Staffing Coordinator Opportunity with ABR Brookfield

March 22nd, 2017

 

ABR Employment Services, a Midwest based workforce solutions company, has an exciting opportunity for a staffing professional to begin with us as a Staffing Coordinator in Brookfield, WI.  Individuals responsibilities include: actively reaching out to candidates, screening resumes, building and servicing customer relationships, and placing job seekers at companies. Additional responsibilities will include: updating job advertisements, searching resume databases, completing office administrative tasks and networking.

PRIMARY DUTIES INCLUDE

  • Actively recruits, interviews, selects and maintains decisions in the best interest of ABR.
  • Initiates, develops and maintains recruiting relationships within the community to develop a pipeline of applicants within the 4 primary ABR segments or funnels (administrative, call center, light industrial and skilled industrial).
  • Acts as the primary liaison between ABR and the Customer. Responsible for growing relationships and creating new opportunities with assigned accounts.
  • Visits client companies, tours their place of business and obtains contracts, and maintains a high level of rapport with clients, staff and applicants.
  • Communicates with customers by phone or in person, receives orders, enters data and maintains data and all related activity in ABR’s database for applicants, orders, and clients.
  • Represents ABR at association meetings, networking groups, business shows and job fairs to promote ABR.
  • Attends and participates in branch meetings, providing status reports on current job order activities and future projections.
  • Conducts new employee orientations and properly processes hiring paperwork in accordance with Regulatory Agencies and EEOC guidelines.
  • Maintains ABR’s database of available employees.
  • Meets or exceeds Key Performance Indicators such as fill rate, interview rate, and referral rate.

KNOWLEDGE, SKILLS AND ABILITIES

The ideal Staffing Coordinator must be willing and capable to reach out to active and passive job seekers who may be interested in opportunities to work within a manufacturing or administrative setting. Have an ability to focus on recruiting efforts, and document and handle the administrative tasks that are associated with those recruiting efforts. Must have a strong sense of urgency. A history of working in an autonomous environment, setting own goals and managing day to day processes. Must have excellent oral and written communication skills and are able to work in a fast paced environment. Work is performed within an office environment.

Must maintain a valid driver license with an acceptable driving record.

EDUCATION/EXPERIENCE

Associate degree or equivalent and 2 years related recruiting, staffing industry, sales, or human resources experience and/or training; or equivalent combination of education and experience. Bachelor’s degree within a business concentration is preferred.

COMPENSATION & BENEFITS

ABR Employment Services offers a competitive wage, quarterly incentive and formal recognition program.  This full-time position also includes an excellent benefits package, a phenomenal 401(k) plan, as well as an excellent Paid Time Off (PTO) bank and paid holidays!

Tell us why you should be our next Staffing Coordinator 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

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

Just Who Are Millennial Workers?

Do you love the idea of hiring a millennial or two to help build potential longevity in your organization? In spite of their technological capabilities and their sheer numbers, your HR team may feel uncertain about the generation’s sense of commitment and company loyalty.

Ryan Jenkins reports that millennials will make up 75 percent of the workforce by 2025. Such a percentage translates to roughly 75 million potential workers, according to Gallup. 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 these enthusiastic young 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 Cannot Stop Checking Their Smartphones

Fortune reports that millennials, in spite of their reputation for constantly peeking at their smartphones, prioritize face-to-face interactions over digital options when it comes to work matters.

Engagement Strategy 4: Use Millennials’ Digital Talent to Your Organization’s Advantage

Even if you have a social media team, invite interested millennial staff members to submit ideas for Facebook posts, tweets, and text notifications.

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.

Account Executive – Madison/Brookfield WI

March 7th, 2017

ABR Employment Services, a Midwest based workforce solutions company, has an exciting opportunity for an Account Executive.  The Account Executive is responsible for identifying and generating new business through outside sales activities such as prospecting, telemarketing, territory planning, cold calls, and relationship building.  The Account Executive is accountable for focusing on and generating business through new sales with medium to large users of staffing services that meet ABR funnel requirements.  This position will need to have an understanding of the fundamental aspects of ABR’s database system.

