Why Impact?

Why should you use Impact Staffing to fill your open positions?

Because we speak manufacturing.

Impact Staffing is a specialized staffing service, dedicated to the manufacturing industry. From packing to procurement and machining to engineering our expertise in manufacturing insures that we are able to match the best candidates with the best companies.

Whether you are a manufacturing firm looking for the perfect welding supervisor, or an engineer looking for the perfect career opportunity, we can help.

Beyond our expertise, we are committed to building long term relationships. We are not an ordinary staffing service. We are a results oriented company that works harder and smarter to truly make an Impact.

Former CEO of Major Manufacturing Company Tapped for Secretary of Veterans Affairs

      Yesterday, Bob McDonald, former manufacturing company CEO, was nominated for the position of Secretary of Veteran Affairs. This position is a member of the Cabinet and is the head of a 300,000 employee organization, responsible for providing healthcare and other benefits to United States veterans.

      At first glance, many found McDonald to be an odd choice. Most of the other candidates that were considered for the position were former military generals or had years of experience working in healthcare. So, why did the President choose someone from the manufacturing industry?

      Well for starters, McDonald actually does have military experience. He is a West Point graduate and served 5 years in the United States Army. He has maintained his ties to the military over the years through the West Point Association of Graduates, the U.S. Army Ranger Association, the 75th Ranger Regiment Association and other affiliations. However, in the ensuing 30+ years, McDonald has been busy working his way up the ladder at Procter & Gamble, one of the oldest, largest, and most well-known manufacturing companies in America.

      From the Tide Brand Manager to the CEO, McDonald truly made his mark at P&G. Those involved with the company during McDonald’s leadership have not been surprised by the nomination. They watched him navigate a company of 120,000 employees through tough economic times and manage to somehow raise the stock price of the company from $51.10 to $81.64 during his time as CEO. He did this through strategic adjustments to product lines, improved efficiency of internal operations, and by encouraging a culture of leadership throughout the organization. In fact, in recent years P&G has been named the “Best Company for Leaders” by Chief Executive Magazine twice, due in part to McDonald’s efforts. So, what does this have to do with the Department of Veterans’ Affairs? Everything.

      Over the past few months, rumors have been swirling around the state of the agency after the resignation of the former Secretary, Eric Shinseki. Just last week, the White House issued a report calling for a complete overhaul of the current VA system. Thousands of veterans have waited months to receive care, some never being scheduled or even placed on a waiting list. Investigators have attributed much of the failure of this organization to what they are calling a “corrosive culture.” They are still determining the level of deception carried out by many different leaders within the organization, but the House and Senate are already proposing legislation making it easier to remove ineffective VA leadership in the future.

      As you can imagine, even once McDonald is confirmed, he will still be under intense scrutiny as he works to fix the many, many issues that have piled up over the years. Many believe that his eventual success will lie in his experience leading a customer driven company. He was successful in achieving high levels of customer satisfaction at P&G, which is not easy when managing a company with more than 5 billion customers. He has been asked to face this challenge head on with the hope that finally our Veterans will receive the respect and care that they deserve.

      So, who knows where a career in manufacturing can ultimately lead you? Bob McDonald probably never imagined becoming a Cabinet member when he signed on to work for a company that makes laundry detergent! It just goes to show that the best way to get the job you want is to work hard at the job you have.



Washington Post Article: Bob McDonald, Former P&G Chief to be Obama's Nominee to lead Veterans Affairs

CNN Video: VA Nomination Bob McDonald

P&G Executive Bio: Bob McDonald

Interviewing Tips for Employers

Sometimes interviewing candidates can be as nerve wracking for the employer as it is for the candidate being interviewed. Around here, we interview up to 50 people a day…so we’ve gotten pretty good at it. Here are a few tips from our recruiters to help you find the right person for your job.

#1 Be Prepared. Take a few minutes to think about what you are going to ask BEFORE the first candidate shows up. Think about what skills and personality traits are necessary for the candidate to be successful in the position you have available. Jot down a few questions that you think would help you determine if a candidate has these qualities. This will help you to be consistent in each interview. Also, make sure to brush up on the questions that you should not ask. Talk to your human resources department about what types of questions are appropriate to ask during an interview. For example, if you are interviewing for a position as a machine operator, you should never ask questions about a candidate’s race, religion, marital status or other personal details that are not relevant to whether or not a candidate can perform the job required.

#2 Get them talking! Ask open ended questions that require more than a yes or no answer. This allows you to get a better understanding of the candidate’s communication skills and will often lead you to conversations that you may not have otherwise had. For example, if you ask “are you certified in TIG welding?” the answer will likely be yes or no. If you ask the candidate to tell you more about their skills and training, you may learn that a candidate has not only a TIG welding certification, but also has fabrication skills or learned to repair industrial machinery at a previous job.

#3 Give them realistic expectations. Often times we get so used to our daily work environment, it can be difficult to step outside of our own perspective and see things through the eyes of a newcomer. Give some background information about your company, the products you make, the expectations for employee behavior, etc. If you have a great employee recognition program – tell them! If you have a strict no tardiness policy – tell them! The decision whether or not to take a job is often influenced by much more than money. Make sure you give a candidate the full picture of what this position would be like on a day-to-day basis.


And finally, if you have questions or need advice on interviewing techniques, call us! We are always ready to help you in your search for the perfect new employee!