Rising healthcare benefit costs are a significant concern to employers. Poor health habits and unnecessary medical care costs consume portions of our company resources as well as the employee paycheck. This epidemic is placing a huge burden on our healthcare system, economy, and rippling down to our own companies.

What can employers do to curb these costs? An investment in employees’ health may lower healthcare costs or slow the increasing rate. There are many varieties of worksite wellness programs available and creating a work environment that supports and encourages good health is a great start! Essentially, worksite wellness programs encourage employees and their families by promoting healthy lifestyles. Programs focus on changing your ways to prevent the onset of illness or worsening of a diseases and adopting a way of life that is healthier.

While some corporations have started very expansive worksite wellness programs, others have attained savings or increased productivity with a few relatively easy initiatives that promote healthy behaviors. Ideas range from onsite gyms to simple worksite wellness newsletters to health education classes to subsidizing use of fitness facilities. Getting started is what matters the most.

A program shouldn’t only encourage employees with physical health risk factors to make changes; programs can be designed to help individuals seek help for mental health programs that will ultimately improve their full quality of life.

My company, C&A Industries, realizes the importance of employee health and wellbeing. C&A uses various methods to promote healthy lifestyles that are not only cost effective, but fun and well attended. Some healthy programs include:

• Weight Watchers at Work
• Stall Street Journal (posted in bathroom stalls-featuring various articles pertaining to diet, exercise, food)
• Weigh to Goal Contest (employees weigh in weekly and compete for the highest weight loss)
• Lunch and Learn sessions (topics include dieticians and fitness experts)
• Cholesterol screening, blood drives, flu shots, and health fairs
• Great American Smoke Out information event
• Breast Cancer awareness (having employees purchase ribbons)
• Blacking out the vending machines/substitute a healthy snack
• Sponsorship of the Corporate Cup and Corporate Cycling Challenge
• C&A also has a site dedicated on its Intranet called AurHealth promoting wellness and health. There are great recipes and tips for everyone to read
• AND we currently hold the “Gold” level Well Workplace Award

What does this all mean to an employer? Statistics show that employees spend 36 percent of their total waking hours at work. Therefore, employees spend more time in the work setting than any other setting in an average day. Studies have shown that worksite wellness programs are more likely to:

• Attract better employees and enhance your organization’s image
• Reduce absenteeism and time lost
• Improve on the job performance/decision making skills
• Increase employee morale which affects productivity and retention
• Decrease healthcare costs

To initiate a wellness program at your company, there are a number of Web sites that provide wellness information. One of those sites is through a company named WELCOA (The Wellness Councils of America). They offer a step-by-step process for initiating a wellness program using its Seven Benchmarks of Success. Visit www.welcoa.org for more information.

So what are you waiting for? Start a worksite wellness program today!

Celebrity Staff Account Manager Karla Keegan-Smith

About the Author Karla Keegan-Smith, Celebrity Staff Account Manager
Karla began working for Celebrity Staff in 2009 as a recruiter; 2011 marks her eleventh year in the staffing and recruiting industry. She has worked in several large cities throughout her career and secured business in a wide variety of industries ranging from call centers, banking, manufacturing, mortgage, utilities, real estate, medical, and many more! Karla has helped countless people find rewarding careers and is responsible for cultivating new business.

Originally from Green Bay, Wisconsin, Karla graduated with a Bachelor of Science in Human Development with a minor in music. She is a member of Human Resources Association of the Midlands (HRAM) and is on the HRAM media relations committee. She is also a member of the Greater Omaha Chamber of Commerce.

Outside of work, Karla stays busy with her two children, traveling, and spending time with good friends. She is passionate about helping people and her community.

Susie is always late. Bob talks too much. Joe makes a lot of mistakes and no one does anything about it. Anne uses her cell phone even though it is against policy. The complaints go on and on . . . and on and on. It’s easy to find problems and fault, isn’t it?

