Updated I-9 Forms Coming Soon!

by Kim Shackelford 18. October 2016 09:26

On Aug. 25, the OMB approved a revised I-9 form. The new form will be available Nov. 22, 2016. Employers may continue using the current version of Form I-9 with a revision date of 03/08/2013 until Jan. 21, 2017. After this date all previous versions of Form I-9 will be invalid. Mark your calendars

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Skills Tests for Manufacturing Jobs

by Kim Shackelford 16. January 2015 14:00

When you apply for almost any job, you have to go through a selection process that includes submitting a resume or application and an interview. In some job selection processes, you are also asked to take a skills test to determine if you possess the skills required to perform the job successfully. These tests can vary based on the type of position you are applying for and include technical skills tests, written exams, and working interviews.

Technical skills tests are often given for positions that require you to perform physical tasks. For example, if you are applying for a position as a welder, you may be asked to take a welding test. This test will usually be given at the work site and may require you to perform a certain type of welding, demonstrate your knowledge of welding different types of metal, or ask you to perform a variety of tasks related to the job available. Tests that require less equipment may be given at the agency where you are applying. For example, Impact Staffing offers a measurement test for individuals applying for certain quality control positions.  The applicant is required to measure various metal parts using micrometers and calipers. This helps determine if he/she has the ability to use a measuring device accurately. These types of tests vary greatly based on the requirements of the open position.

Written or computer generated exams are also required for some positions. If you are applying for a position that requires you to use a computer, you may be tested on your computer skills. For example, if you are applying for a Human Resources position at a manufacturing plant, you may be tested on your competency in various software packages or database management. If you are applying for a job working with machinery on a plant floor or warehouse, you may be asked to take a written math or mechanical aptitude test. Like technical skills tests, written exams also vary based on the position, but are not quite as specialized. You can often find online tutorials for basic math, measurement or computer skills exams online. You can use these to “brush up” on your knowledge before the actual exam, if necessary.

Beyond testing, sometimes a company will request that a candidate complete a working interview. Your recruiter or the contact that you interviewed with at the company where you will be working will let you know what is expected during this interview period. A working interview can last one day to several days. This period allows you time to determine if the position is a good fit for you before committing to take the job and allows the company to see if your skill level is a good fit for the position’s requirements. You are of course compensated for the hours worked during the interview process.

The important thing to remember during the testing process is to relax! These tests are important, but are not the only factor that goes into determining the final candidate selected for the position. If you have any additional questions about testing, ask your recruiter. They are more than happy to help you understand the process and help you show up for your test feeling prepared and confident.

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

by Kim Shackelford 1. July 2014 16:56

      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.

 

References:

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

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Interviewing Tips for Employers

by Kim Shackelford 4. June 2014 17:44

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!

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How to Apply for a Job Through a Staffing Company

by Kim Shackelford 7. May 2014 15:16

Many job seekers are confused by the process of registering with a staffing company. Registering with a staffing company is similar to applying for a job with any other business. The only difference is that in registering with a staffing company, you are often applying for many jobs at once.

Based on the type of position you are seeking, the process may vary. For entry level positions, most companies have certain days and/or hours that they accept open applications. You can usually call ahead and schedule a specific appointment time or apply in person during the hours posted and wait until a recruiter is able to interview you. For more skilled positions, most companies prefer that you send an e-mail including a cover letter and a resume in advance. Recruiters can then pre-scan the positions available and determine if any of them would be a good fit for your skill set. If so, they will then call and schedule an appointment for you to come in for an interview.

               During your interview, remember that recruiters are there to help match you with not only a job, but a company. They can often be a great resource for helping you get your “foot in the door” at a company where you will be successful. During your interview, be honest with your recruiter about what you are ideally looking for in a position, as well as, what you would be willing to accept. Describe to them what type of work you have done in the past and what type of position you envision for yourself in the future. Be sure to let them know about any skills that you have obtained through education or past work experience. Giving them a realistic view of your needs and expectations will help recruiters place you in the position that will be the most beneficial to your career.

