General Laborers Needed (Urbana, OH)

We need general laborers! The team is awesome, the benefits are great and the facility is clean and modern. Jobs essentially break down into two groups:

Assembly workers

Machine operators

Daytime or overnight hours are available. The company we’ll place you with is a leading supplier of structural electronic enclosures, power distribution, climate control and IT infrastructure. This is a global company.

Submit your resume and we’ll be in touch with details!

Job Type: Full-time

Salary: $12.00 /hour

Click here to apply via Indeed.com

You can also email your resume to a BARRYSTAFF recruiter at

recruiter@barrystaff.com

Electronic Toothbrush Assembly (Miamisburg, OH)

What You’ll Do:

You’ll be assembling electronic toothbrushes. Packing will also be involved. Occasionally, this position will involve loading and unloading trucks. It would be helpful if applicants can lift up to 50 lbs.

What You’ll Need:

High school diploma or GED

Good work history

Must pass a pre-employment drug screen

Must have your own transportation to get to and from work

Note: This position is not on a bus line.

Hours:

8am – 4:30pm (M-F)

About the Company:

We’ll place you with a dental insurance provider that also manufactures dental products.

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 /hour

Click here to apply via Indeed.com

You can also email your resume to a BARRYSTAFF recruiter at

recruiter@barrystaff.com

Plant Manager (Dayton, OH)

BE ADVISED: BARRYSTAFF is looking for candidates to fill a plant manager position at a brand new company in the Dayton region.

We’re looking for candidates with at least 5 years experience in the automotive industry. Candidates must be ready to show a proven track record.

Due to the sensitivity of a pending announcement, that is all we can reveal. If you feel you meet these very general qualifications, we can potentially bring you in for an interview. We can reveal more at that time.

Job Type: Full-time

Machine Operator/Assembler (Dayton, OH)

What You’ll Do:

Machine operators, also knows as machinists or tool and die makers, work with heavy machinery from setup to operation. Machine operators might work with computer-controlled equipment or more mechanically based machines to make sure they are set up properly, working well, and producing quality product.

What You’ll Need:

High school diploma or GED

At least 1 year of machine operating experience

Must pass pre-employment drug screen

Must have your own transportation to get to and from work

Hours:

This is a 1st shift (daytime) position

About the Company:

We’ll place you with a company that is a privately owned company serving a broad range of industries from cookware to aerospace. Since the company began in 1993, it has become a nationally respected and sought after metal spinning 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 /hour

Click here to apply via Indeed.com

You can also email a BARRYSTAFF recruiter at

recruiter@barrystaff.com

September Jobs Data

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

The national unemployment rate for September was 4.2 percent. It was 4.4 percent in August. The U.S. Bureau of Labor Statistics said hurricane Harvey and Irma had “no discernible effect on the national unemployment rate.”

In spite of the unemployment rate, which is at its lowest level since early 2001, the economy lost 33,000 jobs. The BLS reports a steep employment decline in food services and drinking places and below-trend growth in some other industries likely reflected the impact of Hurricanes Irma and Harvey. Employment rose in health care and in transportation and warehousing.

“We continue to see hiring on a local level that’s similar to what we’ve seen in past months,” Barry said. “As we transition to colder weather we’ll see some areas of employment change.”

For example, landscaping will trend downward while retail will pick up.

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 manufacturing, the industry has added an average of 14,000 jobs per month from November of last year through August. New data shows that manufacturing employment was virtually unchanged in September.

“We’re still seeing a worker shortage at all levels in the Miami Valley,” Barry said.

Employment in other major industries, including mining, construction, wholesale trade, retail trade, information, and government, showed little change over the month.

 

 

Why robots won’t steal human jobs in manufacturing

By Joe Kaeser, President and CEO of Siemens AG.

There is a widely held view about what is coming in manufacturing. It goes something like: Move over, humans. We don’t need you anymore. Robots will take it from here.

But it isn’t true. This is not manufacturing’s future.

