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.

Employee of the Quarter

January 15th, 2019

Stephanie Bailey, Employee of the Quarter!

October to December, 2018

We’re pleased to recognize Stephanie Bailey as our Employee of the Quarter.

Stephanie works for ABR through our ABR Appleton location. She was hired in October, 2018 and works as an Intake Specialist at an organization that helps households with critical energy needs. To be successful in this role, you need to have good communication skills and patience. As an Intake Specialist, Stephanie asks clients a series of questions for the purpose of gathering information, and then uses this information to determine next steps for that client.

Personal Commitment to Excellence

“Stephanie was selected as the Appleton Employee of the Quarter because she meets ABR’s Expectations of Excellence, has incredible attendance and has not called in sick since she started her job,” said Staffing Coordinator Jennifer Philipone. The company Expectations of Excellence entail demonstrating behavioral characteristics of being trustworthy, respectful, responsible, reliable and professional.

“We also have received great feedback from our client on her performance,” Jennifer added.

Paycheck Bonus

In addition to receiving a recognition certificate, Stephanie received a cash bonus in her paycheck.

Stephanie’s actions clearly demonstrate that you can’t ride an elevator to success — you can only take steps, one at a time.

Congratulations, Stephanie! We’re proud of your success and happy that you chose ABR Employment Services as your employer.

 

 

Technology And The Future of Recruiting

January 14th, 2019

ABR HR Insights Magazine

Feature Article: Technology & The Future of Recruiting

Every issue of our HR Insights Magazine contains advice and guidance from industry thought leaders that can give your company a leg up in managing all aspects of the employment lifecycle within your company. In this issue we examine:

  • Technology and the future of recruiting (feature story)
  • Recruitment principles for every hiring situation
  • Balancing fund and productivity in the workplace
  • Benefits of microlearning

Great Ideas & Partnerships Begin With A Conversation

Sure, companies that stick with conventional recruitment and retention strategies can still build connections with candidates and employees. But as new technologies and practices continue to alter the hiring landscape, organizations that don’t change with the times may find themselves falling farther and farther behind. Want to explore new possibilities for your company? Let us know how we can help!

Free Webinar: How To Research Pay Before You Apply

January 10th, 2019

Free Career Webinar With Live Q&A

Learn from top employment experts to help you navigate your career! These sessions address topics most important to your search and allow time for you to ask questions.

Research Salary Before You Apply


Date: Tuesday, January 15th 
Time: 
10:00 am CST (8:00 am PST, 9:00 am MST, 11:00 am EST)

Description: Salary may not be the only thing you consider when looking for a new job, but it is always a consideration. You don’t want to waste your time or the company’s time, if the salary is not what you need to earn. During this session we will address how to do the following:
• Research salary levels
• Determine the compensation package you will accept
• Understand the impact of location on the spending power of a salary offered

Your Employment Connection To The Future

We want to help you build your career, by providing the opportunity, expertise and support you need. Search our current job openings here:

How To Create A Job Reference Page

January 9th, 2019

What Employers Want In A Job Reference Page

So what’s the big deal about job references? And why does EVERY job you apply to ask for them? Employers aren’t asking to be annoying, promise!

The reason job references are so important is employers want to know about your work habits from past employers. Learning this information from people you’ve worked for in the past helps demonstrate that you’re qualified to do the job and will be a good team member.

 

Making A Job Reference Page

Employers are looking for the following information on a job reference page:

  • your references full name
  • their current job title
  • the company name
  • street address
  • city, state, zip code
  • telephone number
  • email address

It’s also good to include a brief sentence about your relationship to your reference.

Job Reference Page Visual

For example, your job reference page could look like this:

Be sure to let your references know that you are searching for a job! This will allow them time to reflect on your past work and prepare to address reference questions.

Most employers, ABR Employment Services included, need a minimum of two job references in order to consider you for employment. Help employers help you speed the hiring process along by having your references ready to go and up to date!

Free Resume Help On ABR JobConnect

December 12th, 2018

Free Resume Help A Few Clicks Away

Ring…ring.

Hello, ABR Employment Services; how may I help you?

Yeah, you’re an employment agency, right? Well, I need some help creating a resume. Can you help me? 

We get that question — a lot! And yes, of course we can help you! We want to see everyone we interact with to succeed.

ABR JobConnect, Your Free Job Resource

For over eight years, we’ve offered everyone a free job resource tool called ABR JobConnect. Create a free account and you’ll be guided through how to build your resume!

