Stop Early Turnover: The Hidden Impact of Culture on Hiring

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Early turnover is a frustrating cycle that costs your business valuable time and money. You spend weeks sourcing, interviewing, and training new candidates. You finally place them on the floor, hoping for a long-term partnership. Then, you are surprised when they leave after a few days.

The main reason new hires leave quickly is often because their expectations do not match the actual work environment. When the reality of the job does not align with what they were sold, candidates walk away. This forces HR leaders and shop supervisors to start the hiring process all over again.

You can fix this problem by clearly defining your company culture from day one. When you are completely transparent about your values, work styles, and day-to-day team dynamics, you create a clear picture for job seekers before they even step foot in your facility.

Here’s 4 ways cutural clarity impacts your organization:

1. Forms Daily Operations

Company culture is more than just perks or motivational posters. Culture is how your team operates day to day. It shows how work actually gets done, how information moves on the floor, and how decisions are made. It reflects what behaviors are rewarded and what actions get corrected. True culture is not “how you wish it could be,” but rather “how it actually is” on the floor.

2. Why Hiring for Skills Isn’t Enough

When your workplace culture is vague, hiring turns into guesswork. Employers often hire based on skills and hope for a good fit. They review resumes, check off technical qualifications, and assume the person will naturally adapt to the team. Then, managers are shocked when the highly skilled new hire leaves after their first week. This doesn’t make them a bad employee. It’s that the workplace norms were never named in the first place and expectations weren’t aligned.

3. The Danger of Unclear Expectations

High turnover happens because the unwritten rules of the workplace are never named. Every business has specific daily expectations, a unique communication style, and ways that conflict is handled. If you do not communicate these unwritten rules clearly during the interview process, you leave candidates entirely in the dark. Naming these expectations removes the mystery and helps candidates prepare for the real demands of the job.

4. Predict Culture Fit

Organizations with clearly understood cultures consistently see stronger engagement and higher stick rates. People commit when they know exactly what they are walking into. When candidates can easily picture your work environment and understand your expectations, they can confident choose the role. By translating your workplace norms into transparent hiring signals, you can accurately predict which candidates will integrate well into your company.

Meet Lync: Your Tool for Cultural Clarity

Learning to speak clearly about your culture is not just a branding exercise. It is a highly practical retention strategy that builds trust and drives operational performance. Stop relying on guesswork and start finding candidates who align to the way you work.

Lync is our proprietary culture assessment that translates your daily norms into clear hiring language you can trust. It provides a detailed analysis of how candidates align with your organizational needs, showing exactly where their strengths match your environment and where they might need support. By using Lync you’ll get a clearer view of workplace culture and candidate alignment before you make the offer.

Ready to hire to the way work really works? Email our team today to learn more.

Minnesota Paid Leave For Employers

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Minnesota’s Paid Leave program represents a significant shift in Minnesota’s workplace labor laws and employer responsibility. Understanding the requirements and preparing early will help you navigate this transition smoothly while positioning your business for success.

Beginning January 1, 2026, Paid Leave will provide eligible employees with partial wage replacement and job protection during medical or family leave for up to 20 weeks. This guide provides an overview of Paid Leave, including its funding, coverage, and steps employers can take.

What is Paid Leave?

Minnesota Paid Family and Medical Leave (PFML) is a state-administered insurance program that provides employees with paid job-protected leave for major life events. Medical leave covers events like serious illnesses, injuries, and childbirth. Family leave covers bonding with a new child, caring for a sick family member, supporting a family member on active military duty, and addressing personal safety issues. Most employers will be required to offer employees 12 weeks of medical leave and/or 12 weeks of family leave per benefit year, not exceeding 20 weeks. To qualify, the condition must last more than 7 days and require certification from a healthcare provider.

Additionally to time off, the law will also provide direct payments to employees with a portion of their wages from the state. How much they receive is determined by the wage amount. Employees earning lower wages will receive a higher percentage of their wages (up to 90%), while those with higher wages will receive a smaller percentage (not below 55%). Employee weekly payments are capped at the state average weekly wage which is $1,423.

How It is Funded

Minnesota Paid Leave is funded by both the employer and employee through a 0.88% payroll tax. Businesses can choose to cover all or partial cost for employees, but must contribute at least half of the tax premium. So, employers will contribute at least 0.44%, and max 0.44% will be deducted from employees’ payroll. Premiums for employers are due April 30, 2026, but employee deductions can begin January 1, 2026.

Small employers with fewer than 30 workers and an average wage less than 150% of the statewide average qualify for a reduced tax at 0.66%. Employer contribution will then be 0.22%, though employee contributions remain the same at 0.44%.

