OSHA Temporary Worker Initiative Updates: Bulletins 8 & 9

September 24th, 2018

Respiratory Protection, Noise-Hearing Protection

The Occupational Safety and Health Agency recently released two new Temporary Worker Initiative (TWI) Bulletins –  TWI 8 (Respiratory Protection) and TWI 9 (Hearing Protection) .

Both cover client (‘host employer’) and staffing agency responsibility when it comes to respiratory protection and noise hearing protection.

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.

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.

Questions? Let Us Know

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.

 

Workplace AI: Friend or Foe?

September 17th, 2018

Click Image To Read

Feature Article Focus: Workplace AI

In every edition of our HR Insights Magazine, influential and wide-ranging thought leaders in HR, recruitment, staffing, management, and other fields discuss themes that are relevant to our clients’ businesses. The subjects differ from issue to issue, of course, but they are always connected to the latest industry news and trends. In this edition we help you prepare for the future now.

Use Workplace AI To Improve Security, Services, Productivity & Satisfaction

In this issue’s feature, “Get Ready for AI to Change the Workplace,” Nicholas McQuire describes how organizations can use artificial intelligence technology to improve their security and services as well as employee productivity and satisfaction. “Companies that want to benefit the most from the shift toward more AI in the workplace,” he writes, “should start preparing now—not later—for its arrival.”

Advantages & Pitfalls of Certain Workplace AI Functions

Another contributor, Rebecca S. King, also turns her thoughts toward what happens when tech applications replace some of the tasks that have been traditionally fulfilled by humans. In “Replacing Human Managers with Programming in the Gig Economy,” she examines what a case study of one automated platform reveals about the advantages (and pitfalls) of growing use of AI for certain managerial functions.

It is impossible to stop the future. But it is possible to prepare for it. Are you ready for what is coming?

Great Ideas & Partnerships Begin With A Conversation

We’re here to help you prepare for your organization’s future! Contact any of our locations to get the dialog going.

Candidate Ghosting: How Can You Prevent It?

September 12th, 2018

Candidate Ghosting Prevention

Are potential employees continuing to disappear while in the middle of your recruiting process? You’re not alone. So what can you do to keep from getting ‘ghosted’ by job candidates?

Candidate Ghosting Reasons and Remedys

According to Strategic Human Resources, Inc., candidates are more prone to drop out of the talent acquisition process due to the image that you’re portraying as an employer online.

In a world where we are inundated with different messages and forms of communication, what can you be doing to help yourself stand out from the crowd of employers on Indeed or ZipRecruiter? Try following a few of the steps below.

Make Social Media Your Friend

Perhaps you are one of the employers who isn’t sure social media is for them. Maybe your industry or services don’t lend well to social media, or you’re just not comfortable dedicating what could be 40 hours a week to your followers on Facebook, LinkedIn, Twitter or Instagram. However, consider this: 18.2% of referral makers ages 25-34 won’t refer a provider (or in this case, an employer) if they are not on social media. If you’re in the process of trying to catch the next wave of employees, consumers, or influences, you’re going to be caught in the surf without some form of active social media presence.

Create an Encouraging Culture of Communication

By remaining in consistent communication with your candidates, you can begin to build relationships that create a sense of responsibility in the candidate to reach out if they’ve changed their mind. But this responsibility goes both ways. When surveyed by CareerArc, over nearly 60% of candidates reported a poor experience with an employer or recruiter. Imagine the impact on that 60% if those responsible for the direct recruiting remained in contact with their candidates, keeping them updated on where they stood in the process. In the same study, 72% percent of those respondents said they shared their negative experience online or with someone directly. By cultivating a culture of communication between the employer and the potential employee, you can present an attractive image to candidates – one candidates want to be involved with

Don’t Hide

Similar to the fact that you should be active and involved in the public eye of social media, you should be actively approaching negative comments that may come out from behind a far-away keyboard. In a world that revolves around constant and instant communication, bad news can travel fast, and negative reviews can have a quick impact. In fact, USA Today recently reviewed a case where Yelp.com won a lawsuit against a local law firm that had received a negative and harsh review by a Yelp user, damaging their business reputation. When dealing with negativity in your web presence, a quick, factual and polite response will show potential employees (and potential customers) that you are an outstanding partner in the whole process.

We’re Not Afraid Of No Ghosts

Even before social recruiting was common practice, ABR Employment Services embraced it, as well as the 3 tips outlined above. As such, we’ve built, and continue to build, a community of trust among the people we help connect to employment. For candidate ‘ghost slaying’ support, reach out to any ABR location for assistance.

