2024 - TBest Services

19Dec

What is a Statutory Employee?

A statutory employee is someone who works like an independent contractor but is treated like an employee for certain tax purposes.

This unique classification means the employer withholds Social Security and Medicare taxes but not federal income tax, leaving the worker responsible for handling their own income taxes.

If you’ve come across this term and aren’t sure what it means for you or your business, let’s break it down in simple terms.

Defining a Statutory Employee

A statutory employee is a worker who is treated as an employee for certain tax purposes but otherwise operates like an independent contractor. The IRS outlines specific criteria for this classification, which ensures that both employers and workers comply with tax laws.

For example, a traveling salesperson who sells products for a single company might be considered a statutory employee.

They are responsible for their own schedule and may even work from home, but for tax purposes, the company withholds Social Security and Medicare taxes from their income.

Characteristics of a Statutory Employee

Statutory employees differ from regular employees and independent contractors in several key ways. Here are the main characteristics:

Limited Tax Withholding

Employers only withhold Social Security and Medicare taxes for statutory employees, not federal income tax. This makes statutory employees responsible for managing their own income taxes.

Control Over Work

Statutory employees typically have more control over how and when they perform their work. For example, a real estate agent classified as a statutory employee may set their own schedule and choose how to market properties.

Exclusive Work Arrangement

Statutory employees often work for a single company or employer, unlike independent contractors who may work for multiple clients.

Eligibility for Certain Benefits

While statutory employees don’t always receive full employee benefits, they may still qualify for unemployment benefits in some cases, depending on state laws.

Criteria for Statutory Employees

The IRS has specific guidelines for determining who qualifies as a statutory employee. To be classified this way, a worker must meet the following conditions:

Works under a contract. The worker has a written or implied agreement with the company.
Performs services personally. The work must be completed by the individual, not delegated to others.
Uses company-provided materials. In many cases, statutory employees rely on tools, equipment, or materials supplied by the company.

Additionally, the worker must fall into one of these categories:

Agent Drivers or Commission Drivers. Deliver products for a company and are paid based on commissions.
Full-Time Life Insurance Salespeople. Sell insurance primarily for one company.
Traveling Salespeople. Solicit orders for goods sold to businesses, not individuals.
Home Workers. Work from home using materials supplied by the employer.

Benefits and Drawbacks of Being a Statutory Employee

Benefits

Employers cover Social Security and Medicare taxes, reducing the worker’s tax burden.
Greater independence compared to traditional employees.
May qualify for deductions related to work expenses, such as mileage or equipment.

Drawbacks

Must manage and pay federal income taxes independently.
Limited or no access to traditional employee benefits like health insurance or retirement plans.
Dependence on one company for income, which may limit opportunities for growth.

For example, a statutory employee like a commission-based driver might enjoy the freedom to manage their schedule, but they won’t have access to the same healthcare benefits that a full-time employee receives.

Statutory Employees vs. Other Worker Classifications

To understand statutory employees better, let’s compare them to other common classifications:

Traditional Employees. Regular employees have taxes withheld for Social Security, Medicare, and federal income. They are also eligible for benefits like health insurance, paid time off, and retirement plans.
Independent Contractors. Independent contractors work on a freelance basis and are responsible for paying all their taxes, including self-employment tax. They don’t receive any benefits or tax withholding from their employers.
Statutory Employees. Statutory employees are somewhere in the middle. Employers withhold Social Security and Medicare taxes, but workers are still responsible for filing and paying their income taxes.

Why Proper Classification Matters

Misclassifying workers can lead to significant financial and legal consequences for employers. If a worker is incorrectly classified, the employer may face penalties, back taxes, and lawsuits.

For statutory employees, proper classification ensures that taxes are handled correctly, and any eligible benefits are received.

It’s important for both employers and workers to understand IRS guidelines and ensure compliance.

Clarity on Statutory Employees

At TBest Services, we know how crucial it is to understand classifications like “what is a statutory employee.”

These roles provide unique opportunities for workers who need flexibility while maintaining certain protections.

If you’re a statutory employee, understanding your responsibilities for income tax and eligible deductions is key. For employers, ensuring proper worker classification avoids legal complications and builds trust with your team.

At TBest Services, we specialize in payroll management, worker classification, and compliance support.

If you’re a worker or a business owner, we’re here to simplify complex processes and keep you informed. Visit us to learn how we can help you stay on track.

16Dec

What is Employee Relations?

At its core, employee relations is about building strong connections between employers and employees—fostering open communication, creating a positive workplace culture, and addressing issues that impact job satisfaction.

If you’re leading a team or part of one, understanding employee relations is key to a thriving and productive work environment. Let’s simplify what it means and why it matters.

Employee Relations

Employee relations refers to the strategies, practices, and processes that foster a healthy working relationship between a company and its employees.

It’s about creating a workplace where employees feel valued, respected, and motivated to perform their best.

Unlike human resources, which covers a broad range of responsibilities like recruiting and payroll, employee relations focuses specifically on maintaining good communication and addressing issues that affect employee satisfaction and performance.

Why Is Employee Relations Important?

Strong employee relations are the foundation of a successful business. When employees feel heard, supported, and respected, they’re more likely to be engaged and productive

Here’s why it matters:

Boosts Job Satisfaction
Employees who feel appreciated and respected are more likely to stay committed to their work. This leads to higher job satisfaction and lower turnover rates.
Improves Productivity
A positive relationship between employees and management encourages open communication, which can help identify and resolve problems before they escalate. This results in a more efficient and productive workplace.
Reduces Conflict
Effective employee relations involve addressing disputes and concerns quickly and fairly. This helps maintain harmony in the workplace.
Strengthens Company Culture
When employees feel like they’re part of a supportive and respectful environment, it creates a stronger, more cohesive company culture.

Key Components of Employee Relations

1. Communication

Clear and open communication is at the heart of employee relations. Employers must create channels where employees can voice their concerns, share feedback, and feel heard. This could include one-on-one meetings, surveys, or team discussions.