How To Access The Free Resume Help Tool

To use this free resume building tool, login or create an account on ABR JobConnect. Then:

  1. Select the ‘prepare’ tab
  2. Click on ‘the ‘create’ box (box 3)
  3. Then click on the sentence ‘If you do not currently have a resume, click here to use our Resume Builder ‘.

Follow the steps and your resume will be created in no time! 

Here’s what else you get when you register for a free account on ABR JobConnect

 

December Webinar Feature: Interview Preparation Tips

December 3rd, 2018

https://www.abrjobs.com/2018/12/03/interview-preparation-tips/Interview Preparation Tips

Seeking interview preparation tips? Looking to avoid future interview mistakes? You’ve come to the right place! We cover these topics this month during our free webinars. A live Q&A session will be held at the end to address your questions.

Re-THINK! Job Search Mistakes Even Smart People Make


Date: Tuesday, December 4th
Time:  11:00 am CST

Description: Re-THINK and Get Results! We are going to break it down, so you can see the Job Search Mistakes being made and more importantly how to turn these mistakes around, so you can get results.

Come ready to learn! This webinar is designed for smart people who are ready to get back to work. I have helped place thousands of people get hired for jobs they love, and I want to help you, so you too can land your dream job.

Here is a sneak peak of the mistakes we are going to Re-THINK:

  • Disempowered Thinking
  • Online Resume Submittal
  • Ineffective Networking
  • Low Self-Confidence
  • Not Being Clear
  • Lack of Preparation for Interviews
  • Not Fully Communicating Your Value
  • Lack of Commitment to Job Search Activity
  • Fear of Follow Up
  • Not Having Support

This will give you the confidence you need to get your job search into “high gear”. Say GOODBYE to these mistakes and let’s get you back to work!

Interview Preparation Tips: Outwit Your Competition 


Date: Tuesday, December 18th
Time: 11:00 am CST

Description:
 The most qualified person does not necessarily get hired, it’s the person who aces the interview. How can you PREPARE better than your competition, so you end up with a job offer? During this session, you will learn the following:

  • Nine specific steps to prepare for an interview
  • Additional tips to improve the results of your job search process

How to Handle an Uninformed Interviewer


Date: Thursday, December 27th
Time: 1:00 pm CST

Description: Have you ever been frustrated when you realize the person interviewing you doesn’t understand your credentials or the position, they are presenting to you? What can you do to turn this situation around, so you are considered for the job? During this session, we will address the following:

  • How you can be scheduled for a subsequent interview
  • How to turn this type of interview into your favor
  • Why it’s important to understand the priorities of this individual

HR Insights Magazine: Winter Issue

November 19th, 2018

Feature Article: ABR Professional Search

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 feature article of this issue spotlights our professional search division. CEO Jim McNett explains how contingent and priority search services were created to in response to client needs for mid-level management positions.

contingent priority search

Great Ideas & Partnerships Begin With A Conversation

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.

Workplace Inclusivity: There’s Still Work To Do

November 15th, 2018

We’ve Come a Long Way, Baby?

It seems hard to believe, but according to the U.S. Bureau of Labor Statistics, women now make up 51.6% of the employees in “management, professional, and related occupations” in the USA. That’s a magnitude of change from how things were just thirty years ago! Pursuing greater inclusivity helps organizations hire and promote the best talent without being misled by biases, live up to the corporate value of fairness, and create work environments that engage everyone. Things are better today, but there is still plenty of work to be done to increase inclusivity in the workforce.

Fix gender imbalance in other roles

Women and men may be approaching equal representation in professional and managerial jobs, but what about other areas? Consider, for example, jobs such as a roofer, stonemason, crane operator, and carpenter, which are over 95% male; and jobs such as dental hygienist, speech-language pathologist, and early-childhood teacher, which are over 95% female. (And before tackling any of those, HR–in which women are overrepresented–should probably get its own house in order first.)

Tap other overlooked or underrepresented talent pools

Just as women have long been an overlooked talent pool, there are almost certainly other groups that are similarly under tapped. These might include groups that have faced discrimination, such as overweight people, for example, or people who are short, whose voices are a certain pitch, or who have some other characteristic that might elicit prejudice against them. Making this a priority is not only good for business but also helps companies promote fairness.

Help overlooked people in need

If the goal is compassion, then the inclusion movement might consider groups in need who are overlooked. For example, there are many people who are highly stressed because they have a close relative who suffers from addiction or a severe mental illness. These people typically soldier on without complaining. A worthy social responsibility goal for diversity and inclusion departments is to help these people in need.

