We include developments from the Staffing Industry Daily News and The Staffing Stream to help you focus on emerging movements that could shape your business for the better.

Counteroffers only delay the inevitable; employees still end up leaving.

Staff members who accept counteroffers typically leave the company in less than two years anyway, according to a survey by Robert Half International Inc. Many companies are offering higher salaries to keep workers who state they plan to quit for a better job opportunity, but the research suggests this method serves only as a stop-gap retention strategy for employers and isn’t a long-term career solution for employees.

No-shows are a fact of a recruiter’s life, but their likelihood can be minimized.

Few things are as frustrating to a recruiter than a no-show. No matter how thoroughly you vet a candidate, there is always the chance a person will flake out. Unemployment has reached pre-recession levels, coming in consistently around 4% (or lower in some areas). Workers have options - and some no-shows are really about opportunity. Other staffing firms can poach a great associate at the last minute by offering them a higher pay rate. To prevent this source of no-showmanship, always offer the best assignment by:

• Talking to clients about pay rates that might be too low to attract reliable people.
• Developing a benefits package for temporary associates who meet eligibility requirements.
• Fully preparing each employee for their assignment so they know what to expect.
• Offering career support services or other perks your competitors do not offer.
• Offering direct deposit or cash cards for paycheck convenience and speed.