I’ve been thinking about this problem for a while now and have decided to write it down and post it. Basically, it’s about people being taken advantage of at their own expense and what I feel could be a viable solution to the problem. The solution is in no way complete, but should give you a pretty good vision of what I’m talking about.
Temporary employees provided by employment agencies are getting the short stick when I comes to wage equality with their full-time counterparts at the organization they’re placed. These placement agencies retain 1/3 or more of the hourly wage paid to an employee. In short, their income is substantially reduced, making it difficult to make ends meet. I know this because I am in fact losing out on over $1000 a month to these guys. I equate employment agencies to a parasite, and the organization that uses their services, the host. Their business model is to make money off the employee’s back; reducing their standard of living and well-being in the process. It’s simply not right. This is not a hack directed toward the individuals that work at these organizations or those that require these services to fulfill their company’s needs. This is about a broken system in which the temporary employee is being taken advantage of; I know it, you know it and the temporary workers out there surely know it. Organizations and employees need to take more responsibly and control in this process, with minimal increase to investment, time and resources to hire and manage employees. To this end, I propose an online web-based solution that removes much of the administration associated with this industry and also simplifies the process of finding, retaining and communication with employees and over time, building intelligence into the company’s presence to greatly reduce the turnaround time getting employees placed by tracking past employee hires and performance. An online solution, that is developed properly and integrated with “real time” and/or “just in time” features can reduce or eliminate many of the expenses associated with brick and mortar agencies, while reducing the burden of managing it in-house; a happy medium if you will.
In a day an age where the lack of interacting with a “real person” is frowned upon, this is where it can be most beneficial to both parties involved as the administrative burden and cost of operations can be substantially reduced, putting money back in the temporary employees pocket. It’s good for the hiring company, it’s good for the employee, it’s good for the local economy. In essence, we are replacing the brick & motor and many of the people required to run these agencies with the interactive online solution.
I’ve have experienced the way these organizations operate, both personally and through family members and it’s basically a wash, rinse, repeat scenario. Much of what they do can be automated and taken online. From registration, documentation, training, and overall management of the resources (i.e. candidates).
Employers need to take more responsibility and show more support and compassion for the people they hire. Although it will not be as simple as making a call to your local employment agency, the process to find and place an employee in their organization can be greatly simplified, with the performance of the organizations account increasing dramatically with intended usage, as a pool of past employees becomes known and rated within the online solution with a myriad of metrics and transparent processes.
Furthermore, each employee is personally responsible for their performance within the system. Their interaction is required to remain in good standing within the site. Failure to do their part results in them fading into the background and not a burden to the organizations that are looking for serious candidates.
Site administrator(s) will personally provide oversight and guidance to each employee and employer account to ensure that all relevant and quality data is being provided so the employer can take full advantage of the simplified process of locating and engaging available candidates without hassle.
The online solution works similar to a typical employment agency where the temporary worker is an employee of the company that owns and operates the online solution and all the responsibility that come along with that, including but not limited to, Federal and provincial taxes, vacation pay, statutory holidays, pay, conflict resolution and a standardized policies and procedures.
There would be 3 modules in the site; Employer, Employee and Backend Administration
Below are brief features and examples of how users would interact with each module.
- Employer sends out notification of a position requirement to select candidate(s), from a personalized list of candidates that have been previously qualified and are in good standing. The candidate is instantly notified via the app/website and by email or automated telephone message, to which they can instantly respond.
- Employer fires employee and logs details into the system which automatically flags the account for the site administrator to review. A process would exist for the employee account to be added to the employers blocked list so the employee no longer appears in any search or lists. There would also be a section where an employer could review previously blocked candidates and re-enable them if required.
- An employer who is impressed with an employee, can give the employee a “thumbs up”, which partly contributes to the employees overall rating.
- A storm hits and employer needs to notify all current employees to not come into work today. They simply view the active employee list under job requirement project they created and send a bulk message containing the message, which is sent to the employee’s email, app/web and telephone.
- When a requirement arises, the employer creates the work project, then selects candidates from their “favorites” or “searches” for those to be added to the contact list. The system then notifies each candidate on the list one by one, sequentially, in order of priority. If a candidate fails to respond within a certain period of time, the app/website notification disappears (or become invalid) and moves onto the next candidate. This continues until all the required positions are filled.
- When creating a work project, the employer selects the requirements option, which was created earlier in the “Requirements Module” (e.g. Warehouse Requirements or Office Administrator Requirements), which would contain various qualifiers an employee needs to start work there (e.g. WHMIS, Safety shoes, Hard Hat, Safety Vest, MS Office, etc…). The requirements are crosschecked with available candidates and the ones that don’t meet the requirements are filtered out.
- Each candidate has a rating which can go up or down depending on their performance with employers and within the site.
- Each employee as a base pay for the job they’re performing, but can also receive bonuses if they maintain certain rating levels.
- Each employee starts at a rating of 5 (range is from 0 to 10) and is entitled to a 5% bonus at 6.5, 10% at 8 and 15% at 9.5. For example, if a user was being paid $14 per hour, the would receive $.70, $1.40, or $2.10 per hour in bonuses respectively.
- Ratings can be increased by employer feedback (thumbs up), quick responses, regular check ins, complete profiles, etc…
- Candidate receives a notification on their mobile device of an employer’s requirement to fill a position. After viewing the details of the requirement, which includes, start date; hourly wage (modified less agency percentage); prerequisites; and other relevant details, the user accepts or denies the request. Accepting the request can be performed by clicking an accept position button, or clicking the immediate call back number option which is all configured by the employer.
- Employee also has a comments section for each employer they’ve worked at. Used to identify concerns with employers and/or the employee. Employer does not see this.
- Employee can be notified via telephone, email, or app/web
- Employee can mark their account “unavailable” to either remove themselves from searches or let previous employers who have added them to a list that they are unavailable for employment.
- Initial setup of both employer and employee accounts.
- Provides online guidance and support
- Conflict resolution
- All required Federal and Provincial deductions would operate on the premise of “set it and forget it”, being that after the initial employee account setup by the site administrator, no other interaction should be required; even the yearly T4 should be automatically generated and available via the employees user account.
- Short, clear and concise training / demonstration videos would be strategically placed throughout the site so when a user encounters difficulties there is immediate access to material to assist.
- Live support provided by the site administrator(s) would be available during regular working hours.
- IOS / Android app for real-time / just-in-time interaction with employer / employee.
Ok… I’m going to stop typing now…