PRIMARY DUTIES INCLUDE

  • Develops and implements effective sales plans to meet or exceed established sales objectives for medium to large size accounts.
  • Acts as the primary liaison between ABR and new customers.
  • Assists in development and participates in all sales programs and campaigns.
  • Coordinates sales distribution by establishing and maintaining sales territories and goals, and developing sales solutions based on clients critical needs and issues.
  • Responsible for developing and maintaining an individual prospect plan.
  • Develops, collaborates, and customizes comprehensive staffing solutions, proposals, business reviews and presentations with the Staffing Manager.
  • Reviews market analyses to determine customer needs, volume potential, price schedules, and assists in development of sales campaigns to accommodate goals of the branch and the company.
  • Accurately prices new business based on company gross margin goals.
  • Visits client companies, tours their place of business and obtains contacts, and maintains a high level of rapport with clients.
  • Attends and participates in branch meetings/corporate meetings, providing status reports on current sales/job order activities and future projections.

KNOWLEDGE, SKILLS AND ABILITIES

  • Ability to articulate verbal communication professionally, with excellent customer service skills.
  • Strong business to business sales skills and/or training.
  • Familiar with consultative, solution-based selling.
  • Strong written communication skills in both data entry and document preparation and creation.
  • Ability to effectively present information to small and large groups.
  • Willingness and ability to make customer/client cold calls and drop-ins.
  • Capable of working as a team member/contributor.
  • Exceptional listening skills.
  • Strong keyboarding skills; ability to type 35 wpm+.
  • Proficient in Microsoft Office including: Outlook, Word and PowerPoint.
  • Must maintain a valid driver license with an acceptable driving record.

EDUCATION/EXPERIENCE

Associate Degree and 2 to 4 years sales/business development; and/or equivalent combination of education and experience.  Staffing industry sales experience preferred. Bachelor’s degree within a business concentration is preferred.

COMPENSATION & BENEFITS

ABR Employment Services offers a competitive wage, quarterly incentive and formal recognition program.  This full-time position also includes an excellent benefits package, a phenomenal 401(k) plan, as well as an excellent Paid Time Off (PTO) bank and paid holidays!

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.

Working at DuraTech Industries: Training, Development, Opportunity

March 1st, 2017

Hiring for Press Operator Jobs

ABR Employment Services La Crosse work in partnership with the Human Resource Department at DuraTech Industries, a global manufacturer of product graphics for the appliance, automotive, medical & dental industries, to hire for a variety of manufacturing jobs.

DuraTech invests in their employees through training and development, and encourage new ideas and innovation. DuraTech Industries describes the key to their success as “our great employees, self-motivated people with a strong work ethic and desire to produce quality products in a team environment”.

Celebrating 40 Years in Business

Celebrating their 40th anniversary in business this year is a clear reflection of DuraTech’s work culture and the quality products their employees make.

DuraTech is close to bike trails and the MTU city bus line. Sound like a place you want to work? ABR La Crosse is currently recruiting for Inspectors, Operators, Pre-Press and Die-Cut jobs with DuraTech, for 1st – 3rd shift.

The positions are ‘try-before-hire’ jobs which mean that you have the potential to get hired on by DuraTech Industries after working a certain number of hours. New hires at DuraTech receive great benefits including paid time off, paid holidays, health benefits, and a retirement plan.

What You’ll Do In These Jobs at DuraTech Industries

  • Perform detailed visual inspection of screen printed parts adhering to DuraTech workmanship standards and the specific customer standards.
  • Monitor the screen printing process to quickly identify defective product and incorrect process parameters.
  • Set-up, run and inspect printed parts and adjust printing press to maintain quality and quantity of production.
  • Program, operate and trouble shoot various pieces of automated equipment used to place service mount devices in their growing printed electronics department.
  • Prepare screens for the screening department by reclaiming, de-greasing, coating, and development of the screens.
  • Ship products to customers using a variety of shipping methods, retrieve parts from proper bin location in warehouse, and perform accurate count to ensure correct inventory levels.
  • Adjust and maintain equipment through trouble shooting and preventative maintenance and assist with other projects relating to building repairs, maintenance and new construction.
  • Run a fully automated flatbed cutting and stripping press which cuts and punches a variety of substrates to required specifications.

