officeteam 2015 salary guide - staffing agencies & hiring ... · pdf fileofficeteam 2015...

SALARY GUIDE

2 0 1 5

ADMINISTRATIVE HIRING TRENDS

25%MULTITASK

MASTER

20%POWERPOINT

SPECIALIST

10%COOL

CUCUMBER

45%EFFECTIVE

COMMUNICATOR

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officeteam 2015 salary guide

contents 1 administrative hiring trends to help you

find the talent you need

2 understanding the salary guide

4 hiring trends in the united states

6 spotlight: administrative healthcare hiring trends

8 administrative salaries: united states

11 local market variances: united states

15 hiring trends in canada

16 administrative salaries: canada

18 local market variances: canada

19 6 interview questions to ask

20 essential elements of a strong job description

21 glossary of job descriptions

28 the benefits of a flexible staffing structure

29 about OfficeTeam

30 worldwide locations

All trademarks contained herein are the property of their respective owners.


officeteam 2015 salary guide 1

administrative hiring trends to help you

find the talent you need

In order to recruit and retain employees who have the right qualifications and fit in with your corporate culture, your business needs to understand the latest compensation trends. Salary may not be the only thing that determines your employees’ satisfaction on the job, but it’s certainly one of the most important factors when it comes to attracting the best people and convincing them to stay on board.

The compensation you offer needs to be competitive with that of other firms in your industry and region. For that reason, every organization should periodically benchmark its salaries. To help our clients do just that, OfficeTeam releases a Salary Guide every year, complete with the most up-to-date information and advice on starting compensation, workplace issues and the current hiring outlook.

We hope you’ll find the information in our 2015 Salary Guide useful.

For more about compensation and staffing, please visit our Salary Center at officeteam.com/salary-center.


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understanding

the salary guide

The 2015 Salary Guide from OfficeTeam is the most comprehensive and authoritative resource on starting salary and hiring trends in the administrative field. It features salary ranges for more than 60 administrative positions, including executive and administrative assistant, receptionist, customer service representative, and human resources (HR) assistant.

For decades, companies have used the Salary Guide to set compensation levels for new employees, plan budgets and better understand the hiring environment. In addition, the Salary Guide is so highly regarded that the U.S. Department of Labor’s Bureau of Labor Statistics has used it when compiling its Occupational Outlook Handbook.

The salary figures are based on a range of sources, most notably the thousands of full-time, temporary and project placements that our staffing and recruiting professionals make each year. Our experts interact with hiring managers and job seekers daily, which gives us unique real-world insight into the latest compensation trends.

The projected salary ranges for each position reflect starting pay only. Bonuses, incentives and other forms of compensation are not taken into account. The ranges represent national averages. You can adjust these figures for your market by using the local variance numbers found on Pages 12-14 for the United States and Page 18 for Canada.

In the guide, you’ll also find a list of must-ask job interview questions, the elements of a strong job description, tips on working with temporary professionals, and more hiring and management advice.

According to the

U.S. Department of

Labor’s Bureau of

Labor Statistics, 1.5

million new jobs will

be added in office and

administrative support

occupations between

2012 and 2022.

visit us at officeteam.com/salary-centerfor more about compensation and staffing.


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Source: OfficeTeam and International Association of Administrative Professionals survey of 2,290 administrative professionals in the United States and Canada. Responses do not total 100 percent due to rounding.

46%Less than

what I deserve

50%About what I deserve

3%More than

what I deserve

How do you feel you’re being paid

in your current job?



hiring trends in the

united states

Demand for skilled administrative professionals continues to rise. Companies throughout the United States are recruiting candidates whose contributions can make an immediate impact in helping to support business growth.

¾ Competition is heating up for the best talent. As more job options become available for skilled candidates, companies may lose out on top applicants if they don’t move fast. Employers with clear hiring criteria and streamlined evaluation processes are at an advantage.

¾ Companies are shoring up core roles. Employers are seeking experienced executive and administrative assistants to help their organizations stay on track as business picks up. Customer service professionals are in demand, as well, to keep up with orders and promote positive client relations. Companies hope to stay ahead of the competition by focusing on attracting new customers and retaining existing ones. Meanwhile, expansion in overall personnel levels is fueling a need for more HR staff.

¾ Diverse industries are hiring. Healthcare-related organizations, such as medical groups and insurance companies, continue to

recruit administrative professionals due to growing workloads tied to the Patient Protection and Affordable Care Act (ACA), an aging population and the ongoing shift to electronic medical records. At the same time, real estate, construction, manufacturing and other sectors are on an upswing and expanding their administrative teams.

¾ Employers are pulling out all the stops. To secure and retain the best professionals, many companies are increasing salaries and benefits. Organizations are trying to stand out by offering perks like flexible schedules, subsidized training, on-site services and additional vacation time.

¾ Firms are opting for temporary-to-full-time arrangements. Businesses unsure of their long-term staffing requirements often bring in temporary professionals to cover their immediate personnel needs. If these individuals are a good fit for the job and corporate culture, they may be transitioned into full-time roles.

top hiring trends



skills in demand

How important is your administrative assistant’s role to your success?

Source: OfficeTeam survey of 1,260 senior managers in the United States and Canada who have administrative assistants

45% 48% 5% 2%

¾ Communication strength – Administrative staff interact constantly with clients, employees, vendors and others, making it imperative that they are articulate, both verbally and in writing. International businesses and those with non-English-speaking customer bases or employees look for administrative talent who are multilingual.

¾ Technical skills – Microsoft Office expertise is essential in the administrative profession, with many employers seeking advanced proficiency with Word, Excel, Outlook and PowerPoint. Companies also want candidates who can help their firms keep up with social media activity, including monitoring and responding to customer feedback on sites such as Facebook, Twitter, LinkedIn, Google+, Pinterest and Instagram. Many organizations value knowledge of database management software, such as Microsoft Access and FileMaker Pro, and familiarity with SAP or other enterprise resource planning systems.

¾ Initiative – Businesses desire administrative professionals who are go-getters and anticipate needs without being asked. They want people who adapt quickly to change, take action when they see something has to be done and are resourceful problem solvers.

¾ Professionalism – Administrative professionals are often the initial point of contact in a firm and can make a big first impression on those they meet. It’s critical they dress appropriately, maintain a

positive attitude and display confidence. Tact and sensitivity to confidential matters also may be required.

¾ Industry experience – Employers prefer candidates who have previously worked in their business sector and already know industry-specific software and terminology.



administrative

healthcare hiring trends

Demand for support and operations staff in the healthcare field continues to be strong. In fact, according to the U.S. Department of Labor’s Bureau of Labor Statistics, healthcare will add 4.1 million jobs in the United States between 2012 and 2022 – the most of any industry. And 14 of the 30 fastest-growing U.S. occupations are healthcare-related.

