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Jim Essey Inducted Into the Staffing 100 “Hall of Fame.”

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After being named to the Staffing Industry Analysts (SIA) Staffing 100 list five times, SIA has named Jim Essey to its Hall of Fame. Only 39 Staffing Industry Executives have ever been named to this list.

About the Staffing 100 Hall of Fame

When Staffing Industry Analysts “Staffing 100 list” was created in 2011, it was to honor a group that found people jobs, and even accelerated the process of finding a job. This unranked list was a call-out to those influential leaders.  Several years later, it was discovered that there are a group of people who made the list each consecutive year. The Staffing Industry Analysts wanted to give that group, who have made a lasting impact on the world of work, taking the staffing industry to great heights as exhibited by their illustrious careers, special recognition. Thus, the Staffing 100 Hall of Fame was born.

What makes these people stand out to their peers and the ecosystem? Here are a few commonalities:

  • Pursuit of Excellence: This group works hard every day trying to raise standards for the people in their companies, the talent, and customers. It’s about learning, innovating and being able to put new ideas into practice.
  • Empower Others: It’s more than the bottom line. It’s about inspiring their teams and their clients to take those steps that can help others. It’s about finding the right solutions for the right group, be it a program, a job or technology.
  • Persistence: The workforce solutions ecosystem is a dynamic ever-evolving environment. The path to success is just arduous, it keeps changing. Mergers, acquisitions, needs of the customer, innovation, new models all go to creating a vibrant but changing space.
  • Integrity: Being ethical is essential to the image and success of this industry, and it inspires others to do likewise.
  • Strong Leader: As seen from this list, these professionals are industry leaders using their experience and knowledge to elevate the industry.

To view the entire list of inductees for the Staffing 100 Hall of Fame click here.

 

About Jim Essey

Since joining the TemPositions Group of Companies in 1985, Jim has focused the firm on developing a number of niche businesses, heading each with industry experts. Through his efforts, TemPositions has become one of the nation’s largest regional staffing firms, and one of the true full-service staffing companies in the market today.

Jim sits on the boards of the American Staffing Association, the New York Staffing Association, and the American Brain Foundation. He has also been elected Chairman of the American Staffing Association (ASA); has served as Chair of the National Chapter Leadership Council and President of the New York Staffing Associate (NYSA), and currently serves as Chair of the ASA Legal/Legislative Committee.

Jim holds a BA from Trinity College (Hartford, CT), a General Course degree from the London School of Economics and Political Science and an MBA from Harvard University.

To learn more about Jim Essey and The TemPositions Group of Companies, click here.

 

 

TemPositions Logistics Acquires Assets of Access Staffing Light Industrial Division

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For Immediate Release
Contact: Jason Danzi
212-916-0853
jdanzi@tempositions.com

 

NEW YORK, March 9th, 2018 – TemPositions Logistics, a division of The TemPositions Group of Companies, one of the country’s oldest and largest regional staffing firms with operations in the New York Tri State area and Northern California, has acquired the assets of the Light Industrial Division of Access Staffing. TemPositions Logistics specializes in providing assemblers; driver’s helpers; general laborers; inventory clerks; machine operators; mailroom staff; maintenance workers; picker/packers; shipping and receiving, stock, storeroom and warehouse staff; and other similar workers to the Tri-State area.

The internal staff of the Access Light Industrial Division, including Joanathan Neira, Melissa Riquelme and Ana Uribe will be joining TemPositions Logistics, and relocating to the TemPositions offices at 20 Broadhollow Road in Melville, NY. Fran Baker has been appointed Managing Director of the division.  Phone numbers will remain the same.

“This acquisition expands our capabilities in this segment, allowing us to better service our existing customers.  In addition, the state-of-the-art systems we have developed internally will bring a higher level of service to the Access Staffing Light Industrial client base.” said TemPositions’ President/ CEO, James A. Essey.

The transaction will offer current Access clients TemPositions’ award winning suite of electronic tools which makes doing business so much easier versus competitors, including online ordering, electronic time capture and approvals, automated billing, and 24/7 reporting.  Besides technology tools, previous Access Staffing field employees will be offered TemPositions’ expanded benefits package including paid vacations and holidays as well as ACA compliant health coverage.

