Sheet Metal Enclosure Manufacturer (Urbana, OH)

Are you ready to get to work? Start immediately!

What You’ll Do:

You will operate machines that manufacture high-end IT enclosures and other types of mechanical shelving for computers and data processors. This is a state of the art facility, clean and well-lit.

What You’ll Need:

High school diploma or GED

You will need to be punctual – attendance is important

Good work history

Please Note: You will be able to earn overtime money in this position. You could become a full-time employee with this company in as soon as 90 days. Great benefits.

About the Company:

We’ll place you with a company that is the leading system supplier of enclosures, power distribution, climate control and IT infrastructure. This is a global company.

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 get to work.

Job Type: Full-time

Salary: $11.00 to $14.00 /hour

Click here to apply  via Indeed.com

You can also email a BARRYSTAFF recruiter at

recruiter@barrystaff.com

5 misconceptions about the staffing industry

Perception versus reality.

Business owners often seek to control the perception of their companies so that they accurately reflect reality. This is easier said than done. Perceptions are like habits – they tend to die hard. The staffing business has long battled a sometimes lackluster perception. At BARRYSTAFF, here are the most common misconceptions we run into … and how we set the record straight.

“Temporary” employees are nothing more than short-term fixes. In truth, the term “temp” is outdated. We no longer refer to ourselves as a “temp agency,” but rather as a “staffing company.” There’s a significant difference. Gone are the days when folks would show up to the local agency each morning and collect a paycheck for a single job later that afternoon. In reality, what we’re doing is probably much different than what people are prone to imagining.

We give companies employees to try out on a limited basis. If an employee is working out then companies may extend a permanent job offer after 90 days. We handle everything until that job offer is extended. This process allows the company – and the employee – to feel each other out. One of the key analytics we study is our retention rate. In other words, we want our companies and employees to stick together. That’s our goal.

We only staff for one industry. While it’s true that staffing companies have specializations (BARRYSTAFF’s is manufacturing), many agencies are capable of recruiting for many, many fields. At BARRYSTAFF, we have placed architects, engineers and chemists. We have an entire team solely dedicated to filling clerical positions. So while manufacturing is our wheelhouse, we’ll never turn away someone looking for a communications position. Or graphic design. Or IT. We can help them too.

Job seekers have to pay to use our service. Job seekers pay nothing. Zero. Zilch. That’s not how we make money. Instead, the companies we partner with pay us to help them find quality employees. No job seeker will ever need to pay a dime to a company like BARRYSTAFF.

We only offer dead end jobs. The fact of the matter is that there is plenty of room for advancement in the jobs we hire for. Many of our placements have gone on to management positions.

We only work with struggling companies (Why else would they need a staffing company?) This is one we have to push back against fairly often. We work with big companies and small companies. Some are international. Others are hyper local. They use us because it is time-consuming to search, interview and drug screen candidates. It’s expensive. It cuts down on production. Advertising alone can run up a hefty tab. And these days, the job search is changing drastically from year to year. We live in a fast-paced digital world now, and our clients need to stay focused on what they’re doing. More of them are trusting experts like BARRYSTAFF to handle this work. It’s a specialized service during a time of rapid change.

And our services don’t stop at staffing. We often find ourselves working as a fully- functional HR branch for companies. It’s just another amenity we’re proud to offer.

 

 

DO NOT friend these kinds of coworkers on Facebook

By Nicole Lyn Pesce

Settling into a new job can be tricky IRL – and straight up confusing online.

A 2012 Millennial Branding Survey found young adults become Facebook friends with an average of 16 of their coworkers, but research suggests we should connect at our own risk.  After all, more than half of surveyed workers (51%) said social shows them too much information about their coworkers, according to a recent Pew Research report. And 29% of employees ages 18 to 29 found something on social media that lowered their professional opinion of a colleague.

But the rules of online engagement keep changing as more of us use social networks to actually, you know, network. “Ten years ago, it was taboo to friend your coworkers,” said Winnie Sun, a financial adviser and consultant on Millennial matters. “But nowadays, we’re all building our personal brands and making these connections.”

So Sun and Leonard Kim, a personal branding expert and author of “The Etiquette of Social Media,” spoke to Moneyish about the dos and don’ts of linking with colleagues online.