SPOTLIG

HT



Some of the top trends influencing administrative hiring in the healthcare industry include:

¾ Higher patient volume – Health insurers and providers seek help responding to questions brought on by the ACA, especially as new provisions take effect and some employer deadlines are extended. Workloads for support staff also are rising as more people secure health insurance through the ACA. In addition, a growing demographic of Americans age 65 and older has created more demand for healthcare services and an influx of administrative needs at healthcare facilities.

¾ Looming deadlines – Health systems, hospitals, medical offices and health plans require assistance as they transition to electronic medical records and from the World Health Organization’s International Classification of Diseases, Ninth Revision (ICD-9) to ICD-10. The deadline for conversion to ICD-10 was postponed until 2015, making it a major focus area for the healthcare industry this year.

¾ Industry background in demand – Hiring managers desire candidates with prior healthcare experience who will require little or no training. Employers seek administrative professionals proficient with popular software applications, such as:

•Allscripts •Centricity •Cerner •Epic •Meditech •NextGen

¾ Communication skills valued – Administrative staff must be able to provide excellent customer service to patients, internal staff and other healthcare organizations. In some locations, the ability to speak multiple languages is an asset when interacting with clientele.

For the latest on provisions of the ACA, download a free copy of What Every Business Needs to Know About the Patient Protection and Affordable Care Act at roberthalf.com/affordable-care-act.


http://roberthalf.com/affordable-care-act





administrative salaries

united statesposition title 2014 2015 % change

administrative

Senior Executive Assistant* $48,000 – $65,000 $50,500 – $67,250 4.2%

Executive Assistant $40,500 – $55,250 $42,000 – $57,500 3.9%

Senior Administrative Assistant $36,500 – $47,250 $38,250 – $49,000 4.2%

Administrative Assistant $29,750 – $40,000 $30,750 – $41,750 3.9%

Entry-Level Administrative Assistant

$26,500 – $33,000 $27,250 – $34,500 3.8%

Senior Office/Facilities Manager

$44,250 – $59,000 $46,000 – $61,500 4.1%

Office/Facilities Manager $37,250 – $48,000 $38,750 – $50,000 4.1%

Marketing Assistant $30,250 – $39,750 $31,500 – $41,000 3.6%

Sales Assistant $29,250 – $39,250 $30,250 – $41,000 4.0%

Specialized Assistant – Legal $36,250 – $45,750 $37,500 – $46,500 2.4%

Property Management Assistant $30,250 – $39,500 $31,500 – $41,000 3.9%

Mortgage Assistant $29,250 – $37,000 $30,250 – $38,250 3.4%

Claims Processor $28,500 – $36,250 $29,500 – $37,250 3.1%

Research Administrator $30,000 – $37,250 $31,250 – $38,250 3.3%

Admissions Assistant $28,750 – $35,750 $29,500 – $37,000 3.1%

Project Manager $41,500 – $54,250 $43,000 – $56,500 3.9%

Project Assistant/Coordinator $30,000 – $44,000 $31,250 – $45,250 3.4%

Logistics Coordinator $31,750 – $42,750 $32,750 – $44,250 3.4%

Dispatcher $29,000 – $39,500 $30,000 – $40,250 2.6%

Purchasing Assistant $31,750 – $39,750 $32,750 – $41,000 3.1%

Document Control Clerk $26,750 – $34,250 $27,750 – $35,000 2.9%

Proofreader $36,500 – $53,750 $37,500 – $55,250 2.8%

Presentation Specialist $43,000 – $55,250 $44,500 – $57,500 3.8%

office services

Office/Facilities Coordinator/Assistant

$27,750 – $37,250 $28,500 – $38,250 2.7%

Office Clerk $22,500 – $28,750 $23,000 – $30,000 3.4%

Mail Assistant/Clerk $22,250 – $25,250 $22,500 – $26,000 2.1%

File Clerk $21,500 – $25,250 $21,750 – $26,000 2.1%

Imaging/Scanning Specialist

$22,500 – $28,000 $23,000 – $28,750 2.5%



position title 2014 2015 % change

data entry

Senior Data Entry Specialist $28,000 – $33,250 $28,750 – $34,000 2.4%

Data Entry Specialist $22,750 – $29,250 $23,250 – $30,000 2.4%

Senior Order Entry Specialist $28,000 – $34,500 $29,000 – $35,000 2.4%

Order Entry Specialist $24,000 – $31,000 $24,500 – $31,750 2.3%

reception

Front Desk Coordinator $23,500 – $32,000 $24,250 – $33,250 3.6%

Receptionist** $23,250 – $31,250 $23,750 – $32,500 3.2%

customer service/call center

Customer Service Manager*** $40,500 – $55,500 $42,500 – $57,250 3.9%

Senior Customer Service Representative

$32,750 – $42,750 $34,000 – $44,500 4.0%

Customer Service Representative

$25,750 – $34,500 $26,500 – $36,250 4.1%

Call Center Manager*** $40,500 – $55,500 $42,500 – $57,250 3.9%

Senior Call Center Representative

$31,750 – $41,500 $33,000 – $43,250 4.1%

Call Center Representative $25,250 – $34,000 $26,250 – $35,250 3.8%

human resources (hr)

HR Assistant $30,250 – $40,250 $31,500 – $42,000 4.3%

HR Recruiting Specialist/Coordinator

$35,500 – $48,250 $36,750 – $50,250 3.9%

HR Benefits Specialist/Coordinator

$37,750 – $50,500 $38,750 – $53,000 4.0%

administrative healthcare

Patient Registration/Admissions Clerk/Enrollment Specialist

$27,500 – $36,250 $28,500 – $37,500 3.5%

Insurance Referral Coordinator $29,750 – $38,250 $30,750 – $39,500 3.3%

Insurance Verification Clerk $29,000 – $37,500 $30,000 – $38,750 3.4%

Medical Office Administrator $39,500 – $57,000 $41,250 – $59,000 3.9%

Medical Executive Assistant $39,000 – $53,500 $40,000 – $56,250 4.1%

Medical Secretary/Administrative Assistant

$32,250 – $42,000 $33,500 – $43,750 4.0%

Medical Transcriptionist $32,500 – $41,500 $33,500 – $43,000 3.4%

Medical Front Desk Coordinator

$26,250 – $34,250 $27,250 – $35,250 3.3%



Notes for salary figures on Pages 8-10: Add up to 12 percent for expert multilingual abilities. Add up to 6 percent for Certified Administrative Professional designation. Add up to 8 percent for Microsoft Office Specialist certification.* Add up to 15 percent for senior executive assistants supporting C-level executives in large companies. ** Add up to 15 percent for receptionists in large companies who have more than five years of experience.*** Add up to 20 percent for customer service managers or call center managers overseeing more than 20 people.Figures listed on Pages 8-10 are average national starting salaries. To calculate the appropriate salary range for your local market, please refer to Pages 11-14 or contact an OfficeTeam staffing manager.


