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Every human resources department or manager has wondered how to make their employees more productive. Some even try to figure out how to make them happy. The truth is, these two questions don’t have to be separate.

Why You Should Invest in Your Employees’ Happiness & How to Do It

In fact, happy employees are productive employees. When your employees are happy, they are motivated and they work harder. To dive a little deeper, here are the main reasons why it’s important to invest in employee satisfaction.

Employee Development & Engagement

Your employees want to know you value their talents, skills, and potential. A company can help boost employee happiness – and even retention – by investing in the professional development of their workers. Bring in educational presentations or workshops, or even consider offering a discount for additional certifications. Your employees will be grateful for the opportunity to improve on their professional skills, and you’ll also receive more skilled, happy workers to help your company succeed.

Encourage Collaboration

Employees are happier in the workplace when they create meaningful relationships with their co-workers. They are not looking for best friends, but they will enjoy their days more when they feel connected to their colleagues.

One informal way to do this is to hold a happy hour every quarter (or more) to allow your workers the chance to get to know one another in a relaxed environment. Getting to know hobbies and establishing connections is a great way to boost employee happiness and morale.

For workplace collaboration, be sure to have regular check-ins with your employees so they always have the chance to speak their mind, brainstorm or ask for feedback. You can choose to have these meetings with an agenda, or be more relaxed, depending on your company culture. Either way, giving your employees a chance to collaborate will help improve their happiness at work and can boost productivity as well.

Happy Employees. High Performance. Low Turnover.

When you do your best to implement practices that invest in your employees’ happiness, you will find productivity among the company increases as well. Another notable change is your employee retention will also increase, making your happy and strong team more successful.

Implement These Practices & Find Greater Success

If you are interested in learning more about how to implement these practices, or how to find valuable employees for your growing team, contact MS-IL Staffing & Packaging.

Your online presence, or what you share on social platforms, matters. For many job seekers, they’ve been creating and sharing social content for at least a decade. However, maybe they’ve only been crafting resumes and cover letters for a few years, so there’s some disproportion when it comes to a professional reputation. While resumes and cover letters are definitely important material for hiring managers, so is your online presence since most will do a quick search of your name online.

How to Assess & Clean Up Your Online Presence

Don’t worry. While you may not be able to go back and redo some decisions in your college years, you can change what to publicize to the public, including your prospective employers. Here’s a simple guide for how to assess and clean up your online presence.

Do a Search for Yourself

Before you go through your social media profiles, do a search so you can see how much work you have to do. Be sure you see what a connection sees in addition to what a person who you are not connected with is able to view. Don’t assume that a hiring manager will not be a connection. If they request a connection on LinkedIn, you will want to accept it, so you’ll have to consider what content you want to share with your connections as well.

Content to Clean Up

Now that you’ve made notes about some things you want to clean up with your social accounts, plan to address these issues:

  • No bad-mouthing co-workers or employers, past or present.
  • No pictures or posts that clearly illustrate irresponsible behavior.
  • No dirty laundry rants or “TMI” posts.
  • No fanatical political content.

While these may seem like strict rules to follow, when you are looking for a job, it’s more important to be mature and professional than to express every emotion or thought that occurs during your day. A company will consider your professional experience first, but they also want to hire a person who fits within their culture.

Content to Enhance Your Talents

After all of the rules, you shouldn’t feel as though you can’t express anything. In fact, you can do a lot on your social platforms that can aid in your job search:

  • Create a personal website or blog to showcase your talent, knowledge or perspective.
  • Make all your social profile pictures the same for easy identification.
  • Add details of volunteer work, charity interests, hobbies, certifications or licenses, etc.

There are several ways to express yourself in a professional and mature way that will allow employers to see your qualifications and your personality without getting distracted by some irrelevant posts from the past.

Get Noticed for the Job You Want

Find the jobs you want and get help with your resume or other career questions by contacting MS-IL Staffing and Packaging.

As a hiring manager, you have a lot of responsibility. One of your biggest responsibilities is making sure you hire valuable and competent workers for your company. A bad hire is expensive, but a star talent can help your company reach their goals faster.