2. Conflict Resolution

Disputes and misunderstandings are inevitable in any workplace. Employee relations involves resolving conflicts in a way that is fair and respectful to all parties involved.

3. Employee Recognition

Acknowledging and rewarding employees for their hard work is a big part of maintaining good relations. Recognition programs, bonuses, or even a simple thank-you can go a long way.

4. Workplace Policies

Having clear and fair workplace policies helps set expectations and ensures that everyone is treated equally. These policies might cover topics like performance reviews, attendance, or disciplinary actions.

5. Employee Feedback

Actively seeking and addressing employee feedback shows that a company values its workers. This can help identify issues early and create solutions that benefit everyone.

Role of Managers in Employee Relations

Managers play a critical role in fostering strong employee relations.

They’re often the first point of contact for employees and are responsible for maintaining a positive work environment.

Here are a few ways managers can contribute:

Encouraging Open Communication: Managers should create an atmosphere where employees feel comfortable sharing concerns or ideas.
Setting Clear Expectations: Employees perform better when they know what’s expected of them. Clear communication about goals, responsibilities, and performance standards is key.
Being Approachable: A manager who is open and approachable makes it easier for employees to voice concerns before they become bigger problems.

Challenges in Employee Relations

Maintaining strong employee relations isn’t always easy. Here are some common challenges businesses face:

Communication Gaps: Miscommunication can lead to misunderstandings and conflicts.
Unresolved Conflicts: If disputes aren’t handled promptly, they can create a toxic work environment.
Lack of Recognition: Employees who feel undervalued may disengage or leave the company.
Inconsistent Policies: If workplace policies aren’t applied consistently, it can lead to feelings of unfairness among employees.

Addressing these challenges requires ongoing effort, clear policies, and a commitment to creating a positive work environment.

Building Better Workplaces Together

When you ask, “What is employee relations?”, the answer lies in creating a workplace where employees feel respected, valued, and motivated to succeed.

Strong employee relations benefit both workers and employers by fostering trust, boosting morale, and improving productivity.

At TBest Services, we understand how important it is to get employee relations right.

If you need support with creating fair workplace policies, resolving conflicts, or improving communication, we’re here to help.

Visit TBest Services to learn how we can partner with you to build stronger, happier teams. Let’s work together to create a workplace where everyone thrives.

09Dec

How Do I Know If I Am a Statutory Employee?

Employment classifications can be confusing, especially when it comes to figuring out if you’re a statutory employee.

If you’ve ever wondered, “How do I know if I am a statutory employee?”, you’re not alone.

Your classification isn’t just a label—it directly impacts your taxes, benefits, and responsibilities.

Learning where you stand can help you avoid unnecessary headaches and confidently manage your work and finances.

What Is a Statutory Employee?

A statutory employee is someone who is classified as an employee for certain tax purposes but still retains some characteristics of an independent contractor.

This hybrid status means that while you don’t have all the same benefits as a regular employee, you also don’t have the full independence of a contractor.

The IRS designates certain roles as statutory employees if specific criteria are met. For example, statutory employees typically:

Receive W-2 forms instead of 1099 forms.
Pay part of their Social Security and Medicare taxes, with the employer covering the rest.
Work under certain conditions where they are not completely independent.

How Do I Know If I Am a Statutory Employee?

The IRS defines statutory employees based on the type of work performed and the relationship with the employer. To determine if you’re a statutory employee, look at these factors:

1. Your Job Role Matches IRS Guidelines

The IRS specifies certain jobs that can qualify as statutory employees, such as:

Drivers delivering food or beverages (other than milk) or picking up laundry.
Life insurance salespeople working primarily for one company.
Home-based workers who use materials supplied by the employer and return finished goods.
Full-time traveling or city-based salespeople selling goods for resale.

If your role falls into one of these categories, you might be classified as a statutory employee.

2. Your Employer Controls Certain Aspects of Your Work

Statutory employees often operate in a middle ground between traditional employees and independent contractors.

If your employer controls your work schedule or provides tools and resources but doesn’t dictate every aspect of your work, you might fit this classification.

3. You Receive a W-2 with “Statutory Employee” Checked

One of the simplest ways to confirm your status is by looking at your W-2. If your employer has checked the “statutory employee” box in Box 13, you’re officially classified as one.

4. You Pay Specific Taxes

Statutory employees pay income tax on wages, just like regular employees. However, they’re also responsible for paying self-employment tax on certain earnings.

Unlike independent contractors, statutory employees don’t have to pay the full amount of Social Security and Medicare taxes since the employer covers part of it.

Why Does Classification Matter?

1. Tax Responsibilities

Your employment status determines how taxes are handled. Statutory employees benefit from having a portion of Social Security and Medicare taxes paid by the employer, reducing their tax burden compared to independent contractors.

2. Benefits Eligibility

While statutory employees don’t always receive the same benefits as full-time employees, they may be eligible for some perks like workers’ compensation or retirement plans depending on the company.

3. Legal Protections

Statutory employees often have greater legal protections than independent contractors, such as the right to unemployment benefits or certain workplace rights under labor laws.

Common Misconceptions About Statutory Employees

When trying to figure out, “How do I know if I am a statutory employee?”, it’s easy to get confused by misinformation. Here are a few misconceptions to clear up:

Statutory employees are not the same as independent contractors. While both have some degree of autonomy, statutory employees have a closer relationship with their employer.
Being a statutory employee doesn’t mean you’re part-time. You can be a full-time worker and still fall under this classification.
You don’t have complete independence. Statutory employees may have more flexibility than traditional employees, but their employer still has some control over how the work is performed.

What to Do If You’re Unsure About Your Status

If you’re still asking, “How do I know if I am a statutory employee?”, the best step is to review your employment agreement and tax documents. Check for the following:

Your W-2 form: Does it have the statutory employee box checked?
Your contract: Does it mention statutory employee classification?
Your employer’s expectations: Are they providing materials, setting your schedule, or controlling parts of your workflow?

If you’re unsure, consider reaching out to your employer or consulting a tax professional to clarify your status.

