BarryStaff Celebrates 1 Year in New Facility

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BarryStaff is pleased to announce a milestone in its commitment to the downtown Dayton area.

The company’s brand new 13,000 square foot facility opened June 1, 2015 on Webster Street. One year later, BarryStaff continues to work with local companies to supply industrial, clerical and permanent job placements.

BarryStaff is also the only business in Dayton licensed to screen travelers for the TSA Pre-Check program.

Ground was broken on the new facility in December 2014. The 32-year-old business is proud of its downtown Dayton heritage, having operated from three other downtown locations since 1982.

“Our new facility has allowed us the space to better serve our applicants and expand our services to our clients,” said President and CEO Doug Barry.

The Pam and Warren Barry Community Room also opened in 2015. To date, more than 50 businesses and organizations have requested to utilize the room for off-site retreats. With enough space for 80 people, white boards and an exquisite view of downtown Dayton, BarryStaff is proud to serve business professionals on its home turf.

10 Interesting Facts About Ohio


1. The Buckeye state

Ohio is popularly known as the Buckeye State. Reason….? The buckeye trees which are spread throughout the Ohio River Valley. These trees produce small brown nuts resembling the eye of a deer; and hence the name buckeye. Bonus fact: carrying one in your pocket brings good luck.

2. One and only Presidential Museum

Ohio is home to the “One and Only Presidential Museum” which honors John Hanson and eight others, who were elected and served one year terms before the Constitution was written. This being said John Hanson, technically becomes the first president of the United States.

3. Mother of modern Presidents

Ohio State has been nicknamed “Mother of Modern Presidents,” as Ohio is the birthplace of seven U.S. presidents: Ulysses S. Grant, Rutherford B. Hayes, James Garfield, Benjamin Harrison, William McKinley, William H. Taft and Warren G. Harding. Two Ohio presidents: Grant and McKinley are portrayed on the US Currency, which is kind of a big deal, don’t you think.

4. River on fire

No! This isn’t a joke. The Cuyahoga River has caught fire at least 13 times and is therefore nicknamed “The River That Caught Fire.” It was one of the most polluted rivers in the country and would easily catch fire when sparks from the train would fall into the water. Only after elaborate media coverage it was cleaned up in 1969.

5. Glacial Grooves

The Glacial Grooves on Kelleys Island is a National Natural Landmark. It is considered to be the largest and most easily reachable such groove on this planet. It is quite amazing to see scratches and grooves on the bedrock left behind by the great ice sheet that covered part of North America 18,000 years ago, as it dragged over the surface.

6. The birthplace of aviation

Ohio is considered as “The Birthplace of Aviation.” The Wright Brothers, credited as inventors of the first airplane hailed from Dayton.

7. Astronaut’s hub

Ohio is home to 24 astronauts. Why so many? Role models such as Senator John Glenn, the oldest man to travel into outer space (“the first all Ohio crew”) and not to forget, Neil Armstrong, the first human ever to walk on the Moon have been inspirational for the buckeyes.

8. Home sweet Trash…?

Sounds gross right…? But it actually is pretty cool. A couple from Philo, Ohio has made a house completely out of trash and it turned out to be amazing. The idea was to show how much can be made out of recycled material and the couple nailed it. The house has now been opened up for tours.

9. Company in a basket

Longaberger Company takes the cake when it comes to being unique. Longaberger Company, a manufacturer of wood baskets and lifestyle products, Newark has its corporate office in the world’s largest basket. Today, it not only functions as the headquarters of the company but is a tourist attraction too. Thousands of fans flock to Newark every year to get a glimpse of the basket.

10. The Y Bridge

Would you believe it if I say that there’s a bridge which you can cross and still be on the same side of the river? Well believe it or not, the Y Bridge in Zanesville is one such bridge. It was opened in 1814 to span the confluence of the Licking and Muskingum Rivers and has been reconstructed four times at the same place.

Top Trends in Hiring for 2016

Hiring is a central focus in many companies’ human capital management (HCM) strategies. In 2016, hiring trends point to a stronger job market, an increased demand for talent, and a need for more strategic approaches to talent management. Here are a few of the most important trends as companies look to their hiring processes to help them achieve greater productivity, innovation, and long-term growth.

Leadership is Being Promoted From Within

Companies are coming to realize the value of promoting leaders from within. Cultivating internal talent for managers, vice presidents, and C-level executives can have several significant advantages. Leaders who come up with a company may better understand its culture and have a deeper commitment to its success. Senior hires can be expensive and leaders brought in from the outside may not have the same level of commitment to the company. Promoting from within may help reduce costs while improving corporate stability and results.

