IT Support Specialist – ABR/FSC Corporate

March 21st, 2017

Award winning ABR Employment Services, a Midwest based workforce solutions company, and one of ‘Staffing Industry Analysts’ 2015 list of Fastest-Growing Staffing Firms, is on the hunt for an experienced and successful IT Support Specialist.  The IT Support Specialist performs a variety of technical duties related to installation, maintenance and support of personal computer, network operations and communication systems.  They provide support to end-users on a variety of issues.  Identifies, researches and resolves technical problems via telephone, email and other support requests.

ABR Employment Services is a subsidiary of Forward Service Corporation (FSC).  As a shared employee of both ABR and FSC you will have the opportunity to work with employees of both organizations.

 Why ABR?  We are proud to share we were awarded Inavero’s Best of Staffing® Client and Talent Diamond Awards. Fewer than 2% of all staffing agencies in the U.S. and Canada earned the Best of Staffing Award. 22% of the 2017 Best of Staffing winners earned the Diamond Award distinction. Diamond Award winners receive the designation after receiving the Best of Staffing Client and Talent Awards at least five years in a row. ABR has been awarded Best of Staffing again by our Talent and Clients!  We have retained our double Diamond status to signify winning the award at least 5 years in a row.  This is our 8th year in a row for Talent and 7th for Clients.  Our clients and Talent have PRIDE in our partnerships.

Why FSC?  We are passionate, not-for-profit firm providing employment and training related services to local, state, and federally funded program participants.  We assist program participants on the path to independence, to promote self-sufficiency, and to help unleash their potential!

PRIMARY DUTIES INCLUDE

  • Provide phone support and/or on-site field support for all PC/Printer/Peripherals for local and off-site users.
  • Diagnose, repair, install, and configure computer hardware/software of peripheral equipment such as PC, monitors, printers, and other equipment.
  • Administrator VMware server and VDI.
  • Support Cisco phone system.
  • Respond to help desk calls and escalate to Senior IT support when required.
  • Image PCs using Microsoft imaging: create, capture and deploy Windows OS images.
  • Perform regular updates of servers.
  • Undertake the day-to-day operation of backup systems and server maintenance.
  • Assists in the administration of the Microsoft Exchange email system.
    • Prepare evaluations of software or hardware, and recommend improvements or upgrades.
    • Assist in developing training materials and procedures, and/or train users in the proper use of hardware and software.
  • Administer SharePoint.
  • Troubleshoot Office 365.
  • Documents user support requests and resolutions.
  • Researches and recommends various system upgrades and equipment.
  • Sets up domain and e-mail accounts and user computer access, including logon scripts, group memberships and permissions.
  • Maintains and performs inventory management and tracking, including physical inventory to include serial numbers, property numbers, and level of software.
  • Track, prioritize, and documents requests for IS support
  • Keep track of IT supplies and equipment (e.g. cables, adapters, etc.).

KNOWLEDGE, SKILLS AND ABILITIES

The ideal IT Support Specialist must be able to use professional discretion in dealing with confidential matters.  The ability to perform basic diagnostic, maintenance and support operations for all existing computer equipment.  Can analyze customer defined problems regarding hardware, software or connectivity and develop timely and effective solutions. Have technical knowledge of Microsoft Server Products, Microsoft OS Products and Microsoft Software including Office 365, and experience with VMware and Virtualization technologies.  Must maintain a valid driver’s license with an acceptable driving record and can travel, including occasional overnight, and weekend work when needed.

EDUCATION/EXPERIENCE

Associates degree and three (3) plus years of progressive experience in computer information systems maintenance and support and/or equivalent combination of education and experience.  Technical Certifications-MSCE, A+, CNNA are preferred.

