All Star Profile – Kevin S.

Here at All Star Labor & Staffing we have the immense privilege of being a part of peoples journey. People who sometimes need a hand, not a hand-up – there is a difference. Our employees are our partners, we wouldn’t be here without their hard work and that makes us their biggest fans. Cheering on our fellow staff members and employees is a gift and today we want to honor one of them – Kevin S., employed in Salem, OR.

Kevin S. has a long work history in construction, at one point before the recession he was working successfully as a licensed contractor. He was living and working in the Lebanon – Sweet Home area doing his best to find long term work but eventually lost his job and in time lost his transportation as well. He decided to move to Salem to live with his mother while he got back on his feet. Kevin’s job search stared at unemployment and led him to the Goodwill WorkSource where he was referred to All Star.

“Kevin came to our office on February 16th, 2017,” said Karen Cain, Salem Branch Manager. “During the interview he showed our Staffing Coordinator, Matt pictures of the cabinets he had recently built, it was clear that Kevin had some very valuable skills. Matt immediately set-up an interview for him with ServiceMaster. He interviewed the following week and was immediately assigned to full-time work as a carpenter earning a great hourly wage. Kevin has been unemployed for some time and we are overjoyed that we were able to get him back to work the field he loves, at a fantastic company.”

“The All Star office really helped me and I will always be thankful for how much support I was given,” Kevin remarked. “It’s never easy to find a good fit with a company. Usually you can find a place that may be a good job but it is unusual to find a place that has a job that fits you AND the people you are working for have good attitudes, are upbeat and supportive to their employees. I also love that my place of employment has so many opportunities, I seem to be doing different aspects of construction every day and I love it! They have even told me that they will set up a meeting to talk about full time work once my agency hours are fulfilled. I could not be happier.”

Thank you Kevin, and keep up the amazing work!
-All Star Labor & Staffing (Your biggest fan)

Business Development Professional Needed for New Eugene All Star Staffing Branch

All Star Labor & Staffing, founded in Portland, OR in 2009 is opening in Eugene, OR. We currently have four branches throughout Oregon and have exceeded growth expectations over the last eight years. We are currently recruiting a Business Development professional for our newest office scheduled to open in Eugene in early spring. Approximately 75% of your time is out in the field knocking on doors, cold/warm calling and maintaining client relationships. Must be a team player with a positive attitude, strong work ethic with the ability to roll-up your sleeves and get the job done. Looking for a natural sales person that loves a challenge. Strong knowledge of the Eugene area and business environment is required.

Position Overview: Responsible for developing and maintaining partnerships with new clients. Ensure client’s satisfaction and loyalty while maintaining profitability. You will be responsible for maintaining and building the branch’s revenue and will support branch operations and respond to the needs of our clients. Must be results oriented, self-confident and demonstrate a high sense of urgency, organization, and integrity.

Essential Job Functions:

Strategy

  • Exceed sales revenue quotas by winning new contracts and job orders through prospecting and developing new customer relationships.
  • Develop and implement sales plans and associated activities.
  • Define and develop lead generation strategies and marketing plans for new accounts to further penetrate existing accounts.

Initiation and Implementation

  • Initiate the sales process by scheduling appointments with decision-makers with prospective clients.
  • Analyze the prospective client’s needs and build custom staffing solutions and make recommendations.
  • Develop and execute sales presentations to potential clients.
  • Identify and qualify sales opportunities by providing a consultative and value-added approach to develop relationships.
  • Negotiate contractual terms and conditions for employment services, and works with the operations and recruiting teams to ensure smooth hand-offs.
  • Accurately assess potential client’s credit worthiness. Take appropriate measures to ensure limited liabilities during the contract negotiations.

Relationships and Retention

  • Servicing existing business by visiting clients and building relationships.
  • Manage all new accounts in designated sales territory, ensuring clients’ needs are met, problems are solved and issues are addressed.
  • Maintain an ongoing relationship with prospective clients, both in-person and by phone, continuously assessing and communicating how we can address on-going and potential needs.
  • Actively network within the local business community.

Professional Development

  • Initiate personal growth by understanding market trends, best practices in lead generation, and communication with prospects and current clients.
  • Collaborate with branch manager and staff team to evaluate efficacy of active sales strategy and make appropriate adjustments as needed.