While resumes provide the basic information for each candidate, you’ll need to spend time interviewing your candidates to determine whether they will be a good fit for your company. It’s a crucial time to weed out bad candidates from the ones who should move on for another round of interviews.

If a job candidate does any of these faux pas, consider it a red flag, and move on.

  • No Knowledge of Job Position or Company

It is one of the first rules of applying to or interviewing for a job: The job applicant should do their homework on the company. If you are interviewing a candidate and they aren’t even aware of the job’s responsibilities, or key information about the company, they aren’t interested in working for your company. Even if the applicant has shining experience, if they aren’t dedicated enough to do some basic research to get the job, how dedicated will they be as an employee?

  • Unable to Prove Previous Job Experience

It’s hard to believe that anyone would lie on a resume or cover letter, but unfortunately, it still happens. If during the interview, a candidate can’t provide proof or details on previous employment experience or anecdotal examples, you should end the interview and move on. This is a clear red flag and is a clear reason to consider someone else.

  • Not Willing to Take Responsibility for Shortcomings

Another red flag, though maybe a bit more common, is when an applicant is hesitant or unwilling to take responsibility for any weaknesses or professional shortcomings. No one is perfect and your new hire should own this fact. It’s common to ask about weaknesses or setbacks in the office or professional setting, and if your job candidate cannot answer this question honestly, they might have a hard time with constructive critiques, being a team player, or demonstrating integrity when they work for you.

Find Quality Job Candidates for Your Company

If you need help finding quality candidates for your job openings, contact MS-IL Staffing & Packaging.

Today there is an app for everything, including mental and emotional health. Embrace technology and use these tracking and coping apps to reduce stress and improve your safety and well-being.

  1. Stigma
    Journaling made easy. This app organizes entries into word-clouds to make self-reflection simple. It takes 15 seconds to add a journal entry (limited to 200 words or less).
  2. CareZone
    This app is designed for medication management. Features include reminders, tracking of medications prescribed and side effects, a journal and a calendar for appointments and to-do’s.
  3. SAM
    Track and observe anxiety’s effects over time. This app assists in developing insight and coping skills for symptom reduction.
  4. Take a Break! – Guided Meditations for Stress Relief
    From the creators of the popular Meditation Oasis® podcast, this app offers two different guided meditations to provide quick relaxation and stress relief.
  5. PTSD Coach
    Created by the U.S. Department of Veterans Affairs in partnership with the Department of Defense, this app is an educational, referral and self-management tool for trauma survivors.
  6. Mindshift
    Designed to help teens and young adults cope with anxiety, this app includes strategies and tools to tackle test anxiety, social anxiety, panic, conflict and more.
  7. Optimism
    These online, desktop and mobile self-tracking apps are mood charts designed to help proactively manage depression, bipolar disorder and other mental health conditions.


From American Staffing:

Staffing Firms Add 17,000 Jobs in July

Temporary help employment increased 0.6% from June to July, according to seasonally adjusted data released today by the U.S. Bureau of Labor Statistics. Staffing employment was 1.9% higher than in July 2015. Over the past 12 months, BLS reported, year-to-year staffing job growth averaged 2.4%.

Nonseasonally adjusted BLS data, which estimate the actual number of jobs in the economy, indicated that temporary help employment decreased 1.2% from June to July, generally consistent with historic July employment patterns. However, year-to-year, there were 0.9% more staffing employees in July than in the same month last year.

Total U.S. nonfarm payroll employment rose by 255,000 jobs in July (seasonally adjusted), BLS reported. Incorporating revisions for May and June, job gains averaged 190,000 per month over the past three months, slightly less than the average of 206,000 for the prior 12 months.


Indianapolis, Ind. (August 17, 2015)– MS-IL Staffing has been recognized as one of the 2015 Indiana Companies to Watch, an awards program presented by the State of Indiana and the Office of Small Business and Entrepreneurship (OSBE) and endorsed by the Edward Lowe Foundation


Twenty companies from Indiana will be honored as outstanding second-stage companies during the seventh annual Indiana Companies to Watch awards program, held on August 27 in Indianapolis.