Companies Are Becoming Strategic About the Hiring Process

As the economy improves, there are more jobs available. For recruiters and hiring managers, this translates to increased competition for candidates and a need to focus on employee retention. Compensation, flexible scheduling and benefits are all ways companies are attempting to create an edge in the job market. Successful businesses are also investing in technology to help promote openings more effectively and to quickly screen candidates so top applicants can move more easily through the hiring process.

Employee Retention is Becoming a Major Focus

As the saying goes, “Your employees are your company’s most important asset.” Workers have more opportunities in the market today than during the recession, and as a result companies in 2016 are looking holistically at employee retention. From hiring the right people to fostering a great work environment, taking the strategic steps necessary to retain employees will be one of the year’s top hiring trends. Retaining employees can save money over replacing them, help raise levels of employee morale, and allow companies to cultivate their next generation of talent. Some ways companies are improving retention include new technology, more strategic compensation, and enhancements to the employee experience.

Compliance Remains Top of Mind

Hiring trends are also driving behind the scenes actions and decisions about process and HR infrastructure. Companies are facing ever higher demands around reporting and compliance with applicable laws at the local, state, and federal levels. As a result, companies are looking for ways to streamline their data management. HR technology remains an important part of the recruiter’s toolkit, from collecting necessary data during the hiring process to helping manage employee separations. Mobility and cloud-based tools will likely play a bigger role in the technology mix in the year ahead.

Hiring great people remains a top strategic priority for businesses in 2016. From improving retention to using HR software to streamline data flow, this year’s hiring trends are all about making staffing a competitive advantage for growing companies. Recruiters who understand and implement these trends may give themselves an important advantage in attracting and retaining top talent.

Top 20 Best Summer Jobs

Top 20 Best Summer Jobs

Ideally, the best thing you can do is try to find an internship that’s related to your degree or passion. This is the best way to gain real life experience as well as having something terrific to put on your resume. In reality, however, you have left finding an internship to the last moment, and now you find yourself searching for a job that pays well without consuming your entire summer.

No matter what job you’re doing over the summer, never forget to network. Speak to people, ask questions, learn new skills, and most importantly, have fun. And if you think you’re too good for a summer job, think again.

Some of the biggest stars in the world spent their summer mopping floors at a local Dairy Queen (Gwen Stefani) or saved up some extra cash as a paper boy (Tom Cruise). Matthew McConaughey found himself short of cash when traveling around Australia (before he was famous) and took a job on a farm moving chicken manure.

Here are a few great summer jobs to consider:

Top 20 Best Summer Jobs

  • Sales (The skills you learn in a sales job will help you for the rest of your life.)
  • Post office worker (Great pay!)
  • National Park services
  • Camp counselors (Not great pay but accommodation and food is free.)
  • Resort or country club (Get paid to live by the pool.)
  • Tour guide
  • Restaurant staff
  • Web design
  • Tutoring (Be your own boss – great pay!)
  • Telemarketing (Can you sell? Are you a talented speaker? Telemarketers may annoy you but the good ones can make a lot of money.)
  • Campus jobs/Working in the labs (Check out jobs area in your university.)
  • Construction worker
  • Valet
  • Pet and house sitting
  • Writing articles for sites that will pay you
  • Convention worker (Is the boat show in town?)
  • Landscaping
  • Lifeguards
  • Dog walker
  • Barista

How to Make the Job Search Process More Enjoyable Than a Trip to the Dentist

1) Break it down

Not as in MC Hammer moves, but if that helps, go for it!

The process is large and daunting. Where to begin? Well, at the beginning. Start with a self-evaluation or online assessment to keep things as objective (vs. emotionally driven or reactive) as possible.

You want to set yourself up for success, so make an effort to ensure that jobs to which you apply are relevant, of interest, mesh with your personality, fit within your requirements and meet most of your “desirable” components of a job.

2) Call in the troops

Ask for help.

I’ll say it again: ASK FOR HELP.

Why not? Your cousin could know a neighbor that has the best job that hasn’t even been posted yet. How do you know if you don’t ask? Why in the world do you want to make the process even more challenging?

Feel awkward asking for help? That’s okay. It’s really not “Hi. I’m unemployed. Whatcha got for me?” It’s more along the lines of perhaps having coffee with a previous colleague, neighbor or friend, sharing your story and stating you’d love to hear their suggestions regarding type of position, suggested companies and/or if they’d mind taking a look at your resume.

3) Stay organized

If you launch into a fierce job search, you need to make sure you keep up with the status of each position to which you’ve applied.

If you state you’re going to follow up with a recruiter (and you should) be sure to do so. If you’ve created a schedule outlining 3 information sessions/coffee talks with colleagues each week, why, that requires both planning and follow up. It can be overwhelming. Take it one step at a time.

To stay organized, use what works best for you. Perhaps it’s an app, an online calendar or you prefer to rock the old school folder option (in my opinion, this is the most effective).

4) Do something fun

Bribing is so underrated.

Looking for a job will feel like a job.

