ABR Blog

Speed. Quality. Convenience. Cost. These are just a few of the benefits employers love about staffing services. But supplemental labor is not free – and hiring managers must validate their spending and prove to executive management that increased efficiencies are coming at the right cost.

Whether you’re looking for short term, project-based, or long-term staffing solutions, there’s a unique strategy behind each type of hire. Luckily, there’s another benefit hidden throughout this process: hard-working and properly managed supplemental employees can often make great candidates for full-time openings when they do arise. For example, ABR Employment Services uses the latest technology, innovative recruiting strategies, extensive testing and screening, and a quality orientation process to deliver the best employees – so it shouldn’t come as a surprise that they might land a permanent spot on your staff. See which  solution makes most sense for your business:

Traditional  Employees
Some employees may only be working for you for a few days or a few months, but they are just as important as your core workforce.  Traditional temporary staffing solutions can improve productivity when used the right way – and it all starts with the right hire. An experienced staffing agency will know where to look for the right person as long as you can determine the required skills and ideal personality traits for the position. Upon hiring, a solid orientation and training program is a must – ask if your staffing agency can offer guidance or conduct the initial training for you.

Seasonal  Employees

Overwhelmed by a seasonal increase in work or a sudden, large-scale project? Ask if your staffing vendor can design a customized comprehensive strategic solution for you. Provide a clear set of performance expectations and your staffing agency can take it from there. Beyond orientation and training, they can negotiate pay rate, provide coaching and feedback, and terminate or discuss further job opportunities with temporary employees. That leaves you with more time – and money – to focus on the pressing issue: your business.

Long-Term  Employees

If you plan on partnering with vendors for the long term, it’s important to prepare your current staff for the changes that co-employment may bring. Your staffing agency may be able to effectively manage the non-core workforce and supervise secondary vendors – in turn, reducing training, decreasing turnover, and increasing production. ABR provides quantitative financial and operational date to help you evaluate our program – we want to be held accountable for its success!

For more information about any of these staffing solutions, contact any of our ABR locations today.

How does an extra $50 in your pocket sound? We hire about 25 percent of our employees through our very own employee referral program. That means we often count on you to point us toward some great candidates. They can be friends, family, or former coworkers. Here’s a “Q & A” on how the program works.

Q: Can any ABR employee refer someone?

A: Yes. The referrer must be currently employed by ABR Employment Services or have successfully completed a position within the past six months.

Q: What kind of candidates are you looking for? 

A: ABR Employment Services is always looking for individuals that meet our Expectations of Excellence. We’d love to meet someone who’s trustworthy, respectful, responsible, reliable, and professional. We need candidates with a solid work history who can provide great employment references. Know anyone looking for light industrial, skilled industrial, or clerical work who meets these expectations? Send them our way!

Q: Can I recommend a specific position where they might be a great fit?

A: Sure. Feel free to give a recommendation where they should be placed. We can’t guarantee anything, but we always place the individual at the client site that’s the best fit.

Q: Does the person I recommend get preferential treatment?

A: We treat all our employees fairly. Just because someone is recommended does not mean they will get a guaranteed interview. But remember that you are assisting someone you know in finding employment – and that’s something to be proud of.

Q: What are the steps I take to recommend someone?

A: Call your local office and provide the name and phone number of the person you wish to recommend, or fill out a referral slip on site. Make sure the person you recommend fills out an application online. If they get a phone interview, they can mention that you referred them.

Q: When do I get my $50?

A: If your referral is hired and works 80 hours for ABR Employment Services, you’ll be eligible for a $50 reward.

With a tough job economy and an Internet that sometime seems like a black hole for resumes, it’s hard to stay positive throughout the job search. What did I do wrong? What am I missing? Will I ever get hired? It’s easy to let these questions run through your head on an endless loop. But sometimes it’s really not you – it’s them. Here are just of a few of the reasons you weren’t hired that are out of your hands.

