Alyssa Haynes, SHRM-CP

Choosing Auto Job Experts as your recruiting agency offers several compelling reasons: Extensive Experience: Our team collectively possesses over 30 years of experience in the automotive industry. This depth of knowledge allows us to understand the unique challenges and needs of the industry, enabling us to find the right candidates efficiently. Competitive Fees: We offer the lowest recruiting fees compared to other companies in the industry. This means you get high-quality recruitment services without breaking the bank. Quality Candidates: We prioritize delivering quality candidates who not only have the necessary skills and experience but also fit well within your company culture. We understand the importance of finding candidates who are not only qualified but also a good fit for your team. Trial Period: We offer a 30-day payment period from the initial hire date. This gives you ample time to evaluate the candidate and ensure they are the right fit for your organization. If for any reason they are not suitable, you have the flexibility to make changes without financial penalty. Comprehensive Staffing: Whether you need lot attendants or CFOs, we have the expertise and resources to fill any position within your dealership. No matter the role, we are committed to finding the best-suited candidates for your specific needs. Reliable Service: Tired of dealing with resume lies and interview no-shows? We understand the frustration and strive to provide a reliable and efficient recruitment process. You can count on us to deliver results. Extensive Network: With over 300 dealers throughout Wisconsin and Illinois, we have a vast network of potential candidates and employers. This allows us to connect the right people with the right opportunities effectively. To take advantage of our services, you can apply on our website at www.autojobexperts.com or contact us directly at 414-350-5590 for Wisconsin candidates and 262-893-6082 for all Illinois candidates. Don't hesitate to reach out and let us help you find the perfect fit for your team.

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Running numbers and to date, Recruit XL's average time to hire is 2.57 weeks! This includes some very tough searches and does not include our skilled and unskilled labor positions (manufacturing) which would have skewed it much lower. This is a testament to our team, dedication, and most importantly our clients who trust us to be a true partner. While we're happy, we're not complacent. #recruiting #professionalservices #improvement #dedication #teamwork

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Happy Wednesday! Did you know that Aerotek can provide reporting on wage data, employment trends and skillset demands on a national and local level? Working with manufacturing and distribution clients, this is the type of data I geek out over!! I've attached our U.S Job Report- here are labor market metrics to monitor: Wages for production and nonsupervisory workers increased by 4.1% YoY. Job openings remained below 9M; Feb-Apr'24 averaged 8.4M job openings. Quits remained below 4 million for the tenth consecutive month; Feb-Apr'24 averaged 3.4M quits. The number of job openings per unemployed worker (those actively looking for work) was 1.24 job openings per unemployed worker in May. For my Oklahoma friends, if you're interested in data on a local level or have questions about this national report, send me a message and I'd be more than happy to meet with you to go over what's going on in our market! 😊

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If you’re relying on multiple vendors for temp staffing at your plant or DC, you’re making a *major* mistake. Here’s why it hurts your company (and what you should do instead). First, some context: Over the past few years I’ve talked to over 300+ HR Directors at manufacturing & distribution companies. And most of them are still relying on a dozen agencies to fill their staffing order (see what I did there?). Why? "Don't put all your eggs in one basket." Companies think it's benefiting their business. But in reality, they’re undermining their own success, driving up costs, & helping their *competition* succeed. From the conversations I’ve had, the mistake is based on these 3 false beliefs: 1) “Each Vendor has its own unique pool of workers.” Back in the 80s, this might be true. Recruiting was driven by local branch offices and Sunday classified ads - remember those! People only had one or two local staffing agencies to choose from. Today, the entire application process is online and available 24/7. And applicants can apply to 20 different agencies at once. Guess what… that means big agencies are all using the same pool of workers. Splitting your order among multiple vendors just dilutes your value as a client. Your account becomes less important to seven agencies instead of being the top priority for one. 2) “Competition creates better service and deliverables.” EVERY temp agency is motivated to fill your order. That’s how they make money. By splitting the pie, you achieve the exact opposite of what you want: Forcing the agency to service multiple OTHER businesses to generate revenue to keep their business running, instead of focusing on you. Ultimately, you hurt your chances of getting the best people, because they'll send the highest quality workers to the site with the highest markup. Guess where they send the troublemakers and shitty applicants... 3) “But if one vendor fails, we have a backup.” Another classic. I’ve never seen a temp agency walk out and all the temps quit at once. Why? Because workers need to make money. If they like the job they don’t care where the paycheck comes from. Plus, a new agency can step in before the lunch break is over…trust me, we’ve done it. In today’s world, hiring can move at the speed of the internet. It’s got WAY more to do with the quality of the job being offered than the sign on the door of the staffing agency. ***TAKEAWAY*** Fully invest in a vendor who has a track record of attracting (and retaining) today’s workers, and go all-in with that partner. After all, that’s what you want your customers to do with you, isn't it? To quote my favorite (anti) superhero: Maximum effort gets maximum results... even if you have to break a few eggs along the way.