               Once you have completed your interview, follow the instructions given to you by your recruiter. They may ask you to follow up every day or wait for them to call. Every company operates differently, so follow their lead. Hopefully, they will have an immediate position available for you, but if not they will keep your resume in their database and continue to consider you for future positions.

After your initial application and interview with a staffing company, you will often be asked to interview with the company where the position that you are applying for is available. Keep in mind that the recruiter has already recommended you because he/she feels that this is a good opportunity. So, come to the interview prepared! Dress appropriately, be on time for your appointment, and make sure to bring any required documents with you for the interview. If you have any questions, ask your recruiter before your interview. They know the employer well and are familiar with their policies and expectations.

After you have completed the application and interview…then what? Well, it depends on the type of job you are offered. The type of position is determined by the company’s hiring needs. If you are offered a direct hire position, you will be placed on the payroll of the company where you will be working. If you are offered a temp-to-hire position, you will be on the staffing company’s payroll for a period of time and then potentially hired on as a permanent employee at the company where you are assigned once that time period is over. If you are offered a temporary position, either short or long term, you will most likely remain on the staffing company payroll for the entire time of your assignment.

With temp-to-hire or temporary positions, you will need to supply payroll information to the staffing company, including tax information and I-9 documents. Your recruiter or someone else at the staffing company will give you all of the details you need to begin your new position including start date, pay rate, and directions to the work site (if you have not already been there for an interview.

Hopefully this article answers a lot of questions about how to successfully work with a staffing company. If you have any more specific questions or would like to apply, contact Impact Staffing at (678) 937-9240 or visit us at www.impactstaffing.com.

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20th Anniversary of Manufacturing Appreciation Week

by Kim Shackelford 29. April 2014 17:26

        This year marks the 20th anniversary of Manufacturing Appreciation Week in Georgia. Each year, appreciation week is celebrated as a way of recognizing the contributions that manufacturers make to the overall economy of Georgia. Throughout the week various organizations host manufacturing focused events including the annual Manufacturing Appreciation Week luncheon and awards ceremony hosted by the Technical College System of Georgia and the Georgia Department of Economic Development. This year, Governor Deal personally awarded the title of Manufacturer of the Year to three companies in different categories throughout the state. The winners were:

  • Gulfstream (Large Manufacturer - Savannah and Brunswick)
  • Hitachi (Medium Manufacturer - Monroe)
  • ddFood (Small Manufacturer - Tucker

        In addition to these awards, individual awards were given to Georgia K-12 students who participated in the annual Manufacturing Appreciation Week art contest.

        So, in honor of this 20th anniversary, let’s take a look back. The changes made in the Georgia manufacturing industry over the past 20 years have been innumerable. However, those made in technology use, environmental concern and employee salaries really stand out.

        Like just about every other sector, technology has had a major impact on the daily operations of manufacturing plants in Georgia. In 1994, 17% of employees used computers WEEKLY. In 2014,  more than 40% of employees at a typical plant use a computer or programmable controller at least once a day. Beyond computer usage, the number of new technologies available is astounding. In 1994, The most commonly used technologies were personal computers or terminals for non-manufacturing purposes. In 2014 manufacturing companies are commonly utilizing specialized software for scheduling and purchasing, computer aided design programs, bar code readers, radio frequency identification (RFID) and even robotics.

        In 1994, up to 35% of manufacturers considered environmental concerns to be a major problem. However, few solutions or goals were available at that time. Two years later, in 1996, ISO14001, the international standard for environmental management systems was introduced. Now in 2014, 7 in 10 manufacturers have targeted goals in place to improve environmental impact. In addition, in a recently conducted survey, only 13.5% of manufacturers listed environmental concerns as a major problem in their workplace.

        Changes in employee salaries have also been sizeable. In 1994 the average wages of manufacturing employees was $22,460/yr. This has increased substantially over time. In 2014, the average salary of employees of mid-sized manufacturing companies in Georgia was up to $40,125/yr.

