history that is filled with long periods of unemployment.

Know of any other staffing agency myths that need to be debunked? Let us know!

Employers in Lafayette, Ind., are seeking applicants for a range of jobs, particularly in the industrial sector.

“Long known for our high employment rates and diverse manufacturing base, Lafayette has always had a strong industrial base, and now we’re experiencing a growth in prime jobs in advanced manufacturing,” said the Manager of EA Staffing.

“Every day, this community is producing automobiles, truck trailers, large engines, fructose corn syrup, pharmaceuticals, gears and more,” according to the Manager. “We’ve got jobs to fill now and more coming. And many entry-level jobs offer benefits as well as opportunities for increased pay and responsibilities.”

Already in 2011, local manufacturers have announced 1,232 new jobs, including 200 that will soon be needed at an aluminum plant now under construction.

“This is a great time to consider a short commute to Lafayette, Ind., or even a move,” the Manager said. “Lafayette’s cost of living is affordable, public schools are well-rated, public transportation available, and we’re a regional health care hub, which is also experiencing job growth. Training and education opportunities, too, are available at Ivy Tech Community College and Purdue University.”

EA Staffing Services is a division of Wabash Center, a nonprofit social service agency. EA Staffing links qualified employees and employers. Its profits benefit people with special needs served by Wabash Center.

Brenda Kanable, Manager: 765/420-1414

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