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Are you a full-out rule-bender? Are you someone who improvises even when rules are in place? Are you a rule-breaker at heart? Do you thrive in situations where you have to think on your feet and improvise, even when there are strict guidelines in place? If so, you're not alone! I have always been someone who loves to push the boundaries and find creative solutions to problems, even when it means bending or breaking the rules. Whether it's finding a workaround for a difficult problem at work or coming up with a new way to approach a project, I believe that thinking outside the box and embracing a bit of chaos can lead to some truly breakthrough moments. While I understand the importance of rules and regulations, I also believe that there is value in breaking free from them and exploring new possibilities. If you're someone who isn't afraid to colour outside the lines and take risks, I would love to connect with you and hear about your experiences. Share your stories of rule-breaking moments. LADbible Group

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I truly enjoy consulting my customers on how to be the most competitive in the industry and how to navigate this forever-changing market. Shoot me a message so we can chat about your company's 2024 objectives and how Aerotek can help support your goals! Below are important labor market metrics to monitor: -Wages for production and nonsupervisory workers increased by 4.0% YoY. -Job openings remained below 9M; Jan-Mar'24 averaged 8.6M job openings. -Quits remained below 4 million for the tenth consecutive month; Jan-Mar'24 averaged 3.4M quits. -The number of job openings per unemployed worker (those actively looking for work) was 1.32 job openings per unemployed worker in April. -The number of job openings per potential worker is now .52. -Part-time workers who want FT work + those who left the labor force but want to work + unemployed #staffing #manufacturing #hiring #industrial #orangecounty

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Read a great article earlier today about the FTC's move to ban noncompete agreements, and it got me thinking... In my time in talent acquisition, I've seen firsthand how clear career paths and strong, widely available training opportunities aren't just perks - they're the cornerstone of a compelling employer brand. Here's the deal: Candidates today are savvy! They're not just looking for a job; they're looking for a journey. A journey that promises growth, learning, and a chance to level up their skills. And guess what? Companies that map out transparent career trajectories and invest in employee development aren't just winning the talent war -- they're also nurturing a workforce that's engaged, loyal, and all-in on the mission. So, here's my take: as talent professionals, we have to make sure our company's offerings aren't just competitive, but crystal clear. We need to shout it from the rooftops (or at least our LinkedIn pages 😉 ) that we're committed to our people's growth. Because at the end of the day, the best 'noncompete' isn't a legal clause - it never was! It's a culture that champions and celebrates every step of the employee journey.

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Ensuring a Safe Work Environment During High Temperatures Summer has just begun, and Ohio is already experiencing temperatures in the 90s. It is crucial that we ensure a safe work environment and take care of our team members. Heat-related illnesses are not only dangerous but can also result in significant lost work time and costs for employers. In 2023, the U.S. saw a dramatic increase in heat-related emergency department visits, with some regions reporting record-high rates. The CDC notes that during the warm-season months, certain regions experienced multiple consecutive days with emergency visits due to heat stress exceeding the 95th percentile of historical data. Furthermore, according to the Bureau of Labor Statistics, in 2015, there were 2,830 nonfatal occupational injuries and illnesses involving days away from work due to heat exposure. Top Five Ways to Mitigate Heat-Related Injuries in the Workplace 1. Provide Adequate Hydration   - Ensure that workers have access to plenty of cool drinking water. Encourage them to drink small amounts frequently, even if they aren't thirsty. Dehydration is a leading cause of heat-related illnesses. 2. Implement Work/Rest Schedules   - Incorporate frequent breaks in shaded or air-conditioned areas. Adjust work schedules to cooler parts of the day, such as early morning or late afternoon. 3. Educate and Train Employees   - Provide training on the signs and symptoms of heat-related illnesses and how to prevent them. Ensure that everyone understands the importance of hydration and proper rest periods. 4. Monitor the Workplace Environment   - Use heat index charts or wearable sensors to monitor temperature and humidity levels. Be proactive in modifying work practices based on the heat index. 5. Encourage Appropriate Clothing and Equipment   - Advise workers to wear lightweight, light-colored, and loose-fitting clothing. Provide personal protective equipment like cooling vests or fans if necessary. Signs to Watch For Heat Exhaustion: - Heavy sweating - Weakness or fatigue - Dizziness or confusion - Nausea - Fast, weak pulse - Clammy skin - Muscle cramps Heat Stroke (Medical Emergency): - High body temperature (above 103°F) - Hot, red, dry, or damp skin - Rapid, strong pulse - Headache - Dizziness - Nausea or vomiting - Confusion or loss of consciousness If a worker shows signs of heat exhaustion, move them to a cooler area, provide water, and monitor their condition. If you suspect heat stroke, call 911 immediately and take steps to cool the person down while waiting for medical help. Being vigilant about the signs of heat-related illnesses can ensure a safer, and more productive work environment during the hot summer months. For more information, refer to resources provided by the CDC (https://lnkd.in/g-X6YuyE) and OSHA (https://lnkd.in/gciPqMgs).

