Mariani Packaging Plant Production Jobs: Hiring 25 for New Positions

April 12th, 2018

Plant Production Jobs – Mariani Packaging – 2 Shifts

Staffing Recruiter Andrea Eichmann of ABR Employment Services Stevens Point is working with Mariani Packaging Company in WI Rapids to hire for 25 newly created plant production jobs. The plant is located at 6011 Washington Street in Wisconsin Rapids.

Mariani Packaging offers many opportunities for advancement, growth, and incentives! $250 referral bonus; $0.75/hour night shift premium; full time hours with 3-4 days off per week.

 

 

Schedule, Hours & Pay

  • 4 days one week and 3 days the following week (Sunday through Saturday work week)
  • Day shift works 7:00am to 7:15pm
  • Night shift works 7:00pm to 7:15am
  • Every other weekend off (3 consecutive days – Friday, Saturday and Sunday)

Starting wage is $12.00/hour with increase and full benefits package upon hire by company.

For Employment Consideration, Easily Submit Your Application Now

What You’ll Do

  • Quality checks and operation of equipment.
  • Running the dryer operator process.
  • Packaging product.
  • Weight checks for accuracy, adjust quantity of product as necessary
  • Complete all necessary paperwork in a timely manner.
  • Participate in process improvement meetings.
  • Special projects as assigned.

Benefits

  • Medical Insurance (Mariani pays 100% of deductible for preferred provider network)
  • Dental Insurance
  • Vision Insurance
  • Life Insurance (company paid)
  • 401(k) Plan (company provides a percentage match up to 5% of employee’s contributions)
  • Sick Time
  • Vacation Time
  • Flexible Spending Account
  • Employee Assistance Program
  • Additional Insurance Offerings (short-term & long-term disability, additional life insurance, accident insurance, critical illness insurance, cancer insurance)
Mariani Packaging underwent a major plant expansion in 2017. Curious about what the building process looked like?

AA/EOE

April 2017 Free Job Seeker Webinars on ABR JobConnect

April 10th, 2018

Weekly Free Job Seeker Webinars With Q&A

Learn from top employment experts weekly, by participating in the Weekly FREE Job Seeker Webinars.These sessions address topics most important to your search and allow time for you to ask questions.

 

Conduct a Smart Job Search


Date: Thursday, April 19, 2018
Time: 3:00 pm EST (12:00 pm PST, 1:00 pm MST, 2:00 pm CST)

Description: Working hard on your job search does not guarantee success. We will discuss a process that helps escalate your job search. The phone lines will be open to address your questions following the training presentation.

Register Now

 

Re-THINK! The Brand Called YOU: Learn to Toot Your Own Horn


Date: Thursday, April 26th 
Time: 
2:00 pm EST (11:00 am PST, 12:00 pm MST, 1:00 pm CST)

Description: You are your own brand and during the job search process, especially during the interview, you need to let it shine. You have an important role to articulate why a company should hire you. To help you ‘talk yourself up’ naturally, during this webinar you will learn  to see our full value. Come Re-THINK the brand called YOU and join us for this very uplifting conversation.

Register Now

ABR – The Employment Connection to Your Future

We want to help you get a job by providing personal support, employment connections and lessening job search stress.

 

I Made A Bad Hire; How Can I Prevent It From Happening Again?

March 20th, 2018

 

The bad hire. You’re not alone if you’ve ever regretted hiring a candidate after the fact.

The new hire is flailing, your hiring manager is frustrated, HR is trying to ensure they stay long enough to not be a total loss, and the CFO is wondering if he can take the recruitment costs and lost productivity out of your budget.

Hiring is much harder than it looks. Actually, hiring is easy; but, hiring the right person is tough. As a recruiter, you want every hire to be a great hire, not a bad hire, and you’re stuck with this one that went wrong. Can you turn it around? With these six steps, you at least have a chance.

Step 1

Acknowledge the bad hire mistake with your “triage team.” This may require a little crow eating, but the end result will be worth it. Assemble your hiring manager, HR representative, and anyone else who is adversely impacted by the bad hire. It’s never fun to admit you may have made a mistake, but assessing what went wrong and why is a valuable exercise in performance management for your hiring team.

