A Shared Purpose for Your Workforce

A shared purpose for your workforceStabilize a more productive workforce.

You can. Champion can. Working together.

Even in today’s economy with good people hard to find, and a lack of personal accountability being at the worst in 50 years.

No marketing and sales baloney; Champion uses an ISO-based quality system to direct and track our collaborative efforts to accomplish your workforce goals…whether you are hiring one or 250 people.

It is NOT easy. But it can reduce your costs, increase your customer satisfaction and increase your bottom line. It will reduce hiring anxiety, increase productivity and increase your ability to retain the people you want.

HOW?

I’ll take a “behind the scenes” complex system (Hiring With Purpose ®) and make it simple: Most of the hard work is done by Champion’s collaborative professional staff in multiple offices with a combined expertise of over 300 years. You will never see this. Only the results:

* Understanding each position thoroughly and the success requirements that go with it. We don’t accept loosely written job descriptions. We ask questions and analyze each job and the context.

* We see each job, the environment, and the current staff. We compare what we see and learn to the 12,000 + clients we have successfully serviced and give you our market-place assessment.

* Champion asks all the tough questions about why good people would want to work and stay there. We give you feedback and comparisons.

* We want to know your supervisors and other successful employees.

* We want to know your issues. Don’t hold back. Be open. We can help you define and solve those.

* After 55 years in North East Ohio, over 300 years of staff experience and an ongoing internal training focus, we can say we have expertise in YOUR industry and processes. We are dealing with your competitors.

* We dig into the community of job-seekers and evaluate which ones are right. Over 50% of our successful workers come from other successful workers. Only 1 of 50 job seekers have what we require. The others are referred to community services or our competitors.

* We meet with EVERY job-seeker in person. 100%. No phone-only chats. Each job-seeker is put through a thorough and alarmingly in-depth meeting to evaluate skills and work temperament. It is based in behavioral psychometrics. We ask questions and question those answers way beyond what your staff has been trained to do. Background checks and drug tests are standard, accomplished through professional organizations and labs.

* Each worker is taught about work expectations of today, and YOUR organization in particular. In today’s terminology it is called onboarding. Ours goes far beyond that. It is IMMERSION.

* We have taken the current “walk though” of your facility to a new level. We’ll show you how and why. Our method facilitates proper choice for you and the worker. The typical walk through today is simply a stroll through the park. It used to be called “orientation”.

* Champion MANAGES and Mentors each worker. From day one. We coach, we encourage. We Engage and Lead each worker. We call on the carpet. We repeat expectations. We solve issues and recommend how to connect with each worker. We co-evaluate with you and your managers. We give you feedback.

* As we look for and discover those issues within your organization that (or who) have caused turnover, we recommend solutions. We can bring to your table proven solutions, proven consultants and ongoing continual improvement…for both of us.

* And then we IMPROVE the entire system of working with YOU, continually. To be honest and transparent, NO ONE can be right 100% of the time. You will have turnover. We will have turnover. We will improve it, with you, to become GOOD turnover. Not caustic, not time-wasting. And we do all this 24/7/365. Yes, really.


At our core, we are not a “temp agency”; we do not encourage a “temp mentality” with our workers. The typical agency will say to the worker: “try this job out, if it doesn’t work for you, we’ll get you another one.”

Yes, we do provide short and long-term “contract” workers, but we Mentor and Manage those employees to have a commitment to and take ownership of their work and results.

And yes, we absolutely find and provide staff-level white collar employees on a contract and direct hire/search basis. Over 100,000 times in 55 years.

Want to reduce turnover and hassles?

Don’t work with a “temp agency”.

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Most Recent

Why Would a Qualified Person Want to Work for You?

By Champion Personnel
May 30, 2019 Category: For Employers

START with all the good things, all the bad things, and all the things you are working on within your organization to make it the BEST workplace you can. Write them down. Be honest with yourself and other hiring managers. Then THINK from the perspective of the potential employee: what is that person looking for? The GOOD, the BAD, and the Not there yet factors and influences about being employed by your organization. Here is a rather exhaustive list of items to consider: What is the actual work environment: People, team, supervisor? How difficult, or easy, is the work really? Best days? Worst days? Is there a TEAM? What are the barriers to entry? (What does the team expect? What Maze could they put you through? What is the real training? Who does it? Length? On own? What are the expected results? What new skills will be learned? Describe people who started in the position and have been successful. What traits did they when they started/ do they have now? Describe the company. History?

Why Hourly Workers Can “Walk Off” Jobs

By Champion Personnel
May 24, 2019 Category: Employers, Retention, Hiring, Hourly Worker Mentality

Many Hourly workers give up on jobs and workplaces EARLY into their employment. We can say that they have no old school ethics about keeping their word or about how having too many jobs will affect their longer-term career or stability prospects. And that will be the case, but lets look further into this: Reasons Hourly Workers Walk Out on Jobs: 1) In the first few weeks of employment, new hourly workers have yet to fully understand their place of work. They have yet to attach themselves (connect) to the job, supervisor, other employees and the organizations Mission or Purpose. To MANY hourly workers, it is simply another paycheck until something grabs them in. The new hourly worker will typically approach a new job/workplace with a sense of caution until proven they should jump into the pool. Being burned or disappointed in the past, plus typical media about companies dont care about you are real culprits. 2) The average hourly worker can and will have many OTHER opportunities/ places

Managed Staffing and Shared Development

By Champion Personnel
May 23, 2019 Category: For Employers

Solid workers are getting more difficult to find and keep every day. It seems that our current labor workforce is prone to making an emotional decision on a daily basis to show up and actually work when they want to, if it is convenient. And no one has taught them to have some discipline. Organizations now feel the need to use multiple candidate sources, just to meet with more bodies and sort them out. Human Resource professionals seem to think using A.I. to find the best ones may help to solve the problems. There is a better way. It takes internal adjustments, a long-term look at root causes of turnover, and a controlled system of selection, onboarding, and retention. Very few Human Resource practitioners, operations management and unit managers know how to do this, effectively. Champion can help. First, you must be prepared to FEEL like you are giving up control before you realize you are actually gaining control of hiring, better productivity and the ability to retain the workforce

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