About TemPositions

The TemPositions Group of Companies is the New York tri-state area’s leading provider of temporary, direct hire and temp-to-hire staff. Since 1962, TemPositions has built an award-winning reputation for unprecedented service to both employees and clients. Multiple specialized divisions offer applicants a wide range of assignments in fields including office administration, computer networking/IT, light industrial, legal, accounting and finance, human resources, design/creative, hospitality/special events, health care and teaching. The Company is headquartered in New York and services the New York, Connecticut, New Jersey and Northern California markets through various offices. www.tempositions.com

 

Corporate Team Building Activities in NYC – A Complete List

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Company or Corporate Team Building has earned a reputation of having a fun factor just shy of a root canal. And with good reason. Few of us can say in all honesty that hotdog eating contests and egg balancing games are worthwhile investments. After all, that money could be better spent on, say, salaries. Yet we’re here to challenge any preconceived notions you may have that team building has to be embarrassing, ridiculous and/or a waste of time. To the contrary, New York City is a playground for adults, one so rich in team building opportunities that you could be forgiven for not realizing that you’re on the clock when you’re participating.

From espionage to athletics, there are plenty of engaging team building activities within New York City for your corporate team. With all the fun bound to happen, it’ll be easy to wonder why you’re getting paid.

Consider this list as a go-to reference for team building activities that are sure to evoke high-fives instead of eye-rolls. When your team is ready for laughter, learning, and connecting, NYC has you covered.

Puzzle-Solving, Code-Cracking Team Building

Team Building Activities in NYC

Flex your cerebral muscles while having fun with team building challenges that require you to work with your teammates to solve puzzles and crack codes. These types of activities require groups to work together in engaging ways, all the while practicing the type of problem-solving necessary on the job. They also have the added benefit of utilizing different ways of thinking so that everyone winds up feeling successful.

Where can you get your puzzle-solving, code-cracking fun on in New York City?

Escape the Room You and your team are locked in a room for 60 minutes. Through a series of interactive puzzles and clues, you must try to escape. Rooms accommodate up to 10 people at a time. Note that if you don’t reserve the entire room, people you don’t know might be part of your game.

info@escapetheroomnyc.com or call 347-954-9160

Mission Escape Games Like other escape rooms, Mission Escape Games places you and your teammates in a room for an hour. You must inspect the room for clues, collaborate together to solve the puzzles and break out of the mission within the allotted time.

missionescapegames@gmail.com or call 347-903-8860

The Great Gotham Challenge Not only will you learn all about your teammates in this race around Manhattan, but you’ll also learn about the city’s history. Participants seek out and decode a series of interactive clues in this large-scale competitive puzzle game.

gamemaker@greatgothamchallenge.com

Scavenger Hunt Team Building

Corporate Team Building Activities

Watson Adventures Scavenger Hunts Think you know New York City already? Chances are, going on a scavenger hunt through the area will bring new surprises. Explore the city’s museums and historic neighborhoods with a scavenger hunt that pairs sleuthing with silliness. Additional twists are available, such as challenges to add culinary treats or humor. Watson Adventures handles groups anywhere in size from eight to 500 and can last from 90 minutes to two hours.

Call 1-800-656-0713

New York City Team Building With multiple scavenger hunts available, there is no shortage of clever ideas offered by New York City Team Building. Many of the hunts are based on a television show, such as Urban Fear Factor and The Amazing Chase, although there are other creative choices, including Play it Forward and Random Acts of Kindness.

Call 1-877-713-7238

Physical Team Building

Corporate Team Building Activities

Whirliball It’s hard to beat the site’s own description: ” what other sport so capably combines bumper cars, jai alai, basketball and drunkards?” Your team can enjoy riding adult-size bumper cars while tossing a ball back and forth and trying to make baskets. Sound fun? We think so!

Call 773–486-7777

Throwback Fitness Few work environments facilitate fitness; unless you are a construction worker or aerobics instructor, chances are high that you spend more time sitting than standing while on the job. Throwback Fitness throws a wrench in that standard routine by offering old school games that incorporate serious workouts and fun. Think tug-o-war and dodgeball to get an idea.

brian@throwbackfit.com or call 610-844-5364

Zog Sports Bring new insight into your team with collaborative sports that can be brought to a park, a gym, or your office. By combining sports with team building, you’ll have a chance to see colleagues in new ways.

info@zogsports.com or call 646-467-5298

Charitable and Philanthropic 

Corporate Team Building Activities

The Leader’s Institute Pairing corporate team building with charity work, The Leader’s Institute will have your group learning new skills, working together, and helping one of many local causes. Choose from a variety of activities, such as building bicycles for kids, designing a golf course with food for a local food bank, or build teddy bears for firefighters to give to children who have been traumatized.

info@leadersinstitute.com or call 1-800-872-7830

Charity Team Building Offering fully customizable projects for your team building adventure, Charity Team Building encourages corporate groups to work together in many different ways. Activities range from making care packages for deployed military members to building wheelchairs for a local or global organization.