Additionally, employers can apply for grants to help cover costs when an employee is on leave. This can help cover costs of hiring temporary workers, training, and overtime paid during absences. Small employers can access up to $3,000 per leave or $6,000 per employer. It should be noted that funding is covered for costs already incurred but not guaranteed.

Who is Covered

Understanding who qualifies for Minnesota Paid Leave helps you plan for potential absences and ensure compliance. The program covers most workers, including full-time, part-time, seasonal, and temporary employees. Those who are self-employed or independent contractors can choose to opt-in.

To receive Paid Leave benefits, employees must earn $3,700 minimum over the last year and work 50% or more of the year in the state. If they don’t meet these requirements in any single state, then coverage applies to those who live in Minnesota.

Employee rights are covered under Paid Leave. They can start using Paid Leave immediately in January 2026 after approval from the state. Their leave cannot be denied, delayed, or interfered with in any way by the employer. Employees who have worked at least 90 days have the right to job protection. This means they must return to their same job or similar with same pay, benefits, and work conditions.

Action Items

Preparing for Minnesota Paid Leave requires several specific actions. Starting early ensures smooth implementation and helps avoid potential penalties.

1. Account Setup

Confirm your unemployment insurance account is current, as you’ll use the same system for wage reporting and premium payments. Designate at least one Paid Leave Administrator within your organization. This person will serve as your primary contact with the program, review employee applications, coordinate benefits, and manage your compliance obligations.

2. Plan Selection

By November 10, 2025, you must decide whether to participate in the state plan or obtain an equivalent private plan. Equivalent plans must meet or exceed state benefits and receive approval from the Department of Commerce.

Private plans can cover family leave, medical leave, or both. Even with an equivalent plan, you must still report wages and notify employees about their coverage, so consider the administrative requirements when making your decision.

3. Employee Notification Requirements

By December 1, 2025, employers must notify all employees about their Paid Leave rights and benefits. This means employee handbooks and policies will need to be updated to ensure compliance. Notice must be given within 30 days of hire for new employees. Also, the DEED workplace poster must be posted in English and any language spoken by 5 or more employees. The state will provide standard forms and translations to simplify this process. Proof of employee acknowledgment or documentation of employee notice is also required.

4. Policy Updates

Review and update your employee handbook and leave policies to address how Minnesota Paid Leave coordinates with existing benefits like FMLA, ESST, and vacation. Clear policies help prevent confusion and ensure consistent application. It is important to note that Paid Leave does not replace existing benefits, but is in addition to.

Consider your approach to supplemental benefits—whether you’ll allow employees to use vacation or sick time to “top off” their Paid Leave payments. Also establish procedures for how employees should request leave, who they should notify, and what documentation you require.

Your Next Steps Forward

Minnesota Paid Leave represents a significant change, but with proper preparation, it can become a valuable tool for supporting your employees and strengthening your business. The key is starting early and approaching implementation systematically.

Consider the operational impact of potential absences and develop strategies for coverage. This might include cross-training employees, building relationships with temporary staffing agencies, or adjusting project timelines to account for possible leaves.

Award Staffing is here to support your hiring needs and offer industry expertise to help you through this new legislative update. Visit our services to prepare your workforce before January 1st.

How to Avoid Bad Hires: Your Guide to Better Recruiting

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Bad hires in manufacturing or warehouse roles can devastate your business. A bad hire can cost up to $5,000 or more taking into account advertising, interviewing, onboarding, and training. Beyond the financial impact, poor hiring decisions reduce productivity, disrupt team dynamics, and drain valuable resources from training programs, forcing you to start the process over again. Smart workforce management starts with preventing these costly mistakes before they happen.

The good news? You can dramatically improve your hiring success rate by implementing proven recruiting tips and refining your hiring strategy.

Here are six essential steps to build a reliable recruitment process that consistently delivers quality candidates who thrive in your organization.

1. Define Clear Job Requirements

Vague job descriptions attract vague candidates. Your hiring strategy should begin with a comprehensive job description that leaves no room for interpretation. Include specific technical skills, required experience, daily resonsibilities, and other details necessary for success. Don’t forget to highlight your company culture and value as this helps candidates self-select whether they’re truly a good fit. A well-crafted job description serves as your first screening tool, filtering out unqualified applicants before they enter your pipeline.

2. Master Effective Screening Techniques

Resume screening and initial phone calls are your opportunity to catch red flags early. Look for employment gaps without reasonable explanations, frequent job changes, or skills that don’t align with your requirements. During phone screenings, listen for communication skills, enthusiasm, and genuine interest in the role. Pay attention to how candidates speak about their previous employer. Chronic complainers often bring negativity to new workplaces. This initial screening phase of your workforce management process saves countless hours later in the hiring cycle.