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Attention #jobseekers #opentowork #hotjob ALERT Were you part of a recent #layoff, were #laidoff? Check out this new #jobposting with Ashley Wright! I can help you navigate your search with my 20 years of experience in the industry and as a #resumewriter. I can prepare a strong ATS friendly resume to get you results and get you back to work QUICKLY! There is a lot more competition with the recent #layoffs, so it’s even more important you stand out from the competition, and you have a proven job search strategy. How I can help you: • Customized resume preparation- taking the time to thoroughly understand your expertise, not just providing a basic questionnaire or mass-produced “cookie-cutter” resume template. • LinkedIn profile preparation/optimization. • Job search coaching to walk you step-by-step through the process so you aren’t aimlessly applying to jobs and not getting responses. • Freelance Recruiter with a vast network of hiring manager/recruiter contacts to connect you to. 50 of my clients have accepted offers in 2024, 106 accepted offers for new jobs in 2023, 124 in 2021 and 112 in 2022! One obtained a $70K increase in her previous salary, one DOUBLED his salary, one a $50K increase, one a $55K increase and another a $35K increase! Visit my 120+ LinkedIn recommendations of success stories. Two recent client’s success stories: “I went from constant rejection to averaging 6 interviews a week almost overnight.” “I wanted to thank you for all of your help and assistance in this process. I am going on to start my dream job thanks to you and your guidance. I wouldn't have gotten my foot in the door without your reach and connections. Again thank you so much for everything you have done for me and for others. I am blessed to have come across you in this vast network of people." Please take advantage of my FREE RESUME REVIEW offer on my website. https://lnkd.in/g-4bcFV “Remember you only get one chance to make a first impression, make it a Professional Impression!!”   #careercoach #resumewriter #ono #nowhiring #gethired

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Hey HR leaders, managers and professionals! Meador Staffing is organizing a client seminar where you can earn 1 hour of SHRM CEU credits for FREE, and lunch will be provided. Don't miss this opportunity to learn and network with other HR professionals. If you're interested in attending, inbox us for more details. #meetmethere

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Attention manufacturing and distribution leaders in Oklahoma City and surrounding areas! Why Partner With Aerotek? Are you having trouble finding skilled trades talent that fits your company's needs? My team has a proven track record of finding and placing top talent in the marketplace. Let me help you develop a strategy to meet your company goals and objectives. Did you know that Aerotek offers capabilities beyond staffing? We can provide outsourcing solutions for scopes of work in manufacturing, onsite maintenance, and more. If your teams are being stretched too thin and struggling to meet deadlines, we may have the solution you need. Partnering with Aerotek means more than just filling open positions. Let us help you take your company to the next level. Please reach out and lets connect further. #Aerotek #staffing #outsourcing #manufacturing #distribution #OKC #OK #talentacquisition #upscale #skilledtrades

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Transparency is the foundation of a successful recruiter-candidate relationship. Holding back information during the interview process might seem like the safe choice, but being honest and open leads to successful outcomes. Reference concerns? Share them openly. Interviewing elsewhere? Just let us know! Deal-breakers? Super important- communicate! Remember, being transparent with your recruiter helps them find your perfect job match. #RecruitingTips #JobSearch #ConcreteIndustry

