staffing

Elwood Staffing Grows Again!

ELWOOD STAFFING ACQUIRES ENCORE STAFFING, EXPANDS GEOGRAPHICAL REACH

(Columbus, Ind.) July 24, 2014–Elwood Staffing announced today that it has purchased the assets of Encore Staffing Services, the commercial staffing division of Spencer Reed Group, LLC.

The acquisition includes 12 Encore branch offices, which serve clients in metropolitan locations across the Midwest, West Coast, and Northeast. This transaction expands Elwood’s service footprint into Missouri and Kansas and further broadens its presence in California, Colorado, Texas, Arizona, and Pennsylvania.

This marks the second acquisition for Elwood in the past 18 months. In February of 2013, Elwood acquired national staffing provider SOS Employment Group, a transaction that doubled its staff count and service footprint.

“Encore’s light industrial specialization is Elwood’s bread and butter, so this is a natural fit that strengthens our presence in new and existing markets. We’ve got our eyes set on growth, and this move increases our ability to meet client demands in a fast-growing, competitive industry,” says Elwood’s CEO, Mark S. Elwood.

Elwood plans to rebrand all Encore offices under the Elwood Staffing name, with completion expected in the next 90 days.

With the addition of Encore to Elwood’s portfolio, it continues to lead the industry with over 250 service locations throughout 31 states and Canada, boasts annual revenues of approximately $900 million and employs approximately 1,000 internal employees.

Elwood is maintaining a strong track record of growth and is committed to continuing this trend. According to Elwood, “The company has aggressive growth goals over the next year and a half and will continue to look for growth opportunities that make good business sense and fit with our core strengths.”

Financial details of the transaction were not announced. CHILDS Advisory Partners served as Encore’s exclusive financial advisor. Information on Elwood Staffing and its services can be found at http://www.elwoodstaffing.com.

Jenny Penrod
Marketing and Communications, EDT
Ph.: 812-372-6200 x1249
E-mail: jenny.penrod@elwoodstaffing.com

Joni Heidt
Marketing and Communications, PST
Ph.: 801-924-8246elwood w-tag 2597
E-mail: joni.heidt@elwoodstaffing.com

Shaky On Your Staffing Firm Knowledge?

A staffing firm is kind of like Chandler Bing’s job: everyone knows it exists – and that it’s important – but no one can really explain what it is.

In short, recruiters help match the right candidates with the right employers. While many companies have in-house HR departments, staffing and recruiting firms can help when the company’s staffing needs outweigh its recruiting resources. Because they also specialize in sourcing and screening candidates, recruiters can help you find candidates for hard-to-fill positions, even when it seems as though you’ve exhausted every possible resource.

When it comes to utilizing the services of a staffing firm, however, it’s important to first consider your unique staffing needs and recruiting goals, as different staffing and recruiting firms specialize in different things. Below are the three most common types of staffing agencies, and their various areas of expertise.

  • Permanent Staffing Agencies: Companies typically use permanent staffing agencies when they want to hire a key person, but do not want to publicize it.  Staffing firms help them search for candidates on the sly. Companies may also leverage staffing firms when other methods of in-house recruiting – job ad placement or employee referrals, for example – have proved insufficient. Recruiters specialize in proactively tracking down and finding qualified candidates.
  • Temp-to-Perm Staffing Agencies: Companies typically enlist temp-to-perm staffing agencies when they want to “try out” an employee before taking them on full time. Companies have the luxury of evaluating an employee’s performance and cultural fit before making a final hiring decision.
  • Temporary Staffing Agencies: As indicated by CareerBuilder’s most recent Hiring Forecast, more companies are planning to hire temporary and contract workers this year than in previous years. Companies typically use temporary staffing agencies for two reasons: either to fill in for a person who is out of the office for an extended period of time (such as someone on maternity leave); or to supplement staff during peak business periods that demand more help (but not enough to create a full-time posiiton). People who take temp jobs are typically either “career temps” – people who prefer the flexibility temp jobs offer over full-time jobs – or unemployed people who are trying to supplement their income with temporary work.

Looking for a staffing agency to supplement your hiring needs? Ask a colleague or industry peer for a referral. Just as it is with hiring, referrals are often your best source to find quality, trusted professionals. Another option is to start with 2013 Best of Staffing winners, who are recognized among both candidates and clients for providing excellent service in the staffing industry.

Source: CareerBuilder

Elwood Staffing – Internal Openings

Internal Jobs

At Elwood Staffing, we believe that people are our most valuable resource. That’s why we are constantly working hard to recruit the best candidates for our corporate positions.