Misclassification can lead to tax issues or misunderstandings about your rights, so it’s better to address any uncertainties early.

Getting the Right Support as a Statutory Employee

When it comes to understanding “How do I know if I am a statutory employee?” the answer lies in the details of your role, tax forms, and relationship with your employer. It’s essential to know where you stand to avoid tax complications and ensure you’re receiving the benefits and protections you’re entitled to.

At TBest Services, we specialize in helping individuals navigate complex employment and tax-related questions.

If you’re dealing with statutory employee classification, tax preparation, or financial planning, we’ve got the tools and expertise to make it easier for you.

Check out our resources at TBest Services to learn how we can simplify your employment journey and give you the confidence to focus on what matters most.

03Oct

How to Build Teams Based on Management Style

Finding the right management style is like crafting the perfect coffee brew. Whether you’re dealing with a visionary leader, a data-driven analyst, or a people-centric manager, the team you build around them can make or break the success of your business. A mismatch in management style and team dynamic can lead to frustration, inefficiency, and missed goals.

Let’s dive into the most common management styles, analyze their strengths and weaknesses, and explore how to build teams that thrive under each. We’ll also examine where these managers shine brightest in terms of specific departments, so you can ensure your organization runs smoothly for best result.

1. Visionary Managers: The Innovators

Overview:
Visionary managers are all about big ideas and pushing boundaries. They’re the ones thinking of AI, automation, and the next big disruption in the market. Visionary leaders thrive in fast-paced environments where creativity and risk-taking are key to success. However, without direction, their grand ideas can leave teams feeling overwhelmed and lost.

Strengths:

Drive innovation and forward-thinking strategies.
Create a culture of creativity and risk-taking.
Keep the team inspired and motivated with bold new ideas.

Weaknesses:

Can cause confusion if big ideas are not grounded in reality.
Risk overwhelm if the team isn’t prepared for rapid changes.
May lose focus on day-to-day operations while chasing the next big thing.

Best Fit for Departments:

Research & Development (R&D): Visionary managers excel in environments that demand continuous innovation.
Marketing: Perfect for brainstorming fresh, creative campaigns and pushing brand boundaries.
Tech/IT: In industries where staying ahead of technological trends is crucial, visionary leaders shine.

Ideal Team Composition:

Creative Problem Solvers: People who aren’t afraid to challenge the status quo and bring new ideas to the table.
Self-Starters: Visionary managers focus on the bigger picture, so team members who can run with a vision and need minimal supervision will thrive.
Tech-Savvy Talent: The fast adoption of innovative tools and techniques requires team members comfortable with change.

Pro Tip for Team Building:
Maintain open communication to ensure that while the manager is thinking about the next big leap, the team remains grounded and on track with current goals.

2. Data-Driven Managers: The Analysts

Overview:
Data-driven managers live in a world of numbers, metrics, and dashboards. They rely heavily on performance data to make decisions and optimize processes. While incredibly efficient, they can sometimes miss the human element of recruitment or team management.

Strengths:

Optimize efficiency through data analysis and KPI tracking.
Provide clear, structured processes that help the team know exactly what’s expected.
Reduce risk by making decisions backed by data.

Weaknesses:

May overlook the human aspect of team dynamics and relationships.
Can create a rigid work environment, where creativity is stifled.
Risk becoming overly reliant on metrics, losing sight of the bigger picture.

Best Fit for Departments:

Finance: Precision and accuracy are key, making data-driven management a perfect fit.
Operations: Streamlined processes and efficiency are critical, and this style ensures smooth operations.
Sales: Monitoring KPIs like revenue and performance metrics is essential for driving results.

Ideal Team Composition:

Detail-Oriented Workers: People who can handle specifics and prefer structured, predictable workflows.
Analytical Thinkers: Team members comfortable with numbers and data-driven decision-making will excel here.
Reliable Executors: Since this management style is about hitting targets, having a team that consistently delivers is crucial.

Pro Tip for Team Building:
Balance the analytical mindset with creative thinkers who can interpret data but still bring fresh ideas to the table. This keeps the team from becoming too reliant on numbers and ensures innovation continues.

3. People-Centric Managers: The Empathetic Leaders

Overview:
People-centric managers lead with heart. They prioritize relationships, fostering a positive, collaborative environment. Their focus is on creating a team that feels supported, appreciated, and engaged. While this is great for morale, there’s a risk that hard decisions may be avoided to keep the peace.

Strengths:

Build strong relationships and boost employee engagement.
Create a positive, collaborative team culture.
Increase employee retention by making team members feel valued and heard.

Weaknesses:

Risk avoiding tough decisions to maintain harmony.
Can slow down decision-making, as consensus is often prioritized over speed.
May lead to complacency if the focus on relationships overshadows performance expectations.

Best Fit for Departments:

Human Resources (HR): Managing employee engagement, well-being, and building a supportive environment is where these managers excel.
Customer Service: People-centric managers ensure clients feel valued and heard, which is crucial in this department.
Non-Profit or Social Work: These sectors require empathy and strong human connections, making this style essential.

Ideal Team Composition:

Team Players: People who thrive in collaborative environments and enjoy working closely with others.
Empathetic Communicators: Those who value open communication and emotional intelligence.
Motivated by Meaning: Employees who find satisfaction in contributing to a larger purpose or cause will thrive.

Pro Tip for Team Building:
Balance empathy with accountability. While building strong relationships is important, setting clear performance expectations is essential for the team’s success.

4. Results-Oriented Managers: The Hustlers

Overview:
Results-oriented managers are all about achieving goals and hitting targets. They expect high performance and thrive in fast-paced, competitive environments. While this style drives success, it can also lead to burnout if not managed carefully.

Strengths:

Drive high performance and push teams to meet ambitious goals.
Focus on outcomes, ensuring deadlines and targets are met.
Create a competitive environment that rewards hard work and results.

Weaknesses:

Risk burnout if the pressure to achieve results isn’t balanced with employee well-being.
May overlook the quality of work in the rush to hit deadlines.
Can create a high-stress environment if not tempered with support and recognition.