3. Conduct Behavioral Interviews That Reveal Truth

Past behavior predicts future performance. Behavioral interview questions force candidates to provide specific examples rather than hypothetical responses. Ask questions like “Describe a time you had to work with a difficult team member” or “Tell me about a project that didn’t go as planned.” Listen for concrete details, personal responsibility, and problem-solving approaches. Strong candidates provide specific situations, actions they took, and measurable results. This will help you identify candidates who will actually perform well in real workplace scenarios.

4. Never Rush Due Diligence

Taking the time for proper due diligence in your hiring decisions is a critical investment in your company’s future. While it can be tempting to speed up the process to fill a vacant role quickly, rushing does not guarantee a positive outcome. Skipping thorough evaluations introduces significant risks. This includes high costs, disruption to your team’s morale and productivity, and long-term inefficiencies that impact your bottom line. A careful, considered approach ensures you find a reliable candidate who not only has the right skills but also fits your company culture, paving the way for a successful and lasting partnership.

5. Create Comprehensive Onboarding and Training Programs

Even perfect candidates need proper onboarding to succeed. Your hiring process doesn’t end when someone accepts your offer—it’s just beginning. Develop a structured strategy that introduces new hires to your company culture, systems, and expectations. Assigning a mentor or collegue to help newcomers navigate their first weeks will help them become successfully integrated into your team. Continuous training opportunities show employees you’re invested in their growth, which improves retention rates and job satisfaction. Strong onboarding transforms candidates into great long-term employees who contribute meaningfully to your organization.

Building Your Future Through Better Hiring

Investing time upfront in your hiring process pays dividends for years. Quality employees drive productivity, maintain positive workplace culture, and reduce the constant cycle of recruitment and training. Your business deserves team members who contribute to growth rather than creating additional challenges.

Let’s help you improve your hiring strategy and avoid bad hires. Our candidate screening will help you identfiy candidates that will be successful part of your team long-term. View our services to get started.

Staying Motivated During Your Long Job Search

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Job searching can feel overwhelming, especially when it stretches longer than expected. You send out applications daily, attend interviews, and face rejections that chip away at your confidence. The process becomes mentally exhausting, and staying motivated feels nearly impossible.

But here’s the truth: long job searches are more common than you think. The average job search takes three to six months, and some searches extend even longer depending on your industry and experience level. This doesn’t reflect your worth or abilities. It simply means finding the right fit takes time.

The key to success lies in maintaining your motivation throughout the journey:

1. Research Before You Apply

One of the fastest ways to lose motivation is feeling like you’re throwing applications into a black hole. Instead of mass-applying to dozens of positions, take time to research each company thoroughly. This approach transforms your job search from quantity to quality.

Start by exploring company websites, reading recent press releases, and checking their social media presence. Look for information about their company culture, recent achievements, and future goals. Understanding what makes each organization unique helps you see potential opportunities rather than just another job posting. Employee profiles on LinkedIn can help you understand career progression and check background requirements if they are similar to yours.

2. Reflect on Cultural Fit

Your work environment plays a big role in your daily happiness and career satisfaction. Reflecting on the type of workplace culture that energizes you can help keep you motivated during your job search. Think about past jobs—what environments helped you perform your best? Do you thrive in collaboration or prefer working independently? Open spaces or close-knit teams?

Company values are just as important as the work environment. If work-life balance matters to you, research companies that prioritize it. If diversity and inclusion are important, look for organizations with strong programs around these values. Focusing on cultural fit makes each application an investment in your future happiness.

This reflection also helps you ask better questions in interviews. You’ll show genuine interest in the company while gathering the details you need to make informed decisions.

3. Relay Your Research in Applications

Your research efforts should shine through in every application you submit. Generic cover letters and applications signal to employers that you’re not genuinely interested in their specific opportunity. Personalized applications that reference your research demonstrate enthusiasm and attention to detail.

Start your cover letter by mentioning something specific about the company that excites you. Maybe they recently launched a product that aligns with your interests, or perhaps their commitment to community service resonates with your values. This personal touch immediately sets your application apart from generic submissions.

Clearly articulate why you want to work specifically for their company. Employers can sense genuine interest, and they prefer candidates who chose their organization for meaningful reasons rather than convenience.

4. Celebrate Small Wins

Job searching involves many small victories that deserve recognition. Celebrating these milestones maintains your momentum and reminds you that you’re making progress even when the ultimate goal feels distant.

