BARRYSTAFF president says true reflection of economy is labor force participation rate

FOR IMMEDIATE RELEASE

DAYTON, OH – This morning the U.S. Bureau of Labor Statistics issued employment data for the month of March.

The national unemployment rate in March was 3.8 percent. However BARRYSTAFF president Doug Barry says special attention should be paid to labor force participation rate.

According to the federal government, the labor force participation rate is 63 percent and there hasn’t been much improvement over the past 12 months. The employment-population ratio was 60.6 percent in March and has been either 60.6 percent or 60.7 percent since October 2018.

“The labor force participation rate is basically people who are either working, or looking for work,” Barry said. “Too many people have checked out, and quit looking for jobs.

“The jobs are there,” he continued. “What this means is people aren’t finding the type of work they have in mind. And that’s a concern.”
Manufacturing employment did not change much. In the 12 months prior to February, the manufacturing industry added an average of 22,000 jobs per month. Within the industry, employment in motor vehicles and parts declined in March (-6,000).

BarryStaff is an award-winning employment agency that hires workers for more than 100 employers throughout the Miami Valley. The majority of them are in manufacturing.

In March, employment in food services and drinking places continued its upward trend (+27,000), in line with its average monthly gain over the past year.

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BARRYSTAFF Springfield office to extend hours

FOR IMMEDIATE RELEASE
SPRINGFIELD, OH – BARRYSTAFF announced today that its Springfield office will extend its hours in order to accommodate job seekers with busy schedules.

The office, located at 1992 N. Bechtle Ave., will close at 8pm starting on April 2.

“We realize folks folks have busy lives and can be tied up throughout the day,” said BARRYSTAFF president Doug Barry. “Now job seekers in Springfield and Clark County will have more time to get to our office and get the ball rolling on finding a new job.

“Our entry-level jobs come with a path toward management positions,” Barry said. “The companies we work with like to promote from within, and we work with them to make sure that happens.”

The office will continue to open at 8am.

“Some people may be wondering if the grass is really greener over at BARRYSTAFF,” Barry said. “We believe it is. It never hurts to talk.”

BARRYSTAFF was founded in 1980 and opened its Bechtle location in 2014. It provides staffing for companies throughout Clark and Champaign counties. The office specializes in manufacturing and light industrial positions.

The manager of the Springfield location is Pam Bartee. The office can be contacted at (937) 327-0025. 

About BARRYSTAFF:

The job search can be a pain. That’s why we’re here. 

BARRYSTAFF has been putting people to work for over 30 years and remains the most successful locally-owned staffing agency in Dayton. With offices in Dayton, Piqua and Springfield, we specialize in industrial, clerical, and permanent placements. If you are looking for a new career, or if you are an employer looking for new talent, you are in the right place. 

Welcome to BARRYSTAFF. Let’s go to work.

Media Release: International Women’s Day

FOR IMMEDIATE RELEASE
DAYTON, OH – BARRYSTAFF Inc. is calling for local women to apply for an abundance of manufacturing positions currently available through the company.

March is National Women’s History Month and Friday, March 8, is International Women’s Day. Although women total about 47 percent of the national workforce, data shows that they make up only about 29 percent of the manufacturing workforce.

“There is still a perception that manufacturing is a male-oriented career,” said BARRYSTAFF president and owner Doug Barry. “Many people don’t realize these facilities are vastly different than ones that existed 40 years ago. They’re clean, well-lit, comfortable work places.”

BARRYSTAFF provides employees to local employers for 90 days. After that time period the employer has the option to make the BARRYSTAFF employee a full-time member of their team.

Through 2019, roughly the same percentage of women met the threshold as men.

BARRYSTAFF partners with more than 100 local companies. Most are in manufacturing.

“The majority of our applicants still tend to be men,” Barry said. “We need to start addressing the concerns of women and why they tend to be more reluctant to seek manufacturing work.

“If job seekers would like to have a conversation about that, my door is always open,” he added.

Barry will be available to address this topic with the media on March 8. Members of the media will also be afforded the opportunity to speak a supervisor at a local manufacturing company — she originally started with BARRYSTAFF — about her experience in the industry.
About BARRYSTAFF
The job search can be a pain. That’s why we’re here. 


BARRYSTAFF has been putting people to work for over 30 years and remains the most successful locally-owned staffing agency in Dayton. With offices in Dayton, Piqua and Springfield, we specialize in industrial, clerical, and permanent placements.


In 2017 the company won the Eclipse Integrity Award from the Better Business Bureau. BARRYSTAFF is the only staffing agency to win the award.