1. Someone was internally promoted.
Some companies post every position online – even when they know a current employee is an obvious shoe-in for the position. If a listing was only placed online for a week, this may be a good sign that there were a lot of internal applicants already lined up.

2. The job listing is out of date.
Recruiting can be as stressful and time-consuming as the job application process itself. A listing may stay online a week after enough qualified candidates have already been found. It’s unfortunate for you, the job seeker, but that’s why it’s important to apply to job listings as early as possible.

3. The position isn’t right for you.
The tough job economy has been tough on companies, too. Some previous full-time positions have been listed as temporary positions and salaries have been approved at a much lower level than desired. The company may know that you’re overqualified and deserve a higher pay, and they may be forced to go with an entry-level candidate instead.

Still feeling blue? Read a few tips from us on how to eliminate negative thinking then connect with us on Twitter and Pinterest for more job seeking tips and advice.

With more than 845 million monthly active users on Facebook and Twitter estimated to have 250 million active users by the end of the year, it’s clear that social media is an expected part of any business’s strategy. We’ve already outlined the top reasons why HR professionals should participate in social media, but now we’re going to tackle the ways your recruitment strategy can benefit from a social media presence.

What kind of social media presence? Sure, your company may already have a Facebook page, but we’re speaking of a dedicated social media career presence like a Facebook careers page, a blog or a Twitter job feed. It’s a place, like the careers portion of your website, that’s specifically dedicated to describing your company’s employment opportunities. It’s a place to share job listings, benefits, career advice, and interesting anecdotes about your company. And here are the top 5 reasons why it’s great:

1. Reach a new audience.
Social media websites rank high in search engines like Google. That means potential candidates have an increased chance in stumbling upon your company’s Facebook or Twitter presence before they even seen your website. Also, sites like Twitter allow you to add hashtags like #jobs, #career, or #marketing. When people search these hashtags on Twitter, your tweet – and the link to your job posting – will appear.

2. Communicate directly with job seekers.
The instant feedback and quick questions you’ll receive over Facebook are insightful. Maybe a job positing is confusing or maybe your job application process is a bit confusing – you’ll find out fast once you establish a community online.

3. Make your company look good.
Besides being insightful, the feedback you receive and the responses you give can make your company look good – really good. Respond to inquiries or complaints in a timely fashion and with a positive attitude, and potential candidates may be more willing to apply for a position.

4. Gather social referrals.
If you play your cards right, current and potential employees may begin posting positive comments about your company on their own – and those social referrals are priceless! Never underestimate the value that can be added to your company when a potential candidate sees someone else post on your page, “Just applied for that amazing marketing job! I’d love to work for your great company!”

5. Give a friendly voice to the process.
Job listings are usually not very editorialized. When you post a job on social media, it’s a chance to have more fun: call out interesting details about the position, give a quote from a current employee, or handpick the top three benefits of the job. The application process suddenly seems a lot less daunting for potential candidates.

To easily gather fans for your new careers page, send occasional Tweets or Facebook posts from your current business-based social media accounts. Interested followers will jump over to the new careers-based presence and help it grow.

How ABR Utilizes Social Media
So what DOES social recruiting on a blog and Facebook look like? Check out the “Careers and Job Search Tips” section of the ABR blog and see how we interact with ABR job candidates on our Facebook page. Like ABR while you’re there!  ABR also has an RSS feed to Twitter promoting our open job opportunities. In addition, although this blog did not touch on LinkedIn, you can find us there, too. ABR utilizes our LinkedIn group and company pages to recruit staff for our branches and corporate office.

Burned out. Not challenged. Negative work environment. There are endless reasons why your job can become less enjoyable than it used to be. But sometimes leaving isn’t an option. So what can you do when you find yourself in a position that doesn’t feel right anymore? Here a few steps you can take to set your career back on the right track.

If you’re feeling burned out…

Bring up the subject carefully to your boss. But be sure to do your research first and gather all of your thoughts in writing. Do your coworkers feel the same way? What exactly needs to change? How do you think your boss will react? Read more tips for addressing job burnout.