Completing applications represents real accomplishments. Each submission means you researched a company, crafted personalized materials, and took action toward your goal. Acknowledge these efforts rather than focusing solely on responses you haven’t received yet. Landing interviews, even if they don’t result in job offers, proves your qualifications are getting noticed. Use these experiences to refine your interview skills and gather feedback about your presentation. Every interview teaches you something valuable about yourself or the industry.

Set weekly or monthly goals that you can control, such as applying to five companies or reaching out to three new networking contacts. When you achieve these targets, reward yourself with something enjoyable. These celebrations create positive associations with your job search activities and maintain your motivation over time.

5. Do Things You Enjoy Outside Your Search

Job searching can consume your entire identity if you let it. Maintaining interests and activities outside your search keeps you mentally healthy and actually makes you a more attractive candidate.

Pursue hobbies that bring you joy and help you decompress from job search stress. Whether you enjoy reading, hiking, cooking, or playing music, these activities recharge your energy and creativity. Employers appreciate well-rounded candidates who maintain interests beyond work.

Volunteer work serves dual purposes during job searches. You’ll contribute to causes you care about while potentially expanding your professional network. Many people find job opportunities through volunteer connections, and the work keeps your skills sharp during employment gaps.

6. Connect with Your Network for Support

Job searching can feel lonely, but you don’t have to do it alone. Your professional and personal network can offer support, advice, and job leads you won’t find on job boards. Reach out to former colleagues, classmates, and industry contacts to let them know you’re looking. Most people want to help but need to know you’re seeking opportunities. These conversations often uncover hidden jobs or companies you hadn’t considered.

Join professional associations or attend industry meetups to grow your network. These events help you learn about trends and connect with potential contacts. Even virtual events offer networking opportunities through chats and breakout sessions. Don’t overlook personal connections. Friends and family may know about openings in their workplaces or through their networks. Let them know what types of roles you’re seeking.

7. Take Care of Your Mental and Physical Health

Your job search requires both physical and mental stamina. Neglecting your health can hurt your motivation and make it harder to present your best self in interviews. Regular exercise boosts your mood and energy with endorphins. You don’t need a gym—walking, jogging, yoga, or bodyweight exercises at home can provide great benefits for your body and mind during your search.

Meditation and mindfulness can help manage stress and keep things in perspective. Even five minutes a day can reduce anxiety and help you handle rejection and uncertainty. Take breaks to avoid burnout. Set aside certain hours or days as job-search-free time to recharge and focus on other activities. This prevents the search from taking over your life. If the stress becomes too much, consider speaking with a career counselor or therapist. They can help you manage anxiety, stay motivated, and work through doubts during long periods.

Your Persistence Will Pay Off

Staying motivated during a long job search requires intentional effort and self-compassion. The strategies outlined above work together to maintain your energy, enthusiasm, and confidence throughout the process. Remember that job searching is a skill that improves with practice. The right opportunity exists for you. Your combination of skills, experience, and personality will click with the right employer at the right time. By staying motivated and continuing your efforts, you’ll be ready to recognize and seize that opportunity when it arrives. Ready to take the next step forward? View our recent job opportunities.

5 Ways to Measure Continguent Workers’ Performance

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By using contingent workers, your company experiences numerous benefits. Not only does your workforce become highly flexible and adaptable, but most organizations also save money by using this workforce management approach. However, even if these workers are only with you for a short time, that does not mean you shouldn’t monitor their performance. Otherwise, you may not achieve the desired result, including not reaching productivity goals or struggling against inefficiency.

If you want to make sure your contingent workers are meeting your expectations, here are 5 ways to measure their performance:

1. Identify Key KPI’s

When evaluating the performance of contingent workers, it’s important to recognize that the same KPIs you use for permanent staff may not always apply. Temporary employees are typically hired for a very specific reason. Whether it’s to fill a short-term skill gap, meet seasonal demand, or speed up the completion of a project. Because of this, their success should be measured against the unique goals you had in mind when bringing them on board. For instance, your priority may be to accelerate a project timeline or maintain service levels during a busy season. The key is to align performance measures directly with the reason you hired them in the first place. By using this approach, you are measuring the success of a contingent worker based on the impact you were expecting.

2. Assess Project Outcomes

One of the most effective ways to evaluate a contingent worker’s performance is by examining the success of the projects or tasks they were assigned. Start by defining clear objectives, including deliverables and deadlines, to establish a benchmark for success. Evaluate the final results by comparing them to these initial goals. Consider whether the project was completed on time, within budget, and met expectations. Analyze the worker’s performance to determine if they exceeded expectations through innovative solutions or problem-solving. Additionally, in team-based projects, it’s crucial to identify individual contributions to ensure that each member’s impact is properly recognized. This approach ensures a comprehensive evaluation of both the project’s success and the individuals involved. By centering evaluations on outcomes, you get a clear sense of the worker’s ability to deliver value.

