Worldwide Construction Staffing
Utilize Worldwide Staffing to fulfill all staffing needs, as we provide a wide range of technical, professional and industrial skill sets.
HR Administration Relief
As a single-source provider, Worldwide Staffing handles your new hire process so you don’t have to. By leveraging our recruiting, permanent placement, market analysis, new hire screening and other onboarding services we allow your HR Department to focus on other areas of employee development.
Our on-site Account Managers are available 24/7 along with our 24/7 customer support call center.
Technology & Reporting
Our technology tools and reporting options offer flexibility and scalability to our customers.
Employee & Accounting Management
In addition to building close relationships with our employees, WorldWide Staffing manages their payroll and benefits, including vacation, holiday, 401K and health insurance.
Global & Local Coordination
Receive the same high-quality consistent service and support regardless if it’s one person or 500.
Skilled Labor Vs. Unskilled Labor
The market has changed drastically for skilled and unskilled laborers. There is a growing demand for skills, particularly specialized skills. As a result, the United States has seen a greater demand for education. Unskilled labor, when measured by educational attainment, refers to jobs that require a high school diploma only, or could be filled by a high school dropout who masters specific skills. Skilled labor requires additional skills or education. While the demand for unskilled labor has decreased, the labor pool has also significantly decreased. Unskilled laborers are dropping out of the job market or increasing their skill level.
Skilled labor refers to labor that requires workers who have specialized training or a learned skill-set to perform the work. These workers can be either blue-collar or white-collar workers, with varied levels of training or education. Very highly skilled workers may fall under the category of professionals, rather than skilled labor, such as doctors and lawyers. Examples of skilled labor occupations are: electricians, carpenters, masons, dry wallers, HVAC, painter, plumber and welders. Some skilled labor jobs have become so specialized that there are worker shortages.
Unskilled labor does not require workers to have special training or skills. The jobs that require unskilled labor are continually shrinking due to technological and societal advances. Jobs that previously required little or no training now require training. For example, labor that was once done manually now may be assisted by computers or other technology, requiring the worker to have technological skills. Examples of remaining unskilled labor occupations generally include farm laborers, grocery clerks, hotel maids, and general cleaners and sweepers. While these jobs are considered unskilled, each requires a degree of skill on the job. Farm laborers must operate precise machinery. Maids have a specific set of tasks to perform and inventory management responsibility while grocery clerks must manage money and learn how to stock shelves properly.
Historically, unskilled workers had plentiful employment opportunities in America. From farming to factory jobs, unskilled laborers were able to find work, even if this meant transitioning from a farming community to factories in the cities. Unskilled laborers earned less money than skilled laborers, but during the 1980s and 1990s the wage gap between skilled and non-skilled laborers began to grow. Today the job market demands increasing skill levels. Many jobs that were once considered unskilled labor now demand semi- or mid-skill labor.
Semi- or Mid-Skill Labor
Semi- or mid-skill labor addresses the increase in demand for skills, even for less complex jobs. These jobs require some skill because they are more complex than those that can be performed by a non-skilled laborer. However, they do not require highly specialized skills. Examples of mid-skill jobs include truck drivers, typists and customer service representatives. These jobs generally require more than a high-school diploma, but less than a college degree.
On-site Management for Large Projects
If you are in the process of ramping up your staffing numbers this year, or if you have ongoing recruiting and candidate screening needs due to high turnover rates, a Vendor on Premises (VOP) large scale staffing solution may be the answer. VOP services bring the staffing agency to your doors, with on-site candidate recruiting and screening services to help you find the best employees for upcoming projects. This in-house approach allows you focus on other aspects of your company, like developing the employees you currently have and working with executives to bring in more business.
Whether your needs are temporary or long-term, a VOP partner can provide your organization with the skilled workers your company needs to stay ahead of the curve. Imagine all the benefits your business can enjoy, just by having a skilled team of recruiters and staffing professionals on-site to conduct resume searches, interviews, personality and skills tests, employment background checks, criminal record checks, safety reviews, employment law compliance audits, cost controls, and more. This can help match the right candidates to the right assignments; giving your company more productivity and growth ability.
Here are just a few of the benefits of VOP for large scale staffing campaigns.
Access to a Larger Pool of Candidates
When it comes to staffing, you know that hiring large amounts of employees for short-term and long-term projects can quickly become a very stressful process. This is due to a lack of quality candidates who have the skills to do the job right, or whom need minimal training to get productive. A VOP staffing agent can easily provide access to a larger pool of qualified candidates who are pre-screened, tested for suitability for each assignment, and ready to get to work now.
Lower Turnover Rates & Higher Retention Rates
When the best candidates are placed on assignment by your VOP agent, you can be sure that your turnover numbers will start to improve as more employees stay on the job. The main goal of a VOP is to make sure your organization gets the best possible candidates who are individually matched to jobs based on their unique personality types, previous work experience, and aptitude. This helps keep staffing costs low.
Improvement of Company Personnel Policies
One of the biggest challenges of large scale staffing is educating new employees about company policies and procedures during the onboarding process. Oftentimes, new employees may miss information needed to process HR and payroll paperwork on time, or to get enrolled in benefits or training programs offered. With a VOP, recruiting agents ensure that each employee is fully processed and provided with this information.