COMPENSATION & BENEFITS

FSC and ABR have a strong team-oriented environment and is a rewarding place to work! We offer a competitive salary, incentive opportunity, relocation assistance, and great benefits. This full-time position also includes an excellent benefits package including a phenomenal 401(k) plan ($ for $ match up to 6%), as well as an excellent Paid Time Off (PTO) bank starting at 20 days per year and 10 paid holidays plus an additional floating holiday!    Tell us why you should be our next IT Support Specialist by submitting a cover letter and resume to:

ABR EMPLOYMENT SERVICES
ATTN: HUMAN RESOURCES
4600 American Parkway, Suite 301
Madison, WI
Email: hr@abrjobs.com

AA/EOE

5 Reasons A Job Fair Is Worth Your Time

March 13th, 2017

Job Fair Love

Job Fair Goers Get Immediate Offers

A little secret; most employers host job fairs because they have an immediate hiring need. That’s a great opportunity for people who want or need a new job right away. Many employers offer on-the-spot interviews. If the interview goes well, references check out and you have a solid job history, job fair attendees have a good shot at receiving an immediate job offer.

Put a Face to the Company

When submitting a job application or resume online, you’re just a virtual ‘piece of paper’. By attending a job fair, your whole persona is presented. You can formally introduce yourself and create a great first impression. Plus, you get the opportunity to meet the company representative and ask questions about what it’s like to work there.

 Ask Questions

You can gain valuable insight into the hiring criteria of employers by asking questions. Feel free to ask questions such as:

  • “What is your ideal candidate like?”
  • “Do you like working for your organization?”
  • “Are there opportunities for advancement in your company?”
  • “What makes your organization a great place to work?”

What employers say in their responses, and how they say it, will give you a good idea if you are a potentially good fit for them, and if they are a good fit for you.

Networking

Job fairs offer a great opportunity for networking and connecting with local professionals. Make the effort; introduce yourself, smile, share your elevator speech (It communicates who you are, what kind of job you’re looking for and how you can benefit a company or organization. It’s typically about 30 seconds, the time it takes people to ride from the top to the bottom of a building in an elevator). Ask for business cards or if company representatives are open to connecting with you on a social network.

Save Time and Money

A recent LinkedIn post revealed it takes an average of 30 minutes to complete just one application form. If you print a resume and send it snail mail, it will cost you a minimum of .50 cents. And, according to career site Glassdoor, it takes employers an average of 23 working days on average to fill one position. While attending a career fair won’t guarantee a job offer, you’ll save time and money and speed the hiring process if you attend.

We look forward to meeting you during our job fairs!

For the low down on upcoming ABR job fairs, follow us on our Facebook page.

The content in this blog was originally published in February 2016. It has been edited with current information. 

 

 

 

Busting Millennial Employee Myths: How HR Can Keep the New Workforce Engaged

March 13th, 2017

Editor’s Note: This post was originally published in March, 2017 and updated in May, 2018.

Just Who Are Millennial Workers?

The Pew Research Center states Millennials are on the cusp of surpassing Baby Boomers as the nation’s largest living adult generation, per  population projections from the U.S. Census Bureau. As of July 1, 2016 (the latest date for which population estimates are available), Millennials, whom we define as ages 20 to 35 in 2016, numbered 71 million, and Boomers (ages 52 to 70) numbered 74 million. Millennials are expected to overtake Boomers in population in 2019 as their numbers swell to 73 million and Boomers decline to 72 million. Generation X (ages 36 to 51 in 2016) is projected to pass the Boomers in population by 2028.

With those numbers, your HR team will benefit from getting up to speed on this generation as swiftly as possible.

Turn Millennial Employee Myths into Mutual Benefits with Focused Engagement Strategies

At ABR Employment Services, we understand that millennial myths may leave you with concerns. Perhaps you are not sure how you can keep this population of workers engaged. It is easy to become caught up with worry that another employer, promising new opportunities and skills, will lure them away.