Measurable

  • Target gross margins averaging above 20%
  • Target 40% quarterly growth year over year in years 1-3
  • 30% growth years 4-5
  • 20% growth for established branch after year 5.

NOTE: This job description is not intended to be all-inclusive. Employee may perform other related duties as needed to meet the ongoing needs of the organization. For consideration please send your resume in Microsoft Word or PDF format to adams@allstarlabor.com with a brief summary about your sales ability.  NO COVER LETTER PLEASE.

https://www.allstarlabor.com

Every Day is Employee Appreciation Day

Today is employee appreciation day, so what better time to share some insights on keeping your team motivated and happy. It can be hard on both employees and leaders in a fast-paced work environment where expectations are high. Here are 10 simple ways to show appreciation and keep employees motivated that I have learned as an employer over the last 20 years.

1. Supportive Leadership
Leadership is a key factor in employee motivation. Supportive leaders work closely with employees, keeping senior team members focused and developing new talent.
Great leaders influence how individuals see themselves, they can empower employees for greatness.

2. Celebrate Milestones

It is essential that employees feel appreciated from day one and throughout the year or they’ll feel detached and possibly resentful. It is important that you don’t just put the employee in a desk and let them fend for themselves on their first day. First days are significant and face time is needed with management. On work anniversaries and birthdays, employees should feel special and celebrated. Our practice has always been to get hand-signed cards from all team members, and the employees choice of lunch brought in for the entire team.

3. Positive Work Environment
Since many of us spend the majority of our waking hours at the office, it should be a comfortable place for employees while simultaneously encouraging productivity. Encourage employees to share information and knowledge and always lend a helping hand when needed. What goes around, comes around. You must have a team that feels like they are all in this together and should feel comfortable to share ideas or goals without fear of humiliation.

4. Teamwork = Dreamwork
From a young age, we are encouraged to be a part a of team – from the soccer field to the debate podium, nothing is better at keeping employees motivated than belonging a team. Through teamwork, employees learn to trust each other and to look beyond themselves. And healthy competition in a team setting, can increase creativity as well as productivity.

5. Recognize & reward
Recognition and reward on a regular basis remind employees that they are appreciated, and help them to balance short- and long-term goals. I am a firm believer in the carrot over the stick theory. It doesn’t take much for an employee to feel recognized and rewarded. Some possibilities could be: an employee of the month program, a monetary award, free lunch from their favorite restaurant, or gift card to their favorite coffee shop. A small token of appreciation can go a long way.

6. Listen to Feedback
A huge part of any executive or manager’s job is listening. Listening sparks some of the best ideas, helps identify workplace problems early and builds a more connected and collaborative workplace. This can be implemented easily enough when you set up an in-person weekly or monthly check in.

7. Personal Goals
A great workplace will want employees to thrive, not only for the company’s objectives but also so that individuals can accomplish their own goals. It’s important that team leaders are familiar with employees personal and professional goals. Helping employees grow personally and professionally will help keep your employees stay motivated. Also, have a policy of promoting from within, and make sure staff members know their a path to growth in your organization.

8. Work-life Balance
A culture that prioritizes work-life balance, yields increased productivity and overall happiness in the workplace. Encourage employees to not check email if possible outside of office hours and ensure that they take their holidays and days off. If you see an employee frequently working late, or they seem over-burdened make sure you have a chat with them about their workload. They could be finding something challenging, doing something that may be unnecessary to work goals or even picking up the slack for other team members.

9. Let Them Lead
Motivating employees is not just about fun perks and time off, it’s about showing them that they make a difference and are valued. Encourage employees to speak up, have a voice and take the lead on a project, or presentation. Taking ownership is very powerful, not only do they share their opinions and speak up, but they are motivated to turn their words and ideas into action. Another way to develop leaders is to recognize an employee’s skills by asking them to mentor others.

10. Open-door Policy
It’s amazing how simple changes can impact employees. Creating an open-door policy makes approaching leaders and managers less daunting, it also makes employees feel that their opinion matters. This boosts confidence, morale and productivity. It also helps with transparency among companies of all sizes.

Thank You Tom Wilson!

Today, it’s with mixed emotions that All Star Labor & Staffing says good bye to Tom Wilson, our Bend Staffing Coordinator who has been with us for 5 years. Like many employees we see here, we are so proud and honored to be a part of his journey. Tom is particularly hard to say goodbye to as he has been an exemplary employee for so long. We wish him all the best on his new adventures!