On-Demand HR Management and Support
Ever wish you had easy access to the HR information needed to run your department better? With a VOP agent on site, you will enjoy the ability to receive ongoing support from a trained professional who can help you navigate employment and recruiting laws, staffing management, safety and training issues, and more.
Tracking Staffing Performance and Costs
Large scale staffing also poses the biggest challenge when it comes to controlling staffing costs. To hire good people means making a significant investment, therefore a VOP can provide the best methods of keeping costs low, with reporting and tracking systems to stay on top of this aspect before it gets out of hand.
Pre-Employment Tests for Construction Workers
Construction workers or laborers perform the physical labor involved in the construction of buildings and roadways, tunnel and shaft excavations, and demolition sites. They may be required to operate both large and small power tools including nail guns, power drills, jackhammers, cement mixers, mechanical hoists, and excavation equipment. They also may prepare and clean job sites by digging trenches, building scaffolding, and removing debris and hazardous materials. They perform physically demanding labor in a variety of locations under all sorts of weather conditions. Generally, construction laborers gain knowledge of their work through on-the-job experience and training, so formal educational experience is not normally a prerequisite for the position.
Physical strength and dexterity are major requirements for the job, but there are other important traits to look for in construction workers when hiring. The position has one of the highest rates of injury for all occupations, so it is imperative that workers follow rules and safety procedures on the job. The Workplace Productivity Profile (WPP) is a behavioral risk assessment that examines how reliable, productive, honest, and dependable applicants are, in addition to their attitudes toward rule adherence and counterproductive workplace behavior. These behaviors include rule-breaking, fraud, absenteeism, time-wasting, and workplace theft. This test can help mitigate risk by reducing the likelihood of harmful work behaviors that can be liabilities to safety and productivity.
If construction laborers are going to be working with heavy machinery, equipment, or tools, it may also be appropriate administer the Wiesen Test of Mechanical Aptitude (WTMA). This is a test that assesses a candidate’s aptitude for learning and working with machinery, tools and equipment. Both tests are also available in English and Spanish.
Top 5 Skills and Abilities to Look For in Construction Workers
- Active Listening
- Manual Dexterity
- Static Strength
- Multilimb Coordination
Top 3 Tasks for Construction Workers
- Clean or prepare construction sites to eliminate possible hazards
- Signal equipment operators to facilitate alignment, movement, or adjustment of machinery, equipment, or materials
- Load, unload, or identify building materials, machinery, or tools, distributing them to the appropriate locations, according to project plans or specifications
Trade Certification (Coming Soon)
About Our Veteran Program
Veterans want jobs
Employers want the best candidates possible and express a desire to hire veterans. Yet, the unemployment rate for recently separated veterans remains 50% higher than for the general public. The potential is there, yet the solution has not been found. The cost to society is billions in unemployment benefits, more in long-term lost potential in the economy, and leaves those who have served on our behalf frustrated. The bottom line— veterans who can do a great job are still unemployed. As hundreds of thousands of service men and women are discharged over the next few years, the problem will grow worse unless we intervene now.
By focusing squarely on the individual needs of employers and veterans, we provide the best personal match for each position and the support our nation’s veterans need to successfully transition back to the civilian world.
At its core, the Veteran Program provides temp-to-perm, contract, and direct-hire placements. Instead of serving the general public, however, we put our veterans on a meaningful career path. We accomplish this by bringing together diverse constituencies and strengths in an innovative way to support both the business seeking to hire top-notch employees and veterans transitioning to civilian life.
The Veteran Staffing Program takes an ecosystem approach that attacks the barriers to employment at each pain point within the system, supporting veterans, their families, and the organizations that employ them. It builds a bridge between employers and veterans and provides the support infrastructure each need to succeed, and uses a private industry model for sustainability.
Training – A Tradesman For Any Size Job
At Worldwide we understand that part of the solution to the shortage of skilled construction workers is to provide training to those individuals that are interested in entering the construction field.
Worldwide is committed to work with local state and the federal government to establish an effective training program to bridge the gap to industry entry for those interested in entering the construction field.
Check back soon to see updates on our Worldwide training program.
Our customers have access to the most up-to-date staffing management technology tools, from reliable timekeeping and invoicing systems to advanced reporting systems and comprehensive workforce management solutions. Worldwide’s technology tools enable you to make informed business decisions about your contract employee base.
Worldwide delivers the latest in timekeeping technology to provide the precise solution our customers require. We evaluate the current process, determine your requirements and select the most effective time and attendance tracking system.
Today’s competitive market demands the ability to access key business information quickly. Worldwide Staffing offers comprehensive reporting options that can be customized according to your company’s needs. We don’t simply provide customers with data, we provide decision-supporting information that fosters effective and efficient businesses. Through this collection of tools Worldwide can provide virtually any report that our customers may need to make effective business decisions.
Our computerized accounting system provides the flexibility necessary to meet your particular needs. We have the ability to collect your hours, separate invoices by department, report totals weekly or monthly and transmit invoices electronically. We also have the ability to customize invoices per customer request.