White Paper: GSI Commerce
Opportunity:
GSI Commerce, an e-commerce and multichannel solutions provider, annually increases its employee base by 50% to meet the demands of its retail clients. Historically, the company incurred the expense of using a staffing firm to provide all hourly employees for its locations nationwide during peak times. To improve profitability, GSI developed a new staffing model to better manage its staffing ramp-up.
Action:
Seven weeks before temporary staff were needed, GSI brought in PEPL as a partner. Rather than engaging a traditional staffing firm to hire each temporary employee, PEPL proposed that GSI hire multiple HR contractors for each site to oversee hiring and handle overflow Employee Relations issues. To meet GSI’s needs quickly, PEPL formed relationships with local colleges, unemployment offices, outplacement firms, and the Chamber of Commerce. The company also relied on its research staff to identify individuals experienced in contract HR work who lived in the relevant areas.
PEPL identified contractors who could work on staggered schedules, maximizing GSI’s budget and enhancing contractor effectiveness. PEPL maintained coverage from 8 a.m. to 8 p.m. Monday through Friday, as well as on weekends. This approach allowed for more timely communication with candidates and accelerated the hiring process.
Benefit:
Working in partnership with PEPL, GSI hired over 700 temporary employees in 7 weeks. Due to the high-level screening by our contractors, they had the highest interview-to-hire ratio in recent history, resulting in their lowest rate of turnover.
Human Resource Partnership Case Study
Our client was a fast-growing commercial laundry firm specializing in the healthcare community when it called upon PEPL to provide it with alternatives to a traditional Human Resources department.
Benefits Consulting Case Study
In 2013, a small company of 8 employees was covered under a robust Humana Medical plan featuring a $500 yearly deductible with 100% coinsurance. That was $2,000 below the average annual deductible for a small group in the United States. To this company, it was essential to offer a robust plan of benefits to retain key employees and attract new quality employees as their business grew and expanded.