Take a closer look at the complaints listed above. What do you notice? They are all about someone else. Do we have power over anyone else? Last time I checked, the only person I can really control is myself. Unless you have learned how to waive your hand in the air like a Jedi Master and say, “you will be at work on time,” and the other person says, “I will be at work on time” then we need to step back and examine who we can really control. The only person is you. (Yes, that’s a Star Wars reference for those of you who just read that twice.)

What do your coworkers say about you? Can you be on time every day, or not take a few extra minutes at lunch every once and awhile? What about your work performance? It’s easy to complain about someone else, but not so easy to look in the mirror and examine your own flaws or areas for improvement. If you can practice asking yourself, “What can I do to improve?” and focus on yourself instead of others, you would be surprised at how you can change your attitude and performance. The possibilities are endless.

Forget about everyone else. Stop worrying if your manager is taking care of those issues and complaints that plagued you before. To be blunt, mind your own business. Turn the other cheek. Rise to the occasion. Or better yet, look in the mirror and wave your hand as you say to yourself, “I will not concern myself with anyone other than myself today.” Jedi mind tricks can work on you, too. It’s all in the power of self-talk and choice.

Choose wisely, young Jedi and may the force be with you.  

Patty North, Celebrity Staff Regional Manager

About the Author Patty North, CPC, SPHR, Celebrity Staff Regional Manager
As the regional manager of Celebrity Staff, a leading staffing and recruitment firm, Patty North has assisted organizations across a four-state region with the development and implementation of best practice strategies in the areas of talent acquisition and talent management. Her collective insight and expertise on workforce planning, garnered from her 16 years in the staffing industry, has enabled clients ranging from small businesses to Fortune 500 corporations to improve performance and gain a competitive advantage in their respective markets. Celebrity Staff is based in Omaha, Nebraska with offices located in Lincoln, Nebraska and Kansas City, Missouri.

In addition, Patty is a Certified Personnel Consultant has her Senior Professional in Human Resources Certification. She has a Bachelor of Sciences in Human Resources and Family Sciences.

In the business world, the turn around means many of us who were forced to reduce staff or leave vacant positions unfilled the last two years will need to add employees to our staff. Some may be ready to begin expansion plans and hire key staff needed to grow. Others may see that their current staff does not possess the skills their business needs in these changed times. Whatever the reason, many of you will hire someone this year and trust me, that is good news! Now ask yourself, are you ready? 

When is the last time you conducted an interview? Hiring mistakes can be costly and there’s nothing worse than making a job offer to a candidate and it being turned down. Make the time to prepare for your upcoming interviews and sharpen your skills so when you have the right person you want to hire, they say yes! 

Watch my free, one hour webinar recording Moving Forward During the Turn Around and explore quick and easy ways to review position expectations, gather ideas to help you establish a hiring process that is consistent, get interview questions to incorporate, and review common interview pitfalls to avoid. 

Patty North, Celebrity Staff Regional Manager

About Patty North, CPC, SPHR
As the regional manager of Celebrity Staff, a leading staffing and recruitment firm, Patty North has assisted organizations across a four-state region with the development and implementation of best practice strategies in the areas of talent acquisition and talent management. Her collective insight and expertise on workforce planning, garnered from her 16 years in the staffing industry, has enabled clients ranging from small businesses to Fortune 500 corporations to improve performance and gain a competitive advantage in their respective markets. Celebrity Staff is based in Omaha, Nebraska with offices located in Lincoln, Nebraska and Kansas City, Missouri.

The majority of my assumptions about what they do were quickly proven wrong. As much as I think I understand the generalities of an organization, I simply base it off previous experiences, educated guesses, or hearsay. None of that screams factual.

Even before I started with Celebrity more than five years ago, I assumed I knew how staffing firms worked. They were put in place to immediately find people jobs. But of course, not every agency is structured that way, including Celebrity. Here are some common misconceptions about our company and further clarification on how we actually operate.