Editorial Note: Portions of this blog originally appeared in the September, 2018 edition of ABR Employment Services enewsletter, ABR HR Insights. It has been edited and was originally written by Robin Throckmorton of Strategic Human Resources Inc.

ABR Launches Professional Search Services Division

September 10th, 2018

 

Professional Search Services

Hire Professionals to Managers Faster & More Cost Effectively

ABR Employment Services, a leading employment agency specializing in professional office support and manufacturing announced today that they have launched a Professional Search Services Division.

ABR’s Professional Search Division specializes in the recruitment of exempt level professionals to management level talent in most industries and job disciplines within the U.S. Focused on helping employer’s access better talent, create exceptional candidate matches, shorten time to hire, and reduce cost and hiring risk, the division was created in response to client needs.

The addition of the Professional Search Division allows ABR Employment Services and Kinsa Group, ABR’s Executive Search Division, to offer a full array of recruiting and staffing services. Clients and businesses now have the ability to utilize a one-stop resource to recruit and staff for entry level to top executive positions.

“With a tight labor market and growing economy, finding the right recruiting partner is critical to success,” said ABR’s CEO, Jim McNett. “We have the experience, skills and tools to proactively source highly qualified professionals and managers needed to fill critical roles.”

About ABR Employment Services

Founded in 1987, ABR Employment Services provides professional search, 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. In 2018, Kinsa Group, a division of ABR, was named to the Forbes America’s Best Professional Recruiting Firms list. ABR is an eight-time recipient of Inavero’s Best of Staffing® Award.

Find Top Talent

Seeking exceptional professionals or managers to build your team? Tell us you are interested in starting a conversation with us below, or call us at 608-268-2266.

 

 

September 2018 Career Webinars on ABR Job Connect

September 4th, 2018

How do I negotiate the best salary? How do I find an unadvertised job? What are the pros and cons of contract positions? We’ll answer these frequently asked questions from job seekers this month during our free webinars.

How to Find Jobs that are Not Advertised


Date: Thursday, September 6th
Time: 3:00 pm EST (11:00 am PST, 12:00 pm MST, 1:00 pm CST)

 

Description: 
If you are answering job board ads or website postings, your resume or CV in one of the hundreds of responses companies receive. But, how do you find jobs that are not advertised so there is not so much competition? This session will cover that topic as well as the following topics:

  • How to get your resume in the hands of hiring authorities
  • Networking activities you must do daily
  • Best ways to uncover jobs that are not advertised

Ignite Your Job Search with Confidence – Re-THINK You!


Date: Wednesday, September 12th
Time: 12:00 pm EST (9:00 am PST, 10:00 am MST, 11:00 am CST)

Description: It is time to re-invent your self-image, expand your self-concept, and ignite self-confidence. No matter what you are doing in life, it’s important to know how to effectively manage yourself on all levels; physically, mentally, and emotionally.

If you feel like job searching is a defeating or discouraging experience, make it a priority to join us. In this webinar, you will have the opportunity to:

• Shift your perspective to cultivate self-confidence
• Discover how easy you can change your self-image
• Learn strategies to help you powerfully manage emotions
• Build and strengthen your attitude – Be a Yes to You!
• How to access the courage, clarity and power already in you

Instead of defeat, you will see that you are already a WINNER! Come experience the shift for yourself.

What are the Pros and Cons of Working Contract Positions?


Date: Monday, September 17th
Time: 12:00 pm EST (9:00 amPST, 10:00 am MST, 11:00am CST)

Description: 

Have you ever thought about working as a Contractor, but thought that would hurt your career? Did you know that Contractors can make more money than individuals who work a traditional 40 hour a week job? Do you really know the pros and cons of working as a Contractor? During this session, we will address the following:

  • PROS of working as a contractor
  • CONS of working as a contractor
  • Why working Contract has become a popular choice for employment

Negotiate the Highest Compensation Package


Date: Tuesday, September 25th
Time: 11:00 am EST (8:00 am PST, 9:00 am MST, 10:00 am CST)

Description: 

You’ve been through several interviews, and just completed the final interview where the employer said they would be putting your offer together. Then it hits you that you never discussed money or benefits throughout the hiring process. You need a job, but can’t afford to accept something that is lower than your expenses, so do you wait and pray or bring up the topic of compensation before the offer is extended? That question and the following questions will be answered during this session:

  • How do you negotiate the best salary?
  • What areas can you negotiate in a compensation package?
  • What areas are not eligible for negotiations?
  • How do you get the best compensation package without jeopardizing the job offer?