Don’t Fall Behind on Learning – Close the Skills Gap Today

June 17th, 2019

As technology evolves, the skills gap – the disparity between the skills employers need to succeed and those workers actually have – keeps getting wider. If your company isn’t already addressing this gap, start now – no matter how big or small you are, or what business you’re in. If you don’t, you might be left behind.

To employers, I offer the following solution: Devote 5% of employees’ time at work to learning. In my experience, doing so can help you reduce talent turnover by up to 20% and save your company money. Even better, your people will have more of the skills they may need to get the job done.

The Situation Is Dire

The skills gap is like climate change. Most people know there’s a problem, but few are doing anything meaningful about it. According to the U.S. Bureau of Labor Statistics, today there are fewer unemployed Americans (6.2 million) than there are open jobs (7.3 million). It’s entirely possible that if people had the right skills, we could be at full employment.

According to a 2018 report for the U.S. Chamber of Commerce Foundation, not all industries are experiencing skills gaps, but there are significant shortages of qualified candidates for many high-skill roles such as healthcare practitioners, business and financial operations professionals, computer and mathematics professionals and architects and engineers.

And the issue goes beyond jobs demanding rare or complex skills. The National Skills Coalition says that 53% of the U.S. job market consists of middle-skill jobs, but only 43% of workers have the right skills for these jobs.

Employment Numbers Hide The Truth

The skills gap can hit companies where it hurts: their bottom line. Consider manufacturing: According to a study by Deloitte and the Manufacturing Institute, a shortage of skilled workers could reduce the U.S. manufacturing gross domestic product by up to $454 billion by 2028.

But many in business don’t understand the urgency of the situation. They consider the skills gap a vague threat existing in the far-off future. How could there be a problem, they ask, when unemployment is so low?

Here’s how: Official unemployment statistics significantly understate the number of jobless Americans. As reported by Quartz, at less than 63% as of June 2018, the labor force participation rate – which measures the share of employment-age Americans who are working or actively looking for work – is at roughly the same level as it was during the late 1970s, when far fewer women were part of the workforce. This shows that the joblessness problem is far bigger than the unemployment numbers suggest – and that many have likely given up even looking for work. I believe it could be because they don’t have the skills required by the jobs that are available.

So What Can Employers Do?

Finding and keeping the right people with the right skills is a must for companies. But as business change accelerates, doing so is growing more difficult. What can you do?

In a better world, governments, universities, companies, and employees would all pitch in to solve this problem. But I don’t think that elected officials, academics and employees have the power or the will to drive the kinds of policies and practices that are required. Meanwhile, the problem is too important to wait for someone else to take care of it. Do that, and you may fall behind.

You can try to solve the problem by recruiting new talent, but qualified talent can be expensive to source and hire – and there’s a real chance that you won’t find people with the right skills. Or you could try accelerating the automation of key functions. But that can be risky.

Bridge The Skills Gap By Investing In Learning

I believe the answer is to upskill your existing employees – something that millennial workers, who want more from a job than compensation, are particularly enthusiastic about. To drive employee-learning success, think beyond just offering training options, and take the following steps:

• Enable success by addressing different learning styles. Devote 5% of employees’ time to learning – but beyond that, give them a variety of learning options so that they’ll engage fully regardless of learning style.

• Get managers at all levels to buy into your approach. Spread the word about what you’re doing, and show the business case: Upskilling employees can drive a healthier bottom line by reducing employee turnover and increasing productivity and engagement. Without buy-in from managers, employees are less likely to receive the time and resources they need to learn new skills successfully.

• Make learning an ongoing practice. This way, your people will always be adding new skills – and your business will be better prepared for the changes waiting around the next corner.

• Measure results. To justify your employee-upskilling efforts to management and employees alike, track quantifiable results of your training programs – employee satisfaction scores, for instance, or productivity rates.