If you’re looking for more recognition…

Impress your boss. When you’re on your boss’s A-List, life at work might get a little more inspiring and a little more rewarding. Learn what makes your boss tick and always work hard to be part of the solution – not the problem. A positive attitude may be your ticket to the top. Read more tips on how to impress your boss.

If you’re looking for a challenge…

Start working toward a promotion. Be open to new opportunities within your company and outside of it. Get excited about your industry again by educating yourself on the latest news and trends. Working toward a potential change might be just what you need to reinvigorate your workday. Read more keys to getting a job promotion.

Connect with us on Twitter and Pinterest for more job seeking tips and advice.

Applying for a job can sometimes feel as random as buying a lottery ticket, but there are steps you can take to improve your odds immensely. Add up all of your interesting experiences and promising qualities then find a way to re-purpose that information onto your resume. Here are a few places to get you started:

1. Leadership Experience: While you may have not been a manager in the past, you probably have led others somewhere in your life. Whether it’s at church, at home, or through an organization you’re passionate about. Besides listing your involvement, highlight the unique qualities that make you stand out in that role.

2. Volunteer Experience: Landing a paid position is not the only way to gain experience and show interest: donate your time to a similar charitable cause. If you can’t find charity that makes sense for you, try donating your professional services to a non-profit organization that could benefit from your great work.

3. Professional Organizations: Joining a professional organization is another way to show you’re dedicated to your profession. Plus it’s a great way to network with others in your industry – which might point you in the direction of a job lead.

Many people who consistently have good jobs have those jobs for a reason – and they keep their resume up to date. If you don’t have to start from scratch the next time you’re in search of a new position, you’ll be in a much better place. And you can thank yourself for making your own luck.

Connect with us on Twitter and Pinterest for more job seeking tips and advice.

When it comes down to it, every job requires the same basic skills. Sure, a more technical background may be needed for some positions and a more creative background for others. But there are more than a few life skills that translate across all industries.

Whether you’re choosing to pursue a new path or have found yourself looking for a temporary position in between jobs, don’t underestimate the qualities you already possess and the opportunities in which you will excel. Here are a few top qualities to keep top of mind when scanning job listings and drafting your resume.

I can… learn quickly.

If you’re background is varied, don’t view your career path as unfocused. Tell a potential employer how you’ve quickly adapted and excelled in all of the industries in which you’ve worked.

 

I can… take directions and criticism.

No matter what position and no matter how high up you are in the company, you’ll feel a little out of touch and overwhelmed the first few weeks. But if you can listen, learn, and improve upon your work, you’ll get into the swing of things in no time.

I can… work on a team.

Demonstrate that you’re an amicable and no-nonsense coworker, and you’ll immediately rise to the top of an applicant pool. That means no bad-talking bosses or past coworkers in an interview.

I can… meet deadlines.

Businesses operate on timelines. Whether it’s a financial goal or an important deadline, list examples of how you’ve met and exceeded these requirements in previous positions.

Get a free resume review with ABR Job Connect and we’ll see if you’re marketing yourself in the best light. Then connect with us on Twitter and Pinterest for more job seeking tips and advice.

ABR Top Talent showcases key individuals from our ready-to-work pool of top candidates. This month, ABR is pleased to feature:

Appleton

Angel F., Experienced Machine Operator – Angel is currently enrolled in the CNC Machine Tooling Technician program at Fox Valley Tech and anticipates on graduating shortly. He has 3 years of experience working as a Machine operator.

Tammy E. – Administrative Assistant - Tammy has 10+ years of experience in office administration and customer service. She has outstanding test scores!

Jua Xiong – Entry Level Administrative Assistant - Jua Xiong is interested in Entry Level Administrative Assistant positions.  She has a very professional demeanor!

La Crosse Top Talent

Donna S. – Administrative Assistant - Administrative Assistant with strong interpersonal and organizational skills. Ability to multi-task!