There are plenty of ways that you can meet millennials in the middle for mutual satisfaction. We have pulled up and debunked four common millennial employee myths. We have also come up with four respective strategies to keep this invaluable generational addition to your workforce engaged:

Myth 1: Millennials Are All Job-Hoppers

The Wall Street Journal notes that the millennials did bear witness to the Great Recession of the late 2000s. The housing crisis fallout gave rise to countless layoffs across the nation and around the world. Such events might have instilled a fear of professional commitment in millennials that employers may need to counter in various ways. The article does offer hope to employers who worry that millennials will live up to their “job-hopper” reputation. Millennials interviewed in the article expressed a desire for job security, buying a home, and setting roots.

Engagement Strategy 1: Invest in Your Millennial Team Members

This engagement strategy is two-pronged, and both parts of the engagement strategy are true for every generation. The first solid investment to make in your millennials comes down to offering a fair wage or salary. Also, make sure to provide regular opportunities for merit increases to remind your young team members that you value their hard work, skills, and commitment to help cement a lasting professional bond.

The second means of investing in and engaging your millennial employees to keep them on your team involves providing new opportunities for growth and advancement within your organization. Whether you are hiring for administrative, call center, or light or skilled industrial jobs, there is always room to grow in these fields. Your fostering a natural desire to advance will pay off for both of you.

Myth 2: Millennials Are Entitled and Narcissistic

While some HR managers and employers might confuse millennials’ sometimes seemingly flighty behavior and their deep connection with their smartphones and social media as entitled and narcissistic, millennials tend to have a greater connection with the world at large. Millennials become exposed to the best and the worst of the world early via the internet and social media at an early age, but these same tools have helped them search for and find ways to become involved in making improvements where needed as they have grown into adulthood.

Engagement Strategy 2: Show Millennials Your Company Believes in Making a Difference

Millennials want to work for companies that are involved with the community. Share your organization’s charitable efforts, and ask millennial employees how they might like to become involved. You may earn bonus points for incorporating social media strategies that tap into their natural affinity and aptitude for technology.

Myth 3: Millennials Are Clingy and Need Constant Feedback

The millennials largely grew up with what society has dubbed “helicopter parents.” While not a universal truth, millennials may have parents who were more openly doting than previous generations. That does not necessarily translate to a negative trait, though. In the workplace, this need for feedback often merely means employees want to make sure they are meeting your expectations.

Engagement Strategy 3: Manage Performance with Constructive Criticism

The Ivey Business Journal reported that regular positive constructive performance management was one of the top five drivers in millennial engagement in the workplace. This approach benefits your company and the employee. Millennials get the direction they need, and you get a happy employee willing to learn new skills and make improvements to give you what you need.

Myth 4: Millennials Use Technology The Most & Prefer Using It To Learn New Skills

Millennials have often led older Americans in their adoption and use of technology. But there has also been significant growth in tech adoption in recent years among older generations – particularly Gen Xers and Baby Boomers, according to the Pew Research Center. And, Fortune reports that when it comes to learning new skills at work, Millennials prioritize face-to-face contact over digital options.

Engagement Strategy 4: Create A Brand Ambassador Program

Employees are trusted more than the organizations they work for. Even if you have an internal marketing department, create an employee brand ambassador strategy to enhance your company social media marketing. You’ll create a win-win for both employees, and your company bottom line!

Learn More About Millennials and What They Mean for Your Organization

At ABR Employment Services, we learn more about millennial workers all the time. We would love to talk to you about what this fresh and energetic generation of workers has to offer you and how you can help them consider your organization their professional home.

HR Insights March April 2017

March 8th, 2017

Account Executive – Madison/Milwaukee WI

March 7th, 2017

ABR is looking for a highly motivated person to join our Sales Team!

 Who We Are

ABR Employment Services is a Midwest based workforce solutions company. We are a professional services firm that offers knowledge, experience and intelligent strategies that enable employers to better manage hiring and leverage staffing for competitive advantage.  For over 25 years, ABR has been serving Wisconsin and Minnesota businesses in the administrative, light industrial, skilled industrial and call center sectors.

What We Will Do For You

  • We value work life balance- no nights or weekends!
  • We will foster a culture of recognition and community involvement
  • We will provide you with hands on training from our talented training and development team
  • We will help you reach your full potential by developing a career path that matches your career goals
  • We will provide you with competitive pay, incentive bonus and outstanding benefits including, PTO, 401(k) Plan, Medical, Vision, Life, Dental and more!