Future-Proof Your Business Today

I believe there’s far too little urgency around the growing skills gap caused by technology and the acceleration of business. If you run a company, aim to devote 5% of your employees’ time to upskilling and development. You’ll be more likely to keep your top talent and save money – and your employees can gain the skills they may need to keep your business alive and thriving.

ABR’s Skilled Professionals Available Right Now For Immediate Hire

ABR optimizes the professional search process, efficiently connecting organizations to the impactful talent they need to drive business strategy.  to learn more.

Editorial Note: This article originally appeared in ABR Employment Services e-newsletter,HR Insights. It  was originally written by Adam Miller, President & CEO of Cornerstone OnDemand.

June 2019 Webinars on ABR JobConnect

May 28th, 2019

Our goal is to help you achieve career success. We offer weekly free career webinars on job hunting advice. A live question and answer period is held at the end of each webinar. This provides a great forum to instantaneously receive guidance to solve job search problems you may be facing.

Our June line-up includes:

What Hiring Authorities Really Think


Date: Thursday, June 6th
Time: 1:00 pm EST (10:00 am PST, 11:00 am MST, 12:00 pm CST)

Description: 
Your Job Search can be extremely frustrating when you’re not scheduling interviews or getting job offers. Have you ever wondered what hiring authorities are really thinking? We interact with hiring authorities daily and want to share what we’ve learned to help your job search. During this session, we will address the following:

  • Greatest pet peeves of hiring authorities
  • What they are really attempting to accomplish
  • Who gets hired and who is screened out and WHY

Prepare For The Most Difficult Interview Questions


Date: Tuesday, June 11th
Time: 12:00 pm EST (8:00 am PST, 9:00 am MST, 10:00 am CST)

Description:
 Have you ever been asked a question during an interview that caused you to draw a blank? Interview questions can differ greatly from one employer to another and you must be prepared to put your best foot forward. During this session, we will address the following:

  • How to handle situational interview questions
  • What to do if a question is inappropriate
  • How to address a discriminatory question
  • What to do if you don’t know the answer

Re-THINK: Ignite Your Job Search with Confidence


Date: Wednesday, June 19th
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 learn how to ignite your confidence.

No matter what you are doing in life, it’s important to know how to effectively manage yourself. Whether it is physically, mentally, or emotionally, you are responsible for your actions and reactions.

In difficult times, you may feel like job searching is a defeating or discouraging experience, yet this is exactly when you most need to encourage yourself to step into your power.

If you’re determined to find the next place where you can thrive, make it a priority to join us. It will be uplifting and empowering.

In this webinar, you will have the opportunity to:

  • Shift your perspective and show your confidence
  • Discover how easy you can change your self-image
  • Learn simple steps to powerfully manage emotions
  • Strengthen your winning attitude – Be a Yes to You!
  • Access the courage, clarity and power already in you

Instead of feeling like you are in a rut where you always feel defeated, you will see that you’re already a WINNER! Come experience the shift for yourself.

Is My Experience Helping Or Hurting My Search?


Date: Tuesday, June 25th
Time: 12:00 pm EST (9:00 am PST, 10:00 am MST, 11:00 am CST)

Description: Have you ever wondered if extensive experience or a lack of experience can hurt your efforts to find a new job? The answer is “yes, sometimes” but there are things you can do to improve your chances of being interviewed and hired. Questions we will answer include:

  • Does extensive experience make you over-qualified?
  • Should you apply for jobs asking for experience, when you have none?
  • If you’re changing careers, is your experience even relevant?
  • How can you most effectively list experience on your resume?

Measuring Quality of Hire in Today’s Employment Climate

May 14th, 2019

Spring 2019: ABR HR Insights Magazine

Every issue of our HR Insights Magazine focuses on themes that are relevant to our clients’ businesses. In this issue we examine:

How Do You Measure Quality of Hire in a Full Employment Economy

In this issue’s feature story, contributor Tom McGuire discusses why you should measure the quality of the talent you are hiring and how to do it. He also emphasizes that talent drives business value and, in a full employment economy, companies must be particularly in tune with their talent.