8 cringeworthy social media mistakes that cost candidates the job

BY STAV ZIV FOR THE MUSE

We know you’ve heard you should clean up your social media so that you can be a presentable professional, especially when you’re looking for a new job. But do you know how it could actually hurt you?

We’ve collected real stories about candidates who were well on their way to snagging a new role, but didn’t, all or at least in part because of a social media post (or posts) someone on the hiring side found during the vetting process.

That’s right, something they did on social media got them dropped like hot potatoes.

So before you “yeah, yeah, fine” your way into ignoring what is arguably one of the most frequently uttered pieces of career advice in the age of Twitter, Facebook, Instagram, LinkedIn, Tumblr, and more, you might want to read about these eight people who didn’t get the job.

In some cases, these candidates clearly behaved badly. Other times the post or posts in question revealed something about them that made them seem like less of a fit for the role or company. So while we at The Muse certainly advocate checking your privacy settings and deleting things you wouldn’t want your future boss to see, keep in mind that sometimes, you might decide it falls under the category of: “If they don’t like it, I wouldn’t want to work there anyway.”

For example, if a company decided not to hire you because you’re really outspoken online about pay transparency or racial diversity or LGBTQ rights or unions or whatever issue (or issues) you’re passionate about, it’s probably not a good fit for you as much as you’re not a good fit for the company. That’s fine–great, even–as long as it’s a conscious choice.

1. WHEN A CANDIDATE WAS ARGUING AGGRESSIVELY

Shawn Breyer and his team at Breyer Home Buyers in Georgia were doing a final round of vetting. A promising candidate had reached the end of the interview process for a transaction coordinator role, in which they’d handle things like paperwork, scheduling, and other, well, coordinating among sellers, lawyers, lenders, title companies, and more.

That’s when the team found Facebook posts (on the candidate’s public account) that made Breyer and his colleagues hesitate. The candidate was posting political content, which during a presidential campaign wasn’t unusual and wasn’t in itself an issue. But they were also arguing animatedly and aggressively with anyone who disagreed.

“We viewed this as this individual would struggle if someone on the team wanted to take a project a different direction than they had in mind,” Breyer says. “We want our team members to be able to set aside their differences and work together, and we felt that these actions showed that they wouldn’t be able to perform this way consistently.”

The candidate, who Breyer says otherwise was likely to get hired, didn’t get the job.

2. WHEN A CANDIDATE LIED ABOUT HER MOM DYING

Rich Franklin is the founder and president of KBC Staffing, a staffing and recruiting agency in the Bay Area, so he’s seen his fair share of social media snafus over the years.

There was the time a candidate for an administrative assistant role called to cancel her interview at the last minute. Her mother had died, she told them. So of course they understood and had no problem rescheduling. Soon afterward, she emailed again to say she needed a bit more time. Still, no problem.

But then someone thought to look her up and found her Facebook profile, featuring a picture of her out to dinner with her mother the day after she’d supposedly died. They sent her a screenshot and never heard from her again.

I can’t imagine a scenario in which lying about your mom’s death is excusable–even if you don’t mess it up by posting evidence to the contrary on social media–but the lesson applies more broadly. Don’t lie about less absurd things either, and make sure how you’re representing yourself on social media doesn’t contradict the story you’re telling in your application. For example, don’t go on and on about how you love working on a team in your interview and post everywhere about how you think people are the worst.

3. WHEN A CANDIDATE WORE A SWASTIKA IN HIS PROFILE PIC

Another time, Franklin and his team were hiring for short-term construction projects. “A man had completed his interviews and was all set to be hired,” he recalls. “We found him on Facebook and his profile was locked down. That wasn’t a problem for us, but we decided to click his profile picture anyway. There was our candidate wearing a biker jacket with a swastika.”

Once again, they sent him a screenshot of what they’d found and got no response. “He had the right background and right skills,” Franklin says. “He was definitely going to get the job.” But not after the swastika.

4. WHEN A CANDIDATE FOR A DAYCARE JOB POSTED MEMES FROM THE SUBREDDIT/CHILDRENFALLINGOVER

Yet another time (seriously, he has a lot of stories), Franklin’s agency was hiring for jobs at a new daycare. In this scenario, the background checks needed to be more thorough than for some other projects and the agency outsourced the work. The candidate in question had a Twitter account–it wasn’t in her name but it linked to another profile that was–that featured reposts from the r/ChildrenFallingOversubreddit.

Although the posts were a few years old, and though “I don’t think it was anything malicious, we didn’t want to take the risk,” Franklin explains. “We didn’t want anyone who had made fun of children to be at the daycare,” he adds. “If somebody else saw this, like one of the parents, it just would be not a good look for the company.”

