Staffing Solutions
What 30+ Years in Staffing Taught Me About Building a Better Workforce
Bill Baker - Executive Vice President of Operations
I’ve spent more than 30 years in the staffing industry, and if there’s one thing I’ve learned, it’s that successful staffing is about much more than filling open positions.
I started my career at Labor Finders as a branch manager, working directly with businesses and people looking for employment. Over the years, I’ve had the opportunity to grow with the company and now serve as Executive Vice President of Operations.
Throughout my career, I’ve worked with businesses of all sizes, seen workforce challenges firsthand, and watched how the right staffing partnerships can make a difference.
While every business has different needs, I’ve noticed that the companies that succeed with temporary staffing tend to have a few things in common.
Here are five lessons I’ve learned throughout my career that I believe every employer should consider.
The True Cost of Staffing Goes Beyond the Hourly Rate
One of the most common concerns I hear from businesses is that temporary labor is too expensive. And I understand why. When you’re managing a budget, the hourly rate is usually the first thing you look at. But in my experience, many employers aren’t factoring in the other costs that come with being short-staffed.
Think about the downtime, missed deadlines, overtime, or pulling skilled people off the work that they should be doing. I've seen situations where a supervisor or experienced employee has to stop what they're doing to handle cleanup, move materials, or complete other tasks because there aren't enough workers available. Those tasks still need to get done, but now you've taken someone away from another important responsibility.
When you look at the full picture, the right temporary workforce can help reduce those disruptions, protect productivity, and keep operations moving.
Workforce Planning Starts Before You Need Workers
One thing I always encourage employers to do is start the conversation early. We understand that emergencies happen. Sometimes a business needs additional workers with very little notice, and we work to help with those situations. But the earlier we understand the job, the better we can support it.
Ideally, I like to start those conversations a few weeks before a project ramps up. That gives us time to understand the scope of the work, discuss expectations, and identify the right people for the job.
I've worked with contractors who contact us while they're still bidding on projects. They want to understand their potential labor costs so they can build those expenses into their estimates. Other times, a business reaches out because something unexpected happened and they need workers immediately.
Both situations are part of the staffing business, but planning ahead gives everyone more time to prepare. It also helps employers take a realistic look at their workload, timelines, and where additional workers could make the biggest difference.
The Right Staffing Partner Should Understand Your Business
When employers ask me what they should look for in a staffing partner, my answer is usually pretty simple: reliability and communication. Anyone can promise workers. What matters is finding a partner who understands your business and responds quickly when things change.
Every business operates differently. The work conditions, schedules, required experience, and expectations aren't always the same. That's why good communication upfront prevents a lot of problems later on.
The more we know about the scope of the work, the timeline, the working conditions, and what success looks like for your business, the better we can match the right people to the job.
And that communication shouldn't stop once workers arrive. We stay involved, communicate with our clients, and make adjustments when something isn't working. Consistency doesn't happen by accident. It comes from knowing your workforce, staying involved, and working together to solve problems.
Treat Temporary Workers Like Part of Your Team
Over the years, I've noticed a pattern among companies that use temporary labor successfully.
They plan ahead, communicate early, and treat temporary workers like part of their team. When temporary employees understand their responsibilities, feel respected, and know they're part of the team, they're in a better position to do their jobs well.
I believe the same thing applies to how we treat our associates at Labor Finders. If we treat people well, they'll take care of us. Our associates represent our organization when they're working with clients, and we want them to feel supported. At the end of the day, doing the right thing and treating people well can make a real difference in the relationships you build.
Successful Staffing Is a Partnership, Not a Transaction
If there's one lesson I hope employers take away from my experience, it's this:
"The biggest difference between companies that succeed with temporary labor and those that don't often comes down to mindset."
The successful ones treat staffing as a partnership rather than a transaction. When an employer and staffing company work together, communicate openly, and stay focused on the same goals, good things happen. I've seen those relationships last for years.
One example that stands out to me is a client who started his own construction business after working as a superintendent or foreman. He relied on Labor Finders not only for workers but also for help with payroll, workers' compensation, insurance, and other administrative responsibilities.
That support allowed him to spend more time focusing on his clients, building relationships, and growing his business. We worked with him for approximately 20 years, until he eventually retired and sold the company.