Companies to Watch is an awards program that celebrates Indiana’s privately-held second-stage companies, those businesses that are past the startup phase, are considered to be established, and face issues of growth, not survival.


Companies honored range in industries and have headquarters based in 11 counties throughout the state. Among the 20 honored companies in 2015 is MS-IL Staffing.


MS-IL Staffing strengths are many, aside from being one of the fastest growing staffing agencies in the Midwest, they are also one of the fastest growing minority and woman-owned businesses in the country. MS-IL prides themselves on putting people ahead of profits. This has allowed them to build an all-star management team that will continue to make MS-IL the most innovative, boutique staffing agency in the country.


From 2011 through 2014, these companies generated $579 million in revenue and added 313 employees (both in Indiana and out of state), reflecting a 94 percent increase in revenue and 50 percent increase in jobs for the four-year period. That translates into a 25 percent annual revenue growth and 14 percent annual growth in employees.


These companies project continued growth in 2015, with a 23 percent revenue increase and 16 percent growth in employees (both in Indiana and out of state) compared to 2014. If their projections hold, these companies will have generated $820 million in revenue and added 761 employees over the last five years — a 139 percent increase in revenue and 174 percent increase in jobs since 2011.


This program would not be possible without the generous support of the State of Indiana and the Office of Small Business and Entrepreneurship by the Edward Lowe Foundation. Sponsors include the Barnes & Thornburg, Katz Sapper & Miller, Key Bank, Purdue University and Ivy Tech Corporate College.


Companies to Watch firms must employ between six and 150 full-time equivalent employees, have between $750,000 and $100 million in annual revenue or working capital in place, and demonstrate the intent and capacity to grow based on employee or sales growth, exceptional entrepreneurial leadership, sustainable competitive advantage or other notable strengths.



About OSBE

Under the leadership of Lt. Governor Sue Ellspermann, the Indiana Office of Small Business and Entrepreneurship (OSBE) oversees the Indiana Small Business Development Center (ISBDC), the Procurement Technical Assistance Center (PTAC), and the Indiana Small Business Ombudsman. The OSBE staff helps grow the Indiana economy by assisting entrepreneurs and small businesses through programs and personal consultation. For more information on OSBE and to see how Indiana is “the state that works” for entrepreneurs visit


About the ISBDC

As part of OSBE, the ten Indiana Small Business Development Centers (ISBDC) support the formation, growth, and sustainability of Indiana’s small businesses by providing entrepreneurs expert guidance and access to a network of resources. Funding for the regional ISBDCs comes from state universities, chambers of commerce, economic development offices, mayor offices, and banks. Statewide financial support is provided by U.S. Small Business Administration, the State of Indiana and Ivy Tech Community College. Administratively, the ISBDC Lead Center is operated by the Office of Small Business and Entrepreneurship (OSBE), an agency of the Office of Lt. Governor Sue Ellspermann. To learn more about the ISBDC and to become a client visit:


About Indiana Companies to Watch

Indiana Companies to Watch is an awards program celebrating second-stage entrepreneurs presented by the Office of Small Business and Entrepreneurship, its Small Business Development Center, the Indiana Economic Development Corporation and endorsed by the Edward Lowe Foundation. Sponsors include the Barnes & Thornburg, Katz Sapper & Miller, Key Bank and Ivy Tech Corporate College.

We have started our construction build out on our new office location in Hebron, Kentucky.  Our new address is 2091 North Bend Rd., Ste 130, Hebron, KY 41048.  We will be operating out of this office during the build out, so please come by and see us for job opportunities.  We are hiring for all shifts in a warehouse environment with great pay.


Staffing services are popping up everywhere all across the country, but not all of them can be successful and a going concern. We will explore some of the pivotal elements indicated by that can help shape and create a successful staffing business and also ensures it continues to thrive.

We will touch on some of the major bumps on the road that new staffing firms might encounter and how they can be avoided or removed so your business is a success.

What are the major reasons people fail in the staffing services industry? Many of the problems listed below are common to all startup businesses but are particularly true for staffing services:

Inadequate financing. It’s a problem in any industry, but particularly in this one. Why? In this business, cash is king. You must have your financial house in order to weather periodic storms, and without fail, you must meet payroll.

