Award Staffing Wins Silver in Minnesota’s Best 2026 for Staffing & Recruitment Services

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We are thrilled to announce that Award Staffing has been recognized as a Silver Winner for Staffing/Recruiting Services in StarTribune’s Minnesota’s Best 2026.

On June 28th, Minnesota Best revealed the top businesses across various industries voted by the public community. This recognition is meaningful as it is a reflection of the trust our clients, associates, and community have placed in us.

What Sets Our Staffing & Recruitment Services Apart

Award Staffing has been delivering workforce solutions to Minnesota’s light industrial businesses since 1988. Our hiring process goes beyond simply filling roles. We build lasting partnerships with our clients through tailored recruitment strategies that aligns with their culture, values, and operational needs.

We take a people-first approach that includes in-depth candidate screening, skills assessments, and culture-fit alignment to find candidates who integrate seamlessly with our clients’ team.

This proven approach reduces mishires, boosts morale, and builds a workforce that drives lasting success. Whether you’re navigating seasonal hiring spikes, rapid growth, or high turnover, we’re here to make every placement fit.

Continued Recognition

This recognition marks the fifth consecutive year Award Staffing has been featured in Minnesota’s Best, having earned our place in this program every year since 2021. StarTribune’s Minnesota’s Best awards are determined through an audience-driven process. Businesses are nominated and voted for by the public, with winners representing Minnesota’s most cherished organizations. On June 28th over 750 top businesses were recognized in 390 categories. The full winners guide is available at https://www.minnesotasbest.com/2026-guide.html.  This award reflects the loyalty and support of our clients, candidates, and community in Minnesota.

Last year we were featured in StarTribune’s Top 200 Workplaces, and TCB Best of Business. What started as an exciting milestone has become a testament to our continued commitment to serving Minnesota businesses and job seekers with integrity and reliability.

Thank You For Your Support

Thank you to our dedicated team for their commitment to serving our clients, associates, and community with integrity. We couldn’t succeed without you.

To our clients: your partnership enables us to create meaningful opportunities and build lasting relationships. Thank you for trusting us with your staffing needs.

To our associates: thank you for entrusting us with your career growth and development.

To our community: we’re grateful for your support. Being part of Minnesota’s business community is an honor, and we’re committed to earning your trust every single year.

Building a Partnership That Drives Success

At Award Staffing, we build partnerships rooted in trust, reliability, and mutual success. We go beyond basic staffing solutions to deeply understand your business goals, culture, and unique needs. By customizing our recruitment strategies, we connect you with candidates who share your values and strengthen your team.

If you’re ready to transform your hiring process and partner with a staffing agency that’s dedicated to your success, we’re here to help. Contact our team to discuss temporary staffing, direct hire placement, and workforce solutions tailored to your goals. Together, we’ll build a workforce that empowers your business to thrive.

Why More Staffing Vendors Doesn’t Improve Hiring

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Hiring pressure is real. Production ramps up quickly. Turnover spikes unexpectedly. Internal HR teams get stretched thin. Many companies respond the same way: add another staffing agency.

At first, more vendors should mean more recruiters, more outreach, and more candidates. But with more than one agency we actually see poor communication, unclear accountability, and lower quality hires.

The best strategy is have one main partner and two for backup if needed. This removes internal competition and allows for one partner to fully understand your business. Better hiring comes from stronger partnerships rather than a long vendor list.

Here are 5 reasons why more staffing agencies isn’t the best hiring strategy:

1. Complex Hiring Process

Using too many staffing agencies makes your hiring process harder than it should be. Duplicate candidate submissions, communication gaps, and inconsistent screening standards become daily problems that disrupt your workflow. Instead of building a strategic recruitment plan your team gets stuck in a cycle of reactive hiring, leading to high fill rates but poor long-term retention. This causes your partners to keep replacing the same role over and over again which is a waste of everyone’s time and resources.

It also complicates your daily operations. It can be hard to keep track of which candidates belong to which agency, making it difficult to go through the right channels for check-ins, attendance, and payroll. If your staffing process feels chaotic, simplifying your strategy is a more effective solution than adding more vendors.