united states position title 2014 2015 % change


Medical Receptionist $24,750 – $32,500 $25,500 – $33,500 3.1%

Electronic Medical Records (EMR) Abstractor/Auditor

$30,000 – $38,750 $31,500 – $40,000 4.0%

EMR Quality Assurance Specialist

$28,250 – $36,750 $29,500 – $37,750 3.5%

EMR Clerk $25,750 – $34,000 $26,750 – $35,000 3.3%

Medical Records Scanner $23,750 – $30,250 $24,500 – $31,250 3.2%

Medical Data Entry Specialist $25,500 – $32,500 $26,250 – $33,500 3.0%

Senior Medical Customer Service Representative

$32,500 – $42,000 $34,000 – $43,250 3.7%

Medical Customer Service Representative

$28,000 – $36,000 $29,250 – $37,250 3.9%

Member Services Manager $54,500 – $72,250 $56,000 – $74,750 3.2%

Customer Service/Member Services Representative

$31,000 – $41,750 $32,000 – $43,250 3.4%

Surgery Scheduler $30,250 – $41,000 $31,250 – $42,250 3.2%

Dental Scheduler/Receptionist $27,250 – $36,500 $28,250 – $37,500 3.1%

Credentialing Specialist $32,750 – $41,500 $34,000 – $43,250 4.0%

Certified Medical Coding Manager

$66,750 – $88,500 $69,500 – $91,750 3.9%

Certified Coding Specialist $50,000 – $65,750 $51,750 – $68,500 3.9%

Certified Professional Coder $50,000 – $65,250 $51,500 – $68,250 3.9%

Provider Relations Specialist $39,500 – $51,750 $40,750 – $53,500 3.3%



local market variances

united states

The starting salary ranges provided on the previous pages reflect the national averages for each position.

To determine the estimated salary range for a position in your area:

1 2 3Locate your city’s variance number on Pages 12-14.

Move the decimal point in the variance number two places to the left.

Multiply this figure by the low and high ends of the position’s national salary range.

visit officeteam.com/salary-calculatorfor a personalized salary calculation.


