Whether you are a job seeker or seeking employees, if you decide to partner with a staffing agency, you are going to search for the best staffing agency and best results. The best staffing agencies boston are able to meet the demands of employers and find the most desirable potential options for job seekers.

Here are three services the best staffing agencies offer.

For Job Seekers

The best staffing agencies will provide honesty, first and foremost, to job seekers. At first, there is not always a best match. Sometimes, a job seeker has to wait for the right opportunity to present itself to the agency. In the meantime, the agency may go through their files as they aim to find the right or best match. This helps the job seeker earn some income, and it benefits the agency, too. The best agency also offers employment seekers benefits. When you sign up with them, they will explain what is available to you. If you have questions, be sure to ask.

For Employers

Partnering with a staffing agency offers several benefits to employers that hire seasonal workers or have high employment turn over rates. If you hire on a high volume, outsourcing the several steps involved in the screening, paperwork and onboarding process saves your human resources department time, money and paper. Once the staffing agency has procured enough potential employees who meet your requirements, those candidates will be given instructions on how to proceed. The best staffing agencies have a high success rate, which bodes well for them and their partners.

Communication

A staffing agency that offers the best service will be a transparent communicator and pro-active problem solver. There may be times when the agency cannot procure the necessary potential hires a company requires. The agency will either try harder or be honest. It will treat job seekers in the same manner. Sometimes, the right matches do not present themselves immediately, but the agency remains committed to deliver.

The best staffing agencies boston offer job seekers and employer partners transparent communication and committed effort.

Do you own a small business? If so, you understand the importance of hiring the most qualified people to work for you. After all, it’s likely you have a small staff and want everyone to be working together with efficiency. There are several things you should focus on while looking for an individual to fill a particular job position. Look at the first three things to focus on when hiring a new person to work for you.

The Face-to-Face Interview

Talking to a job candidate in-person can tell you a lot about the individual you may not pick up over the phone. For instance, did the person arrive on time to the interview? If so, this shows respect for you and a true desire to land the job. How is the person dressed? Is his or her wardrobe appropriate? Once again, you want someone who truly wants the job and knows how to look professional. When talking with the person take note of how easily he or she answers questions and whether the person asks any. Someone who asks questions during a job interview is definitely showing interest in the work.

The Resume

A person’s resume has a lot of important information that can be helpful to you as you make your decision. Does the person have a consistent work history? Checking on the individual’s personal and professional references can be very helpful. Where did the person go to college and did he or she graduate? If you are dealing with a college graduate, it’s a sign the person has perseverance and finishes what he or she starts. Of course, this is a desirable quality in a job candidate. Also, a resume lets you know about a candidate’s additional skills. Perhaps the person speaks Spanish or knows how to use a specialized computer program.

The Background Check

You may want to run a background check on job candidates. Perhaps you opt to look for felony statistics or other criminal records via a resource such as Intelius. A background check may be very useful if the job position is particularly sensitive in nature. For instance, the job may involve handling cash or working with young children. Getting a background check can give you peace of mind about someone before hiring that person and welcoming them into your business.

Lastly, there’s no harm in putting someone on a probationary period after they are hired. If they don’t live up to your expectations you can always go back into the pool of job candidates and see if your second choice is still available for the job.

Toward the end of adolescence and continuing straight on through to “over the hill,” many Americans spend the majority of those years working. Assuming that the average person works 40 hours a week for 50 weeks a year from the age of 20 until 65, that’s 90,360 hours at work. With all that time spent on the job, it’s no surprise that a large number of accidents and injuries occur in the workplace. While all employees deserve to return home at the end of their work day alive and uninjured, the reality is that not everyone does. According to the Occupational Safety and Health Administration, more than 4,600 workers died on the job in 2014 and more than three million others suffered serious, non-fatal injuries at work. These alarming numbers include multiple categories of workers with varying levels of healthcare coverage: employees and independent contractors, full-time and part-time, temporary and permanent.