DON’T: FRIEND ABOVE YOUR PAY GRADE. That means your boss and your company’s C-Suite are off-limits. “You want them to respect you professionally so you can progress forward in your career,” said Kim. But seeing your casual conversations or pictures of you in a bathing suit can shatter that professional image. “And recovering what was lost from that level of respect is going to be quite difficult,” Kim said, who added that colleagues in the same position as you, or who work outside of your department, are more fair game.

The exception to this rule is LinkedIn. “LinkedIn is the same as if you walked into your new office building, and started going up to people and saying, ‘Hi, I’m working here now, and I’m excited to come on board,’” Sun said.

DO: USE THIS ‘MEAL TEST’ FOR HELP. Different social networks suggest different levels of intimacy. LinkedIn and Twitter are ways to introduce yourself, share industry news and support others in your field. “But Facebook and Instagram are like going out to lunch and dinner,” said Sun, where you’re sharing pieces of your personal life like news about your kids and your pets, or pictures from your vacation. “Snapchat is happy hour,” she added. “If we’re close enough to grab drinks and cut loose a bit, then we can connect on Snapchat.” And don’t send friend requests to colleagues with private pages – that’s a clear indicator they don’t want to mix business with pleasure.

DON’T: FRIEND REQUEST PEOPLE YOUR FIRST DAY ON THE JOB.  If you haven’t had lunch or a conversation with colleagues in real life, it’s off-putting to friend them online. “The time frame for connecting with them [online] is after you build a personal bond. I’d recommend a minimum of one, but at least two months,” said Kim. “Following someone on Twitter is a lot less creepy than immediately adding someone on Facebook.”

DO: TEST THE WATERS WITH LINKEDIN. If someone green lights your connection request on LinkedIn, it opens the door for stronger social media relationships later. “If they accept, send a quick note saying, ‘Thank you so much for connecting. I’m excited to come on board,’” said Sun. “And if they respond to that … you know that person has a warmer personality.” And if the conversation continues, Kim suggests writing back after a few months to say that you might send him or her a Facebook invitation to continue networking, and take it from there.

DO: LOOK AT YOUR CONTENT. Are you really comfortable with coworkers seeing your posts? If you use Facebook and Twitter for business, like posting industry news and insights, then adding your coworkers makes sense. But you don’t want to give professional peers access to Snapchat or even Instagram and FB pages where you’re sharing provocative pix or posting statuses where you argue, put people down or suffer emotional breakdowns.

Click here to check out the original article on Moneyish.

 

 

How Do Staffing Agencies Work? 5 Tips for the Employer

By Robert Half

Does your business need short-term help during a busy period? Are you short-staffed, yet not ready to hire a full-time employee? Maybe you’re wondering, “How do staffing agencies work — and do I need one when I have only temporary or seasonal hiring needs?”

Hiring solutions come in all sizes. Full time, yes, but also temporary, temporary-to-full-time, contract and project. Whatever your hiring needs, a top-rated, professional staffing agency gives you quick access to highly skilled professionals you might not find on your own. That eases the workload and provides peace of mind that none of your important projects will be delayed and no details will slip through the cracks.

So how do staffing agencies work — and how can you work most effectively with them? Here are five tips for optimizing your experience as a staffing agency client.

1. Engage a specialized staffing agency

When you work with a staffing agency, make sure it specializes in the type of staff you need. Non-specialized or generalist firms work with a broad variety of candidates, so finding someone with the exact skills and qualifications you need is more difficult and takes longer than if you work with a firm that’s focused on your field.

In addition, specialized staffing firms have a better sense of the candidate marketplace in your industry and geographic area and can effectively evaluate candidates’ experience and skills. Getting a good match the first time saves you time and money.

2. Communication is key

Try to speak with a staffing manager directly rather than communicating only via email. He or she will ask you about your staffing requirements and the length of time you need extra staff.

Make sure you create a job description that completely describes the position’s responsibilities so your recruiter knows the skills the candidate must have. (We’ve come up with a blueprint for creating a job description that can simplify the process.) Mention any policies your business follows, such as dress code, hours (including how you handle overtime) and breaks. These details help your representative get a sense of your corporate culture and what type of professional is likely to succeed there. When you feel you’ve clearly defined your needs, let the recruiter know. He or she will start the search immediately.