“Tom’s tenure with All Star has been a deep dive in the HR field for Tom,” says Scott Reynolds, Branch Manager for Bend. “He has worked with hundreds of employees over the years, and has developed into a mentor for many long term employees. Tom’s helpful personality and incredible intuition helped assist candidates to get from temp work into full employment. Tom’s careful placement of employees into the correct job has paid off over and over with great rewards. In many cases the supervisor calling in orders for employees are now the same people who Tom had once placed there as a temp. Tom’s ability to relate with the clients request has grown into some really strong relationships that will last for years to come. I have seen Tom work with employees in such a way that it truly changes their lives. I have witnessed his employee placements thriving after Tom has carefully placed them in positions, often giving people a chance where no one else had. I have also witnessed people thriving and starting families as employees kept a close relationship with our office because of Tom. He always understood his job to be an important one because he was shown over and over the power of the right job placement and how that can impact someone’s future. He knew from firsthand experience since he had been placed in a position that he never knew he would be good at or love the way he did.”

Tom recently sent out an email to give his thanks and say his goodbye’s
Most people don’t know how Scott and I crossed paths. About 14 years ago I was on the local school board and Scott joined us shortly afterwards. Through many late night school board meetings, and quite a few even later after school board meetings, where we blew off a little steam from them, Scott and I became friends. At some point I was growing tired of working on Service Stations, stinking like gasoline, and throwing around 3 inch steel pipe for a living, when Scott mentioned he was looking for a Staffing Coordinator. Not having a clue what the heck a Staffing Coordinator was, I said I would be interested in taking a look at it. Well it turns out a Staffing Coordinator is just a person who likes to talk to people and is in a position to help people find a career or just have some extra cash to spend. Heck, it turns out I like to talk AND help people and it has been 5 very good years working with him.

My own son found work with our agency and even received a Rolex for his last work anniversary with a company called Structus. All of my kids have worked for us at some point in time, and used their experience to move on to other opportunities and jobs. Scott was in the center of all of their job searching and ultimately where they ended up. He has been a great friend, boss, mentor and supporter of mine for many years. He hasn’t gotten rid of me, because I’m going to come say hello when I’m in town visiting. I will have to get used to not seeing him each and every morning as I have for the last 5 years, but we’ll both survive I’m sure. There is an 11 year old granddaughter who I’m going to be spending a lot more time with, and I appreciate Scott and Ramona understanding my decision.

Many thanks to Ramona Mathany for being the person she is. I have truly enjoyed my time with All Star Labor and Staffing, and having the opportunity to actually change people’s lives.
It was great to see everyone this past Christmas, I hope you all enjoy the work as much as I have.

-Thank you Tom, the pleasure has truly been ours.

College Graduates: Minimize Work History Gaps on Your Resume with Temporary Assignments

Many people fresh out of college looking for their dream job can simultaneously look for temporary work in their industry in an effort to keep employment history current, especially if they have worked for a staffing company in the past.

These days we see a lot of college students not wanting to take a temporary job while they are hoping to get hired straight out of school into their field under their dream conditions. This may not be a solid plan since one of the worst things a job seeker can do is have a big gap in their work history. It is a hard job market out there. You can have a degree and not get a call back from your resume, let alone an in-person interview. Working with a staffing company can help. Most companies you wish to get your foot in the door with are going to want to see your work experience. They want to know you are motivated and see that you are a hard worker. All Star Labor & Staffing can help you take on temporary assignments that will get you experience in aspects of your dream job while still searching for it. In that scenario, you could structure your resume like this:

All Star Labor & Staffing, Portland, Oregon 3/2017 – Present

Job Title, Current Company/Client Name (7/2017 – Present)
Job duties
Accomplishments

Job Title, Former Company/Client Name (3/2017 – 7/2017)
Job duties
Accomplishments

In this example, it may not be your forever job, but more importantly, it shows that the staffing company wanted you to work and liked you enough to put you with yet another client. It is a testament that the staffing company appreciates your work, work ethic and personality, so other companies can extrapolate that they would probably like you too. This strategy also speaks to the fact that many employers are bias towards hiring employed people – the thought is, if someone else loves you enough to employ you, they probably will love you too.