Who You Are                       

  • Team Player
  • Goal Oriented
  • Highly Motivated Professional
  • Excellent Communication Skills
  • Thrives in a fast-paced environment
  • Has worked in customer service or sales industries

What You’ll Get To Do

  • Prospects new clients
  • Develops Sales Plans and Campaigns
  • Collaborates with Branch Managers on business proposals and reviews
  • Develops Sales Solutions to meet our needs to grow profit and help meet the needs of our clients
  • Visits client companies, tours their place of business and develops business relationships

Tell us why you should be our next Account Executive by submitting a cover letter and resume to:

ABR EMPLOYMENT SERVICES
ATTN: HUMAN RESOURCES
4600 American Parkway, Suite 301
Madison, WI
Email: hr@abrjobs.com
AA/EOE

What to Do When You’ve Been Laid Off from Work

March 6th, 2017

Job SearchThe Tough Job of Picking Yourself Up and Moving Forward After a Layoff

If you have recently been laid off, you may find yourself reeling for a few days. This phase lasts longer for some than others. However, you eventually have to pick yourself up, dust yourself off, and get down to the business of moving forward.

It may help you to keep in mind that you are not alone in experiencing job loss as you begin your job loss recovery process. CNN Money reported in February 2016 that job cuts soared to 218 percent as of January 2016, with more than 75,000 employers reducing their staff.

 

The First Things You Should Do When You’ve Been Laid Off

After taking a few days to absorb the shock of losing your job, you need to take care of a few pieces of business involved with layoffs. Do your best to approach each job loss-related task practically, without letting your emotions take hold. No matter how the layoff was handled by your employer, professional staffing agencies remind employees of how important it is that you focus on your financial and overall well-being and your professional future.
At ABR Employment Services, our staffing professionals often meet with recently laid off professionals. The team has generated a list of four things you should do immediately once you’ve been laid off:

  1. Request a Layoff—as Opposed to Termination for Cause—Letter from HR.Ask your company’s HR director for a letter on company letterhead stating that you were laid off as part of a larger organizational layoff and not for any cause. You may also ask that they, or your department manager, include a letter of recommendation. With this step, you do not need to explain your layoff when you attend interviews.
  2. Discuss Additional Details with HR.Business Insider recommends that you discuss the details of your layoff with HR representative. Ask about your earned benefits, health insurance and COBRA benefits, whether you may receive any type of severance, and if they will provide any sort of outplacement help. Keep the lines of communication open via telephone and email to make sure they provide the necessary resources and information.

Register for Unemployment. When you lose your job through no fault of your own, you are likely to be eligible for unemployment benefits. Contact your state’s unemployment office as soon as possible after your layoff to

  1. provide your current and accurate information. Many states offer online services that make it unnecessary to ever visit an office or pick up the telephone to file your claim. It often takes two-to-three weeks to receive your first unemployment check or direct deposit after you file your claim.
  2. Review and Polish Your Resume.After a couple of days of taking care of your personal and business matters, it is time to start your new job search. Consider your layoff an opportunity to reassess your skills, take a class or two, and find something that may be even more rewarding. Review your resume and add any new skills and experience before submitting it to a prospective employer.

A Few Things Not to Do When You’ve Been Laid Off

Remember to avoid letting emotion rule any actions you take when you’ve been laid off. A few things you should not do include:

  • Do not leave an angry message for your employer, whether electronically or via voice mail.
  • Do not think of yourself as having been “fired” since that language implies there was cause. Your job loss was beyond your—and probably your employer’s, to some degree—control.

Reach Out for Guidance After Your Layoff

A layoff can make you feel lonely and demoralized fairly quickly. Reach out to friends and family for personal support. When you are ready to start your job search, ABR Employment Services’ professional staffing team members are here and ready to help give you a boost on your job search.