Best Fit for Departments:

Sales: Sales teams thrive on results, making this style a natural fit for driving revenue and meeting targets.
Project Management: Delivering on-time, on-budget projects requires a manager who’s focused on outcomes.
Production/Manufacturing: In departments where efficiency and output are key, results-driven managers excel.

Ideal Team Composition:

High Performers: Employees who are motivated by results and thrive in fast-paced environments.
Competitive Personalities: Team members who enjoy a bit of healthy competition and are driven to succeed.
Self-Motivated Workers: With a focus on outcomes, having a team that can stay productive without constant supervision is key.

Pro Tip for Team Building:
Ensure there’s enough support and downtime to avoid burnout. Implementing wellness initiatives can keep a high-energy team running strong without crashing.

Achieving the Perfect Management Balance

Building the right team depends on balancing management styles to suit the company’s needs. Some departments thrive with visionary leadership, while others need a more analytical, people-focused, or results-driven approach. The key is ensuring that the manager’s strengths align with the team’s dynamic and the company’s overall goals.

By understanding these management styles—whether visionary, data-driven, people-centric, or results-oriented—you can build teams that not only perform but thrive.

24Sep

Negotiate Salary Without Feeling Awkward

Salary negotiation doesn’t have to be an uncomfortable conversation. With the right preparation and frame of mind, you can go into salary negotiations confidently without making it awkward. In this article, we will explain in detail the best way to navigate this phase, a very critical step in your career, while providing practical tips on how to negotiate salary like a pro.

Do Your Homework: Know Your Worth

Before you enter any kind of negotiation, you must have an idea about the prevailing market rate regarding your role, industry, and location. Sites like Glassdoor, Payscale, and Salary.com give a clear-cut range of what professionals with your skills and experience are making. Having this data in your pocket gives you a factual foundation to support your request.

Pro tip: when you negotiate for fully remote jobs, consider that salary patterns differ depending on where a company is based. Adjust your expectations to fit in accordingly.

Timing Is Everything

What’s the golden rule in salary negotiation? Timing. One wouldn’t want to get into it too early in the hiring process or at a certain point in time when one knows the company won’t accommodate one’s ask. Time the negotiation right: right after receiving a formal job offer, which means after they decided one is the best candidate for the job. The employer has already invested time and effort in selecting you, so there’s more chance they will meet your expectations.

Never talk about salary too early in an interview, say the first interview. If questioned, a polite answer could be, “I’d rather discuss salary once we know I am right for the position,” and thus steer the discussion toward your qualifications.

Enter the Conversation with Confidence, Not Apology

One of the biggest mistakes people make is coming into a salary negotiation with an apologetic tone. Setting up phrases like “I’m sorry, but could we talk about salary?” serves only to weaken your position. Instead, focus on confidence. You have just earned the offer—now it’s time to make sure the compensation reflects the fact.
Even better, “I’m very excited about the opportunity and I think that I would bring a lot of value to your team. Based on my research and experience, I was hoping we could discuss salary to make sure it’s at an industry-competitive level.”

Practice Makes Perfect

Before your negotiation, practice what you’re going to say. Find a friend or family member to role-play with you—or even practice in front of the mirror. This can help you feel more confident and less awkward when it’s time to have that real conversation.

Pro tip: Record yourself practicing and then analyze your tone, body language, and word choice to make sure you sound assertive and assured, not defensive or hesitant.

Build the Conversation of Value, Not Need

A big mistake that many candidates make while negotiating bases the negotiation on personal needs: “I need this salary because rent is so expensive.” It may sound unprofessional. Instead, highlight the value you can bring to the company. Remember to mention your skills and achievements that correspond to your demands.
It will go something like, “Given my experience of 5 years in project management and in view of my success with projects delivered always on time and under budget, I believe a salary in the range of $X aligns with industry standards.”

Be Prepared to Compromise

Not only is it important to know one’s worth, but it is equally important to stay flexible. Many times, companies may not be in a position to meet your inquired salary, but they could offer bonuses, stock options, extra time off from work, or even flexible working conditions such as working from home. Be open with regard to discussing job benefits related to your salary that could make it more attractive.

Pro tip: If the employer is not able to provide your expected salary now, ask if they will consider a six-month salary review based on performance.

Don’t Fear Silence—Make Use of It

Though awkward silences may feel incredibly uncomfortable, they’re actually one of the most powerful negotiation tools. After making the request, give them time to contemplate the request. Don’t fill the silence with unnecessary justifications or backtracking. Sometimes, the best thing to say is nothing.

Be gracious, whatever the result

This can be gratifying whether this is the employer’s salary expectation or not. If getting the salary one wished for, probably express your excitement and appreciation. If that can’t meet your number but offer a decent compromise, acknowledge the offer and request some time to consider. Whatever the outcome, a professional and positive attitude always leaves a good impression.

Conclusion: Negotiate Salary without the Weirdness

Salary negotiation doesn’t necessarily have to be uncomfortable. The right preparation, confidence, and value-based approach will do the trick. Remember, this is all about being one’s own advocate of their value in a professional manner. So, go ahead, empowered, into your next salary negotiation—you might just be surprised at how easy that can be!

05Sep

7 Ways to Support Employee Career Advancement

The best employers want to make sure that their workers get good professional development. Some even make development one of the goals of their company. This is because a talented worker will shine in a company that helps him become better and improve his skills.

Managers should also help workers advance on the career ladder. If they do not support the employees, they will worsen the morale and teamworking spirit. They will make talented employees feel that their talent is not valued by the organization. The company may even lose these talented workers, if they decide to move to an employer that will truly use their potential.

So, if you own a company, then now is the time to show your employees that you value their unique skills and abilities. You can use these strategies to stimulate the development of your workers:

1. Act and be interested in employee goals

If you have ever worked from a distance, you will know that it is important to talk to the workers frequently to keep in touch with them. This also means meeting often, or even having one on one meetings with especially talented members of your team. This kind of behavior helps your workers know that they are being valued, and it makes them more loyal and happy to work.

