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Well, my head is spinning a bit. I tend to get a little lost in the numbers sometimes....part of why I hate doing estimating and let someone else do my accounting. ;-)
Anyway, I tried to figure out what I would be paying a $9/hour employee adding in my cost for gen. liability, work. comp., employment taxes, unemployment, advertising and then of course the time I would spend recruiting, screening, interviewing, etc.. I came up $12.50/hour.
This agency I hired also has a rate of 1.45 which brings my payout to them to $13.05 per hour for the same $9/hr emplolyee. Or at least pretty close to it. When I look at this number I know that over time I'll be adding an expense to my company. However I think (or I hope) that the benefits including the employee receiving health/dental/vision insurance and not having to lay anyone off during our off season would be worth it. And definately the effort of screening out those who will not work out.
I too have found that if someone is not going to work out they're usually gone within the first few months if not sooner. SO, I hope I can find some folks who will become more long-termers and then I can hire them onto my payroll. My company is pretty small even though it's been going for so long. I typically start out the season with 3 full time employees Plus myself. By the end of June I can usually stand to lose one of them, and by chance that usually happens as someone will flake out or I'll end up letting them go due to their poor conduct. July and August are our slower months during the season and then it picks up again.
I know I will need to be a little more diligent with watching overtime as I really don't want to end up paying overtime to the staffing agency if I can avoid it.
Another thing I question is that I was planning to start to pay MY employees for holidays this year (anyone new would have to work for 3 months before they would qualify). Do I offer to pay the "temp's" this benefit as well and end up paying the extra $ on it that the staffing agency will require, OR do I not pay any temps for holidays or offer any of my other company benefits until I decide that they are worth hiring onto my payroll? I want them to know that there are perks, and encourage the good ones to want to stick around, but where do I draw the line with my expense end of things in order to keep the good ones?
Thanks!
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