        It is easy to see that manufacturing is headed in the right direction in Georgia, but this upswing can only continue with support. You can show your support by participating in manufacturing related events, including the upcoming Georgia Manufacturing Expo  (June 13-14, 2014 in Duluth) or an event in your area celebrating National Manufacturing Day on October 3, 2014. And remember, the best way to appreciate manufacturers every day is by buying products made in Georgia.

Sources:

http://georgiamaw.org/

http://www.georgia.org/industries/Manufacturing/

https://s3.amazonaws.com/media.gms-ei2.org/finrept94.pdf

http://www.gms-ei2.org/wp-content/uploads/2012/10/GMS-2012-report-of-survey-rev2.pdf

http://www.georgiamanufacturingexpo.com/ 

http://www.mfgday.com/

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The Welder Shortage in the United States

by Kim Shackelford 8. April 2014 18:03

CNNMoney recently published a list of “10 Hard-to-fill jobs.” Number 8 on that list was Welder. Why are welding jobs so hard to fill? These positions average a 12 week or more recruiting process for most employers, mainly due to the manufacturing skills gap.

The manufacturing skills gap is a term often used to describe the “gap” between the number of skilled tradesmen and women available in the workforce and the number of jobs requiring these skills. The gap is due to many different factors, including the public perception during the 1980’s that the manufacturing industry in the United States was dying. This perception caused young workers who may have pursued careers in welding, machining or industrial maintenance to pursue other career paths. Over time, as the existing skilled workers retired or moved into other positions, the skills gap emerged. The number of welders alone has declined by almost 37% since the 1980’s, according to the U.S. Bureau of Labor Statistics.

While it is true that the manufacturing industry has faced some challenges, in the past decade, there has been a movement to once again value manufacturing as a vital part of the economy. Many companies have brought their existing operations back from overseas or expanded their business and built new plants right here in the U.S. There are over 10,000 manufacturing companies in Georgia alone. These companies need workers! Especially welders!

Are you a worker looking for a new career? Consider training as a welder. Welding is not just a job. There are many different types of welding and many opportunities for specialization. Most basic certification programs require 1-2 years of classroom training and hands on work experience. Here is a list from the American Welding Society of certification programs in Georgia:

 

http://www.aws.org/w/e/search_results?name=&city=&state=GA&country=US

 

               Are you an experienced welder looking for a new job? Send your resume to jobs@impactstaffing.com. Here are a few of our current welding positions:

 

-1st Shift Welders

Temp to Hire

$14-$18/hour, based on experience

Description

Several welders needed for large manufacturing company located in Gwinnett-Snellville/Loganville area.  Must have MIG and TIG experience as well as be able to read blue prints. Company offers excellent working environment, great benefits and stability.

 

-2nd Shift Welders

Temp to Hire
$14/hour

Description

Immediate need for mig welders with fabrication experience/knowledge.  Clarkston/Scottdale area.  Recent technical school graduates will be considered as well as candidates with on the job experience.  Company offers room to grow, excellent benefits and competitive wages.

 

-1st Shift Welders
Temp to Hire
$10-13/hr

Description

Construction related company is looking for structural welders to build I beams, stair railings and staircases.  Locations in DeKalb and Gwinnett counties.

 

-Night Shift Welders
Contract/Temporary
$14-18/hr

6pm-6am 6G TIG pipe welding on boiler tubes.  Must have welding experience or have recently graduated from a technical school welding program.

 

Please check our job board regularly, as our positions are constantly changing with the needs of local manufacturing companies.

 

               And finally, are you a company looking for welders? It can be difficult to find time to recruit while also maintaining day-to-day operations. Let Impact Staffing do the recruiting for you. Our recruiters specialize in filling skilled industrial positions. We know the right questions to ask to find truly qualified welders and manage upfront hiring hassles, like drug testing and paperwork. Call 678-937-9240 or visit our website at www.impactstaffing.com for more information.