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alabama

Birmingham .................................. 95.0

Huntsville ...................................... 93.0

Mobile .......................................... 86.0

arizona

Phoenix ....................................... 108.0

Tucson ......................................... 102.0

arkansas

Fayetteville ....................................95.0

Little Rock ...................................... 95.0

california

Fresno ...........................................90.0

Irvine .......................................... 124.5

Los Angeles .................................127.0

Oakland ..................................... 127.0

Ontario ....................................... 115.0

Sacramento ................................. 101.5

San Diego ................................... 118.5

San Francisco ..............................138.0

San Jose ...................................... 135.0

Santa Barbara ............................. 125.0

Santa Rosa .................................. 118.1

Stockton ........................................ 85.0

colorado

Boulder ....................................... 115.3

Colorado Springs........................... 90.5

Denver ........................................ 103.7

Fort Collins .................................... 94.1

Greeley ......................................... 84.6

Loveland .......................................91.4

Pueblo........................................... 78.0

connecticut

Hartford ..................................... 116.5

New Haven ................................. 112.0

Stamford ..................................... 131.0

delaware

Wilmington ................................. 105.0

district of columbia

Washington .................................132.0

florida

Fort Myers ..................................... 89.0

Jacksonville ................................... 94.5

Melbourne ..................................... 89.5

Miami/Fort Lauderdale ................. 107.0

Orlando ........................................ 99.0

St. Petersburg................................. 95.5

Tampa ...........................................97.0

West Palm Beach ......................... 100.0

georgia

Atlanta ........................................ 105.0

Macon .......................................... 84.0

Savannah ...................................... 84.0

hawaii

Honolulu ....................................... 94.0

idaho

Boise ............................................. 86.1

illinois

Chicago ...................................... 123.0

Naperville ................................... 112.0

Rockford ........................................ 80.0

Springfield ..................................... 91.0


united states



indiana

Fort Wayne .................................... 81.0

Indianapolis .................................. 94.0

iowa

Cedar Rapids ................................ 93.0

Davenport ..................................... 93.0

Des Moines ................................. 100.0

Sioux City ...................................... 82.0

Waterloo/Cedar Falls ..................... 85.0

kansas

Kansas City ...................................97.0

kentucky

Lexington....................................... 90.5

Louisville .......................................92.0

louisiana

Baton Rouge .................................. 99.0

New Orleans ................................. 99.0

maine

Portland ........................................95.0

maryland

Baltimore .................................... 103.0

massachusetts

Boston ......................................... 133.0

Springfield ................................... 104.0

michigan

Ann Arbor ................................... 100.5

Detroit ......................................... 100.0

Grand Rapids ................................ 85.5

Lansing .........................................84.0

minnesota

Bloomington ................................ 105.5

Duluth ........................................... 79.6

Minneapolis ................................. 106.0

Rochester .................................... 100.5

St. Cloud ....................................... 82.0

St. Paul ........................................102.0

missouri

Kansas City ...................................99.2

St. Joseph ...................................... 91.0

St. Louis ......................................100.3

nebraska

Lincoln .......................................... 85.0

Omaha ......................................... 96.0

nevada

Las Vegas ...................................... 93.8

Reno ............................................. 95.0

new hampshire

Manchester/Nashua..................... 112.0

new jersey

Mount Laurel ...............................115.0

Paramus ......................................130.0

Princeton .....................................125.0

Woodbridge ................................126.5

new mexico

Albuquerque .................................. 90.5

new york

Albany .......................................... 97.0

Buffalo .......................................... 95.0

Long Island .................................120.0



New York .................................... 139.0

Rochester ...................................... 91.7

Syracuse ........................................ 90.3

north carolina

Charlotte ..................................... 101.5

Greensboro ................................. 100.0

Raleigh ........................................ 104.0

ohio

Akron ............................................ 89.0

Canton .......................................... 82.0

Cincinnati ...................................... 97.5

Cleveland ...................................... 95.5

Columbus ..................................... 96.5

Dayton .......................................... 87.0

Toledo ...........................................84.5

Youngstown ................................... 76.0

oklahoma

Oklahoma City .............................. 91.7

Tulsa ............................................. 92.0

oregon

Portland ......................................106.5

pennsylvania

Harrisburg ..................................... 95.0

Philadelphia ................................ 115.0

Pittsburgh ...................................... 96.2

rhode island

Providence .....................................97.0

south carolina

Charleston .................................... 93.0

Columbia ...................................... 93.5

Greenville ..................................... 91.5

tennessee

Chattanooga ................................. 89.0

Cool Springs.................................. 99.0

Knoxville........................................ 88.0

Memphis ....................................... 95.0

Nashville ....................................... 98.5

texas

Austin .......................................... 106.0

Dallas ......................................... 107.5

El Paso ..........................................70.0

Fort Worth ................................... 107.0

Houston ...................................... 107.5

Midland/Odessa .......................... 115.0

San Antonio................................... 98.0

utah

Salt Lake City ...............................101.0

virginia

Norfolk/Hampton Roads ................ 94.5

Richmond ...................................... 98.0

Tysons Corner ..............................132.0

washington

Seattle ......................................... 118.9

Spokane ........................................ 82.0

wisconsin

Appleton ....................................... 85.0

Green Bay ..................................... 86.5

Madison ........................................ 97.5

Milwaukee ................................... 100.5

Waukesha .....................................98.5

Source of information on Pages 12-14: U.S. Department of Labor’s Bureau of Labor Statistics and OfficeTeam. City index figures are reflective of all industries and are not specific to the administrative field. For more information on average salaries in your city, contact the OfficeTeam location nearest you.



hiring trends in

canada

Canadian employers are hiring administrative staff who can bring immediate value to their teams. Demand is growing for experienced professionals, such as mid- to senior-level assistants and project coordinators.

Facing greater competition for skilled candidates, many companies are raising salaries and adding benefits that support work-life balance, such as extra vacation time and flexible schedules.

Employers are often turning to temporary professionals for short-term staffing needs. Many are also opting for temporary arrangements to assess on-the-job performance before extending full-time employment offers.

¾ Adaptability – Companies need administrative staff who can adjust quickly to change, whether it’s assuming new job responsibilities or learning the latest business practices. Multitasking skills are highly valued since juggling a variety of assignments is common.

¾ Technical expertise – Organizations expect candidates to be proficient with the Microsoft Office suite of software. A growing number of employers also value support staff who can assist with monitoring feedback and posting company updates on social media platforms.

¾ Communication skills – Administrative professionals are usually the first point of contact at a company, so it’s important they make the right impression with clients, vendors and others. Businesses seek candidates with strong written and verbal communication abilities who can provide excellent customer service.

¾ Drive – Companies want employees with initiative who will take immediate action when a job needs to get done and not wait to be told what to do.

skills in demand




canada position title 2014 2015 % change

administrative

Senior Executive Assistant* $58,000 – $74,000 $60,750 – $76,500 4.0%

Executive Assistant $48,000 – $61,750 $50,000 – $64,000 3.9%

Senior Administrative Assistant $43,750 – $54,000 $45,750 – $55,750 3.8%

Administrative Assistant $36,000 – $46,000 $37,250 – $48,000 4.0%

Entry-Level Administrative Assistant

$33,000 – $39,250 $34,250 – $40,750 3.8%

Senior Office/Facilities Manager

$54,000 – $69,750 $56,500 – $72,000 3.8%

Office/Facilities Manager $48,500 – $58,250 $49,500 – $61,250 3.7%

Marketing Assistant $38,500 – $48,500 $40,000 – $50,000 3.4%

Sales Assistant $37,000 – $47,000 $38,000 – $48,750 3.3%

Specialized Assistant – Legal $34,250 – $43,000 $34,750 – $44,250 2.3%

Property Management Assistant $37,250 – $45,750 $38,250 – $47,750 3.6%

Mortgage Assistant $37,250 – $47,250 $38,250 – $49,000 3.3%

Claims Processor $30,250 – $36,750 $31,250 – $37,750 3.0%

Research Administrator $35,250 – $43,750 $36,500 – $45,000 3.2%

Admissions Assistant $33,500 – $40,000 $34,500 – $41,250 3.1%

Project Manager $46,000 – $63,750 $49,000 – $64,750 3.6%

Project Assistant/Coordinator $39,250 – $51,750 $40,250 – $54,250 3.8%

Logistics Coordinator $38,750 – $48,500 $39,500 – $50,500 3.2%

Dispatcher $36,000 – $46,250 $37,000 – $47,250 2.4%

Purchasing Assistant $38,000 – $46,250 $39,000 – $48,000 3.3%

Document Control Clerk $32,750 – $41,000 $33,750 – $42,000 2.7%

Proofreader $41,750 – $56,000 $43,250 – $57,000 2.6%

Presentation Specialist $38,250 – $48,750 $39,500 – $49,750 2.6%

office services

Office/Facilities Coordinator/Assistant

$37,250 – $45,250 $38,250 – $46,500 2.7%

Office Clerk $29,250 – $35,000 $30,000 – $36,000 2.7%

Mail Assistant/Clerk $28,250 – $33,500 $29,000 – $34,250 2.4%

File Clerk $27,250 – $32,750 $27,750 – $33,500 2.1%

Imaging/Scanning Specialist $28,500 – $33,250 $29,000 – $34,250 2.4%

data entry

Senior Data Entry Specialist $34,000 – $40,000 $34,750 – $41,000 2.4%

Data Entry Specialist $30,000 – $35,000 $30,500 – $36,000 2.3%



position title 2014 2015 % change

Senior Order Entry Specialist $34,750 – $43,500 $35,750 – $44,500 2.6%

Order Entry Specialist $32,500 – $38,000 $33,250 – $39,000 2.5%

reception

Front Desk Coordinator $33,750 – $40,000 $34,750 – $41,500 3.4%

Receptionist** $31,250 – $37,500 $32,250 – $38,750 3.3%

customer service/call center

Customer Service Manager*** $46,750 – $62,500 $49,500 – $64,250 4.1%

Senior Customer Service Representative

$41,000 – $51,000 $43,000 – $52,750 4.1%

Customer Service Representative

$33,000 – $41,250 $34,250 – $43,000 4.0%

Call Center Manager*** $49,250 – $72,500 $53,000 – $73,750 4.1%

Senior Call Center Representative

$39,000 – $48,500 $40,750 – $50,250 4.0%

Call Center Representative $30,500 – $38,250 $31,500 – $40,000 4.0%

human resources (hr)