 

Three Ways Millennials Have Changed Candidate Engagement Strategy

Engagement is another issue that’s getting a lot of coverage in today’s HR circles. Contributor Allie Kelly points out that although much of the engagement talk has been focused on current employees, the way we engage with candidates needs to change. Kelly notes that millennial
candidates “want social proof that the product, service or opportunity they are interested in is legitimate and matches their desires.”

Six Ways Your Employee Experience Needs to Change

Part of building a strong relationship involves meeting the needs of everyone in it. Contributor Lilith Christiansen suggests that recruiting for retention starts with streamlining and customizing the hiring process. She stresses that starting the employment relationship on a strong foundation starts with the moment they apply for a job.

Other notable articles in this issue

  • How to Scale a Team: Vision, Values, Culture
  • First Impressions Set the Stage and Begin on Day One
  • Old School Recruiting Behaviors That Are Costing You Candidates
  • Are Employees Entitled to Bring Animals to Work?
  • Emphasizing Empathy for a Successful Candidate Experience

Great Ideas and Partnerships Begin With A Conversation

At ABR Employment Services 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! Want to explore new possibilities for your company? Let us know how we can help!

May 2019 Webinars on ABR JobConnect

May 6th, 2019

Our goal is to help you achieve career success. We offer weekly free career webinars on job hunting advice. A live question and answer period is held at the end of each webinar. This provides a great forum to instantaneously receive guidance to solve job search problems you may be facing.

Our May, 2019 lineup includes:

Re-THINK: Shifting for Success In Your Job Search


Date: Tuesday, May 7th
Time: 1:00 pm EST (10:00 pm PST, 11:00 am MST, am 12:00 pm CST)

Description:
 Being in job search mode can bring up a lot of feelings that can get in the way of your success making you feel defeat and discouraged. This webinar is designed to show you how you can shift your thoughts and feelings of being upset, angry, frustrated, hopeless, burned out, or all of the above.

In this results-focused presentation, you will have the opportunity to:

  • Learn how to decide and commit to your goal of getting hired.
  • Shift from focusing on “what’s wrong” to focusing on “what works”.
  • Discover how to rise above the circumstances and take powerful action.
  • Be empowered to move through your job search activity with ease.
  • Learn how to powerfully use your time and energy starting today.

What Should Be On Your Daily Plan


Date: Thursday, May 16th
Time: 3 :00 pm EST (12:00 pm PST, 1:00 pm MST, am 2:00 pm CST)

Description:
 Individuals who are accepting job offers are often the best planners. If you are not planning out your schedule as a job seeker, you are inadvertently planning for failure and your job search will take much longer than anticipated. During this session, we will address the following:

  • Why and when you should plan
  • What should be included in your daily plan
  • Where to place your focus to get the greatest results

Don’t Burn Any Bridges


Date: Monday, May 20th
Time: 12 :00 pm EST (9:00 am PST, 10:00 am MST, am 11:00 am CST)

Description:
 You want to leave every job on a good note to help you obtain positive references and hopefully valuable referrals and recommendations throughout your career. There are things you can do even if you were terminated. During this session, we will discuss the following:

  • Six Degrees of Separation
  • Eight Basic Rules
  • What to do if you’re Terminated

Network Your Way to A New Job


Date: Wednesday, May 29th
Time: 3:00 pm EST (12:00 pm PST, 1:00 pm MST, am 2:00 pm CST)

Description: 
Networking is the number one way to find a new job. In fact according to LinkedIn, more than 82% of current job seekers find their next opportunity through their networking efforts. IT doesn’t matter whether you’re a recent grad or C-Suite Executive, networking is critical to your success. You will learn the following:

  • Networking Goals you should set
  • How and When to Network
  • How to evaluate your personal and professional network

 

Explaining a Lay Off or Firing In an Interview

April 9th, 2019

Experiencing a Work Lay Off or Firing is Emotional

And awkward. And no one wants to talk about it, especially during an interview. If you were laid off or were fired, the subject is going to come up. The interviewer is not looking to shun you, they just need to know what happened.