Set yourself up for small rewards. Granted, probably your cash flow is a bit more limited, so I’m not saying take yourself out for a lobster dinner nightly. Perhaps it’s just giving yourself “me” time, a relaxing bath, a run at the park, taking your daughter to lunch, meeting up with a friend, reading a book, etc.

Still, if you look forward to it, it helps get you through the tedious parts (say, oh, completing yet another job application!).

5) Learn something new

If the job search process is occurring while you’re unemployed, perhaps you find yourself with a little extra time on your hands.

Now’s a great time to learn a new skill. and other sites have amazing free courses that are from our nation’s (and other countries, in fact) top schools. It’s an instant ego boost and conversation starter “So, yeah, I’m also taking this Leading Strategic Innovation in Organizations course and thinking about enrolling in Penn State’s Creativity, Innovation and Change.

If courses aren’t of interest, what about a new sport or outside activity? If neither is of interest, perhaps consider volunteering.

Stay positive, proactive and professional. Easier said than done, absolutely.

5 Strange Historical Facts About Dayton, Ohio

6 Tips on How to Get what You Want

If you ever find yourself in a position where you feel unmotivated, uninspired or under appreciated, it might be time to change things up. Sometimes all that is needed is to ask for the thing that you need – whether that’s a promotion, a pay rise or just a simple request for a change in responsibilities – the only way it can happen is if you ask. Many people become frustrated when they feel like this, feeling though there needs should have already been met. Whining about your needs won’t change anything, and no one is a mind reader. So it’s important to actually talk to people and ask for what you want in order to get what you want.

Be bold:

When asking for something, you should be bold, clear and confident in your request. This should come naturally if you truly believe in what you are asking for.  Avoid coming across aggressively and be polite when conversing but make sure your request is explicit.

Accept rejection:

Before going in with your request, it’s best to remember that the outcome may not turn out as you had hoped. If someone says no or rejects your request, don’t take it personally.

Leave the hints at home:

If you want something and are trying to hint at it, STOP! Not only can it make you appear passive aggressive, but it can also worsen your frustration at a situation. If you want something, the best thing to do is to stop beating around the bush and be direct.

 Figure it out:

Before you ask the big question, jot down your thoughts in a note pad. This will help you organize your thoughts and make it easier to ask for what you want, with a clear end goal.

Take the other persons needs into account:

When you’re asking for a request, it can be easy to concentrate on yourself and your thoughts. Instead, you should remember to think about the other person, and their needs. Talk about your request from a different angle to your own.

Be concise:

If you have a request, don’t pile on the reasons they should fulfill it. If you have one main concise reason that should be enough.

12 Employee Retention Facts That Will Keep You Up At Night

Employee retention has been a hot topic for Human Resources professionals and business owners for some time now. Concern over the subject has been growing and countless blogs, articles, and infographics have now been written across the web. Here is a list of employee retention facts all in one place:

Employee Retention Facts – Costs

  • The average cost of replacing an employee earning $8.10 per hour is roughly $3,500.
  • The cost of replacing middle level employees can be as high as 150% of their annual salary and high-level employees upwards of 400% of their annual salary.
  • Only 17% of organizations are aware of the direct costs of employee turnover, and only 9% know their indirect costs.
  • 45% percent of employers claim that millennials have the highest turnover rates in their company, costing them between $15,000 and $25,000.

Employee Retention Facts – Frequency

  • 2.5 million Americans quit their jobs every month.
  • The majority of all turnover– 52%, occurs in the first year of employment.
  • 25% of all employees plan to change jobs in 2016.
  • The average turnover for hourly employees is only four months, four times higher than their salaried counterparts.
  • Retail and food service jobs experience the highest turnover rates of any other industry.
  • The median number of years a U.S. worker has been in his or her current job is just 4.4, and just over 2 years for millennial employees.

Employee Retention Facts – Reasons for Leaving

  • The most commonly cited reasons for quitting are as follows: lack of opportunities for professional development (30%), inadequate compensation (28%), boredom/lack of challenge (27%), and poor work/life balance (20%).
  • For millennials, work life balance is even more important, as 89% feel that work-life balance is essential to happiness at work.


25 Fun Facts About Resumes, Interviews, & Social Recruitment

Think you know what the job search market looks like in 2016? These figures tell quite an intriguing story. Enjoy!