People have feared the march of the machine for centuries. Yet for just as long, machines have changed work; they have not replaced it. And the emerging fourth industrial revolution — even with its digital, automated assembly lines — is not an exception to this trend. As this new way of doing business becomes a reality, humans and machines will each play a critical role in manufacturing’s success.

Here are a couple reasons why.

First, it is true that digital manufacturing does cut out the middle-man. More and more routine, repetitive assembly tasks will be taken over by machines. But as certain jobs disappear, new ones open up in other parts of the factory. Germany in many ways exemplifies this trend. Today, German manufacturers deploy three times more robots than U.S. companies, but they also still employ more humans. Relative to the size of our economies, German’s manufacturing workforce is twice the size of America’s.

Second, from its very beginning, the fourth industrial revolution has never presented manufacturers with an either-or choice — robots or humans. It has always been about combining the talents of both. Ultimately, it is the convergence of artificial and human intelligence that will enable manufacturers to achieve a new era of speed, flexibility, efficiency and connectivity in the 21st century. Machines have the ability to assemble things faster than any human ever could, but humans possess the analytics, domain expertise and valuable knowledge required to solve problems and optimize factory floor production.

This is precisely what we now see at Siemens’ Amberg Electronics Plant in, yes, Germany. Over the past 25 years, Amberg has evolved into a fully digital plant, with automation rising tremendously. But what has changed the most during this time isn’t the number of employees; what has changed is productivity. The same size workforce — about 1,200 workers who have been trained and retrained for digital manufacturing — has increased productivity by more than 1,000%.

For now, Amberg is something of an exception. But it won’t be for long.

Where we are now is only beginning. Artificial intelligence is here and being rapidly commercialized, with new applications being created not just for manufacturing, but also for energy, healthcare and oil and gas. This will change how we all do business. There has never been a bigger opportunity for us to add value for customers — and that’s what makes this new machine age unstoppable.

At the same time, companies have both a business need and social responsibility to be equally invested in humans. The transformation of the factory floor must be met by a large-scale, company-led commitment to industrial reskilling for current and aspiring employees. The responsibility is now ours to ensure that digital manufacturing is accessible to anyone willing to learn, work hard and pursue new pathways in training.

Germany has long confronted the human challenge with a dual system of education — a public-private system that invests in, promotes and continuously updates training and educational pathways to established and growing industries. Participants attend public vocational schools while receiving on-the-job training on industry standards through a paid apprenticeship in a private-sector company.

This system also serves a dual purpose to both business and society: companies win by having a strong pipeline of workers with relevant skills and knowledge; society wins as young people gain fast tracks into good-paying jobs and exciting careers with ladders to climb, increasing economic opportunity and strengthening the middle class.

Industry leaders just have to remember that, while robots are programmable, with humans, trust is earned. We have to prove that digital manufacturing is inclusive. Then, the true narrative will emerge: Welcome, robots. You’ll help us. But humans are still our future.

Click here to read the original article published by Time.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.

 

 

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.

 

 

From Homelessness to a New Promotion: Herb Thompson’s Inspirational Story

Herb Thompson at ASPM in Vandalia.

A few months ago Herb Thompson was homeless. Now he has a fully furnished apartment and a new outlook.

He’s also accepted a promotion.

“What more can you ask for?” he says with a smile.

Born and raised on a Preble County farm, Thompson moved to Dayton at 18 and  immediately found work in manufacturing.

“At 19 years old I was firing up million dollar equipment,” he recently told us.

He enlisted in the Navy worked as a technician for six years. Specifically, he specialized in electronic surveillance on submarines. When he returned to Dayton in the late 1990s, he learned that manufacturing had “fallen off completely.” So he worked for Auto Zone. And Time Warner Cable. For a while he operated a tow truck.

It became increasingly hard to find steady work. A tough job market mixed with a bad break or two led to homelessness.

Eventually the military veteran linked up with Volunteers of America. They referred him to BarryStaff. Within a week of interviewing with Barry, he was working at the ASPM plant in Vandalia.