3. Evaluate Adaptability in Different Roles

Contingent workers are often brought in to address a variety of staffing needs, from filling critical short-term gaps to managing evolving workloads. Their ability to adapt quickly to new environments and requirements is a key indicator of success. Tracking the ease with which contingent workers transition is key to understanding their adaptability. Observe how well they adjust when assignments or expectations change. Did they seamlessly move between teams or take on entirely new functions? Another important metric is time-to-competency, which measures how quickly a worker becomes productive in a new role. Fast learners and adaptable professionals often bring greater value. Additionally, identifying versatility is crucial. Look for workers who can manage multiple tasks or roles without compromising the quality of their work. Adaptability shows not just a worker’s flexibility, but also their ability to overcome challenges.

4. Consider All Benefits

When evaluating the performance of contingent workers, it’s important to look beyond the immediate financial benefits they bring. While cost savings are often the first thing that comes to mind, non-financial benefits can provide a more complete picture of their overall impact. For example, consider the value of customer satisfaction. If bringing in extra support during a busy season creates a smoother customer experience it is just as meaningful as the dollars saved. Similarly, contingent workers can step in to fill critical skill gaps, allowing projects to move forward and maintain productivity. These contributions may not always show up on a balance sheet, but they play an essential role in shaping outcomes.

It’s also worth noting that the way we measure contingent workers can be different from how we measure permanent staff. With long-term employees, expectations around growth, career development, and consistency are typically higher. For contingent workers, however, effectiveness often comes down to how quickly they can adapt, how well they integrate into your team, and whether they deliver results in a short timeframe. Taking both financial and non-financial factors into account gives you a more balanced way to assess performance and ensures you’re capturing the full value these workers bring.

5. Peer Appraisals

When you bring a contingent worker onto an existing team, the permanent employees they work with often have a solid understanding of the value the contingent worker is or isn’t providing. Peer appraisals can shine a light on issues or accomplishments that may be overlooked by management, particularly if the worker is only there for a short time. Speak with team members who have been performing similar duties (compared to what was assigned to the contingent worker) and ask them to evaluate the short-term employee’s performance or contributions. They will have first-hand knowledge that can be incredibly valuable in measuring the contingent worker’s success.

Hiring Your Contingent Workforce

By applying these strategies, your organization can unlock the hidden potential of a contingent workforce, fostering stronger engagement and long-term success. Don’t hesitate to explore new ways to approach performance measurement—it’s a step forward in making your workforce strategy even more effective.

If you would like to know more, the experienced professionals at Award Staffing can help. Contact us to speak with one of our knowledgeable team members today and see how our employee performance management expertise can benefit you.

Returning to Work After Retirement: A Guide for Older Workers

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Many retirees choose to work again for purpose, routine, or extra income. As a sesoned employee you bring reliability, determination, and knowledge, which are highly valued strengths employers look for. Your wealth of expertise and experience is invaluable to the workforce. Your prior knowledge equips you to mentor younger employees and guide them through complex challenges. Sharing your skills and insights helps foster professional growth in others, ensuring the seamless transfer of knowledge and best practices. This mentorship not only enhances team performance but also establishes a strong line of succession, preserving organizational continuity and success for years to come.

Here are 8 tips to navigating a career gap:

1. Clarify Your Goals and Work Preferences

To successfully re-enter the workforce after a career break, it’s essential to start by clarifying your goals and work preferences. This means taking the time to define what roles suit your skills and interests, whether it’s manufacturing, assembly, or leadership. Equally important is outlining practical considerations like your preferred schedule, shift availability, and commute range. By establishing clear objectives, you can narrow your job search to positions that align with both your personal and professional priorities, reducing stress and boosting your confidence. This clarity will help you approach job applications and interviews with focus, showing potential employers that you are ready, motivated, and prepared to contribute meaningfully to their team.

2. Leverage Your Experience as Your Advantage

Your career history is more than just a record of jobs held; it’s a valuable narrative of your ability to solve problems, deliver results, and contribute to your team. Hiring managers are looking for proof that you’ve made an impact, whether it’s through improving safety metrics, streamlining processes, mentoring colleagues, or simply showing up consistently and reliably. Highlighting transferable strengths like teamwork, communication, attention to detail, and your quality-focused mindset not only builds confidence but also shows your adaptability to new challenges. Additionally, offering to mentor new hires or help with cross-training signals leadership potential, boosts team cohesion, and raises overall performance. When you frame your track record as a testament to both reliability and results, you position yourself as an invaluable asset to any workplace.

