Workplace AI: Friend or Foe?

September 17th, 2018

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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?

Equal Pay: Leveling The Gap On Gender Pay Inequality

August 20th, 2018

Understanding Equal Pay & the Impact You Can Have

Are you able to ask candidates for their salary history in your state or city? If so, you may not be for long. If you are hiring employees in California, Connecticut (effective Jan 1, 2019), Delaware, Hawaii (effective Jan 1, 2019), Massachusetts, New Jersey, New York, Oregon, and Vermont, you cannot ask the candidate’s previous salary history during the recruitment process. All of these states and additional municipalities are just the beginning. We will continue to see many more jump on board in the months and years to come.

Women Make Only 80 Cents For Every Dollar Earned By Men

The driver behind all of this is a focus on the gender pay gap and leveling the playing field on compensation for men and women. Did you know…

  • Females make only 80 cents for every dollar earned by men?
  • Woman graduates make 82% as much as their male counterparts?
  • Women on US Corporate Board of Directors is only 12%?
  • Women owned companies average 60% lower revenues than male owned companies?

(Source: PewResearch)

The unfortunate part is the pay gap follows women even into retirement. If a woman is paid less than her male counterpart during her working years, she’ll receive less income from Social Security, pensions, and other sources when she retires than the retired men, according to an article by Fischer & Hayes.

We’ve Come A Long Way, Baby?

The gender pay gap is real. As a society, we’ve been working on this issue since 1896. In 1963, the Federal Pay Equity Act went into effect. But still, the problem is the gap isn’t closing very quickly at all for being an issue for over 100 years. Some of the reasons causing this gap include the types of majors in college and jobs we’ve pushed women to take over the years. Plus, there is still a bias–whether overt or unconscious–about women in the workplace.

A recent Harvard Global Online Research study including over 200,000 participants showed that 76% of people (both men and women) are gender biased and tend to think of men as better suited for careers and women as better suited as homemakers. This bias spills over into the workplace every day. According to the Women in the Workplace Study by Leanin.org and McKinsey & Co., for every 100 women promoted to a manager level position, 130 men were promoted. Even at the C-level, women only account for 18% of the C-level employees.

All Too Familiar Biases

This same study found that women asked for feedback as often as men, but were less likely to receive it. Plus, women do not have the same level of access to senior leaders. You’ve probably seen it or maybe even done it yourself, but when a woman tries to negotiate they are considered bossy or aggressive.

Recently, I was approached by a woman to coach her through asking her employer for a salary increase because she knew she was paid substantially less than her peers who happened to be male. We walked through the facts including her credentials and performance reviews.  When she approached her manager with the information asking for the one time increase, she was denied and told salaries are based on the income you were receiving when you were hired. And, she was also told inquires like this could result in her termination. Yes, she is now actively looking for a new position with a company that respects the skills and performance she brings to the table.

More Work Needed To Level Gender Pay Gap

If we can find a way to even the playing field and eliminate the gender pay gap, our businesses will become more collaborative, more inclusive, and more competitive. As businesses, we need to evaluate our compensation philosophies as well as take a deep look at our internal employees to ensure we haven’t fallen into the pay inequity. We also need to look at our employment practices to minimize the impact of any hidden or overt biases that would be holding women back and/or paying them less for their skills than deserved. Look for ways in your organization to help grow and develop your women into leadership roles such as through mentoring programs and even training your employees to understand how biases can affect employees and the company’s success.

As individuals, especially in HR and management roles, we can make a difference, too. We need to be reflective to realize any of our own conscious or unconscious biases that may be impacting decisions we are making with regard to hiring, promotion, and compensation. And, we may have to step outside our comfort zone to speak up when we see inequality taking place.

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

CL&D Graphics, Sjoberg Tool Hiring Event

August 13th, 2018

CL&D Graphics, Sjoberg Tool Manufacturing Jobs

August 23, 2018 Hiring Event – 9 am to 12 noon – Oconomowoc Library

ABR Greater Milwaukee is hiring for CL&D Graphics & Sjoberg Tool on August 23, 2018 from 9 am to 12 noon at the Oconomowoc Library.

Opportunities include entry level manufacturing jobs starting at $13/hr to skilled manufacturing jobs that pay between $15-$17/hr. Jobs available on all shifts.

Job Description – CL&D

Machine Operator – 1st shift – $14/hour

Job Descriptions – Sjoberg Tool

General Production – unspecified shift – $13/hour

Robotic Welder Operator – 1st & 2nd Shift – $15/hour

Press Brake Operator – unspecified shift – $17/hour

Can’t Attend the Job Fair? Easily Apply Now

 

 

 

 

 

 

Helping Our Sun Prairie Neighbors In Need

August 9th, 2018

ABR Sun Prairie Food Pantry Donation

Fifty-one families in Sun Prairie, WI were displaced on July 10th after a natural gas leak explosion destroyed their homes. Tragically, a Sun Prairie firefighter died and nearly a dozen people were injured. Several businesses were also destroyed.

The explosion happened just 3.5 miles away from the ABR Employment Services Corporate office. Several ABR employees live in Sun Prairie.

Moments of sorrow (and happiness) have the power to bring people closer together by making them a priority and supporting one another. We wanted to do something to help support our neighbors.

The following week, a food drive was launched at the Corporate office to benefit the Sun Prairie Emergency Food Pantry to help feed people displaced from their homes.

When Jamie Hetzel, our HR Administrative Assistant dropped off the donations, a food pantry volunteer exclaimed, “My goodness, is there a bottom to those bins?”!