HR Assistant $38,250 – $49,000 $39,500 – $51,250 4.0%

HR Recruiting Specialist/Coordinator

$41,750 – $52,500 $43,000 – $55,000 4.0%

HR Benefits Specialist/Coordinator

$42,250 – $53,750 $44,500 – $55,250 3.9%


Patient Registration/Admissions Clerk/Enrollment Specialist

$35,000 – $43,250 $36,000 – $45,000 3.5%

Medical Secretary/ Administrative Assistant

$39,500 – $50,000 $40,500 – $52,000 3.4%

Medical Transcriptionist $40,000 – $49,500 $41,750 – $50,500 3.1%

Medical Receptionist $33,750 – $41,750 $34,750 – $43,250 3.3%

Electronic Medical Records (EMR) Clerk

$34,500 – $41,500 $35,500 – $42,750 3.0%

Medical Data Entry Specialist $32,250 – $39,500 $33,500 – $40,500 3.1%

Dental Scheduler/Receptionist $36,000 – $44,000 $37,250 – $45,250 3.1%

Notes for salary figures on Pages 16-17: Add up to 15 percent for expert multilingual abilities. Add up to 6 percent for Certified Administrative Professional designation. Add up to 10 percent for Microsoft Office Specialist certification. * Add up to 15 percent for senior executive assistants supporting C-level executives in large companies. ** Add up to 15 percent for receptionists in large companies who have more than five years of experience. *** Add up to 20 percent for customer service managers or call center managers overseeing more than 20 people.Figures listed on Pages 16-17 are average national starting salaries. To calculate the appropriate salary range for your local market, please refer to Page 18 or contact an OfficeTeam staffing manager. All salaries listed on Pages 16-17 are in Canadian dollars.




canada

The starting salary ranges provided on the previous pages reflect the national averages for each position.

To determine the estimated salary range for a position in your area:

1 2 3Locate your city’s variance number below.

Move the decimal point in the variance number two places to the left.

Multiply this figure by the low and high ends of the position’s national salary range.

alberta

Calgary ....................................... 105.1

Edmonton ................................... 103.2

british columbia

Fraser Valley .................................. 98.1

Vancouver ...................................103.5

Victoria ......................................... 96.2

manitoba

Winnipeg ...................................... 90.5

ontario

Kitchener-Waterloo ......................... 95.8

Ottawa ........................................ 100.2

Toronto .......................................104.9

quebec

Montreal ..................................... 102.9

Quebec City .................................. 90.0

saskatchewan

Regina .......................................... 93.9

Saskatoon ..................................... 95.6

visit officeteam.com/salary-calculatorfor a personalized salary calculation.



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interview questions to ask6

While resumes and reference checks matter, the job interview is the most pivotal part of the hiring process because it provides the best insight into whether someone is truly a good fit for your firm. To get the most illuminating insights, you need to ask interviewees the right questions and know what to listen for in their answers.

Here are six good questions to ask:

1 What do you know about our company, and why do you want to work here? Strong applicants will answer with enthusiasm. They’ll also show they’ve done their homework by providing beyond-the-basics information about your organization.

2 What skills and strengths can you bring to this position? Promising applicants will be able to make the connection between the job requirements and their relevant abilities and attributes.

3 Can you tell me about your current job? This question sheds light on the candidate’s most recent professional experiences and helps you evaluate the person’s communication abilities. An ideal response will include a concise summary of the person’s primary responsibilities and notable accomplishments.

4 What could your current company do to be more successful? An astute job candidate will have previously identified areas ripe for improvement and be able to diplomatically discuss sound solutions.

5 Can you tell me about a time when you had a disagreement with a boss or colleague and how you handled the situation? This behavioral-based question can help you assess the interviewee’s approach to conflict resolution. Look for team-oriented candidates who offer compelling anecdotes that show their ability to adapt and maintain professional relationships.

6 Do you have any questions for me? A savvy applicant will take this softball and knock it out of the park by asking several pertinent and well-thought-out questions that demonstrate a genuine interest in the job opportunity.



A well-written job description makes it easier for a business to hire the right person. It can not only deter candidates who lack the necessary skills from applying but also help top talent better describe their abilities in their resumes so you can see exactly how they match the requirements of the position.

The job description can also give a new employee a clear understanding of performance expectations from day one and become a crucial reference in the employee evaluation process. If you haven’t updated your firm’s job descriptions in a while, it’s probably time to revisit them.

Make sure to include these elements:

¾ Expectations of the job – In one to three sentences, summarize the overarching responsibility, function or role of the position within the organization and how it relates to other employees and departments in the company.

¾ Reporting structure – Identify the department where the position resides and the title of the person to whom the individual will report, as well as any employees the position supervises or manages.

¾ Key duties – Describe the actual day-to-day tasks of the position. Identify which duties are primary and essential and which are secondary or marginal.

¾ Required qualifications – Define the specific knowledge, skills and experience necessary for the job. Also include any other training, language proficiency or other aptitudes, as well as any educational or licensing requirements. Make sure your requirements accurately reflect the needs of the position, not just your wish list.

¾ Qualities or attributes – Explain the soft skills and interpersonal abilities that help a person succeed in the job.

essential elements of a

strong job description

visit us at officeteam.com/ootffor more tips on writing job descriptions.


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glossary of

job descriptions

administrative SENIOR EXECUTIVE ASSISTANT – Duties include those described for executive assistant, but the position supports the most senior executives, particularly in large corporations. A premium is paid for specific industry expertise. Sensitivity to confidential matters is required.

EXECUTIVE ASSISTANT – Performs administrative duties for executive management. Responsibilities may include screening calls; managing calendars; making travel, meeting and event arrangements; preparing reports and financial data; training and supervising other support staff; and customer relations. Requires strong computer and Internet research skills, flexibility, excellent interpersonal skills, project coordination experience, and the ability to work well with all levels of internal management and staff, as well as outside clients and vendors. Sensitivity to confidential matters may be required.

SENIOR ADMINISTRATIVE ASSISTANT – Duties include those described for administrative assistant, but the position requires more work experience within each function. Supports senior-level managers and may supervise other support staff. A premium is paid for specific industry experience. Advanced computer skills and the ability to train others in system usage are preferred.

ADMINISTRATIVE ASSISTANT – Performs administrative and office support activities for multiple supervisors. Duties may include fielding telephone calls, receiving and directing visitors, word processing, creating spreadsheets and presentations, and filing. Extensive software skills are required, as well as Internet research abilities and strong

communication skills. Staff in this category also may have the title of department assistant, coordinator or associate.

ENTRY-LEVEL ADMINISTRATIVE ASSISTANT – Performs a variety of Internet research functions and uses word processing, spreadsheet and presentation software. Duties also include fielding telephone calls, filing and data entry. May assist with overflow work from administrative and executive assistants and fill in for the office receptionist as needed.

