Job Seeker Webinar Series: September 2016 on ABR JobConnect

August 29th, 2016


Job Seeker Webinar – Start at the Top and Work Yourself Down

Date: 09/06/2016 02:00 PM Eastern Time
Topic: Start at the Top and Work Yourself Down
Date: Tuesday, September 6th
Time: 2:00 pm EST (11:00 am PST, 12:00 pm MST, 1:00 pm CST)

Description: Most decisions makers have a weak link in their department or company. Often, this has not been discussed with Human Resources and there is no active search being conducted. These unadvertised inactive job searches can provide you with the greatest opportunity to get hired. During this session we will address the following:
• The importance of contacting hiring authorities direct
• WHO is your best contact in a targeted company
• How do you effectively market yourself?

Registration Link:

Job Seeker Webinar – How to Write a Resume at Every Stage of Your Career: Tips For Entry-Level and C-Level Professionals

Date: 09/13/2016 11:00 AM Eastern Time

Topic: How to Write a Resume at Every Stage of Your Career: Tips For Entry-Level and C-Level Professionals
Date: Tuesday, September 13th
Time: 11:00 am EST (8:00 am PST, 9:00 am MST, 10:00 am CST)

Description: This resume webinar will discuss tips and strategies for writing your resume, no matter if you are an entry-level, mid-level or advanced-level professional. You will be offered the opportunity to figure out what your current resume is missing, and learn how to improve it.

Registration Link:

Job Seeker Webinar – Shifting for Success in your Job Search

Date: 09/22/2016 02:00 PM Eastern Time

Topic: Shifting for Success in your Job Search
Date: Thursday, September 22nd
Time: 2:00 pm EST (11:00 am PST, 12:00 pm MST, 1:00 pm CST)

Description: If you want success, whether it’s a job offer or another goal, you must put your focus, attention, energy, and time on achieving your goals. I often hear people say, it’s too hard, too frustrating, too overwhelming, or they have a feeling “I can’t do it” These are common feelings that require a shift in thinking, because until you do, you’re giving all of your power away.

Instead of being over-powered by resistance and negative thinking, we can learn how to raise our awareness, focus on the results we want, make clear decisions and empower ourselves! Each and every one of us can take our power back. We simply need the tools and the determination that get results.

In this results-oriented presentation, you will have the opportunity to:
• Learn how to see beyond your own challenges
• Shift from focusing on “what’s wrong” to focusing on “what works”
• Discover how to rise above the negativity and take powerful action.
• Learn to connect, empower and support one another in order to move through your job search with ease
• Learn how to powerfully use your time and energy starting today

Come learn how you can shift your thoughts of being upset, angry, frustrated, hopeless, burned out; you name it.

Registration Link:

Five Easy Ways to Reward Your Top Employees

August 22nd, 2016


Cost Effective Employee Reward Ideas

Every company wants a happy workforce. Offering rewards is just one way to turn those frowns upside down – and one way to motivate employees to do their best work. Companies often forget the importance employees place on those last two items: recognition and appreciation. We’ve come up with five easy ways to reward employees who are deserving of a special something. The best part? It comes at little or no cost to you.


Say ‘Thank You’

Honestly, sometimes a “thank you” for doing what you do is all employees want to hear. Those two words don’t need to be reserved for top performers. Show your gratitude to all of your employees whenever you can.

Praise Personal Achievements

Is one of your employees expecting a baby, planning a wedding, or running a marathon? Don’t let personal achievements go unrecognized. A verbal or written acknowledgement is all you need.

Acknowledge Promotions

Hold a company-wide meeting or send out a company-wide email to announce any promotions or big accomplishments that occurred over the past month. The applause – digital or actual – will put your employees on cloud nine.

Make Introductions
Reward top performers with a chance to eat lunch with the CEO or to grab coffee with the director. Or send them to a meeting with a big client or to an important convention.

Recognize Dedication

Great effort is worth a reward as much as great success. Reward long-term achievements like five years spent with a company or perfect yearly attendance. It can be anything from a certificate to a gift card to a bouquet of flowers.

Add Happy Employees to Your Workforce

Our team of work ready talent are standing by and motivated to do their best work for you. Contact any ABR branch to add happy employees to your workforce.

Building The Business Case for Talent Management

August 15th, 2016

talent management

Corporate value is increasingly dependent on employees, and talent management is becoming a serious business issue.

The Brookings Institute has reported that 85% of a company’s market value is now calculated with intangible assets such as knowledge, reputation, and human talent. Just 25 years ago that figure was less than 40%, so the value shift has been dramatic and swift.

Evidence of the Business Value of Talent

Businesses are increasingly realizing their worth has less to do with buildings, machinery, and inventory, and more to do with the intangible assets of the people across their organizations.

However, business leaders have been slow to embrace–and slower to act upon–the onslaught of data that proves this point, and often learn too late they’ve squandered opportunities to fully leverage their talent assets.

More troubling yet is that many leaders don’t even realize that employees are assets, and aren’t willing to invest in that asset without a compelling and quantifiable reason to do so.

Having a Talent Strategy is Vital

Improving the bottom line should be a primary driver behind any talent management strategy, according to a report entitled Talent Pipeline Draining Growth: Connecting Human Capital to the Growth Agenda. In the report, 43% of the CEOs, CFOs, and HR directors surveyed said their companies have missed financial goals in the past 18 months because of inadequacies in talent management. Almost the same number indicated these shortcomings have hindered their ability to innovate.