Step 2

Look at the list of statements below and have each member of the team score them on a scale of 1-5 (5 being the absolute best, 1 being the worst, or N/A if the event did not occur):

  1. Recruiter and hiring manager discussed the job requirements with one another and the team before placing advertisements.
  2. The job advertisement and hiring criteria were aligned with corporate values and employee value proposition (EVP).
  3. Standard screening and interviewing techniques were used on all applicants.
  4. Technical and psychometric assessments were given to those who passed the screening and interview stage.
  5. Each member of the hiring team met with a final set of candidates and discussed their findings to make a decision.
  6. Standardized questions and evaluations were the same for all final candidates.
  7. An offer was extended less than 15-30 days from the interview.
  8. Members of the hiring team maintained weekly contact with the selected candidate from offer acceptance to first day.
  9. A company-wide onboarding and training protocol was followed with the candidate.
  10. A member of the hiring team met with the candidate at the one week as well as the 30, 60, and 90-day marks.
  11. The struggling employee has received at least one performance review regarding his behavior and performance.

Legend:

55-45: You’ve done almost everything right. It’s time for a performance improvement plan (PIP).

44-34: Your methods need some adjustment. Create a PIP to be enacted once you’ve corrected the areas with low scores.

33-23: Your hiring and onboarding processes are leaving some key steps out. Revamp your processes and try more training with the new hire before addressing performance.

22 and below: You probably have been getting lucky with attracting your top talent thus far. This is not a performance issue but an internal hiring and onboarding process issue that needs to be addressed.

Step 3

Find the issue. Lou Adler, CEO of The Adler Group, created a fantastic quadrant to identify a bad hire.

Use this handy resource to identify if the issue is motivation-based, a lack of skill, or a mixture of lots of not-so-great candidate qualities. There are four areas to place your candidate in:

1. Great hires: Adler describes these folks as really competent. They know their stuff or learn it fast, are motivated, and want to do their job in an efficient way. They produce amazing work, and they do it almost all the time. While they might have a bad day or two, overall they’re the backbone of their department.

Hiring Cues: For the most part, these highly motivated, very competent performers don’t change jobs, they make career moves. A career move is defined not only by monetary compensation, but by better work and the chance to flex a career muscle. Their motivated nature will prompt them to seek out career growth opportunities and to connect their daily tasks and projects to bottom-line impact.

What to do: When you get this great candidate, make sure you’re offering them what they’re worth. And again, while it’s hard to get extra budget for candidates, it’s even more important to challenge these top hires, give them impactful work, and trust them to grow within their positions as fast as your company can handle.

2. If Only: This tier is probably very familiar to you—they could have been a great hire, “if only”. And the “if only” is generally related to motivation. They’ll produce good work, but only if you’re constantly motivating them on your own. Hiring managers get burnt out with hires like this, understandably. But when “if only” hires are not consistently motivated, they produce low quality work or have trouble managing their time and meeting deadlines and requirements.

Hiring Cues: It’s possible you brought this on yourself. Think back. Was the offer made in haste to replace another worker or handle unforeseen requirements due to an increase in business? When you’re desperate to hire, it results in a rushed offer and a focus by the recruiter and hiring manager on what Adler calls “short-term requirements.” Another common issue is a mismatch between hiring manager or other members of the team. Rule these out before going further.

What to do: You’ll notice the only difference between the “if only” candidate, or B Players, is the amount of motivation. Is the work inspiring? Do they have the opportunities for growth and impactful work? Or did you just need them to fill in for Claire who never returned from her sabbatical? Talk to the hiring manager and the employee separately to clarify expectations and make a plan for growth and long-term rewards versus daily duties. Now is also an excellent time to determine if this is genuinely a poor match for the employee and consider a move to a different team or role. The good news? You can rehabilitate B Players to A Players by deploying one (or many) of the above strategies!