“Why won’t you tell me the name of the company? Is it a real company?”
Yes. The opportunities we post, present, and work are all real and legit. Put simply, we work with all parties on a confidential basis. There are candidates we represent who are currently working; they don’t want their current/previous employers to know they are looking to make a change, or for a variety of other reasons they wish to keep their job search private. The same holds true for our client companies. Some are making a replacement, reorganizing departments, handling medical leaves, or have an opening for which they don’t want hundreds of responses. While we may not be able to give out the company name when we initially talk to you, rest assured, it is a real opportunity and we will go into full disclosure before you interview with them.

“I’ve been working with you for three weeks, why haven’t you found me anything yet?”
Are you truly working with us? There can be many reasons why a candidate hasn’t been placed by x-amount of days, weeks, etc. Our hope is that everyone we represent finds their dream career through Celebrity, on their own or even (gasp!) with another staffing firm. However, that’s not always the case. Sometimes the positions we are recruiting for may require certifications, degrees, experience, or a skill set you’re simply not qualified for. Other times, the opportunity may be out of your preferred salary, length of commute, advancement opportunities, desired day-to-day duties or several other knock-out-factors. Again, we work with you to not only present positions you are qualified for, but also ones we think you’ll be interested in. The more flexible you are with your career pre-requisites, in general, the quicker the placement process. Also, if you feel it’s been awhile since we’ve communicated or there’s a position you are interested in learning more about, give us a call.

“Don’t worry. I wouldn’t have done that/dressed this way/said that in an actual interview”
Then why are you doing that with me? Our clients hire us to do the initial pre-screening for them. The way you act with me is how I assume you will act in front of them. This includes tardiness, cell phone usage, attire/appearance, communication, eye contact, attitude, and overall professionalism. While there is no cost to you to be evaluated and represented by Celebrity, we are paid by our clients to only submit candidates worth their time. I’m not damaging my relationship with a client, just because I met with you. You are not entitled an introduction with them. You only get one chance to make a good first impression. For our clients, the first impression begins (and sometimes ends) with me. Come to our interview prepared and ready to set yourself apart from the hundreds of other candidates we’ve spoken with. If nothing else, it’ll be great practice.

Our mission is to be the staffing provider of choice by helping people and companies achieve their goals. That is our actual mission statement found on the back of every business card, on our websites, and on every mouse pad in each of our offices. We not only believe it – we live it. Unfortunately, that sometimes means being the bearer of bad news and telling people what they don’t want to hear. While we’d love to help everyone who reaches out to us, it’s unrealistic. If you do work with Celebrity or another reputable firm, keep in mind it’s a process and a partnership. Don’t assume you know how the process works – ask questions! With your next career at stake, you owe it to yourself to ensure you have the right people in your corner. Who knows, a staffing firm could be one of them.

Brad Lewis, Celebrity Staff Kansas City Branch Manager

About the Author, Brad Lewis

Brad joined Celebrity in 2005 and currently serves as Branch Manager for Celebrity’s Kansas City branch office. Prior to joining Celebrity Staff, Brad was a business consultant in the communications industry for five years working specifically in the Kansas and Missouri districts. As branch manager, Brad concentrates on ensuring excellence in the overall operations of the Kansas City branch for both clients and employees. Outside the office, Brad enjoys spending quality time with his wife and their family.

The kiss is not an easy one to achieve, however. To get to the stone, first you must climb up the steps of the ruins of the castle, ascent to the castle’s peak, then lean over backwards on the parapet’s edge. There is always an assistant to help you lean backward as there is definitely a real risk. Once upon a time, visitors had to be held by the ankles and lowered head first over to reach the stone. Today, they are more cautious and have you hold onto an iron railing while leaning backward. The Stone itself is still set in the wall below the overhang. It is said that the prize bestowed upon kissers is the gift of eloquence or the gift of gab.

This experience was one that I will never forget, but it had me thinking about the truth in its powers. Could there be such a thing as giving someone the gift of eloquence; is that even possible? Or perhaps, is the gift of gab learned or within us as we grow up and develop into adults?