The more short term temp jobs can be grouped together, under a common company or staffing company name, the more it appears that your work history is stable and that you are not a job-hopper. I can tell you as the owner/director of All Star and American Admin, a PEO company – I look for three main traits in everyone I hire: Honesty, Hardworking and Integrity.

All Star Labor & Staffing is here to help everyone find success. We are just happy to be a part of your journey.

Happy Valentines Day

Ten Tips For A Great Interview

1. Preparation
Do your research! On both the company and the role you are applying for before you enter the interview. If you are coming into our office for an interview but have not yet been assigned to a client, then simply put together a resume that lists your qualifications, skills and past work experience that might be relevant.
2. Dress for Success
If you are the best person for the job, then do your best to look your best. If you don’t feel like you have the right clothes, there are organizations that would love to help. You can go to your local Dress for Success chapter https://oregon.dressforsuccess.org/ or MercyCorps NW https://www.mercycorpsnw.org/ for free interview clothing.
3. Be on-time (meaning early)
If you show up on time – great. If you show up early, that shows the interviewer that you are responsible and really want the job.
4. Turn your cell off
You want to make sure that your interviewer knows that you can give them your full attention. Turn off your phone before you enter the interview. If you receive a call or text during the interview it will look extremely unprofessional.
5. Smile
A warm smile and eye contact can make the situation feel instantly comfortable and will help you relax for the interview.
6. Firm handshake
A firm handshake can show confidence. Just don’t overdo it! Injuring your interviewer usually does not go over well.
7. Body Language
Body language is essential during an interview. Sit up straight, nod while they’re talking and always keep eye contact. As soon as the interviewer recognizes you aren’t interested it is difficult to win them back over.
8. Take Notes
Write notes during the interview that you think might be useful. It also demonstrates you are fully focused on what they are saying.
9. Polished Resume
Making sure your resume is up to date is a must but don’t forget that you want to always bring extra copies. You may have emailed the resume in advance but that doesn’t mean that they will have brought copies to the room for others that may be included. You will also want to be able to refer to what you have written when asked a question. Take care to keep it clean and presentable as it shows that you take pride in your work.
10. Ask Questions
Don’t forget that you are interviewing them for this position too. You want to make sure it is a good fit for yourself as well by asking on average 3, no more than 5 well thought out questions. You can ask about benefits, hours, where the company is headed in the next year to five years, retention rate or anything else that might impact you as their employee.

Good Luck!

Life Is a Marathon

Yesterday I had a rare mom moment where a piece of advice came out of my mouth and it actually sounded wise and true. I even looked at my eldest son after I said these pearls of wisdom and said, “oh, that was good, right?” I am not totally sure if he meant this but he seemed to whole heartedly agree. So maybe wisdom does come with age and experience and maybe sometimes parenting isn’t just shooting in the dark hoping to hit the right path to turn your children into fantastic, caring, successful members of society.

So, this was my advice, and It applies to everyone, including me. “Life is a marathon, it is a solid pace of steady work running towards your goals. You can’t sprint every time you get behind or you will never win the race.” Ok – it’s not genius but it really worked. In my son’s case, he was stressing over finals and I was taking him in early so he could start his chemistry test. If he would have been more prepared and took that steady working pace throughout the semester, he wouldn’t have had to sprint this entire week to prepare. In the end, he did NOT do well on the test and it was a major lesson for him. It will be his first C in high school and he feels like he not only let us down but more importantly, he let himself down.

A couple of weeks ago, I blogged about tips for Time Management in The New Year and the conclusion of that post was simply: time management IS life management. As Ramona Mathany always says, “Just keep on doing the next right thing. Making bad choices in life only makes your life harder – so why be the cause of your own stress?”

I completely agree! We have all made the wrong choices in life, especially by not putting in the work every day, at a steady pace. Why do we continue to get in our own way? Hopefully my pearls of wisdom can help you, I know I need to take my own advice. Let’s just keep on doing the next right thing!

– Erin, Marketing Manager, All Star Labor & Staffing

Top 5 Tips For Professional Success

Even if you’re not in the customer service business, there are 5 easy ways to please your customers, your fellow co-workers and your boss: act like serving them is your first priority. Below we have compiled tips and pointers for pleasing your most valuable customers. Why did we do this? Because serving others really is serving yourself. If you can serve in the best interest of your job without putting your own personal issues before the task at hand, you can only succeed.