3. What on Earth Were We Thinking?: Not only are these hires not competent, they’re not motivated either! If you scored somewhere in the 30s when you took the quiz you may have a lot of hires like this. You probably extended an offer for the wrong reasons and they accepted the offer for the wrong reasons. If the majority of your job ads are a narrow list of requirements, you might find yourself with a bad hire issue.

Hiring Cues: Did you hire the first person to apply for the job? Did you race through assessments just to get a hire in the door? Did the candidate focus mostly on salary and when they might be able to start? All of these are signs that the process was rushed and the person was not looking to make a career move, but was essentially doing what your hiring team was doing: trying to fill a hole the fastest. This is not a talent strategy.

What to do: It’s time to make a change. Adler doesn’t offer any immediate tactical maneuvers other than to take a long, hard look at your talent strategy and start making some changes and fast! However, there are some things you can do to turn a C Player into a B Player (who you can then turn into an A Player in time). While you and your recruitment team work on restructuring your hiring process, have your hiring managers and HR managers start looking into performance management systems and goal setting tools that can get your employees on the same page.

4. The Wrong Candidate: You might wonder what could be worse than a low-skills, low-motivation candidate? Well, someone who is not competent and highly motivated is the answer! They mess things up and they do it quite quickly.

Hiring Cues: Once again, desperation rears its ugly head and the recruiter or hiring manager hired someone who was excited about the opportunity, but didn’t have the skills to pull off the actual job. Sometimes there is a personal aspect at play. For example, it’s an employee referral of a work friend and they’re grossly underqualified. Or, perhaps, the candidate talked a really good game but couldn’t pass the technical assessment. Another common reason is a pedigreed resume; the recruiter or hiring manager is impressed with the former position at a well-known company, or is convinced that any candidate from XYZ University will be a stellar hire.

What to do: Let them go. There is very little you can do to rehabilitate a bad hire. One option is to transfer them into a completely different job that matches their skills or offers them company sponsored and supported training and learning.

While hiring is not easy, it is simple to follow these cues to make better hiring decisions. It’s even simpler when you have a platform that helps you create a comprehensive hiring and performance plan based on your talent data.

Optimize Your Hiring Process

Connect with ABR Employment Services to optimize your hiring. Our comprehensive hiring process ensures the professional office support and manufacturing candidates we present will thrive in your organization. No more bad hires!

Editorial Note: The content of this blog originally appeared in the February, 2018 edition of ABR Employment Services e-newsletter, HR Insights. 

ABR HR Insights Magazine: Developing Millennials

March 7th, 2018

Click to Read ABR HR Insights

Feature article focus: developing millennials

Even as technology increasingly mediates our interactions with the world and with each other, interpersonal relationships still form the foundation of our society. In companies, such relationships exist between employees and management, among workplace colleagues, between organizations and their clients and vendors, and in many other areas. The articles in this edition of HR Insights describe what companies can do to strengthen the connections with their employees—and thereby strengthen themselves.

Developing Millennials

Part of building a strong relationship involves meeting the needs of everyone in it. As the workplace model shifts from one in which employees expect to move up the ladder in one field to one in which they prioritize exploring several fields in order to find meaningful work and opportunities, companies need to be ready to accommodate those preferences. In the feature article for this issue, “How to Support Tomorrow’s Leaders Today,” aka developing millennials, Ashley Goldsmith suggests strategies that organizations can implement in order to navigate this shift successfully.

Sometimes one of the best things companies can do to help foster connection is to encourage employees to interact directly with each other more—or maybe even insist on it. In the Water cooler column for this issue (“A Radical Proposition: Phone-Free Conference Rooms”), Mike McKerns writes that maybe companies should “just keep phones out of the conference room entirely” so they don’t interfere with “living in the moment and building real face-to- face relationships.”

Great Ideas & Partnerships Begin With A Conversation

We believe strongly in the power of connection. Let us help you determine the best ways to strengthen the connections within (and outside) your organization! Contact any of our locations to get the dialog going.