Inadequate financing. It’s a problem in any industry, but particularly in this one. Why? In this business, cash is king. You must have your financial house in order to weather periodic storms, and without fail, you must meet payroll.

Inadequate insurance. This is an industry with a lot of potential liability problems. One expensive claim can wipe you out if you’re underinsured. Re-evaluate your insurance needs periodically.

Lack of temporary workers. Because the skill and labor of your temporary workers is the major product you sell, this can be a serious problem. Make sure you’re constantly recruiting.

Poor customer service. You must satisfy your clients. It’s that simple.

Underestimating the time commitment required. As is usually the case with a new business, you have to put in a lot of time getting it off the ground. A staffing business demands long hours—something you have to accept from the get-go.

Unsatisfactory workers. If the employees you place are unqualified or unprofessional, your staffing service won’t have a good reputation. Make sure you have effective testing and evaluation procedures.

Expect that you’ll need to trouble-shoot from time to time. Following are some of the problems you may encounter, along with suggestions for dealing with them.

Client dissatisfaction. If a client indicates dissatisfaction with an employee, many staffing service owners don’t charge that client. You may have to use your judgment on this, however, if the client waits longer than the customary four hours before notifying your service. Whatever you decide, you must pay the employee.

No-show employee. You might give no-shows one strike before crossing them off your employee list—unless they have a good, documented reason for not showing up, such as a trip to the hospital or a family emergency. Under those circumstances, you might give them a second chance.

Employee cancellation. This is annoying and a waste of time for both you and the client. Document the occurrence in the computer each time, and work quickly to find a replacement worker for the client. This is the critical point: Make replacing workers your top priority. Send termination letters to employees who show a pattern of cancellations.

Missing time sheet. Getting employees to turn in their time sheets on schedule can be an ongoing hassle. The simplest solution is to have firm deadlines for handing in time sheets. Employees who miss the deadline don’t get paid that week. If you’re unable to bring yourself to enforce this type of policy, you can get the employee to phone in the information so the payroll division can cut the check. Do not, however, hand over the check before you have the employee’s signed time sheet in your hands.

If a time sheet is lost, then someone in your office should fill out a “missing time sheet report” using the employee’s phoned-in information. Verify it with the client, then supply the payroll division with that form as a substitute for the time sheet.

Inaccurate job description. You give out assignments based on the information the client provides, and sometimes that information is inaccurate. Job duties that turn out to be different from what the client stated can end up wasting an employee’s time and your money. You can remedy this by filling out a profile of an assignment and faxing or emailing it back to the client for verification. Employees are justified in calling your service and asking either for someone to replace them (if the job requirements are substantially less or more than the employee is capable of) or a higher pay rate (if the job requirements are more than stated but the employee has the necessary skills). In the latter case, you’ll have to renegotiate with the client company and establish a higher billing rate.

Client unreliability. Clients can be unreliable in several ways. They can give you problems at billing time by paying late or they can be difficult for employees to work with; either because of the supervisory staff or because of policies or attitudes toward temporary workers. What can you do to minimize these types of problems? Get references on firms you deal with, and get your temporary staff to evaluate the firms you send them to.

Employee steals from the client. Theft is a serious problem, but this is where your bonding insurance will come in handy.

Employee steals your client list and your temporary employees list. Aside from your personnel themselves, these two lists are probably the most valuable assets of your business. If an employee steals them, fill out a claim with your bonding company. If you can prove the theft, you should also take the employee to court.

Placement that ends sooner than expected. A few hours isn’t a crucial difference, but if an employee’s assignment ends much earlier than expected, that employee should be put at the top of the list for another assignment. Your ability to keep employees working for the promised length of time will help create a good reputation for your service.

Placement that lasts longer than expected. Under this circumstance, an employee is justified in asking you to find someone else to complete the assignment. After all, employees have schedules and other commitments. If at all possible, the employee should give you a few days’ notice to find a qualified replacement.

