The nine components on the graph below explain the associated costs of hiring an employee. When you hire a Remedy Associate, Remedy absorbs all of these costs during the temporary or temporary to permanent assignment. Remedy utilizes a full time professional Recruiter and local and national advertising sources to recruit top level talent. We then place the Associate through our application process which includes a personal interview, a battery of assessments based on job classification and at least 2 business reference checks. We then pay the Associate and cover all applicable statutory costs including SUI, taxes, and workers compensation costs as well as offering health benefits to the Associate.
| Recruiting Costs | Reference Checking | Workers Compensation |
| Interviewing | The Pay Rate for the Associate | Benefits |
| Testing | SUI & Taxes | Your 100% Guarantee |
The chart below outlines some possible metrics that can effect the client's "Return On Investment".
| Paying overtime to an existing employee | Cost of having a position open | Expense associated with hiring a permanent employee |
| Economic impact of a layoff on a company's brand and reputation | Termination cost savings including severance, COBRA, vacation | Legal and human resource issues are handled by Remedy |
| Lost-opportunity costs such as product or service non-delivery | Trying out period allows client and Associate to measure environment | Saving on all associated labor burden costs |
America's
staffing companies employed an average of 2.55 million temporary
and contract workers per day in 2004, according to the American
Staffing Association's quarterly employment and sales survey (see
Figure 1). With the addition of an average of 280,000 jobs per day,
staffing employment grew by 12.4% in 2004, marking the second consecutive
year of double-digit growth and returning the industry to employment
levels last seen in 2000.
Over
the course of the year - taking into account the high turnover (360%
last year) inherent with temporary work - U.S. staffing firms hired
11.7 million employees in 2004 (see Figure 2). Of those, approximately
8 million transitioned to permanent jobs, based on previous ASA
research that demonstrates nearly three-fourths of temporary employees
go on to permanent jobs when they leave the staffing industry.
America's work force is changing as more and more people are
looking for flexibility in their employment. America's staffing
companies match millions of people to millions of jobs - in
virtually all occupations, from day laborer to CEO (see Figure
3.) Results from a series of surveys conducted by BLS indicate
that staffing industry jobs are shifting toward occupations
that require higher levels of skills and education.
Businesses
that obtain temporary and contract employees through staffing
firms cite three main reasons, according to the ASA poll (see
Figure 4):
To fill in for absent employees or to fill a vacancy temporarily