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If you’re in HR and rely on multiple vendors for temp staffing at your plant you’re making a *major* mistake. Here’s why it hurts your company (and what you should do instead). First, some context: Over the past few years I’ve talked to over 300+ HR Directors at manufacturing & distribution companies. And most of them are still relying on a dozen agencies to fill their staffing order (see what I did there?). Why? "Don't put all your eggs in one basket." Companies think it's benefiting their business. But in reality, they’re undermining their own success, driving up costs, & helping their *competition* succeed. From the conversations I’ve had, the mistake is based on these 3 false beliefs: 1) “Each Vendor has its own unique pool of workers.” Back in the 80s, this might be true. Recruiting was driven by local branch offices and Sunday classified ads - remember those! People only had one or two local staffing agencies to choose from. Today, the entire application process is online and available 24/7. And applicants can apply to 20 different agencies at once. Guess what… that means big agencies are all using the same pool of workers. Splitting your order among multiple vendors just dilutes your value as a client. Your account becomes less important to seven agencies instead of being the top priority for one. 2) “Competition creates better service and deliverables.” EVERY temp agency is motivated to fill your order. That’s how they make money. By splitting the pie, you achieve the exact opposite of what you want: Forcing the agency to service multiple OTHER businesses to generate revenue to keep their business running, instead of focusing on you. Ultimately, you hurt your chances of getting the best people, because they'll send the highest quality workers to the site with the highest markup. Guess where they send the troublemakers and shitty applicants... 3) “But if one vendor fails, we have a backup.” Another classic. I’ve never seen a temp agency walk out and all the temps quit at once. Why? Because workers need to make money. If they like the job they don’t care where the paycheck comes from. Plus, a new agency can step in before the lunch break is over…trust me, we’ve done it. In today’s world, hiring can move at the speed of the internet. It’s got WAY more to do with the quality of the job being offered than the sign on the door of the staffing agency. ***TAKEAWAY*** Fully invest in a vendor who has a track record of attracting (and retaining) today’s workers, and go all-in with that partner. After all, that’s what you want your customers to do with you, isn't it? To quote my favorite (anti) superhero: Maximum effort gets maximum results... even if you have to break a few eggs along the way.

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There are no hacks to recruiting highly skilled, in-demand specialists. Especially in engineering, automotive, and operations. There’s no overnight success. There’s no way to speed up the process. For most of our recruiters, it takes years to reach the point where they can place talent fast: → Learning the industry → Learning about specific skill sets → Learning how to screen candidates for those skill sets → Learning about specific candidates and their needs and wants → Learning about open positions and finding alignment with their networks → Building long-lasting relationships that result in large talent pipelines and referral networks In some cases, recruiters will talk to a candidate for 5+ years before finding a job for them. During that time, they’re proactively building the relationship and offering as much support, guidance, and value as they can. So when those candidates are looking for a new job, who do you think they call first? You can’t build this kind of trust overnight. It takes time and effort. But when it pays off, everyone wins—recruiter, candidate, and employer. It’s what we call at Brightwing “slow down to speed up.” And for 50 years, it’s worked.

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We Practice Safety First Here at Liberty Staffing USA! Key Practices for Light Industrial Workplaces In light industrial workplaces, ensuring safety is paramount to protect employees from potential hazards. Here is an in-depth look at safety protocols and practices: 1. Proper Handling of Equipment: Employees must receive comprehensive training on how to safely operate machinery and equipment to minimize the risk of accidents and injuries. Liberty Staffing emphasizes the importance of thorough equipment handling protocols to prevent workplace incidents. 2. Use of Personal Protective Equipment (PPE): Providing and enforcing the use of appropriate PPE, such as gloves, goggles, helmets, and footwear, is crucial to safeguarding employees against potential hazards. Liberty Staffing USA ensures that employees have access to the necessary PPE and encourages its consistent use to maintain a safe work environment. 3. Regular Safety Training: Continuous safety training sessions help reinforce proper safety practices and educate employees about potential risks in the workplace. Liberty Staffing conducts regular safety training sessions to keep employees updated on safety protocols and procedures, empowering them to prioritize safety in their daily tasks. 4. Safety-First Culture: Fostering a safety-first culture is essential for promoting awareness and accountability among employees. Liberty Staffing USA promotes a culture where safety is everyone's responsibility, encouraging open communication, reporting of hazards, and proactive hazard identification and mitigation. By implementing these key practices and maintaining a strong commitment to safety, light industrial workplaces can create a safer and healthier environment for all employees!

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