Employee hates the job. This will happen occasionally. When you receive a “Please get me out of here” call, ask the employee to stay at the assignment until you can find a replacement. Then do so as quickly as possible.


•, June 13th 2014. Reasons people fail in the Staffing Agency. Krista Turner

Last week Ericka Flye of RTV6 (The Indy Channel) stopped by to interview MS-IL Staffing & Packaging owner, Leticia Snoddy. For more information, click here:

Being service minded in society seems to have a negative connotation. In reality, it should be perceived as one of the best qualities to have. To be successful in any career, especially human resources, we need to be willing to go the extra mile, and be there to serve our, coworkers, customers, management team and anyone else that needs us. This is one of the main qualities that I look for when placing human resource professionals. If in your career, you have been in the service industry, I will take an extra look at your resume. Why? Because it shows that you have the ability to place someone else’s needs first.


“To give real service you must add something which cannot be bought or measured with money, and that is sincerity and integrity.” –Douglas Adams


MS-IL Staffing is expanding again!

We are pleased to announce three new locations, Hebron, KY; Plainfield, IN; and Lombard, IL. Job seekers come in and apply. We are looking for you! Please call toll free 1-855-243-5562 and learn more about the jobs we have to offer.

Our Plainfield office is opening soon and will be located at: 2685 E. Main St. Suite 103. Plainfield, IN 46168.

We are also hiring at the Hebron, KY and Lombard, IL locations, call now for more information!

Founded in 2001 with the mission that “We differentiate ourselves in this competitive market through our partnership approach, dedication to client satisfaction, commitment to quality and excellence and culture of accountability”

As Indiana continues to be in the spotlight about DISCRIMINATION,  I am sadden that we still live in a world or I may say country that still allows such behavior.  As I am face with the question of “Will I be discriminated”, this question in my opinion will be a reality to me and many more in my community and around the state and country.   Some may say that this is attacking a certain group of people or organization, I disagree with them because this will impact everyone one way or another.  It will impact people that are looking for a job but now can get denied because they don’t have the same believes the establishment has, or the financial income that it will have for establishments here in the city of Indianapolis.  For the days to come the Governor of Indiana is still trying to convince not only Hoosiers the entire country and himself that this bill that he signed is not to openly discriminate the LGTB community.  I believe that discrimination is just that, discrimination, and hate no matter how you spell it.  Below are some post from top CEO to Politicians to Celebrities expressing their concerns.

CEO Tim Cook – “These bills rationalize injustice by pretending to defend something many of us hold dear. They go against the very principles our nation was founded on, and they have the potential to undo decades of progress toward greater equality,” “This isn’t a political issue. It isn’t a religious issue. This is about how we treat each other as human beings. Opposing discrimination takes courage. With the lives and dignity of so many people at stake, it’s time for all of us to be courageous.”

Miley Cyrus – Pop star Miley Cyrus called Pence an “a#$hole” in an Instagram post over the law.

Hillary Clinton – Sad this new Indiana law can happen in America today. We shouldn’t discriminate against ppl bc of who they love #LGBT

Ashton Kutcher – Indiana are you also going to allow Christian establishments to ban Jews from coming in? Or Vice Versa? Religious freedom??? #OUTRAGE

Audra McDonald – On the phone w/@united so long I forgot what year it was, then saw the law Indiana Gov.Pence just signed & remembered…It’s 1950 #NOHATE

Not only people are upset but business, organizations, and States are concerned how this will impact them, their employees and citizens.  Below are some:


Following the signing of the law, the crowd-sourcing review site statement saying, “It is unconscionable to imagine that Yelp would create, maintain, or expand a significant business presence in any state that encouraged discrimination by businesses against our employees, or consumers at large.”  Yelp also threatened to boycott Arizona when it was considering passing similar legislation last year, and mentioned that it would have a similar position on Arkansas if it passes legislation that it is debating that would enable discrimination.