To clarify, a lay off and firing are two different things. With a lay off,  it typically has nothing to do with job performance. Layoffs occur when a company undergoes restructuring or downsizing or goes out of business.

Employees can be fired for a variety of reasons and are usually related to work performance or negative behavior.

Whatever happened, do this to help explain your situation.

Layoff: State the Facts 

There are certain things you must say in an interview, and then there are certain things that you most definitely should not say in an interview. Bad-mouthing your former employer is one of those things not to say! Even if your boss was a horrible person, or even if the company laid off a bunch of employees for what you suspect is no good reason, you have to remain professional.

If you were laid off, all you need to do is briefly state why you were laid off.

Addressing Being Fired

The way you explain what happened will make the difference. Your answer must be a believable and true statement, short, positive, and not critical of the company. To help you explain the firing, first answer these questions:

1. What did your former company tell you when you were terminated?

2. What do you believe was the reason for your termination?

Using the information above, write out a short answer.  Then, read the answer out loud in front of a mirror or video yourself and watch how and what you said. Is it smooth?  Is it honest?  Does it have any negative or critical comments about your past company?  If so, revise it!

Once you have completed this step, and feel good about your answer,  you will probably feel relief and begin to be comfortable with moving on in your job search.

Give Your Lay Off or Firing Situation a Positive Spin

Once you’ve covered the brief details of why you’re unemployed, do a quick flip. Focus on what you’ve been doing since you’ve been laid off or fired and how your positive attitude has gotten you over this obstacle. Rehearse a little speech on how you’re ready to tackle a new challenge and you’re looking forward to the future.

The rest of your interview should be business as usual. Remain positive and confident. Your potential employer won’t even remember that dreaded question if the rest of your interview outshines it. So be prepared. Be practiced. And that’s all there is to it.

Reach Out for Your Next Job Opportunity

You do not have to figure it all out on your own. Work with our award-winning job placement experts – free of charge! – to get you back to work. Contact any ABR office to get started.

Manufacturing Jobs with Tramontina

March 26th, 2019

Tramontina Manufacturing Jobs

Looking for manufacturing work in the Manitowoc, WI area?  Looking to join a work-place offering advancement and promotion from within? Tramontina’s your place!

Now hiring for:

The positions are ‘try-before-hire’ which mean after working a certain number of hours and based on attendance and work performance, you may receive an offer of full-time employment with full benefits. Employee benefits start 1st of the month following date of hire.

Working At Tramontina: What To Expect

  • A clean, well-designed and safety focused facility
  • Newly built locker room and cafeteria
  • The feel of a small family business
  • A competitive compensation package
  • A manufacturer of quality products
  • A customer focused organization

Benefits Package

  • On-Site clinic available to all employees at no charge
  • Spouses and children can utilize the clinic if they are on the health plan
  • 10 paid holidays
  • Paid Time Off: 6 days your first year, 16 days every year after
  • Employee appreciation events (example, wellness competitions, luncheons,  food days)
  • Reimbursement for safety glasses and shoes
Easily Apply for Work at Tramontina Now:

When A Valued Employee Joins Your Competition

March 11th, 2019

As with most things in life, you should hope for the best but plan for the worst in the event that a valued employee leaves to join a competitor. Keep these tips in mind following such a move by a key employee.

Stay On Good Terms With The Former Employee Whenever Possible

Once your employee announces that he or she is making the jump to a competitor, ending the relationship on amicable terms can benefit you down the road. It may very well turn out that the employee’s experience and knowledge of past or ongoing projects become critical to the resolution of a future problem or dispute. For that reason, among many others, it is better to remain civil despite the negative feelings that frequently percolate in these kinds of situations.

Take Action When Things Get Ugly

Of course, though you may try, it is not always possible to maintain an amicable relationship with a former employee. Most of the time, you will simply move on with business as usual. Unfortunately, it is not uncommon that a former employee attempts to pack up and take your business to the new company. This frequently takes the form of a soon-to-be former employee copying documents and computer files containing the likes of confidential client information or records concerning former and ongoing projects. If this occurs to you, it is time for action.