I am a recruiter and have been for the past 11 years. I talk to people for a living and find out about their interests, desires, and needs pertaining to work and employment. I love what I do and wouldn’t be doing it if I genuinely didn’t enjoy the interaction involved. Some days I struggle as I can’t help everyone, but the ones I can help make my job rewarding and fulfilling.

I believe that there is something to be said about being born with the gift of gab versus having it bestowed upon us. My father was in international sales and my mother worked in the student life office at a local college. I think I was destined to work with people based off of my parents’ professions alone. Although it took me a bit of soul searching to discover this work, once I did I was hooked!

A previous boss of mine once told me that I sell and work with a flawed commodity. I agree with her that when we work with people as our product, it becomes difficult to predict everything that could happen. It can also be a bit cloudy to judge the best candidate as no two people have the same experiences or skills.

There is not an exact science to selling or delivering the goods when dealing with people. What if the scope of the position changes? What if the candidate decides they don’t like the job? What happens if two of the people working together just don’t get along? So many variables play into making a solid match of candidate to employer.

In these situations, I have discovered that visiting the clients face-to-face and understanding their needs first hand help overcome a lot of these challenges. Seeing and observing the environment in which my candidate will work allows me the opportunity to select the right person based on what their daily surroundings will be. But the real importance comes by asking the right questions.

Questions I have found to be very important include the following:

• Describe a person that has been successful in this role?
• What made this person a success?
• What is driving your need for someone?
• What are your expectations of this person?
• What have been your challenges or frustrations?

In interviewing candidates, I ask questions ranging from describing their previous experience, education, personality, and what they are looking for at this point in their life. The KEY is all about asking the right questions to both the clients and the candidates.

I often ask my candidates to take a step back and look at themselves from the outside in. I ask them to review their background and qualifications rather than just look for the next best thing. I tell my clients to look at their open positions in the same light. I tell clients to really evaluate what they need and what expectations they are looking to achieve – no bull$h*t.

Having the ability to articulate your needs and wants when it comes to employment and staffing is more than just having the gift of gab. It takes a genuine, concentrated effort to reflect on goals and analyze what you want. More often than not, it will help lead you down the path of finding happiness and success for both parties involved.  

Celebrity Staff Account Manager Karla Keegan-Smith

About the Author Karla Keegan-Smith

Karla began working for Celebrity Staff in 2009 as an account manager; 2011 marks her eleventh year in the staffing and recruiting industry. She has worked in several large cities throughout her career and secured business in a wide variety of industries ranging from call centers, banking, manufacturing, mortgage, utilities, real estate, medical, and many more! Karla has helped countless people find rewarding careers and is responsible for cultivating new business.

Originally from Green Bay, Wisconsin, Karla graduated with a Bachelor of Science in Human Development with a minor in music. She is a member of Human Resources Association of the Midlands (HRAM) and is on the HRAM media relations committee. She is also a member of the Greater Omaha Chamber of Commerce.

Outside of work, Karla stays busy with her two children, traveling, and spending time with good friends. She is passionate about helping people and her community.

The annual initiative, sponsored by the Greater Omaha Chamber of Commerce and Baird Holm, recognizes a select number of companies based on the results of surveys which measure employee satisfaction and engagement.  C&A has been named in the category of organizations with more than 250 employees.

“To once again be recognized as among Omaha’s best serves as yet another affirmation of the fantastic people who work at C&A.  Our employees make it one of the finest companies to work for and a national leader in the markets we serve,” said Scot Thompson, Chief Executive Officer.  “This award is not only an honor for our organization, but also for each employee who has helped to make C&A what it is today.  Thanks to their passion, effort, and dedication, we’ve achieved incredible growth and success – and our future is even more exciting.”

C&A will be recognized along with other Best Places to Work recipients during a luncheon on May 5, 2011.