3. Modernize Your Resume and Online Profiles

Modernizing your resume and online profile after a career gap is an essential step toward re-entering the workforce. Start by adopting a clean, contemporary layout for your resume, emphasizing the last 10-15 years of relevant experience and showcasing measurable achievements. Include any recent certifications, training, or volunteer activities to demonstrate your commitment to staying current. If you need to explain a career gap, frame it positively and keep it brief, ensuring the focus remains on your readiness to contribute value. By presenting your skills and accomplishments with clarity and confidence, you signal to potential employers that you’re prepared to make a meaningful impact in your next role.

4. Update Skills Fast and Affordably

Updating your skills to re-enter the workforce doesn’t have to mean going back to school full-time or spending a fortune. There are many accessible and affordable ways to stay up to date and stand out to potential employers. Community colleges and workforce centers offer quick certification programs in areas like safety training, equipment operation, and essential software tools. Online platforms such as LinkedIn Learning or Coursera provide flexible, on-demand courses tailored to your needs, enabling you to upskill at your own pace. By investing a little time into targeted learning, you can demonstrate your adaptability and commitment, giving employers confidence in your readiness to contribute from day one.

5. Network with Purpose

Most great matches come through people. Networking effectively can pave the way for a smooth transition to re-enter the workforce. Begin by contacting former colleagues and supervisors to share updates on your career goals and explore potential opportunities. Attend hiring events, industry meetups, or community job fairs to build meaningful connections and gain insights into the current job market. A staffing agency can help you identify potential career matches and access hidden roles not open to the public. By building relationships with professionals who value your expertise and broadening your network, you’ll position yourself for a successful and confident return to the workforce.

6. Address The Gap With Confidence

The key to coming back to work after a career gap is to approach it with confidence, clarity, and a forward-focused mindset. Start by briefly explaining your time away in a positive light. Highlight any productive activities such as upskilling, volunteering, or personal growth. Transition quickly to emphasize your readiness to return to work, showcasing your motivation and the up-to-date skills you’ve acquired. Always pivot the conversation toward how your expertise, adaptability, and enthusiasm make you a valuable asset. This shows that your interlude is not a setback but rather an opportunity for a stronger, more prepared version of yourself.

7. Master Today’s Hiring Basics

The hiring landscape has changed, introducing trends that may surprise job seekers re-entering the workforce. Tailoring your resume to match the specific skills and keywords in each job description is essential, helping it stand out to hiring managers and applicant tracking systems. Virtual interviews are now a staple, so being camera-ready with proper lighting and technology is key to making a good impression. The questions you ask in an interview matter too; thoughtful inquiries like, “What are the top priorities for this role in the first month?” show interest and strategic thinking. Adapting to these trends isn’t just about keeping up—it’s how you stand out in a competitive market.

8. Evaluate Offers and Start Strong

Starting strong when accepting a job offer goes beyond a signed contract. It’s about taking proactive steps to ensure success in your new role right from the start. Carefully review the offer details,  including shift schedules, commute times, and growth opportunities, ensuring they align with your long-term goals. Once you’ve accepted, prepare adequately for your first day by confirming start time, meeting location, and any required materials or equipment. Arriving early sets a positive tone, giving you a chance to settle in and demonstrate your reliability. Focus on active listening and open communication during your initial days to show your eagerness to learn and integrate within the team. These small but impactful steps lay the foundation for a strong start, helping you build confidence, rapport, and a productive routine in your new position.

Your Next Step

Returning to work after retirement is achievable. Focus your search, highlight your strengths, and list current skills to show the value you bring to today’s workplace. With preparation and confidence, you can successfully re-enter the workforce and make a meaningful impact.

At Award Staffing, you’ll get personalized support in your job search. Discover job opportunities that meet your needs and allow you to share your knowledge with others. Apply today to get matched with Twin Cities employers and begin your new career.

How Much Does a Temp Employee Really Cost You?

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Businesses across manufacturing, warehousing, and medical industries face a common challenge: accurately calculating the true cost of temporary employees. While the hourly rate might seem straightforward, the complete financial picture involves multiple layers of expenses and savings that aren’t immediately obvious.

Understanding these costs is crucial for making informed staffing decisions. Many companies discover that what appears to be a higher upfront investment actually delivers significant value through reduced risk, administrative savings, and access to specialized expertise.

Here are 4 topics to discover the costs and benefits of a temporary employee:

1. Understanding Direct and Indirect Costs

The most visible expense when hiring temporary workers is the combination of hourly wages and agency fees. Typically, you’ll pay the temp worker’s hourly rate plus a markup to the staffing agency, which covers their operational costs and compensation for managing your workforce needs.