Learning

Whoever said that school was boring hadn’t met these challenges yet. Each activity blends learning with hands-on activities so that everyone on your team can play — and learn.

Brooklyn Winery Depending on your group’s preferences, there are different options to choose from. Participate in wine blending, fuse blind wine tasting with trivia and label making contests, or become wine detectives where you learn to identify wines based solely on their sight, smell, and taste. Larger groups may enjoy a blind wine pairing game where everyone must seek out the right person in the crowd to complete their wine pairing.

Call 347-889-7100

The Paint Place Whether you want to go to their studio or meet at your own, The Paint Place features large group parties where an artist guides you to craft your own original piece of art. Every painter receives a 16″ x 20″ blank canvas, an apron, paints, and brushes, plus instruction.

info@thepaintplaceny.com or call 212-799-0112

Paint & Sip Studio Sip on an adult beverage as you learn how to paint a whimsical picture with your colleagues. Whether you are a beginner or a painting aficionado, you’ll be able to channel your inner Picasso to the delight of those around you.

info@paintandsipstudiony.com or call 917-509-6613

My Cooking Party For corporate cooking classes and culinary competitions, My Cooking Party is the kitchen to visit. For groups interested in an Iron Chef-style competition, they can try Battle of the Bites. There, teams choose from drawers of mystery ingredients and then whip up the tastiest Hors D’oevres. Alternately, you can participate in Shop, Drop, & Roll, which is a cross between a game show and a scavenger hunt, or The Dinner Duel, wherein teams compete to create a feast without using any recipes.

info@mycookingparty.com or call 212-686-2433

Common Pitfalls for Company Team Building

Corporate Team Building Pitfalls

To successfully compete in today’s marketplace, business leaders must harness the strengths of every team member. They must build teams that are unflinching in their ability to achieve and sustain momentum. Notably, they must instill the belief that the team is unstoppable.

Unfortunately, all too often, leaders and managers believe that a simple round on the go karts will do the trick. This can lead to one of several pitfalls: disengagement, embarrassment, and/or no progress. Here are a few tips about how to avoid the common pitfalls that can stem from teambuilding activities so that your efforts are applauded rather than arraigned.

  • Neglecting to include the senior management staff: One of the critical factors in determining team success is the team leadership skills of senior management. Well-versed in their own management or technical skills, many people at the executive level have — to put it nicely — become rusty at teambuilding. The Solution? Include everyone in the teambuilding activities.
  • Making team building a one-time affair: It is through team collaboration that innovative ideas are formed. Leaders who are inclined to skip over teambuilding activities are less likely to push their team past barriers to team success. As such, management should find opportunities for collaboration whenever possible. This includes the big events — such as those listed in this article — and smaller, more focused activities, such as brainstorming and collaboration on projects.
  • Keeping Disruptive Dan on the team: By its very name, teambuilding activities are intended to strengthen teams. If there is a person on the team who continually disrupts the flow of learning and collaboration taking place, they should be shown the exit. Keeping these people on the team leads to a lack of trust in management that it can take care of and lead the team.
  • Permitting meeting madness: Just because it is a fun activity, should not mean people disregard all decorum. If managers allow employees to arrive late, spend time on their Blackberries, and let a few people hog all the airtime, it sends the message that such activities are a waste of time.

How Does a Temp Agency Work?

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How Does a Temp Agency Work?

Temp agencies are often used by a huge variety of industries. The primary advantage of a temp agency is that companies looking for large volumes of temporary work can be easily connected with the required talent – but over recent years, many such agencies have become even more robust, offering temporary, temp-to-hire, or even permanent jobs, in some cases.

However, there remains some confusion about the precise role of a temp agency – both for clients and for candidates. Clients often wonder what they’re paying for – why not find candidates ourselves? And candidates are sometimes concerned that they’re simply being used, and may be hit with hidden costs, fees, or miss out on benefits of other work.

We’re here to break down the basics about how temp agencies work, both for clients and for candidates.

Infographic - How Does a Temp Agency Work?
Infographic – How Does a Temp Agency Work? (click to enlarge)

How do Temp Agencies Work for Clients?