Interested? Let Us Know

Complete this short form or call us at 608-782-9700.

 Want a sneek peek at DuraTech Industries Press Operator Jobs? Check out this short video:

Benefits Specialist Opportunity with ABR/FSC Corporate

February 27th, 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 Benefits Specialist.  The Benefits Specialist works under the direction of the Human Resources Manager.  The Benefits Specialist is responsible for the administration and creation of various employee benefit plans, time off programs, legal and compliance issues, FMLA, ADA, ACA, Workers Compensation, unemployment insurance, records management, and any other issues relating to employment.   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 many facets of human resources.

 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 2016 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 7th year in a row for Talent and 6th 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

  • Ensure effective and timely communication of changes in FSC and ABR benefit policies to employees.
  • Prepare and distribute annual individual summary of benefits to employees.
  • Prepare and distribute monthly benefit and wellness updates.
  • Manage vendor relationships with all benefit providers 401(k), third party administrators, and carrier representatives and benefits brokers.
  • Prepare and submit non-discrimination testing for the FSA and HRA plans.
  • Evaluate and compare existing employee benefits with those of other employers by analyzing other plans, surveys, and other sources of information.
  • Administer and maintain legal compliance in the areas of FMLA, ADA, ACA, Unemployment Insurance, Workers Compensation, and OSHA to include eligibility, enrollment and program specifications as well as serving as a key liaison for associated compliance matters.
  • Provide guidance and support to supervisor in matters of employee relations pertaining to FMLA and ADA.
  • Identify reporting regulations affecting the Human Resource function (e.g. OSHA, ERISA, COBRA, HIPAA, EGTRRA, etc.), and ensure FSC and ABR compliance with same.
  • Maintain all HR files relevant to FMLA, ADA, Workers Compensation, Unemployment, and OSHA.
  • Cross train on various duties with other members of the Human Resources team.
  • Update, launch and administer the Data Update Wizard and open enrollment benefit process.
  • Contribute to and communicate general HR policies and procedures.

KNOWLEDGE, SKILLS AND ABILITIES

The ideal Benefits Specialist must demonstrate the ability to use professional discretion in dealing with confidential matters, maintain effective flow of information between various departments/offices, organize and disseminate information from a variety of sources, and possess knowledge of scheduling techniques and methodologies.  They must be proficient in MS Office (Word, Excel, PowerPoint, Publisher and Outlook) and have the ability to learn other software programs. Stay abreast to federal, state and local employment relations.  Must maintain a valid driver’s license with an acceptable driving record as determined by our insurance carrier.   Experience in employment benefits is preferred.

EDUCATION/EXPERIENCE

Bachelor degree and three (3) plus years of proven success in the HR/Benefits field and/or equivalent combination of education and experience.

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 Benefits 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

Forward Service Corporation is an equal opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected veteran status.

ABR Wins Inavero’s 2017 Best of Staffing Awards

February 16th, 2017

ABR Receives 2017 Best of Staffing Awards, 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.

ABR Employment Services, a leading staffing agency in the administrative, call center, light industrial and skilled industrial sectors, announced today 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.

Presented in partnership with CareerBuilder, Inavero’s Best of Staffing® winners have proven to be industry leaders in service quality based completely on the ratings given to them by their clients and the permanent and temporary employees they’ve helped find jobs.

With fewer than 2% of all staffing agencies in the U.S. and Canada earning the Best of Staffing® Award, just 23% of the 2017 award winners earned the Diamond Award distinction.

ABR received satisfaction scores of 9 or 10 (the highest score possible) from 65% of their clients and 68% from the employees they place in jobs. Inavero calculates staffing industry averages for client satisfaction at 4% and talent satisfaction at 21%.