  • In the US, there are 3 million unfilled jobs and 11.8 million unemployed workers.
  • The average time spent by recruiters looking at a resume: 5 to 7 seconds.
  • 76% of resumes are discarded for an unprofessional email address.
  • 88% rejection rate when you include a photo on your resume.
  • In 2000, 22% of resumes were submitted via email or posted on the web. In 2015, over 90% of resumes are now posted online or sent via email.
  • Only 35% of applicants are actually qualified for the jobs they apply to.
  • Applicant Tracking Software, the robots that read your resume, are able to quickly eliminate 75% of the applicants.
  • 427,000 resumes are posted each week on Monster.
  • 68% of employers will find you on Facebook.
  • There are 15 million brands and organizations on Facebook.
  • 18,400,000 applicants found their job on Facebook.
  • 10,200,000 applicants found their job on LinkedIn.
  • 89% of recruiters have hired someone through LinkedIn.
  • 8,000,000 applicants found their job on Twitter.
  • 93% of recruiters are likely to look at a candidate’s social media profile.
  • 43% of job seekers have used their mobile device to engage in a job search with 7% of all job seekers conducting their job search online while in the restroom.
  • While the average length of an interview is 40 minutes, 33% of 2000 surveyed bosses indicated they know within the first 90 seconds if they will hire that candidate.

How can they make such a decision in less than 2 minutes? In the same survey, respondents noted the following nonverbal mistakes as some of the reasons why you may be eliminated during the interview:

  • 70% indicated applicants were too fashionable or trendy.
  • 67% indicated failure to make eye contact.
  • 55% the way the candidate dressed, acted or walked through the door.
  • 47% of clients who had little or no knowledge of the company.
  • 38% was a tie – quality of voice and overall confidence; and lack of a smile.
  • 33% for bad posture.
  • 26% because the handshake was too weak.
  • 21% for crossing their arms over their chest during the interview.

6 Sins of Well Meaning Supervisors

Sometimes it seems as though there are a thousand ways supervisors and managers—with the best of intentions—can practically beg for a lawsuit. We’ve distilled it down into 6 major sins you can talk to your supervisors about (and you might as well include your managers).

Sin #1. Making Unlawful Pre-employment Inquiries

That’s an interesting accent you have. Where were you born?

Do you have any children? If so, will you have any daycare problems?

By the way, we’re all about diversity here.

Inappropriate questions during interviews and other pre-employment contacts are a primary source for claims of discrimination. The courts generally assume that if you asked a question, you intended to use the answer as a factor in your hiring decision. Therefore, any questions about or references to protected categories like sex, age, race, national origin, or religion can later be used against you in court in a discrimination claim.

Sin #2. Delivering “Dishonest” Evaluations

I’m giving you a “satisfactory” rating and I think we both know what that means in this company.

I gave her a “good” rating even though her work is poor, because I think a “poor “rating would be demotivating.

Many managers and supervisors avoid the discomfort of delivering a review that indicates poor performance and instead cop out with a “satisfactory” rating. As a result, many legitimate actions taken against an employee based on poor performance can be questioned because the performance reviews are positive.

Sin #3. Too Vague in Discipline and Performance Write-ups

Sally, your work could use improvement.
I’m making a note here that we talked about your performance.

Jay’s poor performance is unacceptable, and I’m just going to spell it out—he’s lazy.

Again because of the desire to avoid unpleasantness, managers and supervisors will often write something on performance evaluations like “needs improvement.” That’s too vague. Does it mean the employee did a great job, but there’s always room for a little improvement, or does it mean that the employee did a terrible job?

Or, how about “Talked about your performance.” Was that to tell her how exceptional her performance and behavior were?

And then we’ve got judgment words like “lazy.” Again, too vague. Offer documentation and give specific examples of the unacceptable behavior.

Sin #4. Making Rash Disciplinary Decisions

That’s it, I’ve had it, you’re fired.

Ultimately, firing may be the appropriate thing to do, but instantly in anger isn’t the way to do it. First of all, an angry, public tirade gets those “I’m going to sue” juices flowing. Second, you should never fire without carefully reviewing the circumstances with HR. They are in a good position to evaluate the appropriateness of the punishment and its consistency with previous similar cases.

Sin #5. Making Uninformed Responses to Medical Leave Requests

You want what? You want 5 weeks of bonding leave during our busiest season? I don’t think so.
You’re going to take every Friday off? That’s not going to happen.

Few supervisory situations are as frustrating and challenging as dealing with employee requests for medical leave, but managers and supervisors have to curtail that frustration and respond professionally.

You just don’t want your managers and supervisors trying to deal with FMLA leave. The basic rule for managers and supervisors should be: Contact HR.

Sin #6. Not Realizing the “Power” of the Supervisor

Let’s go out for a drink after work. Then maybe we’ll grab dinner.

I’m hoping everyone will contribute generously to my charity.

Inviting an employee out for a drink after work may seem a simple gesture, but the subordinate may view it as an order. Especially if the request is repeated, it can always be viewed as coercion or harassment. Supervisors and managers are agents of the company, and when they engage in behavior that may be considered harassment, it’s especially egregious because of the power they have over their employees.

Another aspect of supervisors’ agent status is that if the supervisor knows, the company knows. The company can’t say, “We weren’t aware of the situation.”