Babette S. – Experienced Customer Service Professional – Babette has 10 years of experience in various Customer Service roles ranging from Medical Claims to Dispatch technician to traditional call center roles.

Manitowoc

Jacqueline P. – Administrative Assistant/Customer Service - Jacqueline has 11 years of professional experience in sales support and customer service.  Her computer skills include Microsoft Office Products.

Warren R. – Project Manager - Warren is looking for a project manager opportunity. He is knowledgeable of residential and commercial building codes; he is experienced using construction equipment.

Schofield Top Talent

Kelly W. -  Office Manager - Kelly is looking for a new office manager opportunity. She holds a Bachelor of Arts Degree in Business Administration.

Sparta Top Talent

Lucinda B. – Administrative/Customer Service/Sales – Lucinda is an excellent communicator both written and verbal and excels at creative thinking.

Stevens Point Top Talent

Joe K. – Military Veteran and Experienced IT Professional –   Joe is looking for a new opportunity as a Desktop Systems Technician, Software Engineer, Help-desk Technician, Technical Support Analyst or related position.  Joe possesses an AD degree in IT and has received many certifications.

While a resume is like a one-page ad for an applicant, a job listing is no different. It’s a chance to not only sell the position but to also sell the company as a great place to work for potential talent. Here are 5 steps you can take to ensure your descriptions look and sound great.

 1. Incorporate Search Engine Optimization (SEO)
For search engine purposes, steer clear of internal jargon and elaborate phrases that job seekers are unlikely searching for. While your company may have a slightly different title for a position – perhaps one that “sounds better” – scratch the pretty name and list the position as generically as possible. Use the description to differentiate the job, not the title. “Guest services” can easily be replaced with “customer service” and will most likely appear in more search results.

2. Make It Look Pretty
In advertising, colors, fonts, and images come into play just as much as the words themselves. And you should follow suit. Length and spacing are the most important players in a job description. Make sure line breaks are used appropriately – no one wants to read a job description that’s a solid block of text. Use bullet points to break up a text-heavy paragraph. Remember – if it’s hard for you to read, it’s hard for the job seeker to read. Keep it clean. If it’s possible, include a stock image (try the Creative Commons library on Flickr) or company photo preferably of a smiling face. Readers are drawn to images.

3. Include the Most Important Detail
What’s the most important detail? Salary. Time is money, and applying for a position takes time. A job seeker needs to know their time spent applying is an investment in the right opportunity for their future. If you can’t give an exact figure, give a ballpark estimate. There are ways to avoid an exact number by using eye-catching phrasing like “competitive salary with bonuses,” but only resort to that if you must.

4. Differentiate Your Company
Each job listing should include a brief description of your company. Instead of using this space for a ho-hum history of the business, use it to show off your strengths. Illustrate your work environment and the unique benefits you offer to your employees. And don’t worry if you don’t offer free meals and an on-site gym. What attracts top talent to a company may surprise you. (Think along the lines of empowerment and recognition – two things any company can offer.)

5. Write Well
All writing is the same at its core – the stuff that’s good uses correct grammar, is fun to read, and has an emotional appeal. While it can take some time to craft the perfect copy, written descriptions always yield better on-time staffing results so it’s worth the investment. With a little marketing elbow grease and a hook that will grab any job seeker’s attention, you’ll be well on your way to a solid description. Here are a few more writing tips for effective job descriptions.

Connect with us on our LinkedIn Group page for more tips from ABR Employment Services.

Top Jobs features ABR’s hottest open temporary and try-before-hire  job opportunities. All are listed by branch location. You may need to scroll down to see “top jobs” in your area.

Don’t delay, apply now at www.abrjobs.com! Questions? Call or email the contact listed. ABR is an AA/EOE employer.