Here’s the breakdown of how a temp agency relationship works for clients, step-by-step.

1. Client Companies Contact a Temp Agency

The first step is working out exactly what kind of staff you need. Generally, temp agencies will ask for pertinent information about the type of work being done, job descriptions, job expectations, skills required, and so on. After this initial consultation is finished, the process of finding the required candidates begins.

 

2. Candidates Are Identified

Using third-party search tools, as well as in-house databases on contacts, candidates, and recruits, the agency takes the particular requirements of the client company, and begins searching for suitable candidates – candidates who have the required skills, experience, and knowledge to perform ably in the given job position.

This is one of the most important services that temp agencies provide – searching for and finding desirable candidates isn’t always easy, and most agencies have in-house databases and dedicated staff who can ensure that the process goes as smoothly and efficiently as possible. This decreases the time taken for the hiring process, which allows open positions at client companies to be filled quickly and effectively.

Once candidates are identified, they are contacted and interviewed.

3. Contact and Interviews

The temp agency reaches out to the appropriate candidates and informs them about the job opening. Generally, candidates who are new to the agency are asked to undertake a battery of tests that will ensure they are suitable for work, after which the agency will usually begin asking them to come in for a physical interview, or an interview conducted over the phone or through an online interview via Skype.

Interested candidates are then spoken to, and vetting and background checks are done to ensure that they are not misrepresenting their skills. If everything checks out and the candidate is a good fit, they are then placed by the temp agency into the position open in the client company.

4. Placement and Remuneration

Once the employee is placed in the client company, they begin work. Technically, the worker in question is an employee of the temp agency – which is why they deal with remuneration, work scheduling, taxes, and other basic employer tasks.

Work schedules are made per the length of time required for an assignment, and changed depending on client requirements. When the period of work concludes, the worker is removed from the client company, and then begins seeking other work.

During the contract period, the client company pays the temp agency a set rate per worker, depending on the hourly wages and fees associated with that worker, along with a markup that’s passed on to the agency.

5. Understanding Markups

Markups are what often make people question the need for a temp agency – why pay $32 an hour to a third-party temp agency when an employee is only making $24 an hour?

Well, the fact that the agency is responsible for the worker, their performance, and for finding and placing the worker in the appropriate position is the primary reason that they make a surplus – after all, great service isn’t cheap, and good candidates can be hard to find fast.

In addition, $24 an hour isn’t really $24 an hour. The temp agency is responsible for a number of taxes and fees including payroll taxes, paying the recruiter, company rent, paying for ad postings along with employee insurance and benefits. Combining all of these costs is how the temp agency creates the appropriate markup for each client.

Good service and fast responses aren’t free. Temp agencies aren’t cheap – not as cheap as hiring workers yourself – but the opportunity cost of work being delayed and other issues can often hurt your bottom line.

How do Temp Agencies Work for Candidates?

Here’s how a temp agency works from the candidate side.

1. Candidates Apply to The Temp Agency – Or Are Contacted Directly

Often, large temp agencies have a large pool of candidates already, as many professionals submit their information to them directly in hopes of finding good temporary work assignments. These are usually the first resources that agencies will go to for candidates. If there are no appropriate candidates, other third-party HR resources can be used to find appropriate persons for any given position.

Regardless of the way that a candidate is found, the candidate will be contacted by the temp agency, and informed of the position that is available to them. The candidate will perform basic tests if necessary, and then be vetted and interviewed to ensure they are appropriate for the task at hand.

Once interviewed, all candidates will be placed in a database for consideration for future work.

One misconception that some candidates have is that they must pay a temp agency. We’ll say it in bold:

 

They make money by profiting off of a client’s immediate need for short-term work – by providing your services to the agency, you’re helping them make a profit. You absolutely never should have to pay for job placement. If you do, you’re being scammed.

2. Candidates Are Placed in An Appropriate Position

This may take some time – depending on the skills of a candidate. Once an appropriate position is open, a candidate will be contacted by the temp agency if they are determined to be a fit.

The agency will provide the candidate with all of the pertinent details of the job – required skills, dress code, location, requirements, scheduling, and so on. Once the candidate agrees to the job, they are sent to the appropriate location to begin work.

3. Candidates Are Handled by The Agency For The Duration Of Work

When you work for a staffing corporation, you’re not technically employed by the client company. The temp agency that hired you will take care of payments, taxes, scheduling, and other basics, as well as handle complaints – both from workers and from client companies. The temp agency also handles the candidate’s benefits including insurance, vacation, retirement plans and child care assistance.