Help your workers find a perspective path in your organization, so they will be able to see a future rise in careers. Point out milestones and achievements that they can make in your company, and support people that are trying to work hard and make progress. Keep in touch with your employees, and this will make the workers feel more respected and engaged.

2. Make sure employees get the necessary training and assistance

People should not stop learning new things, and it is good to keep your workers training and learning new ways to perform their work even more effectively. Encourage people that work for you to keep their business knowledge fresh and their skill up to date. Learning new opportunities and exploiting new methods is always a priority, if you want to be first. Even if you think your budget is lean at the moment, still try to invest in new equipment and methods of work.

You should find people in your company that show signs of talent and growing skills, and nurture this in them. And you should also find and integrate new methods into your organization if they seem to work better. Video sessions with skilled people should be held sometimes. Invite speakers that have knowledge in this topic to talk to your employees. Have skilled workers share their knowledge and skill with others in your group.

3. Encourage mentoring and job shadowing

Making a stable mentoring program in your collective is key to encouraging skilled workers. When people educate and help each other, the whole collective grows in skill and talent. Mentoring is also important for remote workers.

Mentoring is always two-way. It is not as if a skilled worker is teaching a non-skilled one. They will be sharing experience and teaching each other. This will make both sides smarter and more skilled.

4. Rotate employee roles

Variety is important, and doing the same job over and over will get tedious. So you may rotate worker responsibilities, having them trade places once in a while. This will keep work from getting old and tiresome. And this will also keep people training and getting new skills that will be important for everyone to have. And people will have a better understanding of the business as a whole.

This will also help people collaborate more effectively, and a remote team will also benefit greatly from such a rotation. The whole workforce will have a better set of skills then.

5. Support work-life balance

Hardworking people help the whole collective advance, but that does not mean your workers should work overtime and spend their life at work. Work smart, and balance time wisely. Leave people time and energy for recreation and fun. This is very important for remote workers, who need to keep their work and everyday life separate from each other.

The pandemic caused people to rethink their life in many ways, and almost half of all employees started to emphasize their personal life over their careers. This shows that employers will have to make even more free time for their workers nowadays.

Take an active approach to the well-being of people in your team. Make them see that you are concerned, and that you want to help them overcome stress and have a lot of free time. This will boost morale and make you look like a kind employer. Also, listen to personal demands and keep an open dialogue with all your workers.

6. Paint the big picture

Remind each worker that his contribution pushes the whole team forward. This adds a lot of meaning to their role, and increases motivation to not only work, but excel at the job, whatever it may be.

Do not assume that they know, how much they are needed. Show them, how much their unique contribution helps the company as a whole, and give an insight into the difference their contribution adds. Highlight how much they have helped the team. And also, remember to thank the best employees for specific outstanding achievements.

7. Create a succession planning program

Having a program like this will show people that work for you, that you are not just willing to help them learn and get better, but that you are genuinely interested in helping them get higher in the career ladder. Do not put this process behind others, but create a plan that will let the best people advance to more important positions in your organization. This will make people motivated to learn and get better since that will lead to getting a better position and a better salary.

The employees will be more motivated if they know the managers also support them. This plan will work even if you have a remote team, and a wise employer will be able to create a succession plan even with a totally remote team of workers. Emphasizing carrier growth will make a lot of benefits for everyone, and it is a thing that you have to do if you want a truly successful team and a competitive business.

26Aug

Trends in Recruitment and HR in 2024: Insights for Employers

Understanding the 2024 Recruitment Landscape

The recruitment landscape in 2024 is changing rapidly. This shift is due to new technologies, workforce dynamics, and changing candidate expectations. Because of these changes, medium and large companies must stay ahead to attract and retain top talent.

From a staffing and recruitment agency’s point of view, adapting to these changes is crucial. Good hiring strategies depend on it. This article looks at the key trends in recruitment and human resources (HR) in 2024. It also offers clear and actionable insights for employers.

1. AI and Automation: The New Standard in Recruitment

In 2024, AI and automation are essential tools in recruitment. These technologies are now vital for tasks like candidate sourcing, screening, and engagement. As a result, employers enjoy a more efficient recruitment process. Additionally, they benefit from better accuracy and less bias.

For example, a study by Deloitte shows that companies using AI in recruitment have cut their time-to-hire by over 60%. Moreover, AI-driven tools help remove unconscious bias. Consequently, this leads to more diverse and inclusive hiring.

Therefore, employers should review their recruitment processes. Consider adding AI tools to stay competitive. Partnering with a staffing agency that uses advanced AI can help. This ensures faster and more accurate candidate matching.

2. DEI: Moving Beyond the Basics

Diversity, Equity, and Inclusion (DEI) are top priorities in HR in 2024. Companies are now embedding DEI deeply into their cultures. They are moving beyond just meeting diversity targets. This shift is crucial for both social responsibility and business success. Diverse teams, in particular, consistently perform better than homogeneous ones.

According to McKinsey & Company, companies with strong DEI strategies have seen significant gains. For instance, employee retention and productivity have increased. Moreover, these organizations are more likely to attract top talent and remain competitive.

As a result, employers should deepen their DEI efforts. Set clear goals, provide ongoing training, and ensure accountability. Recruitment agencies with DEI expertise can assist. They help source and retain diverse talent that aligns with your company’s values.

3. Remote and Hybrid Work: The Norm Continues

Remote and hybrid work models are now standard in 2024. More companies are adopting flexible work arrangements as a permanent practice. The workforce values flexibility more than ever. Thus, companies that resist this trend risk losing top talent. This is especially true among younger workers who prioritize work-life balance.

Research by Gartner shows that many employees work remotely at least part of the time in 2024. Moreover, employers offering flexible work options report higher employee satisfaction. They also experience lower turnover rates.

Therefore, employers should keep refining their remote work policies. Additionally, invest in tools that improve remote collaboration. Staffing agencies can help find candidates who excel in remote or hybrid environments. This ensures they fit smoothly into your company culture.