“Our company works hard to make service a priority.”  ABR CEO, Jim McNett said. “The ABR Team is very pleased to have received both Inavero 2017 Best of Staffing® Awards and is honored to be recognized for our efforts in this way.”

About Inavero
Inavero administers more staffing agency client and talent satisfaction surveys than any other firm in the world. Inavero’s team reports on over 1.2 million satisfaction surveys from staffing agency clients and talent each year, and the company serves as the American Staffing Association’s exclusive service quality partner.

About Inavero’s 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 completely on the ratings given to them 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.

 

 

OSHA Temporary Worker Initiative Updates: What You Need to Know

February 13th, 2017

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Join Forces with Your Staffing Agency to Protect Temporary Workers

Anytime you bring a temporary employee to your office or warehouse, it is critical that you ensure their safety, just as you ensure for your permanent staff. As the host employer, you must work with your staffing agency to provide a safe work environment, pursuant to the requirements of the Occupational Safety and Health Act of 1970 (the OSH Act). Coordinating efforts to make sure the temporary employee has access to the same health and safety training, as well as updated information as available, benefits both the professional employment agency and your organization. You, your staffing team, and your employee can work together in confidence that you have covered all the safety bases.

The Society for Human Resource Management (SHRM) notes that the Occupational Safety and Health Administration (OSHA) worked with the National Institute for Occupational Safety and Health (NIOSH) as co-publishers of the best-practice guidance for temporary—or supplied—workers. However, OSHA remains the driving force for national workplace safety for all employees and continually monitors the needs of employees and updates its guidelines to reflect events and knowledge that serve to create a safer workplace for temporary staff members.

OSHA Provides Regular Updates to Help You Maintain Workplace Safety Compliance

Staying informed of all updates provided by OSHA gives you the inside track toward keeping your temporary team members safe, allowing you to reduce and eliminate hazards before they can wreak havoc and cause injury or illness. ABR Employment Services offers a basic safety overview to all new temporary employees before sending them to a client’s—or host employer’s—work site to help temporary workers understand strategies they can use to stay safe. Your part of the joint responsibility greatly relies on your organization’s safety leader regularly monitoring OSHA’s frequent requirement updates, providing the necessary information and training recommendations for permanent and temporary employees, and enforcing regulation compliance for everyone.

The TWI Serves to Help the Staffing Agency and Host Employer Stay Current on All Health and Safety Issues

OSHA provides a special series of updates for temporary workers, which the national health and safety body refers to as the Temporary Worker Initiative (TWI). The TWI serves to help the staffing agency and host employer work together for seamless health and safety.

What New Workplace Health and Safety Updates Are on the Horizon with OSHA?

  1. Temporary Worker Initiative Bulletin No. 6 – Bloodborne Pathogens. If your work environment involves a hospital, clinic, or another facility that may allow for a temporary worker’s exposure to blood pathogens, this bulletin features procedures to help prevent exposure. Bulletin No. 6 notes that bloodborne pathogens are microorganisms in human blood and other bodily fluids that can cause diseases, which may include hepatitis B virus (HBV), hepatitis C virus (HCV), and human immunodeficiency virus (HIV). The guide makes recommendations on taking special care to avoid needle sticks and other sharp-related incidents that could lead to the temporary worker’s injury.
  2. Temporary Worker Initiative Bulletin No. 7 – Powered Industrial Truck Training. Warehouse workers are frequently asked to use powered industrial trucks, such as forklifts, fork trucks, lift trucks, or pallet jacks. Even if your temporary worker has previous experience with this machinery, it is important that you provide training for your powered industrial trucks to ensure specific knowledge, a refresher training base, and compliance with safety requirements, according to OSHA.

If you have additional questions about these TWI updates, or any other workplace safety concerns or questions, contact your staffing representative at ABR for clarification and peace of mind. We appreciate our partnership with you in keeping our temporary workers safe.