C&A is a national leader in staffing and recruiting.  Through its affiliate firms, Celebrity Staff, Aureus Medical Group, Aureus Group, and AurStaff, C&A has provided Human Capital Management Solutions to a wide variety of industries for more than 40 years, including supplemental, contract-hire, and direct hire programs. Non-staffing divisions of C&A include AurTravel, a full service travel agency; AurHomes, specializing in corporate housing; FocusOne Solutions, a managed services provider; and its philanthropic arms, The Kim Foundation and Career OutReach. C&A is headquartered in Omaha, Nebraska, with subsidiary offices located in Lincoln and Omaha, Nebraska; Kansas City, Missouri; and Des Moines, Iowa.

You may be wondering why I am comparing sales numbers with looking for a new career.  Let me explain. The more time you spend working on finding a new career, the greater the chance of landing the job you have wanted so badly. Some of you have been told no numerous times when applying for positions and interviewing. What do you need on your side? Maybe a little luck, but you also need to be busy sending out resumes, polishing your interviewing skills, networking, and spending time researching companies.

Have you heard of the saying, activity breeds activity?  It’s another saying in the sales world, but I think it applies when you’re looking for a new career. You need to invest your time and create activity with your job search. Many experts believe that looking for a job is a full-time job itself.

Here are some tips to assist you in your job search.

• If you’re currently employed, you should block out time each day to conduct your search, for example during lunch.
• If you’re unemployed, you should invest your time each day as if you’re going to work. 
• Use your time wisely when looking for a new job. Do research on employers and positions rather than sending out your resume to as many companies as possible.
• Reach out to your contacts and network. Many companies hire by word of mouth. For example at Celebrity Staff, we love referrals!
• Take the time to prepare for your interview.  Again, do research on the company and utilize websites such as www.celebritystaff.com for helpful interview tips.
• Last but certainly not least, utilize recruiting and staffing services. According to the American Staffing Association’s website, more than 90% of companies in the US use staffing firms. Many of these firms conduct confidential searches for positions that are never posted by a company. If you’re one of the lucky and currently have a job, recruiters can assist you when you don’t have time to do research or look for a position. If you’re open to working in a contract or temporary position, the ASA reports that companies hire on almost 40% of those employed in a temporary position.

Here’s to a great month of job hunting and having a little bit of luck on your side! As Seneca, the Roman philosopher once stated, “Luck is what happens when preparation meets opportunity.”

Elizabeth Meyer Ambri, Celebrity Staff Lincoln Branch Manager

About the Author, Elizabeth Ambri
Elizabeth Meyer Ambri has worked for Celebrity Staff since 2003. She was hired as an account manager and since then she has been promoted several times to her current position of branch manager. Elizabeth is responsible for cultivating new business, servicing her customers and the overall operations of the Lincoln branch. Elizabeth has a master’s degree in human resources, a bachelor’s degree in criminal justice and psychology and is working toward a CPC. Off the clock she enjoys spending time with her husband and their family. Elizabeth also enjoys hiking, biking and playing golf.

Technology isn’t the only thing that has evolved. Sure, in home entertainment, we’ve gone from Beta to VHS to Laserdisc to DVD to HDDVD and now Blu-Ray. According to Mr. Darwin, Humanity started with an amoeba-based life form crawling out of ooze to a non-Geico caveman to the proud homosapian race you see today. In music, one of the most successful artists ever, Madonna, has seen her genre evolve from being the “Queen of Pop” to singing Broadway musicals to mastering techno/house music to currently working with some of the top hip-hop producers and performers during her 30 year career. Even Madonna had to learn that to stay relevant, you have to change with the times – and improve.

However, throughout the recession I’ve seen many companies fail to apply this mantra to business. They’ve stayed with the same staff in place, hoping to patch holes and weather the storm. Rather than explore departments, areas or individuals they can improve, many companies have simply crossed their fingers and hoped for the best. Meanwhile, their competitors’ top employees have become more agile than ever. New skills, market share, energy, and ideas all can come from evaluating and upgrading current staff.