“Today we are canceling all programs that require our customers/employees to travel to Indiana to face discrimination,” Salesforce CEO Marc Benioff tweeted, pointing to a CNN story in which it said that it would halt all efforts to expand to the state.  The Salesforce decision comes after a group of tech-based businesses sent a letter threatening to halt business in the state if the bill became law. “Technology professionals are by their nature very progressive, and backward-looking legislation such as the RFRA will make the state of Indiana a less appealing place to live and work,” the letter said.

The City of San Francisco

San Francisco Mayor Edwin M. Lee announced that municipal employees are barred from traveling to the state for work-related trips. “San Francisco taxpayers will not subsidize legally-sanctioned discrimination against lesbian, gay, bisexual and transgender people by the state of Indiana,”


The college athletic association said it was “especially concerned” about the new law, and may pull upcoming college tournaments scheduled in the state.  Sports commentator and former NBA star Charles Barkley encouraged the NCAA to cancel upcoming Final Four tournament games in the state. “Discrimination in any form is unacceptable to me,” he said. “As long as anti-gay legislation exists in any state, I strongly believe big events such as the Final Four and Super Bowl should not be held in those states’ cities.”  Former Indiana Pacers guard Reggie Miller also objected to the law, saying “I’ve never been big into politics, but I’m very disappointed in my adopted home state of Indiana … I’ve always been about the inclusion for all, no matter your skin color, gender or sexual preference … We are all the same people, beautiful creatures,” he said.

Sen. Chuck Schumer (D-NY) even offered to host the tournament games in his state. “@NCAA if you’re looking for a new place to hold 2021 #FinalFour – NY has plenty of great venues that don’t discriminate,” he tweeted.

Eli Lilly and Company

The global drug giant, which employs more than 11,000 workers in the state, called the law “bad for business.” The company is Indiana-based and unlikely to move, but they released a statement to Think Progress that indicated their disappointment in the law.  “Discriminatory legislation is bad for Indiana and for business. That’s one key reason we worked with the Indiana Chamber and other businesses in an attempt to defeat the legislation,” Eli Lilly and Company spokeswoman Janice Chavers said via email. “One of our long-held values is respect for people, and that value factors strongly into our position. We want all our current and future employees to feel welcome where they live. We certainly understand the implications this legislation has on our ability to attract and retain employees. As we recruit, we are searching for top talent all over the world. We need people who will help find cures for such devastating diseases as cancer and Alzheimer’s. Many of those individuals won’t want to come to a state with laws that discriminate.”

Disciples of Christ

The entire Christian denomination sent a letter saying that “…The recent passage in the state legislature of the RFRA bill is distressing to us. It is causing us to reconsider our decision to hold our 2017 gathering in Indianapolis.”

Gen Con

The comics and gaming convention threatened to move its annual event out of Indiana over the law. “Legislation that could allow for refusal of service or discrimination against our attendees will have a direct negative impact on the state’s economy and will factor into our decision-making on hosting the convention in the state of Indiana in future years,” wrote Gen Con’s Chief Executive Adrian Swartout.

White House

On Friday, White House spokesman Josh Earnest said, “I have seen that there are a number of private businesses and nonprofit organizations that have said that the signing of this law prompts them to reconsider doing business in the state of Indiana. All those business and some of those who are considering having conventions in Indiana have raised concerns about whether all of their employees can count on being treated fairly in Indiana.”

“I think that is a testament to the kind of reaction I think a lot of people all across the country had, which is that the signing of the bill doesn’t seem like it’s a step in the direction of equality and justice and liberty for all Americans,” he said. “Again, that’s not just the view of the administration, I know that’s the view of the Republican mayor of Indianapolis and a whole host of nonprofit and private sector companies who have legitimate concerns about the impact of this legislation.”


At work, we may be exposed to hazards that cause illnesses and we may carry out activities that result in serious injuries. Each type of work may expose us to different hazards. ergo_controlhazards_fig1

We need to ask ourselves:


  • How does the work I do affect my health?
  • What should I do to protect my health?


In effort to reduce the exposure to hazards a control of hazards was created. Please see the below information provided that is used to control hazards, which is an effective way to reduce work place related injuries.



Solutions to Control Hazards


Type of Control Workplace Examples
Engineering Control

Implement physical change to the workplace, which eliminates and reduces the hazard on the job/task.