SENIOR OFFICE/FACILITIES MANAGER – Responsibilities include those described for office/facilities manager, but the position requires more extensive experience and management skills. Duties may include selecting office vendors and supervising purchasing processes, directing mailroom and maintenance staff, and coordinating regular building safety checks and ergonomics training for staff.

OFFICE/FACILITIES MANAGER – Coordinates various office support services, including purchasing and facilities management. Requires strong communication skills and some accounting knowledge. May include supervision of office administrative staff. At some companies, this role may take on HR responsibilities.

MARKETING ASSISTANT – Duties include those described for administrative assistant, but this position supports a marketing department exclusively. May assist both full-time employees and freelance staff. Additional duties include helping with trade show and event planning, creating or updating presentation software files, tracking budgets and expenses, and communicating with external creative service providers. May also be involved in monitoring activity and

You can use the following job descriptions as a starting point and customize them with more detail to fit your open positions.



posting content for an organization’s social media channels.

SALES ASSISTANT – Duties include those described for administrative assistant, but this position supports a sales department exclusively. May assist sales staff based in remote locations. Additional responsibilities may include processing expense reports, coordinating the submission of proposals, planning meetings, tracking sales progress, troubleshooting minor technical problems, maintaining department database records, and serving as a liaison between traveling sales representatives and staff based in the home office.

SPECIALIZED ASSISTANT – LEGAL – Duties include those described for administrative assistant, but this position supports a corporate legal department or law firm exclusively. Additional responsibilities include assisting lawyers with screening client calls, preparing business correspondence and transcribing dictation. Must have excellent computer, communication and writing skills; understand local and state or provincial rules regarding pleadings and discovery formats, deadlines, and filing requirements; be familiar with court structures, vendors and other legal resources; and have basic knowledge of legal terminology.

PROPERTY MANAGEMENT ASSISTANT – Duties include those described for administrative assistant, but this position supports a property management company exclusively. Assists with reviewing lease contracts and tracking work orders and rent increases. Responsible for administrative support and landlord/tenant relations, as well as accounts payable functions.

MORTGAGE ASSISTANT – Responsible for preparing loan documents for review. May distribute signed contracts and organize loan files. Also may perform clerical, administrative and sales support duties. Strong organizational, communication and computer skills are required. Customer service, data entry and multitasking skills are preferred.

CLAIMS PROCESSOR – Provides administrative support in a claims department. Reviews insurance claims for accuracy and completeness before processing and submitting them to the claims examiner. Strong data entry, communication and computer skills are required. Thorough knowledge of the insurance industry is preferred, as is previous experience.

RESEARCH ADMINISTRATOR – Conducts research and gathers documentation in order to compile comprehensive reports. Extreme attention to detail and strong Internet skills are required.

ADMISSIONS ASSISTANT – Duties include those described for administrative assistant, but this position supports an admissions department at an educational institution. Additional duties include drafting and distributing student mailings, filing student information, scheduling appointments and processing transcript requests. May assist in coordinating student orientations. Strong verbal and written communication, customer service, and data entry skills are required.

PROJECT MANAGER – Responsibilities include those described for project assistant/coordinator, but the position requires more extensive experience and management skills. Oversees all aspects of the planning, implementation and tracking of projects. May supervise a team of project assistants/coordinators.

PROJECT ASSISTANT/COORDINATOR – Works with internal and external parties to initiate and run major projects. Coordinates schedules and activities, placing orders for supplies and services, and tracking progress and results. Requires excellent communication skills and extensive knowledge of database and project management software. Often reports to product development, project management or marketing executives.

LOGISTICS COORDINATOR – Responsible for the logistical processing of customer



orders, including coordination with vendors, sales staff, customer service representatives, billing representatives, warehouses and shippers. Arranges shipments. Some experience in purchasing, inventory control, transportation and warehousing functions is needed. Computer proficiency also is required.

DISPATCHER – Schedules and dispatches workers, equipment or service vehicles to carry materials or passengers. Records information on each call and prepares detailed reports on all activities occurring during the shift. Communication skills and the ability to work under pressure are important.

PURCHASING ASSISTANT – Creates, processes and tracks purchase orders. Maintains records of orders and inventory and follows up with vendors on shipment and delivery. Requires strong verbal communication, organizational and time management skills.

DOCUMENT CONTROL CLERK – Responsibilities include controlling the incoming and outgoing documentation process and maintaining files and project reports. Also may route orders, organize indexes and track shipping practices.

PROOFREADER – Edits copy to ensure proper grammar, spelling, syntax and style. Requires an eye for detail, an ability to use standard proofreading marks, and excellent knowledge of grammar and style.

PRESENTATION SPECIALIST – Uses Microsoft PowerPoint and other software to create internal and external presentations for organizations. Also may edit material and provide basic instruction to presenters. Strong design sense and organizational skills are required.

office servicesOFFICE/FACILITIES COORDINATOR/ASSISTANT – Supports the office/facilities manager in various office administration duties, including facility and general

maintenance services. Requires strong communication abilities, as well as computer and data entry skills.

OFFICE CLERK – Performs basic clerical tasks. Operates standard office equipment. May require computer and data entry skills.

MAIL ASSISTANT/CLERK – Sorts and distributes incoming and outgoing mail. Operates manual and electronic mailing equipment. Interacts with courier companies.

FILE CLERK – Performs clerical tasks, such as arranging letters, memoranda, invoices and other indexed documents according to an established system. Operates office equipment and completes general office work. Additional duties may include answering telephones and data entry.

IMAGING/SCANNING SPECIALIST – Sorts and prepares documents for imaging. Scans and verifies documents and indexes images. Must have knowledge of document imaging/scanning hardware and software, as well as experience creating electronic copies of documents. Experience with Microsoft Office and document creation software such as Adobe Acrobat is required.

data entrySENIOR DATA ENTRY SPECIALIST – Duties include those described for data entry specialist, but the position requires more experience. Prioritizes and batches material for data entry. Completes information analysis for procedures and reports. Must have knowledge of technical material and the ability to train and supervise others and be capable of high-volume data entry.

DATA ENTRY SPECIALIST – Inputs information quickly and accurately from a variety of sources into a computer database. May take customer orders and enter them into a tracking system.

SENIOR ORDER ENTRY SPECIALIST – Duties include those described for order entry specialist, but the position requires more



experience. Manages order entry activities for the organization. Works with shipping and manufacturing partners to schedule shipments to customers. Resolves customer order issues and assists with training new employees.

ORDER ENTRY SPECIALIST – Duties similar to those described for data entry specialist, but the position involves more customer interaction by phone or email. Checks inventory and provides shipping and pricing information. Tracks an order from its placement until the product is received. Good communication, computer, typing and alphanumeric data entry skills are required.

receptionFRONT DESK COORDINATOR – Manages the company’s lobby area. Greets and directs all visitors, including vendors, clients, job candidates and customers. Ensures completion of paperwork, sign-in and security procedures. Handles special administrative projects, as well as overflow work from other assistants. Depending on the size of the firm, also may answer incoming calls.

