Low Unemployment and the Skills Gap: How Manufacturing Employers Can Respond

August 21st, 2017

low-unemployment-skills-gapWhile the 16-year low unemployment rate is good for American workers, it is a complex issue for the economy and leaves employers wondering what to do to attract the right talent within their budget.

A quick glance at the American Staffing Association Fact Sheet for Wisconsin reveals that the average earning for workers employed through a temporary service is $30,235 annually, or $14.53 per hour. A pay-gap exists in many portions of the State with companies willing to pay supplemental staff a rate between  $10-$12 per hour. As you might imagine, prospective candidates with the necessary skills outright reject work at this pay rate stating they’re unable to meet financial obligations.

How Does the Skills Gap Come into Play?

The skills gap is another challenging issue you may face in the current economy when trying to find talent in for manufacturing positions.

Following are just a few varied and complex reasons you may be running up against a brick wall when it comes to the skills gap:

  • Wages Are Insufficient in Attracting Skilled Talent. Workers who have the necessary skills may already have a job at an acceptable wage to them.
  • Training Has Not Caught Up to New Technologies. New technologies require specific skills, which makes it challenging for job seekers to ensure they have the necessary skills for a particular job.
  • No Proper Preparation for the Real World of Work for Students. Modern students who do not follow the path to college may find themselves left behind in the classroom. Ideally, students have access to a career center program or technical school if they do not plan to attend college, but that is not always the case.
  • Lack of On-the-Job Training. Perhaps the job candidate has worked in manufacturing positions before, but they didn’t use the same equipment or require the same skills.
  • Unrealistic Expectations for the Job Applicant. Employers may look at an ideal candidate, save for a lack of the precise skills they need, and proceed to toss the application to the side.

Looking at these reasons, it may help you see that skilled employees are all around. You may just need to look more closely at their potential for gaining the skills you need.

What Can You Do in Response to the Combination of Low Unemployment and the Skills Gap?

If you are wondering how you can find the right talent with the skills your manufacturing positions require, it may help you to learn more about what other employers are doing.

  • Listening to What Candidates Want from a Job. In a low unemployment climate, you have to look more closely at what talented candidates want from their employer. It may come as no surprise that good pay is the single most important thing manufacturing workers want, followed by job security and benefits, according to Industry Week.
  • Adjusting Expectations. Employers who come across talent who have years of manufacturing experience, yet do not have specific skills for a specialized position, they are loosening their expectations and choosing to invest in the person’s potential. They may offer on-the-job training to get the candidate up to speed.
  • Broadening Ideas About Who Is the “Right Candidate.” Today’s employers are looking at the big picture and taking steps like hiring the long-term unemployed, looking beyond resume titles, reassessing position requirements and paying higher wages for specialized skills.

Do you need more ideas about finding the right talent to meet your needs while reducing costly turnover rates?

The professional staffing team at ABR Employment Services can help you find the right balance for your manufacturing talent needs.

Accounting Administrator: Hiring at ABR Corporate in Madison WI

August 10th, 2017

accounting administrator

Accounting Administrator Opportunity At ABR Corporate

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 nearly 30 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 As Our Accounting Administrator

  • We value work life balance- no nights or weekends!
  • We will foster a culture of recognition and community involvement
  • 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, outstanding benefits including, PTO, 7 paid holidays, 401(k) Plan, Medical, Vision, Life, Dental and more!

Key Accounting Administrator Characteristics: Who You Are

  • 3+ Years Of Work Related Experience
  • Associates Degree in Accounting or Related Field
  • High Attention To Detail
  • Outstanding Communication Skills
  • Excellent Computer Skills
  • High Sense Of Urgency
  • Goal Oriented
  • Team Player
  • Fun

What You’ll Get To Do as an Accounting Administrator 

  • Responsible for the prompt payment of company obligations and recording expenses in the general ledger which are coded to the appropriate cost category by others
  • Responsible for all payment of ABR Branch Leases
  • Responsible auditing timesheets and other payroll duties
  • Maintaining garnishments and direct deposit payroll for Supplemental Workers
  • Assist Controller with annual filings of IRS Forms 1099 and 1096.
  • Other duties to assist ABR and the Finance and Accounting team as assigned

Tell us why you should be our Accounting Administrator by submitting a cover letter and resume to:

ABR Employment Services
4600 American Parkway, Suite 301
Madison, WI 53718
Email: hr@abrjobs.com

Recruiter Texting Etiquette: How To Text A Recruiter

August 7th, 2017

recruiter texting etiquette

If you are like 68 percent of the millennial population, or 47 percent of those age 30 to 49 and 26 percent of 50 to 64-years-old, you likely spend significantly more time texting than actually talking on the telephone than you did a decade ago, according to Forbes.