Interior Automotive Assembly Jobs with ABR ZF-TRW

February 26th, 2018

2nd & 3rd Shift Interior Automotive Assembly Jobs

interior automotive assembly jobs

Who We Are

ABR Employment Services Winona works with the Human Resources Department at ZF-TRW, the global leader in automotive safety manufacturing, to hire for electronic automotive assembly jobs.

ABR has been in business for 30 years helping to connect people that want to work to employment, free of charge!

What We Will Do For You

If you are looking for assembly work in an extremely clean, climate controlled environment that has a positive vibe, read on.

The Interior Automotive Assembly positions are ‘try-before-hire’ jobs which mean that you have the potential to get hired on by ZF-TRW after working 60 days. Pay starts at $11.50 per hour. When hired by ZF-TRW, you’ll  receive great benefits including medical, dental, tuition reimbursement and a pension plan.

As an Interior Automotive Assembly team member you will:

  • Work with small parts and components for products in the automotive industry
  • Interact with other employees throughout your shift in a team environment
  • Advance your career through cross-training
  • Work in a safe, clean and climate-controlled environment Inspect parts and ensure quality

You’re a good fit for the Interior Automotive Assembly team if you:

  • Have previous experience working in an industrial environment, great! If not, we will train people with positive attitudes
  • Have the ability to work with a small team
  • Completed you high school diploma or equivalent
  • Are detail orientated
Apply Now

ABR-ZF-TRW Winona

ABR Wins Inavero’s 2018 Best of Staffing Awards

February 15th, 2018

ABR Employment Services Wins Inavero’s 2018 Best Of Staffing® Client And Talent Diamond Awards

Diamond Award winners have won the Best of Staffing Award for at least 5 years in a row, consistently earning industry-leading satisfaction scores from clients and job seekers.

ABR Employment Services, a leading employment agency in the professional office support and manufacturing industries, announced today that they have earned Inavero’s Best of Staffing® Client and Talent Diamond Awards after winning the Best of Staffing Client and Talent Awards at least five years in a row for providing superior service to their clients and job seekers.

2018 Best of Staffing Award ABR Employment Services

Presented in partnership with CareerBuilder, Inavero’s Best of Staffing winners have proven to be industry leaders in service quality based entirely on ratings provided by their clients and the employees they’ve helped find jobs. On average, clients of winning agencies are 2.3 times more likely to be completely satisfied and job seekers who work with winning agencies are 1.7 times more likely to be completely satisfied with the services provided compared to those working with non-winning agencies.

Focused on helping to connect people with the right job openings at US companies, ABR Employment Services received satisfaction scores significantly higher than the industry’s average. There are nearly 17,000 staffing firms in North America and fewer than 2% earned the Best of Staffing Award, about 412 staffing firms. Only 38 of the 2018 Best of Staffing Award winners, including ABR Employment Services, earned the Diamond Award distinction. ABR Employment Services is the only Wisconsin staffing agency with multiple branch locations to receive the double Diamond Award for providing exceptional service to clients and the talent they serve.

“Our company works hard to make service and employee satisfaction a priority.”  ABR CEO, Jim McNett said. “The ABR Team is very pleased to have received both Inavero 2018 Best of Staffing® Awards and is honored to be recognized for our efforts in this way.”

“With a tight labor market and growing economy, finding the right recruiting partners is critical to success,” said Inavero’s CEO Eric Gregg. “Best of Staffing Diamond award winners provide consistently remarkable service to their clients and job candidates, and I couldn’t be more proud to feature them on BestofStaffing.com.”

About ABR Employment Services

Founded in 1987, ABR Employment Services provides professional office support and manufacturing employment opportunities to job seekers and staffing solutions to companies throughout Wisconsin and in Winona, MN. ABR was ranked #50 on the Forbes, Inc. 2017 Best Professional Recruiting Firms list and is an eight-time recipient of Inavero’s Best of Staffing® Award.

About Inavero

The Inavero team administers more staffing agency client and talent satisfaction surveys than any other firm in the world, reporting on more than 1.2 million satisfaction surveys from staffing agency clients and job seekers each year. Committed to delivering ongoing value to the industry, Inavero is proud to serve as the American Staffing Association’s exclusive service quality partner.