Corporate/Internal Openings: Area Manager Branch Manager Area Sales Consultant Customer Service Manager Staffing Specialist Bilingual Staffing Specialist Staffing Assistant Bilingual Staffing Assistant On-Site Account Manager On-Site Specialist Management Development Program

We place a high priority on attracting and retaining top talent. At Elwood Staffing, we provide each of our employees with CPR: Commitment, Progress, and Rewards.

Commitment

We are committed to providing you with a work environment that inspires you to be your best. We communicate our goals and objectives so we can work together to achieve them. We pride ourselves on listening – listening to your thoughts and suggestions of how we can improve. It means providing you with the resources you need to be successful. It means hiring people like you – equally committed to professional growth and the success of Elwood Staffing.

Progress

We are committed to providing you with opportunities to expand your knowledge and skills. We work in a challenging industry that demands our employees be provided the means of continuous professional improvement. Elwood University provides internal training opportunities such as the Certified Staffing Professional™ (CSP™) certification, a variety of software programs, employment law policies, professional development, and more. We also provide a generous tuition reimbursement program for on-line or classroom courses at accredited colleges and universities. These training tools, combined with your ambition, provide the means to expand your skills and open the door to new opportunities for you at Elwood Staffing.

Rewards

We recognize what it takes to attract good people. We do this by providing competitive salaries and benefits. Our annual bonus program rewards you for a job well done. Our gain-sharing program shares in the success of Elwood Staffing. Our 401(k) participants enjoy a generous annual match of their payroll contributions. Along with paid time off, health, dental and vision coverage, paid holidays, and more, we provide an excellent package of benefits for all of our employees.

Are you in need of a little C-P-R? If you would like to learn more about the opportunities that await you at Elwood Staffing, simply click on our available corporate position that best matches your interest.

Company Culture – The Elwood Staffing Family Difference

DaveJohnMikeMarkElwoodThe Elwood Family Difference

David Elwood established Elwood Staffing as a company that values relationships. What better way to exhibit that than to have your three sons working alongside you to help people and further a father’s dream? Each of them brings a complementary strength and skill to the company to help it succeed. Their respect for each other has allowed them to properly align their goals for the future of Elwood Staffing. When they’re not working together in business, the Elwood men enjoy spending time with each other and encouraging each other in accomplishments outside of the office.

Elwood Staffing is a company based upon integrity. We understand that in order to establish successful relationships with clients and associates, we must establish successful and trusting relationships with our employees. We build trust among employees, clients and associates by collectively sharing the same values and goals. As a company, we work hard to apply the Golden Rule to business by treating everyone – clients, associates and employees – as we would want to be treated. This approach holds us accountable for our actions and identifies Elwood as a company that values people over everything else.

Elwood Staffing Acquires SOS Employment Group

Elwood Staffing and SOS Employment Group today announced the joining together of their companies, creating an entity that rivals some of the staffing industry’s largest players. With combined annual revenue of more than $750,000,000, the company will now rank in the top 10 of all U.S. commercial staffing companies, the top 20 of all U.S. staffing companies, and just outside the top 50 of all global staffing companies.

Elwood Staffing, headquartered in Columbus, Indiana, and SOS Employment Group, headquartered in Salt Lake City, Utah, closed a transaction allowing Elwood Staffing to purchase SOS Staffing Services, Inc., d/b/a SOS Employment Group. SOS will be a wholly-owned subsidiary of Elwood Staffing, but operate more like a sister company giving the combined entity a significantly expanded national footprint and service delivery capability unrivaled by most. The U.S. staffing industry is highly fragmented and is comprised of thousands of staffing agencies. In terms of size, this transaction will put the combined company in the top 1% of all staffing companies in the world.

This combination brings together two of the nation’s leading, privately-held employment services providers, blending talents and resources in the areas of traditional staffing, skilled trades staffing, professional/executive search and outplacement services.

READ FULL STORY

 

Tidbits for your Career Search

There is an overwhelming amount of advice and information out there for job seekers that it’s almost impossible to know where to begin.  As an internal recruiter, the things that I look for in a resume just scratches the surface into what HR and other hiring managers may look for but here are my top ‘tidbits’ of advice.

1. Pay attention to the details! Now Hiring-Purple (2)Words that are spelled correctly but used in the wrong context are easily overlooked because spell checker will not notice them. Have at least 3 qualified people review your resume and provide feedback. There is not a ‘right way’ to do a resume. Every hiring manager will have their own preferences so the more feedback you get, the better. Also, triple check those cover
letters. It’s so convenient to copy and paste so be sure that you have not submitted
the name or position of a previous application to your next. I will immediately
dismiss an applicant who has submitted a cover letter that is customized for
someone else’s job posting.