If you are about to start your search for a new job—or your first job—you may wonder how you can use your texting skills to your advantage. You might even assume that there is no place for text messaging during a job search. The truth is that text message recruiting is on the rise, so you can definitely use your preferred means of communication—whether using text messages, emails, social media or old-fashioned telephone calls—to stay in contact with your possible employer or professional staffing agency.

Employers do not want to miss finding the right candidate for their position, so they are happy to adopt any and all modern technologies to make sure they don’t miss an opportunity. There is even HR software that makes it easier for recruiters to manage text messages and even send a text message job offer when the time is right.

Is There Such A Thing As Recruiter Texting Etiquette?

Now that you know texting is a possible way for you to easily communicate with your recruiter, it is important to know that there are some considerations for you to keep in mind. While recruiters are open to this modern method of communication, the hiring process is still basically the same, as far as professionalism and etiquette.

Keep the following 5 etiquette tips in mind on how to text a recruiter:

  1. Spelling and Grammar Still Count. Approach your text messages the same way you would approach writing an email or cover letter. Don’t use text style abbreviations, emoticons or acronyms. Use full sentences to let the recruiter know you are professional and serious about the position. Before you press “send,” make sure you proofread your message so you don’t send a message riddled with spelling or grammar errors.
  2. Keep the Text Message Professional in Tone and Content. Treat your text messages to recruiters the same way you would treat a telephone call. Keep your message brief, polite and to the point. Avoid typing information that is off-point, such as any personal information. You definitely want to avoid sending any information that is inappropriate, which might include mentioning your significant other or your hobbies. It is easy to treat text messaging as a casual method of communication, so it is important that you keep context at the forefront of your mind when texting your recruiter.
  3. Don’t Use Texting as Your Only Means of Job Search Communication. Just because texting has become an important part of the recruiting process doesn’t mean it is the only choice you should make. It may be perfect to confirm an interview via text, but if you have a more detailed question or concern, picking up the telephone or writing a professional email is probably better for you and the recruiter.
  4. Avoid Sending Bad News Via Text. It is always better to deal with unpleasant conversations on the telephone or face-to-face, if possible. For instance, if the recruiter chooses you for the position, and you decide not to accept, you probably want to let them know directly.
  5. Track and Save Your Text Messages. Just like you keep your emails and make notes about telephone calls with recruiters, track and save your text messages to review previous conversations to avoid repeating yourself or repeating the same questions.

Do You Need More Ideas About Your Job Search?

If you need help starting your job search, ABR Employment Services can help. Whether you have more questions about texting, or another means of communication with recruiters, our professional recruiting team is here for you.

Contact us to learn more about our services that will help you kick off a successful job search.

Data Entry Jobs: Part-time Jobs & Full-time with LHI

August 3rd, 2017

part-time jobs

Part-time Jobs & Full-time Data Entry Jobs

ABR, in partnership with LHI are looking for Data Entry/Admin Candidates!

Flexible Shifts: Full Time & Part Time Jobs

Job Summary: Responsible for processing all incoming medical and/or dental service documentation according to contract requirements and customer specifications. Receive and thoroughly review documentation for errors, identify missing components and complete data entry. Ensure program policies and customer designated guidelines are adhered to while processing the documentation under time-sensitive deadlines.


High school diploma or equivalent required, post high school education preferred.

A minimum of 1 year of related work experience required.

Intermediate computer skills including Microsoft Office programs and electronic file/database management experience required.

Strong keyboarding skills required.

Data entry and customer service experience preferred.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, protected veteran status, disability status, sexual orientation or gender identity. EOE/AA

Apply Now:

Questions? Contact:
Brittany Erickson
328 Front Street South
La Crosse , Wisconsin 54601
Phone: (608) 784-0760
Email: berickson@abrjobs.com

328 Front St S
La Crosse, WI 54601-4023