RECEPTIONIST – Greets visitors and performs general administrative duties. Handles incoming calls and may operate a switchboard. Also may assist other administrative staff with overflow work, including word processing, data entry and Internet research tasks.

customer service/ call centerCUSTOMER SERVICE MANAGER – Hires, trains and manages members of the customer service department. Resolves escalated or difficult issues regarding client complaints and other matters. Evaluates team performance. Works closely with managers in other departments on updating policies and procedures for client service. Some employers require an associate or bachelor’s degree or several years of relevant experience.

SENIOR CUSTOMER SERVICE REPRESENTATIVE – Duties include those described for customer service representative, but the position requires stronger work experience for each function. Additional duties may include resolving customer complaints, managing database records, drafting status reports on customer service issues and supervising staff.

CUSTOMER SERVICE REPRESENTATIVE – Receives and places telephone calls. Maintains solid customer relationships by handling questions and concerns with speed and professionalism. Performs data entry. Also may require research skills to troubleshoot customer problems. Excellent communication abilities and data entry skills are essential.

CALL CENTER MANAGER – Hires, trains and manages call center employees. Responsible for reviewing, implementing and improving call center policies and procedures. Tracks call volume and quality and prepares reports for company management. Some employers require an associate or bachelor’s degree or several years of relevant experience.

SENIOR CALL CENTER REPRESENTATIVE – Duties include those described for call center representative, but the position requires more work experience. Additional responsibilities may include proactive communication with customers and clients, upselling existing accounts, managing database records, and supervising staff.

CALL CENTER REPRESENTATIVE – Duties at an inbound call center include responding to customer inquiries, processing orders and routing calls to appropriate departments. Responsibilities at an outbound call center include contacting businesses or individuals, describing products or services, and obtaining customer information and leads. Handles a high volume of calls, usually leveraging an autodialer system. Performs data entry, maintains customer databases and logs calls. Excellent communication, customer service and alphanumeric data entry skills are required.



human resources (hr)HR ASSISTANT – Screens telephone calls, schedules interviews, conducts Internet research to locate potential job candidates, scans resumes, assists with planning new employee orientations, compiles materials and maintains employee database records. Strong computer skills are required, as is sensitivity to confidential matters.

HR RECRUITING SPECIALIST/COORDINATOR – Duties include internal and external posting of open positions, evaluating candidates to ensure they meet company hiring standards, and preparing offer letters. Additional responsibilities may include overseeing applicant tracking and conducting recruiting analysis. Also may assist with other HR department projects. Strong computer, communication, interpersonal and organizational skills are required.

HR BENEFITS SPECIALIST/ COORDINATOR – Assists with the operational management of domestic health and welfare benefit programs, 401(k) plans, the Registered Retirement Savings Plan (RRSP), and the Human Resources Information System (HRIS). Helps register employees for benefit plans, serves as the primary contact for benefit-related questions or complaints, and works directly with vendors to resolve issues. Strong computer, communication, interpersonal and organizational skills are required.

administrative healthcarePATIENT REGISTRATION/ ADMISSIONS CLERK/ENROLLMENT SPECIALIST – Interviews incoming patients prior to admission to gather demographic, insurance and emergency information. Ensures completion of paperwork, sign-in and security procedures. Explains hospital policies, prepares and distributes patient identification bands, and arranges for transportation to assigned hospital rooms. Additional duties may include collecting copayments, answering phones, assisting family members, and conducting research

for prior hospitalization records and account folders. Sensitivity to confidential matters is required.

INSURANCE REFERRAL COORDINATOR – Serves as a liaison between insurance and healthcare providers to ensure required referrals have been processed correctly for medical specialty visits. Must have a solid understanding of insurance procedures and a working knowledge of medical terminology and coding. Knowledge of medical billing is a plus.

INSURANCE VERIFICATION CLERK – Provides support to medical billing staff. Clarifies and verifies details of insurance coverage with private or government carriers and offers information to patients before medical services are provided. Obtains insurance authorization for medical procedures, tracks physician referrals and provides necessary details to billing staff. The position involves heavy phone interaction and demands top customer service and problem-solving skills in working with physicians, claims processors, medical billers and patients.

MEDICAL OFFICE ADMINISTRATOR – Oversees the day-to-day management of a healthcare practice. Responsibilities include hiring and managing staff, developing a business plan, interacting with insurance companies, handling contracts, and attending seminars to remain current with rules and regulations. Manages all accounts receivable functions and the budget for the office/department.

MEDICAL EXECUTIVE ASSISTANT – Performs administrative duties similar to those of an executive assistant but for medical executives, including C-level hospital executives, department chairs and senior administrators. Knowledge of software programs and medical terminology is required. Previous experience in project coordination and writing (for grant and proposal processes) may be necessary.Taking dictation and synchronizing handheld devices with office computers may be required.



MEDICAL SECRETARY/ADMINISTRATIVE ASSISTANT – Performs duties similar to those of an administrative assistant but in a hospital, medical office or healthcare-related industry, such as insurance. Familiarity with medical terminology, claims management and filing procedures is often required. This position calls for frequent interaction with vendors and patients. Sensitivity to confidential matters is required.

MEDICAL TRANSCRIPTIONIST – Listens to tapes recorded by medical staff and types information exactly as stated into computer files. May use standard word processing software or customized databases. Requires solid knowledge of medical terminology, spelling and abbreviations, as well as exceptional typing speed (70+ words per minute) and accuracy. Some healthcare organizations may seek candidates with backgrounds in a specialized area.

MEDICAL FRONT DESK COORDINATOR – Greets and directs all visitors, including patients, representatives, job candidates and customers. Ensures completion of paperwork, sign-in and security procedures, and scheduling of patients. In larger organizations, acts as the lead for all front desk staff (including receptionists and/or schedulers), coordinates schedules for the front desk, assists in managerial tasks and serves as the initial contact in problem resolution.

MEDICAL RECEPTIONIST – Greets visitors, handles incoming calls, schedules appointments and performs general administrative duties in a healthcare facility. Must be familiar with medical terminology. Sensitivity to confidential matters is required.

ELECTRONIC MEDICAL RECORDS (EMR) ABSTRACTOR/AUDITOR – Extracts key data from patient records and enters a summary of this information into electronic files. Reviews scanned records to verify information has been correctly transferred and saved.