To turn these dismal results around, and to help build the business case for investing in talent optimization, HR leaders should meet with their CFOs to better understand the drivers of their business and the company’s overall business objectives. CFOs can be excellent partners in devising accountability measures that more effectively tie talent management initiatives to those business goals.

Rewards Accelerate Talent Success

Recognition and incentive programs have proven to be highly effective at improving employee engagement and loyalty, two of the key pillars of a successful talent management strategy. Rewards are also one of the few business tools whose cost can be based on actual performance and paid out only after the desired results have been achieved.

According to a research report by the International Society of Performance Improvement entitled Incentives, Motivation, and Workplace Performance: Research and Best Practices, effectively designed reward programs can increase performance by an average of 22%. Team recognition can increase performance by as much as 44%.

These programs help improve employees’ interest in their work as well. The research revealed that when rewards are first offered for completing a task, a 15% increase in performance occurred. Asked to persist toward a goal, employees increased their performance by 27%, and when reward programs were used to encourage ‘thinking smarter,’ performance increased by 26%.

Taking a Broader Approach to Talent Management

HR needs to consider taking a broader approach to talent management to build a fully integrated strategy that leverages total rewards, utilizes recognition and incentive programs for building and improving engagement, and ensures that all facets of compensation are optimized to motivate workforces and to help their organizations thrive.


The content of this blog originally appeared in the August, 2016 edition of our e-newsletter, HR Insights. It was written by Michelle M. Smith, Vice President of Business Development at O.C. Tanner. 

Sharp Tool Injury Prevention

August 8th, 2016

knife safety

The following on sharp tool injury prevention was written by Safety Management Services Company. It is being shared with permission. 

Cuts and Punctures From Knives and Sharp Tools

Nicks, cuts, and scratches. Not only are injuries often very painful, but these injuries allow bacteria and foreign materials into the body causing much greater harm.


Cuts require immediate professional attention if:

  1. There is severe bleeding, especially an arterial wound, which literally can pump your blood out of your body.
  2. Puncture wounds, such as those caused by a rusty nail or animal bite.  These can easily lead to tetanus (lock-jaw) if your tetanus booster is not current.
  3. Cuts more than one-half inch long, and one-quarter inch deep, which will usually require stitches.

Protect Yourself – Protective Equipment

  • Use the proper protective equipment. This may include cut- or puncture-resistant gloves, arm guards, aprons, or whatever is appropriate.
  • If it is necessary to install blades or cutting surfaces, make sure that these are properly guarded or you are wearing your protective equipment

Protect Yourself – Tools and Tool Usage

  • Some people consider one of the great truths of life to be “cut away from yourself.” This is a great rule.
  • Never reach across a box to cut it open with a box cutter. You will draw the knife toward you.
  • Use a knife or box cutter with a blade that automatically retracts when not in use.
  • If cutting banding or other materials, use snips or other cutter designed for the purpose.
  • If the knife is dull, sharpen or replace it. A sharp knife takes less force, gives greater control, and cuts where it is intended.  If the knife will not cut properly, why use it?
  • When changing blades in a machine, use proper tools, guards for the cutting edges, and all proper lockout procedures.
  • Properly dispose of all worn-out cutting tools. Do not throw them unprotected into the waste receptacle.  Someone may get cut reaching into the trash.
  • Don’t carry improperly sheathed or protected tools (especially in your pocket).
  • Pass any cutting tool to another person by the handle, not the blade or by tossing it.
  • Properly store the tools when you are done with them.

Immediate Steps if Injured

  1. Get immediate first aid.  If you have not been trained, go to your supervisor or lead person to get the proper treatment.
  2. If bleeding does not stop, there is numbness, lack of movement or control of the injured part, embedded dirt, or you have any other concern, seek professional help.

If you experience an injury while on assignment with ABR, stop working and report it to your supervisor immediately. Then, after receiving treatment, contact your local ABR Employment Services office.




What Do You Know About Our Company? How to Answer

August 3rd, 2016

thumbs up

What do you know about our company?

47% of people that interview for a job have little or no knowledge of the company they are interviewing with. It’s not the interviewers job to educate you on the company – it’s yours.

Follow these three easy research tips to prepare a smart answer to the interview question “what do you know about our company” before your next job interview:

1) Visit the company website; look in the “about us” section and “careers” sections
2) Visit the company’s LinkedIn page (note, you must have a LinkedIn account — its free to sign up)
3) Google a keyword search phrase like “press releases” followed by the company name; you’ll find the most recent news stories shared by the company

Remember, just because you have done your “homework”, it does not mean you need to share ALL of  it during the interview! Reciting every fact you’ve learned is almost as much of a turn off as not knowing anything at all! At a minimum, you should include the following in your answer:

1. What type of product or service the company sells
2. How long the company has been in business
3. What the company culture is like OR what the company mission statement is, and how the culture and/or mission relate to your values or personality

Follow these tips and the next time you are asked, “what do you know about our company” in an interview, you will impress the interviewer with your answer! If you’d like to see future blogs on career or job topics, comment below. 

This blog was written by Joan Pajari, Senior Marketing Specialist at ABR Employment Services and Kinsa Group.