3. Get ready, get set …

Prepare your business and the office itself to accommodate a temporary professional. Maximize the benefits of temporary staff to your company and team by setting up in advance. Create a designated workspace. If a computer or phone is necessary, make sure it’s installed and functioning before the interim worker’s first day. And once you’ve brought in your new temporary worker, make him feel part of the team:

  • Ensure a smooth start by providing an orientation as you would for any new staff member. Make all appropriate team introductions and designate a point person for any questions that may arise.
  • Be inclusive and encourage team bonding by inviting the temporary worker to staff functions such as lunches, team meetings and other group efforts.
  • Check in with temporary professionals, as well as the staff members they interact with, to evaluate performance. Even if interim workers have the necessary skills, it’s important to achieve a good fit with your corporate culture as well.

4. Follow up

Providing feedback about the new worker to your staffing agency representative helps both the recruiter and yourself with any future talent searches. Notify the agency at once if there are any problems, and let the recruiter know what specific aspects of the individual’s performance have stood out.

5. Weigh fees vs. costs

For you, the client, there are fees associated with using a staffing agency, but the overall cost is typically a net savings for you if you go with the right firm. Because finding qualified, skilled employees can be time-consuming, you save time and money when you turn this process over to staffing experts. Plus, the most reputable staffing agencies are likely to offer a satisfaction guarantee. So if you aren’t happy with the employee, the firm will identify a replacement.

Communicate your goals and needs to the staffing agency recruiters every step of the way, and you’ll be in the best position to maximize your working relationship with them.

Read the original posting here.

 

 

Husted For Ohio event scheduled for Friday

A special event will be held in the BARRYSTAFF building on Sept. 1.

Ohio Secretary of State Jon Husted, who announced his candidacy for governor in May, will make a campaign stop at BARRYSTAFF. A meet and greet, hosted by Senator Peggy Lehner (R–Kettering), Representative Michael Henne (R–Clayton) and Representative Niraj Antani (R–Miamisburg), as well as many local officials, will take place in the building’s community room.

The event is set to start at 10a.m. It is expected to wrap up between 11 and 11:30 a.m.

Click here for details.

 

 

Gen Z Is Coming and They’ll Be Changing Your Culture Forever

There are numerous articles discussing millennials and employee engagement. Some people bemoan millennials and others tout them as invaluable additions to the workplace.

However, it’s up to all of us to foster employee engagement. Any energy we expend complaining about one generation, or comparing them to another is simply a waste of resources. One of my best lessons in learning to appreciate cultures I am not accustomed to, presented itself with my teenage son. My son is not a millennial; he would actually be considered Generation Z, which includes those born in the early 2000s.

Regardless of how one slices up the generational chronology in the U.S. population, the fact of the matter is each generation brings something unique to the table. If, as HR professionals and business managers, we have an issue with millennials, then what is going to happen in the next few years when Generation Z hits the workforce in numbers? We as leaders today, need to fully appreciate culture and how culture differs between generations.

As I mentioned, my son, along with the prompting of my wife, helped me discover the importance of culture. Like all Gen Zers, my son grew up a true digital native. He never knew what it’s like to be “out of touch” or what dial-up sounds like or understand the meaning of “Please be kind and rewind.” Although he is lacking in awareness of the past, which is totally acceptable, he is fully engaged in the digital world.

A digital culture

He would share with me the frustrations of gaming — how some people were rude, curt or downright bullies. At the time, I casually dismissed his complaints because I viewed his digital happenings as only games. My wife gently reminded me, after a particularly frustrating day for him, that these are more than games with him. The people he is friends with online, are real to him, even if they are only digital. Point of fact that is his culture.

What I learned was that if I wanted to be in to my son’s life, then I needed to take time to learn his digital “customary beliefs, social forms, and material traits of a racial, religious, or social group” of the people he gamed with online. I made an effort to learn more about online gaming including the terminology, and during my research learned the virtually unreported impact that massive multiplayer online games (MMOG) have on America.