2. Speed Over Quality

When you bring on multiple vendors to compete for the same roles, accountability suffers. The pressure shifts from finding quality candidates to simply being the first to submit a resume. This leads to rushed screening, overlooked details, and candidates who aren’t a good fit for the job. The focus turns to outperforming eachother rather than serving your company’s best interests. Your staffing partners have to have a deep understanding of your business to find the right people for your team. Culture-fit, retention, screening etc all come into play. Without clear ownership, staffing becomes transactional and you lose buiding long-term connections.

3. Negatively Impacts Hiring Results

Many manufacturers don’t realize vendor overload is already affecting their hiring results.

Some common signs include:

  • Agencies sending duplicate candidates
  • Recruiters asking the same questions repeatedly
  • Inconsistent messaging about the role
  • Candidates receiving different information about pay, expectations, or schedules
  • High fill rates but poor retention
  • Staffing partners who only reach out when they need an update on an open job

More staffing agencies does not always mean more effort behind your hiring.

Staffing partners have limited resources, and they prioritize companies where they can build a true partnership. When an agency is one of six or more vendors competing for the same job order, they have less incentive to invest deeply in understanding your business and creating a customized recruiting strategy.

If every staffing agency is treated as interchangeable, their focus simply becomes filling the next order.

4. One Agency Over Many

The strongest staffing strategy is to have 1-3 partners: one primary staffing partner, one secondary backup partner, and a specialty recruiter for skilled roles if needed. This structure creates accountability, operational familiarity, better communication, and clearer performance expectations.

The primary partner should have a clear understanding of your company culture, goals, and workforce needs. This builds a long-term relationship where one staffing partner consistently provides reliable solutions tailored to your specific business requirements.

Having a second agency partner ensures support if the primary partner needs to ramp up quickly or backfill positions. A separtate recruiter for skilled roles provides a targeted search for experience individuals that may be hard to reach. However, it’s essential to maintain open communication with both partners and clearly define their roles in your overall staffing strategy.

5. The Right Relationship

The right staffing partner takes time to learn the intricacies of your business and the positions you are hiring for.

A trusted staffing partner will ask questions like:

  • What roles are the hardest for you to fill right now?
  • How long does it typically take you to fill a position?
  • Who is involved in the hiring decision?
  • What are the expectations for someone to succeed in this role?
  • Where do you see the biggest opportunities to improve your hiring process?

That level of understanding takes time and partnership. Trust is earned when both sides are invested.

Hiring improves when your staffing partner understands not just the job opening, but the business behind it.

Better Hiring Comes From Better Partnerships

Are you getting the results you expect from your staffing partners? A strong staffing relationship starts with understanding your business, your roles, and your workforce challenges. Talk with our team about how we can help you build a more effective hiring strategy.

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.

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.

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.

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.

Award Staffing Wins Minnesota’s Best 2025

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Edina, MN – Award Staffing is proud to announce its recognition as the Bronze Award winner in “Best Staffing/Recruitment Firm” in StarTribune’s Minnesota’s Best 2025! This marks another milestone in our ongoing commitment to excellence, having secured a spot on Minnesota’s Best list since 2021.

Winning this award highlights our dedication to providing unparalleled service to local businesses and job seekers. Whether it’s supporting business owners by fulfilling their staffing needs or offering job seekers meaningful career opportunities, we continue to bridge the gap between talent and opportunity within the Twin Cities.

Since 1988, we have redefined staffing solutions in Minnesota’s light industrial and skilled industrial industries by maintaining a people first approach. By understanding the unique needs of every job seeker and business, we strive to deliver staffing solutions that are driven and effective.

StarTribune’s Minnesota’s Best awards are determined through an audience-driven process. Businesses are nominated and voted for by the public, with winners representing Minnesota’s most cherished organizations. On July 13th, 770 top businesses were recognized in 350 categories. This award reflects the loyalty and support of our clients, candidates, and community in Minnesota.

We extend our heartfelt appreciation to all who have supported us. Your trust and partnership motivates us to aim higher and continue to make an impact.

Find a great staffing partner with Award Staffing. Whether you are looking for a new work opportunity or maximize your business operations we are here to support you. Check out our open opportunities or our services to learn more.

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