However, this direct cost often mirrors or falls slightly below what you’d spend on a permanent employee with similar qualifications. Many managed service providers offer volume discounts for larger accounts, making temporary staffing even more cost-effective for companies with substantial hiring needs. The key difference lies in what’s included in that price point.

Beyond the obvious expenses, indirect costs play a significant role in the total investment. These include the time spent recruiting for the right candidate, onboarding requirements, and additional screening. However, you get more for your money than just a great worker. As a result, you have to do a cost-benefit analysis to genuinely understand the value you receive.

2. Hidden Savings That Reduce Costs

One of the most significant advantages of temporary staffing lies in the benefits you don’t have to provide. Contract employees remain on the staffing agency’s payroll, which means you’re not responsible for health insurance, retirement contributions, paid time off, or other standard employee benefits packages.

This arrangement also eliminates your liability for unemployment compensation and workers’ compensation claims. If a workplace injury occurs, the staffing agency handles the associated costs and administrative requirements. These savings can represent 20-30% of an employee’s total compensation package.

Administrative cost savings extend beyond benefits management. Your HR department doesn’t need to handle payroll processing, tax withholdings, or compliance documentation for temporary workers. The staffing agency manages these time-consuming tasks, allowing your team to focus on core business activities. This reduction in administrative burden translates to real cost savings, especially for companies that hire temporary workers regularly.

3. Risk Mitigation Delivers Long-Term Value

Temporary staffing significantly reduces hiring risks that can prove costly for businesses. If a contract employee isn’t performing well or doesn’t fit your company culture, you can end the assignment immediately without the legal complications and potential costs associated with terminating a permanent employee.

This flexibility becomes particularly valuable during economic uncertainty or seasonal fluctuations. You can adjust your workforce size quickly without the financial commitment of severance packages or the lengthy process of layoffs. The ability to scale up or down rapidly helps maintain optimal productivity levels while controlling labor costs.

Staffing agencies also assume responsibility for worker classification compliance. Misclassifying employees as independent contractors can result in significant penalties and back-payment requirements. When you work with a reputable staffing partner, they ensure proper classification and handle all related compliance issues, protecting your business from potential legal and financial exposure.

4. Expertise and Efficiency Add Measurable Value

Professional staffing agencies bring specialized recruitment expertise that most companies can’t match internally. Often, they can find, screen, and place qualified candidates with your company quickly, reducing your time-to-hire and increasing the speed at which you can reach full productivity.

The speed factor alone delivers substantial cost savings. Vacant positions cost companies an average of one to three times the annual salary of the role, depending on the position level. Staffing agencies can often fill positions within days rather than weeks, minimizing productivity losses and revenue impact.

Quality improvements also contribute to the overall value proposition. Staffing agencies specialize in matching candidates not just to job requirements, but to company culture and work environment. This careful matching process results in better performance, reduced turnover, and fewer replacement costs.

Making the Right Choice for Your Business

While the cost of a contract employee may mirror that of a permanent one, you get much more for the price than you do when you hire on your own. As a result, partnering with a staffing agency is a cost-effective approach, allowing you to benefit from their expertise while reducing your administrative, recruitment, screening, and training burden as well as your overall level of risk.

Ready to explore how temporary staffing can reduce costs for your business? Contact us today to explore cost savings and individual support.

Is a Contract Position Right For You?

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Contract work has become increasingly popular amongst early career professionals. Due to increased difficulty in finding a role that matches their degree, many are turning to temporary work because of it’s flexbility and practacality. But is contract work the right choice for your career?

Contract positions are short-term roles that typically range from a few months to a year. However, many employers offer the possibility of transitioning into a full time role for good performance. One of the primary benefits of contract positions is flexibility — they allow you to gain experience in diverse industries, build new skills, and expand your professional network. Understanding the benefits of contract work can help you make an informed decision about your next career move.

Here are 5 benefits of contract work:

1. Try a New Role

Contract work provides an excellent opportunity to explore different career paths without making a long-term commitment. You can test out new industries, work environments, and job responsibilities to see what truly fits your interests and skills. This trial period allows you to gain firsthand experience in roles you might be curious about but hesitant to pursue permanently.

Many professionals use temporary work as a stepping stone to discover their true calling. You might find that a role you never considered becomes your passion, or you could confirm that a particular field isn’t right for you. Either way, contract positions give you valuable insight into different career options without the pressure of a permanent decision.

2. Gain Experience

Temporary work helps you gain experience in your choosen field while learning new skills. This can be important for landing your next role or transitioning to a new industry. These roles expose you to diverse tasks and environments, helping you develop critical skills that employers value. Contract positions also allow you to explore new roles, industries, and work cultures without a long-term commitment, giving you insight into what truly aligns with your career aspirations. Contract work helps you break in to a new industry, demonstrate your abilities, discover your passions.