The worker will show up to the specified location, begin work, and continue in that manner until the conclusion of the duration of their work term, receiving payments, schedules, and so forth from the staffing agency.

4. At the End of Work Term, Candidates May Inform Temp Agencies of Further Work Needs

A candidate/temp agency relationship doesn’t usually end after just one job. If performance was good, and a candidate makes it clear that they are seeking more temporary work, another assignment may be found relatively quickly, and the candidate may be placed in a new position at a new client company. The agency only makes money if the temp is out working so their goal is to find the temp as many jobs as possible. The temp can aid in this process by keeping the agency updated on their availability so the agency can notify them when a suitable position becomes available.

Doing so allows a temp company to continue providing work to good candidates, and helps candidate, earn a steady income.

Conclusion

Hopefully, this article has helped clear up how a temp agency works. By providing short-term, skilled work for clients in need, they make a small profit, which allows them to find appropriate candidates quickly and easily.

Temp agencies aren’t magic – they can’t replace your HR department, and they’re not usually alternatives to finding full-time employees. But for those times when clients need large amounts of work done in a short time-frame, or when times are tough and many talented folks who are in need of part-time work are seeking employment, temp agencies can be very helpful indeed.

For more information, feel free to check out our FAQ’s

The Rise of the Robo Financial Adviser

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Now you’re playing with power – 21st century investing with Robo-Advisers

The robot uprising has been quieter than expected. In fact, few even heard it coming.

In recent years the unemotional, efficient analyses of so-called “Robo-Advisers” has pushed to the forefront of investing services. Can the investing acumen of an entity comprised of programming code outperform traditional advisers?

In this article we’ll seek to answer this question through a review of the services offered by robo-advisers. We’ll consider the behavioral finance advantages to this new method and how engaging in this practice illuminates your own risk tolerance. Finally, we’ll review the costs involved and how robo-advisers can accomplish retirement goals.

A restriction on impulse

When you interact with a robo-adviser service you’re plotting a course then engaging autopilot. This has a distinct advantage that’s less evident with traditional investing. When you’ve committed to a set plan upfront you’re far less likely to deviate. Robo-adviser services seem to have the unintended benefit of countering the problems of behavioral finance.

The emerging field of behavioral finance endeavors to explore the notion that you, the investor, are your own worst enemy. In the past traditional economics has been the tool in understanding how and why business, markets and individuals operate as they do. Today this is changing.

Experts have incorporated cognitive and behavioral psychological theory to more clearly understand why rational decision making can so dramatically breakdown. It is these breakdowns that can cause loss of personal wealth and at it’s worst decimate entire markets. Irrational thinking leads to economic problems.

Consider the findings of a paper published by The Research Foundation of CFA Institute Literature Review. The author explains, “one aspect of the discussion about rational and irrational investors that is important to consider is the extent to which professional traders and money managers are subject to the same behavioral biases that are more commonly discussed in the context of individual (typically assumed uninformed) investors.” By removing humans, including yourself, from the process you’re creating a barrier to this problem.

You’re the programmer

Many mistakenly believe that opting for a robo-adviser takes away their financial control entirely. This is untrue.

While the robo-adviser will generate a specifically curated portfolio of investments it will do so in response to your risk tolerance. You are driving the major parameters. It is from this point that the robo-adviser will begin working.

It can be argued that this in fact puts more agency in your hands. As you are guided through a series of questions about investment preferences you’ll come to an understanding of your own psychological profile. The result: you’re making decisions without the implicit or explicit influence of an “expert.” Instead of market fads or alluring speculative trades, your plan will be restricted to more pertinent factors…

The primary attributes:

  1. Age
  2. Income
  3. Single/Duel income
  4. Dependents/No Dependents
  5. Current savings
  6. Risk tolerance

The irony is that a robo-adviser will put you in the picture more than a traditional money manager will. There are no commissions or motivations to push certain investment products. The conversation is focused on where you are financially and where you want to go. The questions are answered in private without uncomfortable silences or the influence of needlessly complex marketing materials.

Minimizing expenses


Robo-advisers offer among the lowest fees. The process is streamlined and efficient thereby rooting out costs that erode wealth in the long-term.