4. Employee Well-being: A Strategic Priority

Employee well-being, especially mental health, is a top priority for HR leaders in 2024. Companies are now investing more in well-being programs. These programs cover both mental and physical health. A healthy workforce is key to long-term success.

The American Psychological Association reports positive results for companies with strong well-being programs. These companies see fewer absences and more employee engagement. Such initiatives are crucial for keeping a motivated and productive workforce.

Thus, employers should expand their well-being programs. This includes mental health support, flexible work hours, and wellness activities. Partnering with a recruitment agency that values employee well-being can help. It draws in candidates who value a supportive work environment.

5. Employer Branding: More Critical Than Ever

Employer branding is even more important in 2024. Candidates are more selective than before. They seek employers who not only offer good pay but also share their values. A strong employer brand can make the difference between attracting top talent and facing high turnover.

LinkedIn reports that companies with a strong employer brand are more likely to attract quality candidates. They also see lower hiring costs. Moreover, a compelling brand helps retain top talent by aligning company values with employee expectations.

Therefore, employers should invest in building and promoting a strong brand. Highlight your company culture, values, and success stories. Recruitment agencies can amplify your brand message. This ensures it resonates with the right candidates.

The Benefits of Partnering with a Staffing and Recruitment Agency

In the fast-changing recruitment landscape of 2024, staying ahead of trends is crucial. Partnering with a staffing and recruitment agency offers many benefits. It is especially useful in navigating these complexities.

Key Benefits:

Expertise in Emerging Trends: Recruitment agencies stay updated on the latest trends. They help your company adapt quickly to market changes.
Access to a Broader Talent Pool: Agencies have wide networks and access to passive candidates. This ensures a broader selection of potential hires.
Efficiency in the Hiring Process: With advanced tools and know-how, agencies streamline hiring. This cuts down the time needed to fill key roles.
Enhanced Employer Branding: A recruitment agency helps you craft and promote a strong employer brand. This attracts candidates who are a perfect fit for your company culture.
Focus on Core Business Objectives: By outsourcing recruitment tasks, employers can focus on core business functions. This ensures your staffing needs are in capable hands.

Partnering with a staffing and recruitment agency is not just a smart move in 2024. It is essential for staying competitive in a rapidly evolving job market.

Explore our Services to learn more about how we can help you stay ahead in 2024.

03Jun

The Difference Between Staffing, Recruitment and Recruitment Process Outsourcing (RPO) services

Unlock the Secrets: How Staffing, Recruitment, and RPO Revolutionize Your Talent Acquisition Strategy

In the world of human resources and talent acquisition, terms like staffing, recruitment, and Recruitment Process Outsourcing (RPO) are often used interchangeably. However, each of these services has distinct characteristics and purposes. Understanding the differences between staffing, recruitment, and RPO is crucial for businesses aiming to optimize their hiring strategies. Explore these differences in detail to choose the best solution for your company’s needs.

Efficient talent acquisition is a cornerstone of successful business operations. Companies have various options when it comes to hiring new employees, including staffing, recruitment, and Recruitment Process Outsourcing (RPO). Each of these services offers unique benefits and is suited to different business scenarios. By understanding the nuances of each, businesses can make informed decisions to meet their staffing needs effectively.

What is Staffing?

Staffing refers to the process of hiring employees to fill temporary or permanent positions within an organization. Staffing agencies specialize in providing companies with workers for a range of employment types, from short-term assignments to long-term contracts and permanent placements.

Key Features of Staffing:

Temporary and Contract Positions: Staffing agencies are often used to fill temporary roles, such as seasonal work, project-based assignments, or to cover for employees on leave.
Flexibility: Staffing provides companies with the flexibility to scale their workforce up or down based on demand.
Speed: Staffing agencies can quickly provide workers to fill urgent needs, reducing downtime and maintaining productivity.

What is Recruitment?

Recruitment is the process of finding, attracting, and hiring candidates to fill specific job vacancies within an organization. Recruitment services are typically more comprehensive than staffing, involving a series of steps to ensure that the right candidate is selected for a permanent position.

Key Features of Recruitment:

Permanent Positions: Recruitment focuses on filling long-term roles within an organization.
Comprehensive Process: The recruitment process includes job posting, candidate screening, interviews, and background checks.
Specialized Roles: Recruitment agencies often specialize in sourcing candidates for specific industries or job functions, ensuring a better fit between the candidate and the role.

What is Recruitment Process Outsourcing (RPO)?

Recruitment Process Outsourcing (RPO) is a form of business process outsourcing where an organization transfers all or part of its recruitment processes to an external provider. RPO providers take on the responsibility of designing and managing the recruitment process, ensuring that the client company receives high-quality candidates efficiently.

Key Features of RPO:

End-to-End Recruitment: RPO providers handle the entire recruitment lifecycle, from job profiling to onboarding.
Customized Solutions: RPO services are tailored to meet the specific needs and goals of the client company.
Scalability: RPO can scale with the company’s hiring needs, providing flexibility for both high-volume and specialized recruitment.
Technology Integration: RPO providers often use advanced recruitment technologies and analytics to enhance the hiring process.

Differences Between Staffing, Recruitment, and RPO

Scope and Focus:

Staffing: Primarily focuses on filling temporary and contract positions quickly and efficiently.
Recruitment: Centers on finding the right candidates for permanent roles through a detailed and comprehensive process.
RPO: Involves outsourcing the entire recruitment process to an external provider, offering a strategic partnership for long-term talent acquisition needs.

Flexibility and Control:

Staffing: Offers high flexibility for businesses needing to adjust their workforce frequently.
Recruitment: Provides a more controlled and detailed approach to hiring for permanent positions.
RPO: Balances flexibility with strategic control, allowing businesses to outsource their recruitment needs while maintaining oversight and alignment with their goals.

Cost and Investment:

Staffing: Generally cost-effective for short-term and temporary needs but may not be suitable for strategic long-term hiring.
Recruitment: Involves higher costs due to the comprehensive nature of the process but ensures a better fit for permanent roles.
RPO: Can lead to significant cost savings in the long run by optimizing the recruitment process and reducing the time to hire.