3. High Earnings

Contract roles can be a smart way for job seekers to boost their income quickly. Because companies often need specialized skills on a short-term basis, they’re willing to pay a premium for contract workers who can hit the ground running. In many cases, hourly rates for contract positions are significantly higher than those for permanent roles—especially in industries like skilled trades and light industrial work. Without the long-term commitment of a full-time hire, businesses can offer more competitive pay, and for job seekers, that means the chance to earn more in less time while gaining valuable experience across a variety of companies.

4. Fill Resume Gap

An ideal solution for addressing employment gaps that might concern potential employers is contract positions. Rather than having unexplained periods of unemployment, you can use temporary work to maintain continuous employment history while searching for the right opportunity.

These positions demonstrate to future employers that you remained active and engaged in your field during transition periods. Contract work shows initiative and adaptability, qualities that hiring managers value highly. It also provides recent references and keeps your skills sharp, making you a stronger candidate when permanent opportunities arise.

5. Increased Flexibility

Contigent positions offer unparalleled flexibility, enabling you to take control of your career path. It allows you to select projects that align with your interests and strengths, offering the chance to tailor your workload to fit your personal and professional goals. Additionally, it provides the freedom to explore various industries and roles, helping you gain diverse experiences while finding what resonates most with your career aspirations. This adaptability empowers you to grow and thrive on your own terms.

Take the Next Step in Your Career Journey

Temporary opportunities offers numerous advantages that can accelerate your career growth and increase your earning potential. From gaining diverse experience to enjoying greater flexibility, temporary positions provide opportunities that traditional employment often cannot match.

If you’re interesting in beginning a contract role, Award Staffing is here to help you find the perfect temporary position. View our newest job opportunities to find the best fit for you.

Why Employers Need a Hiring Backup Plan

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Staffing challenges can hit any business unexpectedly. One day you’re fully staffed, the next you’re scrambling to fill critical roles after sudden departures or business growth. These situations are stressful and costly if a backup plan is not in place. Smart leaders know reactive hiring isn’t enough. A proactive approach prepares your business for the unexpected. Whether facing high turnover, new developments, or hard-to-fill roles, a reliable staffing partner ensures you’re always ready.

Here are 4 reasons you should have a staffing partner as part of your contingency plan:

1. Address Turnover Challenges Head-On

Turnover is a reality for most businesses, but it doesn’t have to derail operations. The solution? A system that minimizes downtime between departures and new hires. Partnering with a staffing agency provides this buffer, with a pipeline of pre-screened candidates ready to step in quickly. We take the time to understand your company culture and role requirements, so replacement candidates arrive ready to contribute on day one. This proactive approach turns turnover from a disruption into a manageable transition, keeping productivity steady while you focus on retention.

2. Build a Flexible Workforce for Growth

Business growth should be celebrated, not feared, but many companies feel overwhelmed when opportunities outpace their hiring processes. Building a scalable workforce means expanding your team quickly without compromising quality or cultural fit. Staffing agencies excel at managing rapid growth with their extensive talent networks and efficient vetting processes. When your business lands a major contract or enters new markets, you can scale up immediately without spending weeks posting jobs and reviewing applications. The right staffing partner becomes your external recruting team, managing candidate sourcing, interviews, onboarding, and payroll so you can focus on growing your business.

3. Overcome Persistent Talent Shortages

Some positions are tough to fill due to specialized skills, competitive markets, or location challenges. These roles can stay vacant for months, slowing down departments or projects. Staffing agencies excel at solving these issues by accessing different candidates pools. Their networks go beyond job boards in places you wouldn’t think to look. With strong industry connections and expertise in niche roles, they can help fill critical positions faster. Their vast knowledge of the market allows them to attract top talent for your positions. Instead of struggling with unfilled roles, you can access hidden talent to boost your success rates.

4. Prepare Before Crisis Hits

The best hiring safety nets are built during calm periods, not staffing emergencies. Waiting until you’re desperate for workers puts you at a disadvantage. Building a relationship with a staffing agency early gives them time to understand your business, culture, and needs. This proactive approach ensures candidates are aligned with your business and can support you through a staffing emergency.

Your Hiring Backup Partner

We believe in preparing for success rather than reacting to crisis. Building an effective hiring backup plan requires the right partner who prioritizes long-term relationships over quick placements. Our approach focuses on understanding your company culture, safety requirements, and operational needs before you ever have an urgent staffing request. This ensures that when you need us most, we’re ready to deliver candidates who don’t just fill positions but strengthen your team.

Don’t wait until you’re facing a staffing emergency to build your backup plan. Contact us to get started today.