The law provides you with several methods of redress to prevent other businesses from obtaining an unfair competitive advantage where a former employee has taken proprietary information. Here are some of the most common lines of defense.

A Well Drafted Employment Agreement

An artfully crafted employment agreement with a covenant not to compete can provide the basis for a breach of contract claim against the former employee. Many employment agreements also prohibit solicitation of clients or taking confidential information. An effective employment agreement is a great tool to prevent a former employee from unfairly poaching your business.

The Duty of Loyalty

When it comes to high-ranking employees, always remember that the soon-to-be ex-employee has a continuing duty of loyalty while working for your company. Almost certainly, the former employee will have breached that duty if he or she surreptitiously copied confidential records and computer files during employment.

Trade Secret Laws

It is also illegal to misappropriate trade secrets. This can vary from state to state.

Copyright Laws

Copyright laws may further help to protect your business interests. Copyright tends to be particularly important for businesses involved in artistic endeavors, architecture, and software development among many other fields that produce original works of authorship. Usually, the underlying copyright in any work generated for your company by the employee within the scope of his employment will belong to the company. Such laws can, for example, help stop a former employee from taking copyrighted project plans and using them to replace you on a client’s project or passing off the material in a portfolio as their own. Because registration of the work with the U.S. Copyright Office (www.copyright.gov) is required to file a lawsuit for infringement, see 17 U.S.C. 411(a), and because registration also provides the opportunity for statutory damages and attorneys’ fees, we recommend registering the copyright in your valuable works and include a copyright notice on each of the works involved (e.g., for works first published in 2019, acceptable copyright notice would read “©2019″).

Computer Fraud & Abuse Act

Finally, the federal Computer Fraud and Abuse Act (“CFAA”), 18 U.S.C.A. 1030, is a vital law that protects you from theft and destruction of information stored on your company’s computer system. In the event your company sustains damage or loss due to a CFAA violation, you may be able to maintain a lawsuit to prohibit the former employee from using the illegally obtained computer files. Damages may also be available under the CFAA. As a measure of cautious practice, you should have your information technology staff check all computer systems after the employee departs.

Through the use of the foregoing business and legal tools, you should be able to protect your business interests in the event those interests are threatened by illicit means. Your attorney will usually start by writing your former employee and/or the new company a “cease-and-desist letter.” However, depending on the urgency of the matter, events may require an immediate lawsuit to enjoin the former employee and/or their new employer from acting in a way detrimental to your interests.

Remember the Flip Side When You Are Hiring

Similar concerns exist when you are on the hunt for new talent. Regarding the recruitment process, you should always:

  • Remember that the employee owes a continuing duty of loyalty to his or her current employer for the entire duration of employment.
  • Inquire whether the prospective employee may be subject to any post-employment restrictions contained in an employment agreement.
  • Take the time to understand whose rights may be implicated by any potentially proprietary information gleaned from the new employee, and refrain from acting upon questionable information.

In short, while a valuable new employee can certainly lead to new business opportunities for your company, you should always act carefully to avoid potential exposure to the types of litigation discussed above.

Need to Replace A Key Player?

Partner with our Professional Search Division. Let the expert professional recruiters of ABR deliver the skilled, aligned candidates you need to achieve your strategic goals.

Editorial Note: This article originally appeared in ABR Employment Services e-newsletter, HR Insights. It  was originally written by Michael Faley, a partner at SmithAmundsen LLC in the firm’s Labor & Employment Practice Group. 

March 2019 Career Webinars on ABR JobConnect

February 25th, 2019

Our goal is to help you achieve career success. We conduct weekly free career webinars on hot topics for job seekers. A live question and answer period is held at the end of each webinar. This provides a great forum to instantaneously receive guidance to solve job search problems you may be facing.