About Best of Staffing

Inavero’s Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based entirely on ratings provided by their clients and job candidates. Award winners are showcased by city and area of expertise on BestofStaffing.com – an online resource for hiring professionals and job seekers to find the best staffing agencies to call when they are in need.

Staffing Assistant Opportunity in Stevens Point

January 15th, 2018

Join us as a Staffing Assistant in Stevens Point

Who We Are

ABR Employment Services (ABR) is a high customer focused and seven-time award winning Best of Staffing® company with locations in WI and Winona, MN. ABR provides workforce solutions to employers and helps people seeking jobs in professional office support and manufacturing positions get hired. Founded in 1987, we’re celebrating our 30th anniversary! We would not be the strong and growing company we are today without the people that work here.  We are celebrating our employees with monthly gift drawings through September, 2018.

What We Will Do For You As A Staffing Assistant

  • 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, quarterly incentives and outstanding benefits including, PTO, 401(k) Plan, Medical, Vision, Life, Dental and more!

Who You Are

An ideal staffing assistant is someone that has the following qualities:                  

  • Team Player
  • Goal Oriented
  • Extremely Organized
  • Highly Motivated Professional
  • Excellent Communication Skills
  • Thrives in a fast-paced environment
  • Has worked administrative or customer service roles

What You’ll Get To Do As A Staffing Assistant

  • Greet applicants and assist them through the application and assessment process
  • Assist applicants with the administration of new hire paperwork and conduct new hire orientations
  • Actively search various resume databases for quality candidates
  • Handle web applications, resumes, inquiries and general questions received via the branch e-mail
  • Maintains current job postings and attends job fairs to promote career opportunities

Assists in filling customers’ requests by searching database for matching employee skills, calling qualified employees, offering the assignment, making the placement, documenting the activity and finalizing the details with the customers.

Tell us why you should be our next Staffing Assistant 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

Winter 2018: ABR HR Insights Magazine

January 11th, 2018

Click to Read ABR HR Insights

Winter 2018 ABR HR Insights Magazine

What to Expect When Working with a Job Placement Service

January 2nd, 2018

jobplacement

The Basics: Working with a Job Placement Service

If you have never worked with a staffing agency before, you may not know what to expect. First off, the great news is that companies definitely use job placement services as a resource. Staffing agencies work to build strong and lasting relationships with businesses. Cultivating strong client relationships means that agencies like ABR Employment Services learn about exciting positions before they can reach the open job boards, social media platforms, or classified ads. Once you start your work with your chosen staffing agency, you will unlock the door to key positions in your field you probably would not have otherwise discovered.

Working with a Job Placement Service: What Can You Expect?

Whether you are searching for a job in transportation, production, or office and clerical services, employment agencies offer you the chance to begin work quickly in your field. Over 8 million people in the U.S. find work through temporary work agencies every year, according to Smart Staffing. With that many fellow workers using the same job search strategy, it is important that you improve your job search to stay competitive by knowing what to expect and what your staffing agency expects of you.

Treat Your Employment Agency Like a Prospective Employer

Let your professionalism shine from the very start by understanding that working with a staffing professional is just like interviewing a potential job.

Every meeting counts when you begin working with an employment agency, so always go in prepared to get to work. Treat the process just as you would treat a traditional job interview, and you will get off to a great start.

Explore Additional Job Search Resources

Do not put all your eggs in one basket. While ABR will work hard to find the right position for you, there is no guarantee that your agency can place you. Monitor job boards and social media websites like LinkedIn, continue networking with friends and acquaintances, and tap into resources like ABR JobConnect to keep your job search active at all times.

Make Sure Your Employment Agency Can Connect You with the Right Job

You want to make sure your employment agency works with businesses that need your specific skills. If your agency specializes in financial and accounting services, and you want a job in warehouse production or office administration, you will lose valuable job search time and resources. Also, research job placement agencies to learn more about what they require from you. By exploring the staffing agency’s website, you may learn that you need certain certifications or skills that you can achieve before contacting a staffing professional. Instantly impress your staffing representative by taking the initiative to gain the required knowledge or earn the necessary credential before your first visit.