While the Affordable Care Act has given more people access to health insurance, medical bills and related costs can leave injured workers in a tough spot. Co-pays, high deductibles, co-insurance, travel to and from healthcare facilities, lost wages and daycare costs are just a few of the expenses that can add up quickly. A well-known actuarial firm that has published a medical index for the last 15 years known as the MMI (Milliman Medical Index) calculates that the average healthcare cost for a family of four has more than tripled since its value of $8,414 in 2001 and now stands at $25,826. This rate of increase exceeds the growth in the consumer price index (CPI) for medical services as well as the average two percent annual increase in median household income between 2004 and 2014. Compared to employers, employees are now responsible for more of the healthcare costs than they were 15 years ago – they now pay 43 percent, up from 39 percent 15 years ago.

It’s not hard to see how getting hurt at work can be financially devastating. Over the past decade, the average amount that middle-income households spent on health care increased by 51 percent, which is nearly double the growth in their incomes (30 percent) and three times the rate of growth in their spending for all other products and services. It’s no wonder then that unpaid medical bills are the number one cause of personal bankruptcy filings (62 percent), surpassing both credit card and mortgage debt. Job loss is another reason that people are unable to pay off their debts. Spending more than you make is easy to do when you have no income. Losing a job also means losing health insurance if you are the plan subscriber, and the high cost of COBRA insurance can be hard to sustain for long. Imagine, then, the economic difficulties experienced by someone who has the all-too-common experience of being injured at work and then losing that job, whether due to layoff, termination, or resignation.

Bleak financial scenarios are one very important reason to take steps to protect yourself if you have a jobsite-induced injury or illness. Whether it was an acute traumatic injury (like falling from a ladder) or a cumulative-trauma injury (such as carpal-tunnel syndrome), there are a few basic things you should do to protect yourself.

Report it. Tell your manager, supervisor, company nurse, union representative – whoever is in charge. Be clear about how the injury happened and that it happened at work. Report it immediately even if you think you are not seriously hurt. That knee you twisted or back you strained might not require medical treatment until a few days later, and then your employer can claim you were injured someplace else. While you are usually allowed between 30 to 90 days depending on your state, some companies impose shorter deadlines and can issue formal reprimands or suspensions of pay for not reporting an accident in accordance with their policies.

Keep good records. Being organized and having proof can make the difference between winning and losing financial reimbursement for a workplace injury claim. There will be medical reports, incident reports, and insurance paperwork, but you can also help yourself by keeping detailed documents of conversations and employment actions. Request copies of any papers your employer keeps on the incident and hold on to paystubs and timesheets showing income and hours worked. What you don’t document may not be covered, so try to keep a thorough record of all expenses that are a direct result of your work-related injury.

Consider contacting an attorney. Cases involving a workplace accident can be very complicated and can involve doctors, physical therapists, independent medical consultants, adjusters, insurance company lawyers, co-workers, equipment manufacturers, maintenance companies, and more. Because it may be difficult to determine all of the details and sort out all of the necessary parties, having your case evaluated by an attorney will maximize your compensation. Many workplace injury lawyers offer free initial consultations, so it’s often worth your time to talk to an attorney who can help while you are dealing with the aftermath of a serious injury or illness.

Workplaceinjuries stem from a wide range of incidents and an even wider range of causes. Some of the more common injuries include bodily reaction (bending, reaching, climbing, etc.), being caught in or between objects, falling from heights, repetitive motion, overexertion, slips and falls, falling objects, and vehicle accidents. Of course, construction workers have different on-the-job hazards than office personnel, but all workers can help themselves by practicing safe work habits appropriate for their jobs. Keeping work areas free of clutter and taking care not to rush (many injuries occur when people hurry and take shortcuts) are two practices that can benefit virtually any worker.

Things can go wrong even in the best run business, but not every employee is able to build up an emergency fund to draw from in the event they get hurt. Medical bills should not lead to financial ruin.Depending on the circumstances, there may be grounds for a legal cause of action. At a minimum, an experienced work injury lawyer may be able to advise you on your options, including negotiating with the medical providers, seeking out help from federal and state entities, and whether bankruptcy is truly the best choice for your situation.

Author: David Mann is a workers’ compensation attorney located in Macon, Georgia. He’s a member of the Georgia Trial Lawyers Association and is a past president of the Middle Georgia Trial Lawyers Association.