Our March, 2019 lineup includes:

 

Questions That Eliminate Most Job Seekers From Consideration


Date: 02/28/2019
Time: 03:00 PM EST (12:00 pm PST, 1:00 pm MST, am 2:00 pm CST)

Description: 
Have you noticed that many companies are now conducting phone screens, rather than bringing you in for an interview? This is usually the second step in the hiring process. The first step was the automated process that either screens in or screens out resumes that are submitted. There are questions that eliminate most candidates from being considered, and that is what we’re going to address during this session.

  • What are the questions that trip up most job seekers?
  • How can you answer questions to be advanced to another interview?
  • What questions should you ask to impress the person conducting the phone interview?

 

Re-Think: The “Ultimate Secret Formula” to Effective Interviewing


Date: Thursday, March 7th
Time: 3:00 pm EST (12:00 pm PST, 1:00 pm MST, am 2:00 pm CST)

Description: 
Come learn to Re-THINK your entire interview preparation and get hired! People often say, “I hope I survive my interview”. However, interviewing is not about survival, doubt or fear. It is absolutely about confidently communicating to the company how you can help them achieve their goals. It’s also your opportunity to show them, that by hiring you, they are making the best choice.  During this presentation, you’ll learn:

• How to create a “highly effective” interview game plan
• How to easily manage your emotions so you can be Clear, Calm, and Confident
• How to specifically share the BEST of you throughout the interview
• What KEY questions can help to GET THE OFFER

Join us to learn the ULTIMATE SECRET FORMULA. Show them your absolute best in your next interview. Let’s get you back to work!

 

You’re All Qualified – How Being Positive Can Get You The Job!


Date: Monday, March 11th
Time: 2:00 pm EST (11:00 am PST, 12:00 pm MST, 1:00 pm CST)

Description:
If you are one of the top three or four candidates being considered for a job, you are probably no less or more qualified for the job than the other’s being considered. Employers are too busy to waste their time interviewing unqualified candidates.  During this session, we’re going to discuss what gets someone hired including:

• Being more likeable
• Fitting in better with the company culture
• Impressing the interviewer with specific accomplishments
• Focusing on what is most important to the decision makers

 

Tailor Your Application to the Company Culture


Date: Thursday, March 21st
Time: 11:00 am EST (8:00 am PST, 9:00 am MST, 10:00 am CST)

Description: 

If you’re interested in a job at a specific company, learn why you should make every effort to understand more than the product line or business focus. It’s also not enough to merely read information on their website. During this session, we will address why it’s important to also learn about the following:

• Management Style
• Dress code
• Company Culture
• Core Values

 

Employee Quit Conundrum: Handling A Resignation Rescind

February 11th, 2019

When An Employee Changes His Mind About Leaving

Employers might welcome notice of resignation from a troublesome employee as a simple solution to a problem. But what are the ramifications when the employee tries to rescind his resignation?

In most cases, the better choice will be to reject the rescission and hold the employee to his resignation. Ensuing litigation may have to be settled or defended, but the potential harm to morale and productivity from an unhappy and resentful employee will be avoided. Best practice – if an employee will be trouble whether he is inside or outside, put him outside.

Be Aware of ‘Constructive Discharge’ Claim

Moreover, courts in wrongful discharge cases have supported employers who reject rescission of a notice of resignation. An employee who quits can attempt to bring a wrongful termination claim against the employer on a theory called “constructive discharge.” Constructive discharge occurs when the employer intentionally creates a working atmosphere which is so intolerable that a reasonable person would be forced to resign. However, courts have held that an employee who seeks to rescind a notice of resignation and remain in the workplace has in effect admitted that the workplace was not intolerable, which defeats the claim of constructive discharge.

Also, in order for a former employee to make a claim of employment discrimination, he must show that he has suffered an adverse employment action. Ordinarily, termination is a classic adverse employment action. However, courts have held that the refusal to permit an employee to rescind a resignation is not considered an adverse employment action. There is no grace period allowed by law in which an employee is free to reconsider a notice of resignation; it is not an adverse employment action for the employer to take the resigning employee at his word.