Expertise and Specialization:

Staffing: Agencies may have a broad focus, providing workers across various industries and roles.
Recruitment: Agencies often specialize in specific industries or job functions, offering deeper expertise.
RPO: Provides access to a wide range of recruitment expertise and advanced technologies, often including industry-specific knowledge.

Why TBest Services is Your Best Choice

At TBest Services, we distinguish ourselves from competitors through our commitment to excellence, personalized service, and innovative solutions. Here’s why we are the best choice for your staffing, recruitment, and RPO needs:

Unmatched Expertise: Our team consists of industry experts who understand the unique challenges and requirements of various sectors. Whether you need temporary staffing, permanent recruitment, or comprehensive RPO solutions, we have the expertise to deliver exceptional results.

Customized Solutions: We recognize that every business is unique. That’s why we offer tailored solutions designed to meet your specific needs and goals. Our personalized approach ensures that you receive the best candidates who align with your company culture and objectives.

Advanced Technology: We leverage cutting-edge recruitment technologies and data-driven strategies to enhance the efficiency and effectiveness of our services. Our use of advanced tools ensures a seamless hiring process, from candidate sourcing to onboarding.

Proven Track Record: With a history of successful placements and satisfied clients, TBest Services has built a reputation for reliability and excellence.

Scalability and Flexibility: Whether you are a startup needing a rapid workforce scale-up or an established company looking for specialized talent, we offer the flexibility to adapt to your changing needs. Our scalable solutions ensure that we can support your business growth at every stage.

Comprehensive Support: We go beyond just filling positions. Our holistic approach includes ongoing support and consultation to ensure that your hiring strategy aligns with your long-term business objectives. We are your strategic partner in talent acquisition.

Understanding the differences between staffing, recruitment, and Recruitment Process Outsourcing (RPO) is essential for businesses looking to optimize their talent acquisition strategies. TBest Services offers unparalleled expertise, customized solutions, and advanced technologies to meet your unique hiring needs. Whether you require temporary staffing, permanent recruitment, or comprehensive RPO services, we are here to help you build a strong, capable team that drives your business forward. Contact us today to learn more about how we can support your staffing and recruitment needs.

For more detailed information on staffing services, visit our partner site TBest Staffing.

31May

Benefits of Partnering with a Recruitment Agency

Top 5 Benefits of a Recruitment Agency for Your Company

In today’s competitive job market, finding the right talent can be a daunting task for any business. Recruitment agencies offer a strategic advantage by providing access to a vast pool of qualified candidates, saving time and resources. For businesses looking to optimize their staffing solutions, partnering with a recruitment agency can be a game-changer.

Benefit 1: Access to a Larger Talent Pool

Recruitment agencies have extensive networks and databases that are often out of reach for individual companies. These agencies continuously build relationships with professionals across various industries, ensuring they have a diverse and rich talent pool to draw from. Whether you are in tech, healthcare, finance, or another specialized field, a recruitment agency can provide access to candidates who are not actively seeking new opportunities but are open to the right offer.

Benefit 2: Time and Cost Efficiency

One of the most significant advantages of working with a recruitment agency is the time and cost efficiency it offers. Agencies handle the initial stages of the hiring process, including advertising the position, screening resumes, and conducting preliminary interviews. This allows your internal team to focus on core business activities rather than getting bogged down with administrative tasks. Moreover, the cost associated with a bad hire can be substantial; recruitment agencies help mitigate this risk by thoroughly vetting candidates before presenting them to you.

Benefit 3: Expertise and Industry Knowledge

Recruiters bring specialized knowledge and industry expertise to the table. They understand market trends, salary benchmarks, and the specific skills needed for various roles. This expertise ensures that you not only fill positions but do so with candidates who are a perfect fit for your company culture and job requirements. For instance, agencies with a focus on IT can help you navigate the complexities of hiring for technical roles, ensuring that you find candidates with the right technical and soft skills.

Benefit 4: Flexibility and Scalability

Recruitment needs can fluctuate based on project demands, economic conditions, and business growth. Recruitment agencies offer the flexibility to scale your workforce up or down as needed. Whether you need temporary staff for a short-term project or permanent hires for long-term growth, agencies can quickly adapt to your requirements. This scalability is particularly beneficial for startups and rapidly growing companies that need to adjust their staffing levels dynamically.

Benefit 5: Improved Quality of Hire

The quality of your hires has a direct impact on your company’s performance and culture. Recruitment agencies enhance the quality of hire through rigorous vetting processes, which include skill assessments, background checks, and detailed interviews. This thorough screening ensures that only the most qualified and suitable candidates make it to the final interview stage with your internal team. Statistics show that companies using recruitment agencies often see higher retention rates and better employee performance.

Learn more about our services.

Partnering with a recruitment agency offers numerous benefits, from accessing a larger talent pool and saving time and money to leveraging industry expertise and achieving flexibility in your hiring strategy. By improving the quality of your hires, recruitment agencies help you build a strong, capable team that drives your business forward. If you’re looking to optimize your staffing solutions, consider partnering with a recruitment agency to take your hiring strategy to the next level.

10May

Step-by-step job search guide

Creating an outstanding resume is the first step in an effective job search. It’s the initial contact you have with potential employers, so showcasing your skills and qualifications effectively is key. Crafting a resume that meets U.S. standards can feel overwhelming, but with the help of free resume builders and the guidance of employment agencies like TBest Services, it’s totally manageable. This guide will help you put together a resume that gets noticed.

How to Craft an Effective Resume

No matter if you’re applying to be a frontline banquet server or a detail-oriented electro-mechanical assembler, some resume-writing principles are universal:

Tailor Each Application: Make sure your resume reflects your unique skills, experiences, and the specific job you’re targeting. For example, if you’re applying as a banquet server, highlight your stellar customer service skills, your ability to adapt, and your knowledge of food safety. If you’re aiming to be an electro-mechanical assembler, focus on your technical skills, like your knowledge of electronic systems, blueprint reading, and assembly processes.