Accenture, a global management consulting firm, recently conducted a survey of hiring managers asking whether they felt they had the quality of talent needed to be successful; only 25% said they did. They also surveyed 47 corporate recruiters that handled a combined 27,000 hires that year. Accenture asked how many of those recruiters felt that at least 1 in 5 of their hires were “A-list performers”; 0% said they did. Let’s review that again: ZERO of 47 recruiters felt that at least 20% of their total hires in a year were top performers, while hiring managers indicated that they felt they DON’T have the quality talent needed to be successful. Here’s hoping your company wasn’t one of those surveyed.

Take a minute to evaluate your employees. What are your top business goals for 2011? Who are your top performers and what qualities or strengths do they share? Where can you improve? Can you afford to pass up the opportunity to add an “A-list performer”? Evolution isn’t necessarily about subtraction; you just have to be open to change. In other words, “Bieber 6G fever” awaits, but I continue to scratch my head as I hear those same companies ask, “What’s a Bieber?”

Brad Lewis, Celebrity Staff Kansas City Branch Manager

About the Author, Brad Lewis
Brad joined Celebrity in 2005 and currently serves as Branch Manager for Celebrity’s Kansas City branch office. Prior to joining Celebrity Staff, Brad was a business consultant in the communications industry for five years working specifically in the Kansas and Missouri districts. As branch manager, Brad concentrates on ensuring excellence in the overall operations of the Kansas City branch for both clients and employees. Outside the office, Brad enjoys spending quality time with his wife and their family.

In my new position I have seen many occasions where using a staffing company would have made life easier for employers!

Recruiting – Pre-Screening
A staffing company puts prospective employees through a rigid screening process. This is what we do – we screen, interview, and test for skills. We do it all day, every day. Our experience helps us find top quality candidates. 

Hiring – Avoiding Hiring Mistakes
As a hiring manager we have all experienced the prospective employee who sold us a bill of goods in the interview, started their job, and then did NOT perform how you thought they would. Those hiring mistakes are very costly. Think of the costs of starting over again from recruiting, interviewing, and training; not to mention you hired someone because you needed to fill a position, so it going unfilled is costing you lost production time or even sales. How much more does it cost to leave that position unfilled for the next month or so while you recruit, interview and train?

Temporary Staffing — Peak Season & Special Project
I worked in an industry where 75 percent of our business was done in the first quarter of the year. We were so busy there was no way we could handle all of the business coming in our door. If we would have had appropriate staffing during this time of year, I’m sure I could have doubled my sales.  However, the profit margin was so low, we couldn’t afford to hire an employee — what would they do during the slow season? Temporary staffing would have been perfect answer. During our peak season we could have had someone to answer the phones, handle paperwork, mail brochures, and process payments allowing the rest of the staff to focus on sales. Money in the bank! 

Temporary Staffing  — Emergency Leave
We’ve all worked through leaves of absence whether it’s an extended vacation, medical leave, military duty, or jury duty. Companies these days work with the minimum staff possible, but how can a business function efficiently with one more person out on an extended leave? Many companies have existing employees cover the duties, but is this the best option? When dealing with FMLA, maternity, vacation, military, jury duty and the like, temporary staffing offers a flexible solution to cover staff shortages. A staffing company has talented employees who love working in temporary positions.

Although I’m new to the staffing industry, it’s already clear to see how using a staffing and recruiting firm can benefit an employer. From avoiding costly hiring mistakes to covering staff shortages during times of need, using a staffing agency can do a lot to keep employers happy and whether it’s booking a vacation for someone or helping keep a business running efficiently, making customers happy is what I do best!

Kim Roche, Celebrity Staff Account Manager

About the Author Kim Roche

Kim Roche serves as Account Manager at Celebrity Staff, a leading staffing and recruiting firm. Prior to joining Celebrity Staff, Kim spent over 20 years of in the travel industry, including 13 spent in sales, management, recruiting, and training capacities. Kim holds numerous travel designations and certifications and has spent many years networking in the Omaha community. She is an active member of Omaha Chamber of Commerce, Western Douglas County Chamber of Commerce, and Center Sphere.