The reduced expenses also come from a cost efficient selection of funds. Robo-advisers maximize returns by restricting the suggested mutual funds, ETFs and bonds to those with the lowest expense ratios. The benefit of this practice is most visible over a long-term horizon where the magic of compound growth can amplify wealth. In many cases these annual ETF costs will range from 0.05% to 0.75%. Be cognizant of your exposure to costs. Some annual fees will also apply. These differ from among robo-advisers but you can expect to pay .15% to .75% annually as a service fee.

Retirement in the digital age

Robo-advisers are up to the task of retirement planning because it is a game of consistency and discipline. The automatic rebalancing option offered by many robo-advisers can help achieve the “slow and steady” mentality that is so crucial for long-term investors. Markets will rise and fall but the machines will not respond emotionally even if you do. This is to your benefit.

The algorithms involved in robo-advising are also optimized for tax loss harvesting. This complex practice is simplified with the aid of automation. Those planning their retirement will find enormous value in this cost-cutting measure.

A robo-adviser is an excellent option for any investor. The simplified, low cost approach is perfect for beginners and high net worth clients alike.

Current Trends Driving Changes in Social Services

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Over the course of history, innovation and creativity have proven to be vital for achieving success. From the first car to the airplane, the radio, the Internet, and so on, all these inventions changed and influenced people’s life for the better. While the progress and innovation made in social services are not mentioned in the history books, its impact is equally as important.

Social services are an ever-changing landscape. Various factors, from the government policies and economy to demographics affect the work of agencies. Leaders understand that technologies, processes, and culture play vital roles in delivering high-quality services, and they try to comply.

Today, new trends fuel social services, helping them to deliver the best outcomes while preparing for tomorrow. But, agencies need to identify them first. Not always visible, they can emerge all at once, taking the social service world by storm.

So, what are the moving forces that are causing social services to change? And how can agencies take advantage of them to deliver better services for the people they serve?

Let’s explore.

Changing Demand


According to a recent report, the number of people 65 or older will grow by 135% by 2015. As Baby Boomers are getting older, social services are looking for new ways to deliver care to them. Meanwhile, the government still struggles to find a solution for the oncoming challenge facing social services and the health care system.

In response to this trend, agencies providing social care to elder patients will need to expand the types of services they offer. Baby Boomers will need social services to grow and change with them, as they move through different stages of needs. As people continue to live longer, organizations need to adapt and improve their services. They need better funding plans so that they aren’t struggling to make the budget each year.

The Need for Inventive Financing Models


The aging population will create the need for more creative financing model. One trend that is supposed to change social services is investing in social outcomes. Pay-for-results contracts, a funding mechanism that pays social service organizations when results are met, are becoming predominant. The idea behind this concept is to encourage outside investments and minimize the need for expensive remediation paid from the taxpayers’ pocket.

By monetizing social outcomes, agencies will be more focused on delivering high-quality services and changing their system.

Shifting Donor Base


Nowadays, most organizations rely on donations. But, the aging population threatens social services’ financial capital. And, with government funding also problematic, organizations need to find new ways to get funding.

The greatest challenge for social services in the upcoming years will be to attract a younger donor base and replace the aging one. This trend is forcing agencies to turn to innovative marketing strategies to tell their stories better and appeal to a younger audience.

This new challenge raises a new set of questions for social services. Is the current generation less interested in social problems? Do they make less money than their parents? Or, people usually start making donations at a certain age? Regardless of the answers, one thing is clear: this demographic trend is driving major change in social services.

Learn from Other Services


While social services are very much different from sectors such as retail, insurance, or telecommunication, it doesn’t mean that they can’t learn from their practices. Organizations should consider the example of businesses that use targeted promotions, multi-channel points, and consumer segmentation to meet their audience’s expectations. When adapted to social services, these practices could mean quicker access to services, understanding patients’ needs, and the ability to communicate with them through various channels.

Health and Social Services Integration


It’s almost impossible to serve individuals as a whole without health and social services integration. There have been numerous discussions around the integration of these two areas in recent years, signaling that a new trend is about to emerge. The need for change is more than obvious. The system for paying and delivering healthcare changed after the Affordable Care Act (ACA,) making it clear that it’s about time to focus on tracking the right type of outcomes. These new mechanisms highlighted how the overall population health is a clear indicator of the efficiency of social service programs, revealing the need for integration.

As technology and innovation change the face of the world, social services are expected to be ahead of the curve. They need to stay ahead of current trends, prepare for social changes and be capable of adjusting their programs to be able to serve everyone.