Tricky Unemployment Compensation Principles

On the other hand (in employment law, there is usually an “other hand”), different principles apply to claims for unemployment compensation. A person who voluntarily quits his job is usually not eligible for unemployment compensation benefits. Nevertheless, there can be variations from state to state. For example, in CT, according to state regulation [31-236-18], a person who gives notice of resignation and then attempts to rescind it before the expiration of the notice period is not considered to have quit voluntarily and is therefore eligible to collect unemployment benefits, unless the employer has made a commitment to a replacement in the meantime.

The regulation also provides that a person who gives notice of resignation but who is discharged before the end of the notice period will be eligible for benefits unless his employer pays him the full amount that would have been earned during the period of notice.

Acknowledging that every situation will be different, often the best response to a notice of resignation delivered by a problematic employee is to make the resignation effective immediately, pay out the notice period, and wish him luck in his future endeavors. But even when an employee who is still working during the notice period tries to rescind the resignation, the better response is usually to reject the rescission and carry out the separation. There may not even be much exposure to an unemployment compensation claim since employees usually have another job lined up before they resign. And it is almost always better to allow a trouble-maker to remove himself from the premises than to fire him later on and have to deal with a wrongful termination claim.

Reduce Hiring Risk 

If you are having trouble finding your perfect candidate, take some time to reconsider how—and where—you’re searching for and evaluating them. They may already be in our database! We can help you reframe your search criteria and focus your efforts in new directions so you have more success in finding what you need. Get in touch with us now.

Editorial Note: This article originally appeared in ABR Employment Services e-newsletter, HR Insights. It  was originally written by Michael N. LaVelle, an attorney with Pullman & Comley LLC.

ABR Wins ClearlyRated’s Best of Staffing Awards In 4 Categories

February 7th, 2019

ABR Wins Best of Staffing® Client & Talent Awards, Best of Staffing® Client & Talent Diamond Awards

 

Nine-Time Best of Staffing® Award Winner in ClearlyRated’s 10 Year Award History.

ABR Employment Services (ABR), a leading staffing and recruiting agency in professional office support, professional search and executive placement announced they have earned the ClearlyRated (formerly known as Inavero) Best of Staffing® Client and Talent Awards and Best of Staffing® Client and Talent Diamond Awards for delivering superior service quality to the clients and job seekers they serve.

Best Wisconsin Staffing Agency

This is the ninth consecutive year that ABR has won the award since award inception by ClearlyRated in 2009. Less than two percent of staffing agencies in North America received the 2019 Best of Staffing® Awards. ABR is the only Wisconsin staffing agency with multiple branch locations to repeatedly receive the ClearlyRated Best of Staffing® Client and Talent Awards and Best of Staffing® Client and Talent Diamond Awards for providing exceptional service to the clients and the talent they serve.

ABR’s client and talent satisfaction ratings are significantly higher than the staffing industry average. The client satisfaction industry average is 11% and talent satisfaction industry average 24%. ABR received satisfaction scores of 9 or 10 out of 10 from 71% of their clients and 53% of their talent. View the ratings for ABR’s 11 locations.

“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 2019 Best of Staffing® Awards. It is an honor to be recognized for our efforts. I am very thankful to our clients and talent for taking the time to rate our services and for providing candid feedback. I am also very appreciative of our staff; they do a fantastic job serving our clients and talent every day.”

About ABR Employment Services

ABR Employment Services provides staffing and recruiting workforce solutions through three operating divisions: ABR Employment Services, ABR Professional Search and Kinsa Group. The company is headquartered in Madison, WI and was founded in 1987.

About Clearly Rated

ClearlyRated 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, ClearlyRated is proud to serve as the American Staffing Association’s exclusive service quality partner.

About Best of Staffing

ClearlyRated’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 ClearlyRated.com – an online business directory that helps buyers of professional services find service leaders and vet prospective firms – based exclusively on validated client and talent ratings and testimonials.