Due to the popularity of online games like Overwatch, which gained 30 million players in just one year, it was clear my son’s digital culture was in full swing. If you as a leader are having issues relating to or understanding millennials today, then you are already behind. Generation Z will likely baffle you, with their regular use of social media platforms like Slack, Snapchat, Instagram, Facebook, and KIK as primary forms of communication.

Now is the time to get ready

Today is when your organization needs to start incorporating social media to communicate with employees and prospective job candidates. That will give your company a strategic edge when the job applications from Gen Z start rolling in. Additionally, as HR professionals we need to not only learn about digital natives, but also join them.

We live in a globalized society without digital borders. To ensure our organization’s success and competitive advantage we need to adapt to and become adept at what our current and future employees’ digital culture will look like.

For those of you who think that video games are still just “games” and not a burgeoning digital culture, I have some bad news for you. According to a 2015 Entertainment Software Association (ESA) report, almost half the population of the United States plays video games. Culture, whether personal or digital, will be a factor in successful organizations as the next generation joins the workforce.

This article, written by Stewart Simons, was originally published here.

 

Job Hunting? 5 Reasons to Consider Using a Staffing Agency

If you’re an active job seeker or simply looking to expand your career horizons, many experts say that in today’s market, working with a recruiter can give you a substantial leg-up.

Combining new technology and staffing expertise to speed up and simplify your job search, these benefits may account for why the staffing and recruitment industry is growing substantially.

Here are five reasons to consider working with a staffing agency, from the experts at Randstad US, a human resources consulting firm.

• Access to “hidden” jobs. Recruiters are often tasked by companies to hire for positions not advertised publicly. The only way to find them is through a staffing agency. Often, these positions are the most sought after in the marketplace, and in some of the most desirable workplaces.

• A huge number of companies rely on them. As the economy embraces an “on-demand” workforce, more employers are turning to staffing firms who use emerging job search technologies alongside their human instincts to deliver the best-fit talent they seek. In fact, more than eight in 10 employers (82 percent) at least somewhat agree that by 2025, their reliance on staffing/recruiting partners will increase, according to Randstad’s Workplace 2025 study.

• Recruiters can be your career agent. Wading through hundreds of online job boards, company ads and social media sites can be complicated, time-consuming and frustrating. You don’t have to go it alone. A recruiter can help you with your job search, enhance your resume, provide career advice and more. The best recruiters look beyond your resume to understand your career goals, workplace expectations and values to identify the best-fit jobs for you within the digital landscape.

• Not just for temps. Many people assume staffing agencies only offer temporary positions. Recruiters are often asked to search for full-time, permanent and temporary-to-hire positions across a wide range of industries. Even those who begin working as a temporary employee are often hired permanently after proving their value. In fact, the Workplace 2025 study says 56 percent of companies say many of the top talent in their company began as temporary workers.

• It’s free. There aren’t many things you can get for free these days, but the many benefits of working with a staffing company are among them.

“Be sure to work with a recruiter who is passionate about helping you reach your potential,” says Jim Link, chief human resources officer, Randstad North America. “They should play the role of trusted human partner in today’s technology-driven world to ensure you are recognized as an individual, not just another resume.”

Given that more than half of employers (51 percent) named staffing/recruiting firms as their most effective method for finding full-time and contract workers, job seekers should consider taking advantage of this resource to improve their job search chances.

Read the original article on valleymorningstar.com by clicking here.

May jobs report shows lowest unemployment rate since 2001

DAYTON, OH — The U.S. Bureau of Labor Statistics has issued employment data for the month of May.

“The unemployment rate in May was 4.3 percent,” said BARRYSTAFF president Doug Barry said. “That’s the lowest in 16 years.”

Since January, the unemployment rate has declined by 0.5 percentage point, and the number of unemployed has decreased by 774,000. The new data shows that employment numbers in major industries such as manufacturing changed little from the month before. It did reflect an uptick in overtime — edging up by 0.1 hour to 3.3 hours.

Job gains occurred in healthcare and mining.

“There was hope that job gains would actually be more significant in May,” Barry said. “That’s not what happened. But unemployment is still low. Keep in mind that it was around 10 percent in 2009.”

BarryStaff Inc. 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.