 

 

Additional Information and references:

 

http://awo.aws.org/2014/03/bridging-the-skills-gap/

http://www.businessweek.com/articles/2014-03-20/skilled-welder-shortage-looms-in-u-dot-s-dot-with-many-near-retirement

http://www.shrm.org/about/foundation/products/documents/4-13%20skills%20gap%20briefing.pdf

http://nistmep.blogs.govdelivery.com/reason-gripe/

http://www.money.cnn.com/gallery/news/economy/2013/09/10/hard-to-fill-jobs/8.html

 

 

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Manufacturing Myths

by Kim Shackelford 22. May 2013 10:11

        “As a growing state, Georgia hosts a thriving environment for manufacturers, which keeps us top-of-mind for companies deciding to relocate or expand,” said Georgia Department of Economic Development Commissioner Chris Cummiskey on February 12, 2013 as part of a press release about a new manufacturing company coming to Georgia. “Companies can expect to find here well-trained workers and an outstanding logistics system that gives them access to the world.”

        Impact Staffing has been staffing the manufacturing industry for over 13 years. A lot has changed in that time period, but many of the misconceptions about the industry remain the same. At a time when the governor’s office is making manufacturing a priority for economic growth, it’s time to de-bunk those myths once and for all.

 

#1 All of the manufacturing jobs have gone overseas.

 

This is simply not true. Yes, some plants have been moved to other countries, but many companies still rely on American workers to manufacture their products. In fact, the United States is still the top manufacturing country in the world.

 

In Georgia alone, there are over 350,000 people currently working in manufacturing. Not only that, but just since the beginning of 2013, the governor’s office has announced the creation of more than 2,500 new jobs at manufacturing facilities. Products manufactured in Georgia range from baked goods to carpet to digital communication technology.

 

#2 Only unskilled workers work in manufacturing.

 

Actually, the opposite is true for this one. While there are some entry-level positions that require little training, almost every manufacturing job requires a different skill set.

 

Our top employers are looking for candidates who have mechanical aptitude, a strong work ethic and work experience in manufacturing or a similar industry. A job in manufacturing can also be a great transition for military veterans into the civilian workforce.

 

Within the industry there are many different job descriptions and opportunities for advancement. We place welders, machinists, engineers, shop managers, shipping and receiving clerks, project managers, maintenance technicians, fabricators, pricing analysts and safety specialists, just to name a few.

 

#3 Manufacturing jobs have low pay rates.

 

The median annual pay rate for a welder in Georgia is $46,696.00, which is higher than the average annual income of workers in Georgia across all industries according to the 2010 census. This is true for many different skilled industrial positions.

 

While going to college is the right path for some individuals, there are other pathways to successful careers in manufacturing. Going to trade school and learning a trade such as fabrication or machining will increase earning potential. There are scholarships available to help offset the cost of training for skilled positions, such as the Georgia HOPE Grant. For more information about skilled trades and trade schools in Georgia, visit http://www.gobuildgeorgia.com/.

 

 

        So, look beyond the myths. Manufacturing in Georgia is a thriving and productive industry. Impact Staffing has connections with great companies in need of workers. Search our open positions or submit your resume today! 

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Impact Staffing is proud to be a sponsor of the 2013 Georgia Manufacturing Expo!

by Kim Shackelford 13. May 2013 10:14

         The Georgia Manufacturing Expo is a new event being presented by NetworkingMFG in conjunction with Go Build Georgia and the Gwinnett Chamber. Its purpose is to celebrate and support manufacturing in Georgia by connecting manufacturing companies with customers (both individuals and businesses) and encouraging them to buy local. Here is a short video about the Expo:

 

http://youtu.be/strRe5usAcA

 

        Since we specialize in staffing for manufacturing, we are very excited to be a part of this event and hope you will join us. If you are interested in presenting, please let me know as we have the opportunity to offer a discounted booth rental rate to two companies as a part of our sponsorship.

 

For more information or free tickets, visit www.georgiamanufacturingexpo.com.

 

We look forward to seeing you there!

 

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