Most employers compare staffing partners on bill rate. The bigger number is usually turnover: every worker who leaves after a few shifts takes their training time, your supervisor's attention and a slice of productivity with them.
Where turnover costs show up
Onboarding and safety training repeated for every new start. Supervisors pulled off the floor to re-explain the job. Lower output while new workers climb the learning curve. Overtime for the people who stayed, to cover the gaps.
None of these appear on the staffing invoice, which is why they are easy to miss.
What actually reduces it
Accurate job previews, so workers know the pace, shift and physical demands before day one. A recruiter who checks in during the first two weeks, when most early exits happen. Weekly, predictable pay and schedules. Recognition for workers who show up and perform.
This is the core of the All Purpose Staffing model: treat contract workers like they matter, and they stay. That is how a contract crew becomes as steady and reliable as your own team.
Questions to ask any staffing partner
What is your 30-day and 90-day retention on assignments like mine? How do you support workers after placement? Do you recruit for my job specifically, or send whoever is available?
Ready for a workforce that stays?
Request Talent