Manitowoc, WI Try-Before-Hire Bookeeper- $12.00/Hr

Local company is seeking a bookkeeper.  This position will start out as part time approximately 20 hours per week between the hours of 8:30 a.m. and 5:30 p.m. The hours will go up from there.  The right candidate will have the following skills.  Ability to work in a fast paced environment, very strong Quickbooks and Excel experience. Data entry with speed and accuracy.  Thorough understanding of basic accounting principles.  Ability to build vendor relationships.  The right candidate will have knowledge of standard payroll concepts, practices, and procedures, be able to process payroll in a timely and accurate manner.  Will have experience with computerized payroll systems and the ability to work in a confidential environment.

They will have exceptional attention to detail and demonstrated experience showing integrity handling confidential financial information and transactions.

Will also assist and coordinate with HR

Questions? Contact Kristin at 920-684-8324 or email her at kkracaw@abrjobs.com. AA/EOE

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Manitowoc, WI Try-Before-Hire Primary Machine Operator

Hours: 2:00 am till finish on Mondays, 3:00 a.m. til finish on Tuesday – Friday. Start and finish times may vary depending on demands of orders and production. Full time position.

Department area: Production

Position Summary: Start up and running freezers and machines properly and efficiently.  Always following all procedures and policies.

Purpose: To be able to start up and set freezers for the machine and product you are to run.  Having the knowledge to run each machine from start to finish and know how to make the correct adjustments when necessary.

Essential Functions:

1.         Make sure machine is setup properly, double check to make sure all adjustments have been made for container you are running.

2.         Be responsible for product weights and correct container and lids are being used.

3.         Know how to measure nuts and candies for the product, and run the fruit feeders.

4.         Know how to measure variegates and run the fudge pumps and variegaters.

5.         Complete knowledge of the freezers knowing how to start up, do setting, and speed of freezers for the product to be run.

6.         Safety, sanitary conditions, and allergen control are always number one priorities.

7.         Washing mix tanks when necessary.

Other General Duties:

•           Tasting the product at start up to make sure it tastes right.

•           Know how to switch machine from different flavors and different containers.

•           Responsible for keeping your machine and area around machine clean and sanitary.

•           Communicating with the flavor person throughout run to know the status of the mix.

•           Know how to troubleshoot your machine and knowing when you need to shut down and call maintenance.

•           Filling out all paperwork thoroughly and completely.

•           Double checking all labels, and code date for product and tape color when running product that uses tape.

•           Keeping supervisor informed when there are any issues.

•           Making sure that all containers, lids, candies, and variegates are closed and marked properly and put away.

•           And any other duties as assigned by supervisor or management.

Education: High School education preferred.

Experience/ Qualifications: No experience necessary, will train.

Reports to: Production Supervisor.

Working Conditions: This position requires bending, twisting, lifting, and standing.  Must be able to lift 50+ pounds.  Mostly work in 60°- 80° room temperature, but are exposed to refrigerator and freezer temperatures.

Success Factors: Consistent personality, dependable nature and willingness to learn are absolutely necessary.  Self starter with initiative and motivation.

Additional Information:

•           Expected to adhere to all company policies and procedures.

•           Portrait a positive attitude at all times.

•           Your trust, honesty, integrity, and confidentiality are a company must.

•           May be needed to be trained to run forklift.

•           Could be asked to work in freezer when necessary.

•           Maybe responsible for receiving in ingredients in cooler.

•           Taking inventory in cooler could be a responsibility given to handle.

•           Could be asked to become assistant production supervisor with enough experience and responsibility in the absence of the Production Supervisor.

•           Working at end of spiral collating and putting products through bundler.

•           Collating cups and filling containers.

•           Giving breaks to other operators or machine operator helpers.

•           Cross-training with flavor person will be done with the right candidate.

Questions? Contact Kristin at 920-684-8324 or email her at kkracaw@abrjobs.com. AA/EOE

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Schofield, WI Try-Before-Hire Skilled Welders, $15.50 – $24.80/Hr

This exciting opportunity is located at a successful steel fabrication facility located in Central Wisconsin to MIG weld structural steel.
* Must have prior experience in weld with .035-.045 wire
* Strong blueprint reading abilities with a diligence to safety and the success of the company.  Excellent location with an opportunity to go to hire.