· Position a work table to eliminate a long/excessive reach and enable working in neutral postures.

· Install diverters on conveyors to direct material towards the works to eliminate excessive leaning or reaching.

Administrative & Work Practice Control

Establish efficient processes and procedures.

· Staff “floaters” to provide periodic break between scheduled breaks.

· Establish a job rotation system where employees rotate job duties and are able to use different muscle groups.

Personal Protective Equipment

Use protection to reduce exposure to ergonomics-related risk factors.

 · Wear thermal gloves to help with cold conditions while maintaining the ability to grasp items easily.
(Ribbon Cutting Ceremony for our new Greensburg Location)

Exciting news for both Greensburg and New Albany.  We most recently completed our office renovation in New Albany, IN.  We are located at 3211 Grant Line Road, New Albany, IN 47150.  Please come by to visit and see what job opportunities we have for the New Albany area.

In Greensburg we most recently partnered with Hitachi Powdered Metals to become their provider of labor for the upcoming years.  We have multiple opportunities for job seekers, so come visit us at 1903 North Greensburg Crossing, Greensburg, IN 47240 or visit us online at
  1. Friends not Clients – Research by McGraw-Hill into why retailers lost customers showed that 68% went elsewhere because of indifference or the attitude of their salesforce. Only 14% went because they were dissatisfied with the product or service and only 9% went to the competition. Your customers will remain loyal if you pay them attention.
  2. When to communicate. – Those who communicate most do better than those who do it least. Do not worry about talking to customers too often. Worry about being a bore. Talk whenever you have something you think will be of interest.
  3. Network – Find producers in other areas such as insurance and financial services that would make valuable partners, and ask them to send out a letter to any clients they perceive as possibly having a need for the product you sell, mentioning you and your company. Because the referral is coming from a known source, you will see a high level of appointments come from this method.
  4. Relate to the person first. – When you first meet a potential client, make it a goal of talking about anything other than what the appointment is about before starting your presentation. This gives the prospect a chance to personally relate to you first, then as a trusted advisor.
  5. Say “Thank you” – Three must have are Specific, sincere and creative. Rather than just saying “thank you” or using a generic statement like, “thank you for take the time to meet with me,” be specific. In order to offer sincere thanks to clients you need to be a keen observer. Lastly, be creative with a gift.


Be a leader and not just a boss.  We hear all the cliché’s about not just being a boss but be a leader to your team, but how many of your “leaders” really listen?  All boss’s, I believe have the desire to be a great leaders, but what are some simple ways to gain the respect of your team and give them the desire to give 100% each and every day they walk through that door?

To be a leader it’s not about being a friend to your team but being a support system. Sometimes our team members need a shoulder for support or a hand to lift them up.  A leader does not turn their back on their team member if they are in need, you will gain their respect by being available to listen.  Listen to your team don’t just hear them.  Checking your texts, voicemails and emails while they are talking to you is not only rude but will make the team member feel like they are an afterthought.

Give them freedom to make mistakes. It is unrealistic to believe we as leaders can control everything, or that we know it all.  Embrace the team’s knowledge; give them your knowledge, and give them the opportunity to develop processes that work for their specific work style. Leaders cannot do it alone.

Just because you can, doesn’t mean you should. Our teams are not our whipping posts.  If you’re having a bad day, sending an email out may not be the best idea.  You will drive down morale with the click of a button.  Instead, keep it to yourself until you can see more clearly.

It is not the team’s job to adjust to your leadership style, it is your job to adjust to their learning style.  I have an extremely diverse team, not just ethnically or culturally, but age ranges and personalities.  When guiding them through projects or conflict resolution, I put on a different hat for each individual.

To be a great leader it takes a lot of hard work and dedication to be “great”.  But the hard work pays off when you see that 20 year old excel in ways you never thought imaginable or that rough around the edges, anti-social team member take a lead on a project and shine!  It’s all worth it, just be patient with yourself and with your team.


Understanding the US Staffing Industry & Revenue

Many of us have either used or will use the services of a staffing agency during our lifetime to either search for a suitable career, part-time position or to be placed at a temporary job. However we often overlook the business, economic and social impact this one hundred and twenty-four billion ($124 billion dollar in 2012) industry has in the United States and our local community.