In this case, the agency called the candidate, but Franklin emphasizes that it wasn’t a negotiation. “Our job is to be pretty conservative,” he says. “That’s something people should know. If you’ve been hired and people really like you, you might get a second chance if someone finds this. But before you get hired, it’s not likely people are going to give you the benefit of the doubt, because they don’t know you.”

5. WHEN A CANDIDATE WAS REALLY ANGRY (AND SWEARING) ABOUT SPORTS

In a competitive job search, you want to do everything you can to set yourself apart from any other equally qualified candidates. We generally talk about that truism in terms of the positive ways you can prove you’re even just a smidge better than the other applicants. But it also means avoiding something that will make you seem like a riskier hire than another finalist.

Jill Pante, director of the University of Delaware Lerner Career Services Center, once led a search committee that was trying to make a final decision between two very strong candidates, who were “equal in skill, passion, and overall fit for the office.”

One of the candidates didn’t have much of a LinkedIn presence, which was somewhat concerning in a role where he’d have to teach and set an example for students looking to enter the professional world. That might not have tilted the scales so much in itself, but that same candidate’s Facebook profile was also full of anger and expletives in posts about how sports teams he followed were performing.

It was “F this person, F that guy,” but spelled out and sometimes in all caps, and not just in a post or two, Pante says. People are passionate about sports, sure, but there were at least half a dozen of these posts dominating his feed. “I would say all but one of us found it kind of shocking. It was the thing that sort of moved the needle in the other candidate’s direction,” Pante says. Plus, the other candidate’s profiles were “free from any F-bombs or controversial posts.”

6. WHEN A CANDIDATE EXPRESSED A VIEW ANTITHETICAL TO THE COMPANY’S VALUES

Cristian Rennella, the cofounder and CEO of elMejorTrato.com–a search engine for loans and other financial products with a presence in Argentina, Brazil, Mexico, and several other countries–was looking for a new CTO.

Finding someone with the requisite technical skills was a challenge, but they had at least one promising candidate. When they took a look at his social media history, they found a tweet in which the candidate stated that having a university degree is a requirement to get a job as a programmer.

“This goes clearly against the culture of the company, where we consider that someone should not be qualified by their titles or by the lack thereof, but for [their] true ability to write code,” Rennella says. “The challenges are going to change and if the team has people who are flexible and can adapt to new changes on their own, then we have more chances of success in the long term.”

They told the candidate about the disconnect between his stated view and the philosophy of the company, where many programmers do not, in fact, have university degrees. “We respect his opinion but we do not share it. And we thought it would not be the best place to work for him.”

7. WHEN A CANDIDATE POSTED TROUBLING SKETCHES

In one of his previous roles, recruiter Matt Dodgson (currently a director at Market Recruitment) was working on hiring for an advertising account manager position, a job that would require interacting with clients and coordinating with various teams. While researching one of the candidates, Dodgson found a Tumblr site he published under “an artsy pen name.” Still, the candidate would often link to it from his Facebook page with posts like, “I just crafted this masterpiece, check it out!” In other words, not so private.

“The site, it turns out, is a collection of doodles he makes exclusively while at work,” Dodgson says. But that wasn’t actually the problem. Lots of people doodle on the job, and it’s been shown to improve focus. But his drawings were “usually mocking or making derogatory comments at particular people, including clients,” and featured “fat-shaming and sexist remarks,” Dodgson says. “If this is how the candidate thought about women in doodles, how might he interact with women at work?”

Now, this candidate didn’t have the job in the bag; there were some other concerns, including answers to interview questions and reference calls that couldn’t quite confirm his track record as a team player. Even so, one of Dodgson’s colleagues gave him a call to give him a chance to explain his side of the story. “Ultimately, when he did not get the role, we told him that the selected candidate had strong client experience (which was true),” Dodgson says. But the sketches certainly didn’t help.

8. WHEN AN ALMOST-INTERN POSTED ABOUT HIS PLANS TO PARTY ALL SUMMER

Just because you’ve already gotten an offer doesn’t necessarily mean you can post anything you want with impunity. Regina Moravek, an HR expert and contributor to The Muse who used to work as a university career services director, recalls a college junior who’d landed a summer internship in HR.

“In his post to share his good news about getting/accepting the offer, he added something about being excited to ‘party all summer in [company location] at his upcoming summer internship with XYZ Co.,’” Moravek says. The company, which not surprisingly found the post, was so displeased that it rescinded its offer.

Job searching isn’t easy. So don’t make it harder on yourself. Spend some time combing through your social media accounts as though you were that hiring manager you spoke with or that boss hiring for their team. Based on what you see, would you hire you? If the answer is no, ask yourself why. And decide whether you stand by your posts at the potential cost of this job, or want to whip out your figurative Windex and scrub those profiles.