Even then, he wasn’t super optimistic to begin working as a machine operator.

“It was the type of job I tried to avoid all my life,” he says. “I thought it would be mind numbing.”

Nevermind the repetitiveness, he was told. Work hard and you’ll quickly advance.

He took the advice and used the foot in the door to his advantage. He rolled up his sleeves and hunkered down. Within weeks, he could keep up with workers half his age. Thompson’s confidence grew. The promotion quickly followed.

“I now have an apartment — a wonderful little apartment. I’m gainfully employed. And I feel my value is being appreciated.”

He’s now working as a material handler, which comes with more responsibilities. Does he look back? Yes and no.

“I try not to look back too much,” he says. “However, those who forget the past are doomed to repeat it.”

Then Thompson, who has a way with words, quickly sizes up his journey.

“I’m happy,” he says. “If I was any happier I couldn’t stand myself.”

 

OPINION: Making Manufacturing Great Again Will Require A Two-Pronged Approach

Employment in manufacturing peaked in the late 1970s at over 19 million. Since then, despite occasional positive bumps, manufacturing employment has shown a long-term secular decline. Today, fewer than 13 million workers are employed in factory jobs. This long-run, large scale decline in employment is largely attributable to automation and the offshoring of jobs to low-wage countries. The workers most affected by these technological and global shifts are unfortunately those with the least skills, whose jobs are most susceptible to these causes of displacement. The Carrier deal that President-elect Trump pushed through prevented fewer than a thousand jobs from being offshored, but as the CEO of United Technologies put it to CNBC, many of these jobs will be automated anyway; hence the benefit to US workers is likely very low. Even a thousand such deals are not the solution to the displacement occurring in manufacturing. The correct response to this predicament is skill upgradation, so that workers can work with these new technologies, as complements rather than substitutes. Beyond that, manufacturing also badly needs an image makeover.

In an interview, Tim Cook, CEO of Apple, claimed the lack of skilled workers in the U.S. as the reason for the company doing its actual production in China. While some speculate that the skills gap is more fiction than fact, there is clearly a problem in the manufacturing jobs market. Between 2005 and 2016, employment in manufacturing declined by 14%. There many potential reasons for this decline in employment: slow hiring, a small supply of workers, or turnover from workers quitting or being fired. The charts below, based on data from the Bureau of Labor Statistics’ JOLTS survey, are fairly revealing. Over the same period of employment decline, the number of job vacancies increased from 303,000 to 346,000 while the number of people hired for jobs declined from 369,000 to 272,000.

job_trends

In addition, as the chart below shows, people were less likely to quit their factory jobs during the recession, but the quit rate is returning to pre-recession levels. Layoffs have fallen and remain low, bringing total separations down as well.

turnover

Today, there are 322,000 vacancies that are unfilled. Clearly, manufacturing jobs exist, and employers are ready to hire, but for some reason workers and firms are not matching up to fill these jobs. What could explain that?

As a recent study in the Journal of Economic Perspectives shows, there has been a global shift towards the value added by high skill workers in manufacturing and a shift away from low and medium skill workers. As manufacturing has become more technologically advanced, the demand for skilled workers to occupy positions has grown, but many companies appear unable to find people with the requisite skills. As per a recent report by Deloitte and the Manufacturing Institute, 70% of companies reported shortages of workers with adequate technology, computer and technical skills, despite their willingness to pay higher than the market wage in their area. As a result, nearly 2 million jobs will go unfilled over the next decade due to this skills gap.

But there is more to the skills gap than just workers who don’t have the basic problem-solving or computing skills that companies want. A significant problem facing companies is also the lack of demand for these jobs amongst workers with skills. Many workers are simply no longer interested in manufacturing jobs, and there appears to be a stigma attached to manufacturing work. A survey on the Public Perception of Manufacturing shows that while most Americans perceive manufacturing as the backbone of a strong domestic economy, few parents want their children to work in this industry, and manufacturing is the last career choice for people between the ages of 19 and 33.

Read this article in full at Forbes.com.