According to report published in the Staffing Industry journal conducted by the Addison Group, there are one hundred and five (105) staffing firms in the Unites States that have annual revenue exceeding one hundred million dollars. These one hundred and five staffing firms have approximately 54.1% of the total market share and have combined revenue of over seventy billion ($70 Billion) dollars in the US alone in 2012.

TOP 25

The current state of the US Economic Recovery & the Staffing Industry

Since the end of the Great Recession, which severely impacted the US and Global economy, things have turned around slowly. The US economy has been steadily expanding for more than five years. Many critics say that the economic recovery was extremely sluggish because it took the about five years to recover all the jobs that were lost during the course of the eighteen (18) month long the recession and slowdown.  Labor force participation is at the lowest it has been in decades, yet the employment rate has declined to the previous normal levels.

The staffing and recruiting industry on the other hand has shown tremendous resilience during this recovery period.  The industry saw an unprecedented growth during this time unlike any other recovery period.  The Great Recession which was determined to be the worse blow to the US and global economy since World War II lasted eighteen months, whereas all the other ten (10) recessions since the World War II lasted only ten (10) months.

In our next segment we will analyze the factors and variables that led to the speedy and robust recovery of the Staffing and Recruiting industry and why it fared so much better than the overall economy.



  • Staffing Industry Analysts, Timothy Landhuis, Research Analyst at the Addison Group June 27, 2013



Servant leadership is about making the world a better place as its objectives are focused on the greater good. The role of a servant leader is to help people achieve goals and make a difference in the lives of their people while impacting their organization.

The concept of servant leadership is broken down into two different types: strategic leadership and operational leadership. These two types of leadership are the strengths that make servant leadership whole. Strategic leadership establishes a clear vision, maintains values with that vision, and declares strategic imperatives that the organization needs to accomplish. Strategic leadership is about vision and the role of the direction aspect of leadership as it relates to servant leadership. Operational leadership is everything else. It includes procedures, policies, leader behaviors, or the “how” for the organization. Operational leadership is the implementation of the servant part of servant leadership.

Another positive impact of servant leadership is that it familiarizes with called leaders. Called people have servant hearts. They understand that their position is to shepherd everyone and everything that comes their way. They love feedback and understand that the only reason they are leading is to serve. Called leaders want to develop others and bring out the best in them. Servant leadership is also about choice. In today’s economy, people are looking for a deeper purpose in life and for principles that work. Servant leadership does work and is motivating to employees as they know they are being led from the heart rather than self-serving antics of their leader.

Demonstrated strengths with regard to the “servant leadership” is presented in the book Leading at a Higher Level.  The applications for transferring the skills to everyday business practices are immense as they are relevant to how managers do and should lead their employees.

With the “strategic and operational” concepts being identified by the author, a leader must ensure their organizations know how, where, and why they are moving in a specific direction.  It is a leader’s responsibility to ensure these concepts are applied to a company’s short term and long term planning.  Without leaders being thoughtful in these areas, there is no purpose or direction.

Most leaders obtain their positions because of their drive and high level of achievement.  It is important that as a manager is provided with opportunities to guide others that they are aware of the significance of their actions.  Is the leader modeling behavior that is encouraging to their employees like praising a job well done as “called leader” would do?  Does the manager represent the company’s mission and vision through actions and deeds like someone who is in a leadership position by “choice”?  These are some of the questions a manager must ask themselves and the concepts they must apply as they strive to be “servant leaders”.



Come join us for the GRAND OPENING of our new Greensburg Office location.  We are moving into a newly renovated space at 1903 N Greensburg Crossing, Greensburg, IN 47240.

We will be holding a ribbon cutting event on February 5th at 11:00 am.  There will be drinks, snacks, and an opportunity to tour our new office. This new location will allow us to better serve our customer base and employees.  We are doubling our square footage and streamlining the recruiting process.  We are excited about our growth within the Greensburg community and are looking for great partnerships in the upcoming years.