Posts tagged #staffing

What's Important to Know When It Comes to Hiring a Hospitality Staffing Agency?

The decision to use a hospitality staffing company to fulfill front of house service needs is not one to be taken lightly.  When doing so, you need to feel confident that the staffing agency you partner with will provide you with the same caliber of staff that you typically hire yourself.  But, how do you do this?  Well, you need to be sure you’re asking the following questions:

  1. How do they hire their own staff? If the agency doesn't take their time to vet their employees then you can't be confident they are sending you a quality team. At AYS, we recruit from popular job search websites, college campuses, and the surrounding community. Our managers and trained office staff personally determine whether applicants are worth investing in by interviewing each and every potential new hire in person.
  2. Do they provide training for their staff? If your partner just sends untrained staff out to your events, then your client will surely be able to tell that you brought it outside help. That's why here at AYS, we conduct a four hour course before placing new staff on work. This course is led by seasoned team leaders and captains who weed out staff based on their characteristics such as catering ability, knowledge, attitude, and presentation.
  3. Do they provide uniforms? Hospitality staff need to know where to get a uniform if they need one or else they'll show up to your event unprepared! AYS will loan out standard uniform pieces and require all staff to get their uniforms approved and go to our clients prepared and dressed appropriately according to their standards.
  4. Can you reach them after hours and on weekends? Hospitality is not a 9 to 5 industry so your staffing partner can't be either. Here at AYS we recognize that in the hospitality industry changes can happen at the eleventh hour - that is why we always have a manager on call during weeknights, weekends, and holidays. We want to make sure that there will be a point of contact between our staff and our clients at all times.
  5.  How do they choose staff for events? If you provide feedback on temporary staff then that feedback should be taken seriously - if it's not then what's the point? AYS uses our in-house software to track staff and take note of their performance, strengths, and weaknesses. We use this to carefully book service staff we think would be the best fit for our clients’ needs.

At Your Service Staffing can provide bartenders, waiters, captains, coat check staff and unparalleled service for exclusive catered events. CONTACT US TODAY TO LEARN MORE!

Posted on August 11, 2017 .

New OSHA Requirements: How Temporary Agencies May Be Affected

The Federal Occupation Safety and Health Administration (OSHA) proudly states their goal is “to assure so far as possible every working man and woman in the nation safe and healthful working conditions.” Consequently, OSHA regulations apply to every kind of employer, including temporary staffing agencies - our very own Myriam Fuentes explores these regulations below.

Temporary staffing agencies generally do not supervise employees on a day to day basis when they are out at events and, therefore, have limited control over the work environment that staff members are placed in. OSHA regulation stipulates that whomever supervises an employee directly is responsible for keeping record of all injuries and illnesses. In most cases, this means that the host employer is responsible for recording and documenting an employee’s workplace injury.

However, this does not mean that, as a temporary staffing agency, we are free of all burden. OSHA guidelines state that we are responsible for the following:

  1. To maintain frequent communication with our workers and host employers to ensure that all injuries and illnesses are properly reported and recorded.
  2. To use the information we do receive to identify the hazards that our workers are facing while on the job. 
  3. To inform our client (the host employer) immediately if we learn about an injury or illness in order to prevent future injuries.  
  4. To inform our employees about their rights under the Occupational Safety and Health Act.

So, although we are not responsible for the annual reporting that OSHA requires from employers, we remain responsible for ensuring that they are working in a safe and healthy environment. For more information, please visit


Posted on January 24, 2017 .