Job Requirements:
- Associates degree in weld technology and / or 2-3 years of on the job experience.
- Excellent blueprint skills needed.
- Structural steel, flux core welding skills needed.
- Experience in welding with .035-.045 wire.

Questions? Call Janice King-Nelson at 715-355-7711 or email her at jking@abrjobs.com.

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Schofield, WI – Try-Before-Hire Machine Operators, $14.00/Hr

Operators needed for shears, punch press or brake press. One to two years prior experience.

Questions? Call Janice King-Nelson at 715-355-7711 or email her at jking@abrjobs.com.

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Sparta, WI – Try-Before-Hire; Shipping and Receiving, $11/Hr

Triple R Industries
Shipping and receiving
Mon-Thurs 7AM-4PM, Fri 7AM-Noon (may change to 7AM-3PM M-F)
• Must have RECENT forklift experience
• Must have shipping and receiving experience
• Ability to multi-task
• Self-Motivated
• Ability to work independently as well as with others
Job duties include pulling packing slips and getting orders ready to ship by pulling parts with the correct part numbers. Attention to detail is very important. Employee must be able to keep an eye on other areas of production to pull/pack items as orders require. The ability to multi-task and prioritize is very important. Additional duties include organizing parts in the warehouse, loading and unloading shipments, and additional duties as assigned. Ability to operate CNC Machines and welding experience is a plus.
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Stevens Point, WI – Direct Hire; Production Supervisor – $35,000 to $45,000/Yr

Responsibilities:
• Maintain a safe working environment for all shop employees.
• Ensure quality products are produced and shipped to schedule.
• Assist foreman/Leadmen to maximize daily operator efficiency

Promote by example excellent safety habits, promptly fill out accident forms and participate in all safety programs.
• Assist Plant Manager with facility’s Hoshin Kanri Initiatives
• Proactively address staffing levels to ensure maximum job profitability and on time delivery.
• Promote Kaizen and 5-S events.
• Assist in accurate reporting of all data.
• Implement lean initiatives.
• Develop a positive working relationship with all employees within Steel King Industries, Inc.
• Assist in all training, recording of information and inspections that are required.
• Assist with designing, developing, testing, justifying, and/or sourcing various tools, machinery, and equipment for manufacturing methods.
• Promote good employee relations.
• Implement and administer work rules and discipline equally and fairly.
• Assist in inter-company material transfers.
• Instill good housekeeping practices.
• Conduct and participate in safety meetings.
• Other duties as assigned by the Plant Manager and/or Executive Committee

Qualifications or Skill Required:
• Bachelor of Science Degree in Engineering, Management or related field preferred. Equivalent work experience may be given consideration.
• 3 to 5 years of supervisory experience in a manufacturing environment with welding, subassembly, painting, and metal fabrication.

Questions? Call 715-344-7146. AA/EOE

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Stevens Point, WI – Direct Hire; Mechanical Engineer – $55,000 to $60,000/Yr

Designs mechanical components, systems, and complete machines. Responsible for the integrity, quality, and proper operation of designs from concept through manufacture, assembly, test, and field installation. Performs and coordinates the mechanical design and development of products, or portions of products within their areas of product responsibility. Requires a high Degree of accuracy and attention to detail. Responsible for the accuracy of designs and the quality of the final detailed part drawings. Able to work with other engineers and designers in a project environment. may be responsible for work of designers, designer drafters, and detailers in the work group. Participates in new design and modification projects. Direct or indirect design responsibilities include: Redesign of existing machines to comply with customers’ specific requirements. Value analysis of standard product for cost optimization. Participate in research and development of new products by creating layout and conceptual sketches. Lead the design review process for all mechanical design efforts which fall within the area of product responsibility. AA/EOE