1. Be accessible
It doesn’t matter whether you are dealing with your smallest or biggest client. If you always make the time to give them your full attention, no matter what – they will always bring you their business. With excellent customer service comes loyalty and referrals. When companies build relationships with their clients and suppliers, it’s a huge competitive edge. This rule also applies to your co-workers. Be a helping hand, everyone needs someone or something and when it is your turn you will want to be treated with the same attention and care.

2. Take care to really listen
People aren’t impressed by what you know or what you can offer until they see that you care. And you can’t possibly care in any meaningful way unless you have some insight into what people are feeling and why. While you’re paying attention to your customers and co-workers, make sure you take note of their mood as well. Sometimes serving others means taking into account what might be happening outside the work world.

3. Be experts in your field
Aside from being flexible to changing needs, the most important thing a small business can do to differentiate itself is having deep expertise and knowledge about a particular customer segment or industry. If you can quickly help a customer because you simply know the answer to their problem, then they know you are the company they can look to for direction.

4. Everyone is in customer service
Your customer-service team is your WHOLE team. Everyone who works in your company is on the frontline because they reflect the kind of business you want your customers to see. Your workers need to make sure customers are not just satisfied – but are genuinely happy to work with you. The most critical person to hire to serve with everyone’s best interests at heart is your manager, since employee turnover is directly driven by manager turnover. You want someone who’ll stick around and truly believe in your company’s mission, because otherwise, it will be almost impossible to keep up with the hiring challenge.

5. Serve better than the competition
A huge downfall is not knowing our competition. You need to know what your competition does well and what they don’t do well. You need to be able to differentiate yourself by compensating for what similar companies are not doing and what you do well. Become an expert in all areas of service including those that are gaps in the industry you serve. After you know the competition, you simply have to do better for your customer than the competition would.

Millennials and the “Silver Tsunami”

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According to Oregon Business Magazine, millennials are working in health care, retail and customer service. Kim Moore, a Research Editor at Oregon Business Magazine reported that many industry sectors – manufacturing, utilities – are facing a “silver tsunami”: an abundance of aging workers.

While Oregon Employment Department data has shown an increase over the past decade in workers between the ages of 22 and 34 in the sectors like customer service and retail – they are not seeing any growth in construction, finance, real estate and information services.

Millennials don’t seem to always follow the trend of going where the jobs are. For example, construction is currently the fastest growing sector in Oregon but it tops the list of the industries where the millennials are NOT working.

Working in staffing we see that there are a lot of opportunities for millennials with the right skills to find work in construction but we just aren’t seeing any growth there.

Nick Beleiciks, economist for the Oregon Employment Department suggests it’s probably because they came of age at the wrong time. “The construction industry was cutting jobs and then not growing at all from 2007 through 2013, a period when many millennials were starting their careers,” he says. “There wasn’t a lot of job opportunities for new workers in construction at the time, so young people went into other industries that were hiring.”

The Construction industry rebounded throughout 2014 but there’s still a deficit of millennial workers. New data from the state employment department shows a slight increase in millennial hiring in the manufacturing sector, which has hired more young workers than construction in the past few years.

You would think that millennials would be dominating the tech world but the data is not supporting the stereotype that comes with that generation. “Although tech is engrained in the daily lives and jobs of most millennials, they aren’t really over-represented in what is typically considered high-tech industries,” Beleiciks says. “The 35-to-54-year-old actually group holds the largest portion of jobs in the tech sector.”

We also know the stereotype that they are looking to work somewhere that will “make a difference,” and they are constantly looking for approval and instant gratification. With the Oregon unemployment rate at historic lows, millennials have more choices than ever but that should put more attention on the “silver tsunami.”

We encourage all ages, including millennials to learn new skills. We see this issue a lot in the staffing industry. There are incredibly skilled people out there wishing they could retire if only they could bring on more people that have the necessary skills, but they are incredibly hard to find. There are so many great and fulfilling jobs in construction and manufacturing and we are looking to do our part in helping to fill the age gap but the construction and manufacturing industries are going to have to step up its game to compete for millennial talent.

All Star Labor & Staffing has a talented group of recruiters that anticipate these kinds of trends in staffing. We will work hand in hand with you to mine a skilled, eager to learn group of millennials to help keep your business running strong.