Focus on individuals rather than on groups

Companies that want the best candidates need to stop overlooking people for appearance reasons (e.g., body shape, tattoos, fashion style) connected to stereotypes and assumptions about certain groups. Instead, the organization should make better use of assessment tools so that really hire the best person for the job–a practice that is both good for business and fair to candidates. Similarly, initiatives that actively promote environments in which all individuals get along may be more useful than initiatives that stress group-based cooperation.

Looking to add talent to your  workplace?

The award-winning Best of Staffing team at ABR Employment Services will help you add exceptional people to your team. Just tell us who your ‘ideal’ candidate is and we’ll do the rest.

Editorial Note: Portions of this blog originally appeared in the November, 2018 edition of ABR Employment Services magazine, ABR HR Insights. It  was originally written by David Creelman, CEO of Creelman Research.

OSHA Position Post-Incident Drug Tests & Safety Incentive Programs

November 8th, 2018

On Oct. 11, 2018, the Occupational Health and Safety Administration (OSHA) sent a Standard Interpretation Memorandum to its regional administrators and to state plan designees clarifying its position on post-incident drug tests and safety incentive programs. According to the memo, such tests and programs are permitted if properly written and implemented.

Background

Federal law and OSHA regulations prohibit retaliation against employees for reporting work-related injuries and illnesses. In May 2016, OSHA published a final rule interpreting the retaliation prohibition broadly. The rule stated that some post-incident drug testing and safety incentive programs may deter employees from reporting injuries and illnesses, thus resulting in unlawful retaliation. It left employers uncertain as to when implementing such testing and programs could result in citations by the agency for alleged retaliation.

The October 2018 memo sets out OSHA’s new policy, stating that “[a]ction taken under a safety incentive program or post-incident drug testing policy would” not violate anti-retaliation requirements unless “the employer took the action to penalize the employee for reporting a work-related injury or illness rather than for the legitimate purpose of promoting workplace safety and health.”

Post-Incident Drug Testing

OSHA’s new memo specifically states that “most instances of workplace drug testing are permissible.” According to the agency, examples of permissible drug testing include:

• “Random drug testing”;

• “Drug testing unrelated to the reporting of a work-related injury or illness”;

• “Drug testing under a state workers’ compensation law”;

• “Drug testing under other federal law, such as a U.S. Department of Transportation rule”; and

• “Drug testing to evaluate the root cause of a workplace incident that harmed or could have harmed employees. If the employer chooses to use drug testing to investigate the incident, the employer should test all employees whose conduct could have contributed to the incident, not just employees who reported injuries.”

So employers may lawfully implement not only random drug testing programs, but also post-incident drug testing programs, as long as all employees whose conduct could have contributed to the incident – and not just the employees who were injured in the incident – are tested.

Safety Incentive Programs

OSHA’s new memo further notes that “[i]ncentive programs can be an important tool to promote workplace safety and health.” According to the agency, incentive programs that provide positive “rewards [to] workers for reporting near-misses or hazards” and encourage “involvement in a safety and health management system” are “always permissible.”

The memo also says “rate-based” programs that reward employees “with a prize or bonus at the end of an injury-free” period or evaluate managers “based on their work unit’s lack of injuries…are permissible…as long as they are not implemented in a manner that discourages reporting.” “[W]ithholding a prize or bonus because of a reported injury” is allowed “as long as the employer has implemented adequate precautions to ensure that employees feel free to report an injury or illness.” These precautions can include:

• “[A]n incentive program that rewards employees for identifying unsafe

conditions in the workplace”;

• “[A] training program for all employees to reinforce reporting rights

and responsibilities [that] emphasizes the employer’s non-retaliation policy”; and

• “[A] mechanism for accurately evaluating employees’ willingness to report

injuries and illnesses.”

This means employers may lawfully implement safety incentive programs if steps are taken to ensure employees feel free to report injuries and illnesses.

Bottom Line

OSHA’s new memo recognizes the value of post-incident drug testing and safety incentive programs if applied in a consistent and non-retaliatory manner. Employers should review their drug testing procedures and incentive programs for compliance with the agency’s new guidance.

The content of this blog originally appeared in our November 2018 e-newsletter, ABR HR Insights. It was written by David E. Dubberly, a member of Nexsen Pruet, LLC. See more workplace safety blogs here.