2. It is a social media age of recruiting. You must have a professional LinkedIn profile and make it look like your resume. Dates and job duties should mirror one another. Then start connecting with people. Don’t reach out to VP’s and CEO’s of companies asking for jobs. You should start with recruiters, managers, staff, and NEVER come out and ask directly for a job. This is a networking site so be professional. Also, MAKE YOUR PERSONAL SOCIAL MEDIA ACCOUNTS PRIVATE. Every job seeker should go in and adjust the privacy settings on Facebook, MySpace, Instagram, and so on. Google yourself and see what shows up. Hiring managers are researching and you don’t want us to see what you and your friends do outside of your professional life.

3. Always keep your up-to-date resume on relevant job boards including CareerBuilder and Monster. Include relevant keywords without overdoing it. Your key words should match your experience so don’t try to fool us. Pay attention to the headline on your profile and make it
relevant to the job that you are seeking. When we conduct a search, we skim through quickly. You will want to catch our attention with those few words. Management graduate seeking and entry-level position, Sales professional, etc…

4. When you get the call for an interview, prepare! Research the interviewer,
the company, and the industry. Practice interview questions, both standard and
behavioral (you can find some on the internet). Be ready to talk about future
goals both long and short-term. Study for your interview.

I find a lot of tips and useful information on CareerBuilder and Monster that I share on my
LinkedIn and Twitter accounts.

CareerBuilder has a great section on their website called “Advice and Resources.” http://www.careerbuilder.com/JobSeeker/Resources/CareerResources.aspx?sc_cmp2=JS_Nav_AdvRes

Monster has their own version of job seeker resources called “Career Resources.” http://resources.monster.com/?re=nv_gh_gnt1377_%2F

Both sites provide wonderful resources for job seekers at any level.  Take advantage of the resources that are available to you.  It could better prepare you and set you apart from other job seekers.

Best of luck on your career endeavors!

Angela Malagon, Corporate Recruiter, Elwood Staffing Services, Inc.

Twitter Recruiting

Utilizing Twitter as a tool for social recruiting is often times misunderstood. There are some things you should consider before determining if Twitter could benefit your recruitment strategy.

1. Is your market and book of business large enough to support a following?
If your organization is too narrow, you may not see the return that you expect from Twitter. Those who recruit in multiple markets, with diverse opportunities will see more followers. Don’t let this discourage you. It is good to have a small amount of targeted followers rather than a large following of diluted ones. You can grow your follwers by following others. Search for people to follow by industy or location (search.twitter.com) and follow candidates, other recruiters, and clients.

2. Do your people use Twitter?
This is a tough question to answer. Not every job seeker, in every market uses Twitter. You have to keep in mind that you are not trying to reach every job seeker. You are trying to reach that perfect candidate. Twitter is a tool to help you, it is not the end all of recruiting. Using hash tags # will help job seekers find you. Just don’t overuse your hash tags. Hash tags like #jobs #engineering #staffing, along with the location of the opportuinty, will help target your post in a search. The best way to learn how to post is to search like a job seeker. Log into Twitter and search like a candidate. See what other recrutiers are doing and how they are posting. You can learn a lot from your peers.

3. What is the purpose of using Twitter?
Twitter has multiple purposes and they need to all be utilized in order to be effective. First and foremost, you want to broadcast your job openings. You are a recruiter so your followers should expect to see your job postings. You can save time by utilizing recruiting software to set up an automated schedule. Over time, your followers will not remain active job seekers – they will become ‘retweeters’ sending you great referrals- so you don’t want to run them off. This is why you need to Tweet other engaging information. Please do not Tweet ultra personal information. While you want to portray a human side, save the private information and drunk Tweeting for your personal Twitter. Tweet interesting facts, artices, and tips related to jobs, company, or industry. You can also engage followers by posting trivia and asking questions. Just remember to follow up on iquiries and responses. Having a healthy mix of interaction will make you a good social recruiter and a promote you as an industry professional. You can also use Twitter to market yourself and your company. Tweet interesting facts, history, and press releases that surround you and your company.

4. Do you have time to Tweet on a consistent basis?
Consistency is key in the fast moving world of Twitter. If you want to stay relevant, you have to stay in the conversation. I do not recieve my biggest return of inquiries from Twitter, nor do I connect with as many industry profesionals as I do on other social media sites. For this reason, I do not devote as much of my time to Twitter. I like Twitter because it allows me another avenue to post jobs, give advice, and market my brand with little time and no additional cost to my company. With tools such as Bullhorn Reach and HootSuite, I can schedule my job postings and engaging content in advance and then move on with my traditional daily duties.

There are many critics to the usefulness of Twitter. I do not compare Twitter to other social media sites and job boards like; Facebook, LinkedIn, CareerBuilder, and Monster. Job boards are the best way to reach active candidates while social media sites are a great addition to find passive ones. You have to have a good mix of recruiting tools and invest your time in the ones that are most effective for you.

Angela Malagon
Corporate Recruiter, Elwood Staffing