As the Greek philosopher, Aristotle said over 2300 years ago, “What is the essence of life? To serve others and to do good.”

At ABR, serving others through our daily interactions with clients and the people we connect to jobs are at the heart of what we do. Community involvement is also a core company value to help enrich the communities where we live and work. We look forward to continuing this way of doing business for years to come.

Madison, WI Manufacturing & Professional Office Jobs

August 6th, 2018

Good Paying Jobs In Madison, WI.

Do you feel ‘stuck’ in your current job? Are you looking to earn more money? There’s never been a better time to change jobs!

Because unemployment is at an all-time low, that means there’s more job openings than people to fill them. That’s a huge plus for people wanting to try something new. Or, to possibly earn more money at a different employer doing the same thing.

Hiring for manufacturing and office jobs paying between $13 – $30 per hour

Here’s just a few of our current openings (we’re currently working with dozens of employers to fill many different positions). Complete the form to easily apply.

Maintenance Mechanic/Technician  Sun Prairie , Wisconsin 

Production Supervisor – Beaver Dam , Wisconsin

Maintenance Technician – Middleton , Wisconsin

Inside Sales Associate – Madison , Wisconsin

General Labor – Middleton , Wisconsin

Assembler/Operator – Middleton , Wisconsin

Sales Support Specialist – Madison , Wisconsin

Machine Operator III – Middleton , Wisconsin

Consumer Sales Advisor – Madison , Wisconsin

Let the team at ABR Madison – Robin, Nathan and Jennifer –  help you find a new job — free of charge — to get noticed and hired by local employers in manufacturing and professional office jobs.

August 2018 Free Job Seeker Webinars on ABR JobConnect

August 6th, 2018

August 2018 Webinars ABR JobConnect

The REAL Reasons You Don’t Hear Back


Date: Tuesday, August 7th
Time: 11:00 am EST (8:00 am PST, 9:00 am MST, 10:00 am CST)

Description:
 It can be frustrating to feel your resume or CV ends up in some deep dark hole with no response. It’s estimated that over 75% of job seekers who apply to job boards, website postings ad other resources NEVER hear back from the employer. It’s even more frustrating not to receive feedback after you’ve had a telephone or face-to-face interview. During this session, we will review the following:

  • How to make your resume/CV stand out
  • How to receive a return call when you leave a voicemail
  • How to receive a response to your email
  • What it takes to get feedback after an interview
  • Six ways to manage poor experiences during your job search

 

 

 

 

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


Date: Wednesday, August 15th
Time: 1:00 pm EST (10:00 am PST, 11:00 am MST, 12:00 pm 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.

 

 

 

 

A Day In The Life of a Job Seeker


Date: Thursday, August 23rd
Time: 11:00 am EST (8:00 am PST, 9:00 am MST, 10:00 am CST)

Description:
 During this webinar we will review what you should accomplish each and every day of our job search, if you want to enjoy improved results. During this session, we will address the following:

  • Daily activities and priorities
  • Networking
  • Follow-Ups
  • Tracking and reviews

 

 

 

 

It Is Time for a New Job Target


Date: Tuesday, August 28th
Time: 3:00 pm EST (12:00 pm PST, 1:00 pm MST, 2:00 pm CST)

Description: If you’ve been in your job search more than six months with little or no results, it may be time to consider a new job target to put momentum back in your job search. During this session, we will discuss the following:

  • How to determine if it’s you or your target
  • Steps to identify a new target
  • How to market yourself
  • Pros and cons of multiple job targets

 

Sandwich Generation Employee Benefits To Support Elder and Child Care

July 30th, 2018

sandwich generation employee benefits

With so much focus lately on Millenials, what can employers do to support another group of employees, the Sandwich Generation?

Employees in the Sandwich Generation, who are caring not only for their children but also for their own aging parents, often struggle to balance all of this responsibility.  According to the Northeast Business Group on Healthcare, these caregivers miss an average of six days of work each year due to caregiving responsibilities, are less productive because of personal distractions, and are in poorer health than non-caregiving colleagues.

By providing sandwich generation employee benefits, employers can give employees the support they need to succeed in and out of the office.

Sandwich Generation Employee Benefits:

Flexible work schedule: This enables employees with personal obligations during the typical 9-to-5 workday to accomplish everything they need without having to take off to catch up.

Child care benefits: Employers can alleviate the financial burden of child care by subsidizing care options, including backup care.

Senior care benefits: In addition to helping employees find senior care options employers can also provide tips and guidance to give caregivers confidence to navigate their new roles.

Financial planning assistance: As if managing personal finances wasn’t already hard enough, this generation may also be making mortgage payments, helping pay college tuition, and managing their parents’ estate. Access to financial planning allows employees to work caregiving-related costs into their financial plans and better prepare for the future. Pew Research Center studied the rising financial burdens of the Sandwich Generation.

Household help: Employers can ease the burden of simple household tasks by providing meal preparation, house cleaning, and laundry services.

Access to elder care experts: Senior care needs often arise suddenly, so providing information (through webinars, on-site seminars or even just contact information for local experts) can be extremely helpful to employees.

It’s in employers’ best interest to provide the tools employees need to manage their personal lives so they can do well and excel at work. Employers who offer these types of benefits show that they care about their sandwich generation employees.

Editorial Note: The content of this blog originally appeared in the July/August, 2018 edition of ABR Employment Services magazine, HR Insights. It has been edited for SEO by ABR Employment Services and originally written by Robin Throckmorton of Strategic Human Resources Inc.