EMR QUALITY ASSURANCE SPECIALIST – Audits medical records to ensure patient information, treatments and diagnoses are accurately classified using ICD-9/ICD-10, Current Procedural Terminology (CPT) and/or Healthcare Common Procedure Coding System (HCPCS).

EMR CLERK – Duties include the initiation of medical charts, completion of insurance forms and death and birth certificates, transcription of dictated medical records, and retrieval of medical charts. Must possess strong knowledge of medical terminology and procedures, as well as the legal aspects of medical record administration.

MEDICAL RECORDS SCANNER – Sorts and prepares medical records for conversion to electronic format. Scans records, verifies they are imaged correctly and accurately indexes images. Must have knowledge of electronic medical record imaging/scanning hardware and software, as well as experience creating electronic copies of documents.

MEDICAL DATA ENTRY SPECIALIST – Enters alphanumeric information into computer system. Stores, retrieves and updates files. Completes information analysis for procedures and reports. Requires knowledge of medical terminology, software systems and filing procedures.

SENIOR MEDICAL CUSTOMER SERVICE REPRESENTATIVE – Duties include those described for medical customer service representative, but the position requires stronger work experience for each function. Additional duties may include communicating with patients and providers via telephone, email or regular mail; managing database records; drafting status reports on customer service issues; and supervising staff.

MEDICAL CUSTOMER SERVICE REPRESENTATIVE – Duties include receiving and placing telephone calls. Answers questions from patients and providers with speed and professionalism. Performs data



entry and uses software programs. May also require research skills to troubleshoot patient problems. Excellent communication abilities are essential.

MEMBER SERVICES MANAGER – Supervises staff who take calls from providers and members with inquiries about claims, benefits and other issues. Responsible for the quality assurance of the organization.

CUSTOMER SERVICE/MEMBER SERVICES REPRESENTATIVE – Ensures customer satisfaction by responding to customer needs. Duties include processing claim orders, verifying transactions, preparing correspondence and solving problems.

SURGERY SCHEDULER – Arranges patient and physician schedules for surgical procedures. Reserves operating rooms and schedules support staff. Requires strong computer skills, sensitivity to confidential information and excellent communication abilities.

DENTAL SCHEDULER/RECEPTIONIST – Greets patients, schedules appointments, handles incoming calls and performs general administrative duties in a dental practice. Requires computer knowledge and excellent communication skills.

CREDENTIALING SPECIALIST – Under supervision, coordinates the credentialing procedure by compiling and processing applications in compliance with federal, state, provincial, program and regional requirements. Ensures consistent documentation and accuracy of physicians’ credentials. Strong computer skills and knowledge of medical terminology required. Those with Certified Provider Credentialing Specialist (CPCS) designation are preferred.

CERTIFIED MEDICAL CODING MANAGER – Oversees daily operations of the coding department. Duties include those described for certified coding specialist, but the position requires greater work experience for each function. Strong knowledge of medical terminology and a professional demeanor are required.

CERTIFIED CODING SPECIALIST – Generally works in a hospital setting, referring to a patient’s medical chart and selecting proper codes to classify procedures performed, diagnostic information collected and treatment provided. Uses ICD-9/ICD-10, CPT and/or HCPCS coding systems. Forwards completed documentation to medical billers for processing and payment. Certified Coding Specialist (CCS) certification is required. Some hospitals also may require experience in a specialty area, such as oncology, surgery or pediatrics. May interact with physicians or other medical staff to clarify points of diagnosis. Requires knowledge of medical terminology and abbreviations, solid attention to detail, and sensitivity to confidential information.

CERTIFIED PROFESSIONAL CODER – Duties include those described for certified coding specialist, but this professional typically works in a physician’s office. Certified Professional Coder (CPC) certification is required.

PROVIDER RELATIONS SPECIALIST – Acts as a liaison between providers and the managed care plan. Educates providers concerning network participation and other plan policies and procedures. Investigates and resolves providers’ inquiries regarding claims submission and processing, including reimbursement issues. Requires the ability to explain and differentiate among multiple insurance plans and contract features. May work directly with plan members to assist in locating the best medical treatment supported by their plan.



Change – and lots of it – is the only constant today. The companies most poised for success are those that remain agile in responding to an ever-evolving business environment. This is especially true in the way they staff their operations.

The perennial job of adjusting employee headcount to match business opportunities is best handled with a flexible staffing plan. Creating a dynamic mix of full-time employees and highly skilled temporary professionals enables firms of all sizes to nimbly staff up or down based on workload demands. This cost-effective approach to managing personnel resources has become “the new normal” – a permanent part of many firms’ human resources plans.

The number of professionals at all levels choosing to work on a temporary or project basis is also rising. The result? Employers can leverage the wealth of experience and knowledge these skilled workers possess without taking on the fixed costs of a full-time hire for every personnel need.

the benefits of a

flexible staffing structure

5benefits of a flexible staffing structure

1 Quickly and easily adjust staffing levels, keeping overhead costs under control year-round.

2 Ease the burden on core staff members who are spread too thin.

3Access a deep talent pool of professionals who possess specialized skills that aren’t available in-house – when and for as long as you need them.

4Avoid the damaging cycle of overstaffing followed by layoffs. As a result, you can increase the job stability and morale of your full-time employees.

5 Reduce recruiting time (and the associated costs) if you identify a longer-term need.



Robert Half is the world’s leading specialized staffing service. Our OfficeTeam division specializes in placing administrative professionals on a temporary and temporary-to-full-time basis.

Key benefits we can offer your business:

¾ The right talent, right on time – Our staffing professionals excel at making smart matches from our extensive network of experienced job candidates. We make sure they’re ready from day one to help keep your business running at full speed.

¾ Recruitment, from beginning to end – We handle all aspects of the hiring process for you: Our staffing professionals conduct face-to-face interviews, technical skills evaluations, select reference checks and soft skills assessments with our candidates. We evaluate their fit with your work environment so that we’re making the right placement the first time.

¾ A personal touch – Technology is no replacement for personal service. We use the latest technology tools and our professional networks to quickly find you the best available candidates. We also provide one-on-one service tailored to your hiring needs. In other words, we don’t rely solely on e-solutions.

¾ Options to fit your needs – Whether you require a temporary professional during peak workloads, a full-time employee or a team of consultants to assist with a special project, our staffing professionals can provide you with a range of options based on your criteria.

¾ Experience and reputation – Our parent company, Robert Half, has been in the staffing business for more than 65 years. In that time, we’ve learned how to read the job market in all economic climates, and we’ve developed a reputation for offering sound advice and highly skilled candidates, no matter the current conditions.

Contact OfficeTeam at officeteam.com or 1.800.804.8367 to learn more about how we can help you with your staffing needs.

about OfficeTeam

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