Pets At Work? It’s A Thing.

Pets in the workplace: How to manage liability of this employment benefit

BY CHERYL SARFATY, NORTH BAY BUSINESS JOURNAL

To allow dogs or not to allow dogs at work? That is the question. And it can be a tricky one.

Outside of laws around the Americans with Disabilities Act for accommodating service dogs in the workplace, businesses that choose to provide a dog-friendly environment say it’s a great employee benefit.

But what if Fido bites a staffer or runs roughshod through the office, destroying any equipment or furniture in its path?

Liability in the workplace falls first to the employer, according to the Insurance Information Institute, a member-based, 501 tax-exempt-status organization headquartered in New York City.

If an employee’s dog bites a co-worker, the business insurance policy would kick in and pay the claim, according to the organization.

However, it adds, the dog owner may also be found liable, and the victim could potentially sue the employer and the dog owner.

As of now, “there is nothing in a general liability form that excludes pets at work,” said Bryan Costello, executive vice president of San Rafael-based Costello & Sons Insurance Brokers. He suggested some companies may want to underwrite to limit exposure.

A commercial general liability policy will cover the associated costs with dog bites for business owners, according to Chandra Kwaske, commercial underwriting director at Burns & Wilcox, a Detroit-based brokerage firm. “Like a homeowners and renters policy, the CGL will usually cover the cost of medical bills to the injured party, legal and court fees related to the incident. … The CGL generally will not cover the costs associated with reputational damages, such as crisis communication efforts to combat negative media attention.

Organizations whose business is focused on dogs, such as Santa Rosa-based Canine Companions for Independence, are fully prepared on the liability front, according to Jeanine Konopelski, national director of marketing.

Canine Companions trains puppies to become service dogs to adults, children and veterans with disabilities. After a dog completes the training program, it matches it with the person it will assist, based on activity levels and personalities.

The organization’s insurance policy covers incidents — like bites and damage to property — that could happen throughout the service relationship, which can last many years.

“In the unlikely situation that a liability event occurs for one of our puppy raisers or graduates having to do with an action made by their dog, we want the people we serve to know that our insurance policy covers them,” Konopelski said. “Additionally, it provides institutions where our facility dogs may work (hospitals, courthouses, etc.) with added assurance that we take responsibility for the actions of our dogs.”

Dave Kendrick, co-founder and managing partner at San Rafael-based DogTrekker.com, which provides information for people who travel with dogs, said there are several steps businesses must consider before letting dogs on the premises.

“There are people who either don’t like dogs or have allergies or other health issues that need to be considered. Rules need to be established based upon the size of the organization, layout of the work space and other considerations,” Kendrick said. “It’s wise to form a pet committee prior to committing to opening the doors to dogs to identify these issues, establish policies, review insurance policies, work with HR and test the plans. A great way to test out how it would work with pet parents and employers is an open invitation to participate in the annual Bring Your Dog to Work Day, which will be held this year on Friday, June 21.”

Businesses that allow dogs could also have a leg up when it comes to staffing.

“For the company, having a dog-friendly office allows them to attract and keep top talent,” he said, “as well as fostering increased collaboration throughout the office and bolstering the workplace culture.”

That’s the direction Glassdoor took when it became a dog-friendly workplace in 2013. Launched in 2008, the jobs website provides employee reviews of companies, employer salaries and benefits, job postings, and original articles and blogs.

“There’s been research done showing that pet-friendly policies do help companies attract and retain talent,” said Glassdoor spokeswoman Amelia Green-Vamos. “Plus, with the unemployment rate at an all-time low, employers must incorporate appealing perks to attract top talent. A dog-friendly office is a cost-efficient perk that many offices can implement.”

Before inviting dogs into its Mill Valley headquarters, Glassdoor established rules and guidelines, including requiring all on-site dogs to be housebroken, socialized and without barking issues, Green-Vamos said.

“(We) also have designated areas for those who have allergies or work more comfortably without dogs around,” she said. “Ensuring all employees are comfortable is a critical component before an office decides to become dog-friendly.”

“It’s a very sweet idea to have a pet-friendly workplace but we find that it can be difficult to manage,” said Lindsey Brown, HR consultant at Santa Rosa-based The HR Matrix LLC. “Unfortunately, although most of us are animal lovers, we have seen a variety of undesirable impacts, including pets that were aggressive, messy, loud, or allergy producing. In the end, we usually caution our clients to analyze the benefits versus the potential the risks. It may be more suitable to offer a planned ‘bring your pet to work day’ versus having it be an ongoing policy.”

Read the original post here.