Take Temporary and Seasonal Assignments

It is difficult to know just when your ideal job may become available. Stay sharp and busy while earning a paycheck by taking on temporary and seasonal assignments. A possible bonus to your flexibility is that you can show a potential employer your abilities and your work ethic, which may turn into a permanent position in the future. It also helps your staffing agency keep clients happy, so it shows your willingness to work as a partner with your staffing professional.

Follow-Up with Your Staffing Agency

If you do not hear from your staffing agency, do not hesitate to call or email your staffing representative. Make sure to include your name, the date you applied, and the position you applied for when you follow-up.

Learn More About ABR Employment Agency and How We Can Help You Improve Your Job Search

At ABR, we are here to work as your job search partner, so we hope to hear from you soon to set your first appointment.

Safe Winter Driving: Safety Tips & Reminders

December 26th, 2017

safe winter driving

Winter Driving

Winter in the mid-west means sometimes driving in less than ideal conditions. Although driving in winter can be more hazardous, if we take the proper precautions, safe winter driving can happen. And, we can avoid being in an accident.

The Risks: Injury and Property Damage

Winter conditions make driving more difficult in a variety of ways. Snow and ice decrease the traction our tires have with the road. This problem is magnified on corners and hills. This can result in collisions with other vehicles and ending up in a ditch. Another hazard can come into play when people get stranded in bad weather. Every year, people die trying to get help. They underestimate the effects that the cold weather can have on the body, or they lack the proper winter clothing.

The Solution: Think Before You Drive!

The first questions we should always ask ourselves are, “Is it safe for me to be driving?” and “Do I really need to drive, or can this wait?” Check the local forecast and road conditions. If travel is not advised, or weather conditions are expected to get bad, don’t drive!

Safe winter driving means if you are driving in winter weather, slow down. Leave about three times as much distance as you normally would if you are following another vehicle. When braking, apply the brake gently. Slamming the brakes can cause skidding. Do not assume that if you are in a four-wheel-drive vehicle you can drive on any surfaces. On glare ice, four-wheel-drive just means four wheels will be spinning instead of two.

Pack a car emergency kit. Items to have in your vehicle for winter driving include: cold-weather clothing (i.e. boots, gloves and hat); shovel; flashlight; sand or kitty litter; blankets; water; and food.

If you skid off the road and end up in a ditch, try rocking the vehicle back and forth, especially if your car wheels are spinning. Your best plan if you are stranded is to call for help and stay put. Even if the automobile isn’t running, it will provide shelter from wind and snow.

The Three ‘P’s’ of Safe Winter Driving: Prepare, Protect, Prevent

PREPARE for the trip; PROTECT yourself; and PREVENT crashes on the road.

PREPARE

  • Maintain Your Vehicle: Check battery, tire tread, and windshield wipers, keep your windows clear, put no-freeze fluid in the washer reservoir, and check your antifreeze.
  • Have On Hand: flashlight, jumper cables, abrasive material (sand, kitty litter, even floor mats), shovel, snow brush and ice scraper, warning devices (like flares), blankets, non-perishable food and water, medication, and cell phone.
  • Stopped or Stalled? Stay in your vehicle! Shine your lights at oncoming traffic, and run your vehicle just long enough to keep warm.
  • Plan Your route. Allow plenty of time (check the weather and leave early if necessary), be familiar with the maps/directions, and let others know your arrival time.

PROTECT YOURSELF

  • Buckle up!

PREVENT CRASHES

  • Slow down and increase distances between cars.
  • Keep your eyes open for pedestrians walking in the road.
  • Avoid fatigue – Get plenty of rest before the trip, stop at least every three hours.

We want you to be safe at work, too, which is why we blog about it. Check out the Workplace Safety category on abrjobs.com and check back monthly for new information. Be safe!

This blog about Safe Winter Driving was written by Safety Management Services Company and edited by ABR. It is being shared with permission.