Use the Right Keywords: Make your resume stand out in Applicant Tracking Systems (ATS) by including keywords from the job description. This not only shows you’re a great fit but also boosts your chances of getting an interview.

For instance:

A banquet server might include terms like “excellent customer service,” “ability to multitask,” “food safety knowledge,” and “friendly demeanor.”
An electro-mechanical assembler might list “blueprint reading,” “electronic systems expertise,” “assembly experience,” and “problem-solving skills.”

Emphasize Achievements, Not Just Duties: Rather than just listing what you did, highlight what you achieved in those roles with specific, measurable outcomes. For instance, mention how you improved customer satisfaction or sped up assembly processes in your previous positions.

Keep the Formatting Clean: Stick to a format that’s friendly to ATS, like plain text or PDF. Avoid using complex graphics or images that might not read well in these systems. Use simple, professional fonts and bullet points to keep your information organized and readable.

Be Mindful of Privacy: In today’s digital age, it’s important to protect your personal information. Avoid including sensitive details like your Social Security Number or exact home address. Stick to your name, a professional email address, and a phone number.

Check Out These Free Online Resume Builders

These platforms offer U.S. standard templates and additional tools to help you easily create a professional-looking resume:

Resume Genius: Known for its user-friendly interface and extensive library, this tool helps you craft a resume quickly with pre-written content and ATS-friendly templates.
My Perfect Resume: This tool offers step-by-step guidance and industry-specific bullet points, making it easier to tailor your resume for different job roles.
Indeed: More than just a job search engine, Indeed’s free resume builder also allows you to make your resume visible to recruiters on the platform.
Zety: Praised for its professional templates and intuitive editing tools, Zety also provides real-time feedback on your resume’s content and style.

How TBest Services Can Help Your Job Search

At TBest Services, we’re more than just an employment agency; we’re your career partner. Send us your resume, and our dedicated team will connect you with great job opportunities that match your skills and ambitions. With our resources and expertise, your job search will be more focused and less stressful.

Open JOB LIST >>

We’re excited to help you find the job that fits you best. Good luck!

21Feb

How to get hired using a Staffing Agency?

The job search can be a daunting and frustrating process. With so many resources and so much advice, it can be difficult to know where to start. This guide will provide you with a step-by-step framework for finding a job that is a good fit for you. By following these steps, you will increase your chances of finding job.

1. Create a goal. What do you want to achieve with your job search? What kind of job are you interested in? Use Job Search Guide to make all process much more easear.
2. Find positions that you are interested in. You can do it by creating a resume and cover letter that highlights your skills and experiences.
3. Describe your experience. This can be done by creating a resume and cover letter that highlights your skills and experiences.
4. Interview. This is where you will present yourself to potential employers and sell yourself as the best candidate for the position.
5. Follow up. This is where you will thank the employer for their time and express your interest in the position.

Follow a few simple tips

Define Your Goals:

Before you start your job search, take the time to think about what you want to achieve. What kind of job are you looking for? Is there a particular industry or field you would like to work in? Do you have a location preference, or do you have a salary range in mind? Take some time to map out your professional and personal goals to help you determine the type of job you are seeking. Brainstorming your job options is a great way to help you identify potential opportunities and figure out the ideal job for you. Consider exploring different types of jobs that you may not have thought of before. This will help you get a better understanding of all the options available so you can make an informed decision when it comes to career direction.

Research:

After you have identified the type of job you are seeking, it is time to start researching. Make sure to research the industry, companies, and potential vacancies. This will give you a good idea of the jobs available and help you become familiar with the different companies in the market.
Find the Job Postings: Next, start looking for job postings. There are many ways to do this, including using job search engines, professional networks, job listing websites or with Staffing agency help. You can also take advantage of job postings on social media and job boards. Make sure to check the postings regularly, so that you don’t miss any opportunities. Once you have gathered all the relevant information, read the job description carefully. This will help you determine if you are the right fit for the job, and also what qualifications and experiences you need to have to be considered for the role.

Start Writing Your Resume:

After you have identified the type of job you are interested in and the companies you would like to apply to, it is time to start writing your resume. This is a crucial part of the job search, as the employer will be looking at your resume to determine if you are a good fit for the job. Include all the relevant information, including your skills and experience, education, and any relevant certifications. You should also add a professional summary of yourself and your qualifications to give the employer a better insight into you and what you can bring to the company.

Customize Your Cover Letter:

The cover letter is an important component of your application package, as it will be the employer’s first impression of you. Make sure to customize your cover letter for each job you apply for, as this will show the employer that you have taken the time to research the job and are interested in it. Include any specific qualifications and experiences that will make you stand out from the other applicants.

Time to find your job:

Once you have started writing your resume and customizing your cover letter, it’s time to find your job. You may be wondering whether to go it alone or use a Staffing Agency. There are advantages and disadvantages to both, but in many cases, a Staffing Agency can be the most effective way to find a job. A Staffing Agency as TBest Staffing can help you to find a job that will a good fit for your skills and experience. They can also connect you with companies that are hiring for positions that you’re qualified for. And, perhaps most importantly, a staffing agency can give you access to open positions that you may not have been able to find on your own.
If you’re ready to start your job search, a Staffing Agency like TBest Staffing may be the best way to go.

Get Ready for the Interview:

After you have submitted your application and the employer or Staffing Agency has invited you to an interview, it is important to prepare. Make sure to research the job thoroughly and practice answers to potential questions. You should also be on time for the interview. During the interview, make sure to showcase the attributes and qualifications you have that make you stand out from the other applicants.

To Wrap Things Up:

The job search can be a difficult and stressful process. By following this guide and using the help of Staffing Agency, you will be able to find a job that is right for you and increase your chances of being hired. Make sure to take your time and research everything thoroughly. You should also make sure to customize your resume and cover letter to stand out. And, above all else, practice your answers and make sure to stay confident!

Use our comprehensive Job Search Guide, check vacancies & send your resume today!