Okay I Really Do Hate Employment Agencies

I just do.

You want a good job, one that you can handle, can learn to be good at, and to not have to worry about if you are going to last through the next 90 days.

You walk into the typical "employment agency" or "temp firm" and spend hours filling out paperwork. The "recruiter" you wind up talking with talks AT YOU, not with you. Then hands you a sheet of paper with a company name, address and a person to talk with about a job.

That's it. Lotsa luck!

There IS IN FACT a better way. Where people care about you, not just the revenue they will
get having you work somewhere.

This better way includes coaching, being your best representative and helping you navigate all
the stumbling blocks of a new job. They help you make it A Better Job.

The goal is A BETTER LIFE.

Want to know how? (It's free)

Call 216-823-5900
or send your info to
ras@thegreatworkplace.com

Champion Personnel System. Established 1964
5 Local Offices.
Flexible Talent Acquisition and Talent Management

Most Recent

Stop Week-One Quits: How We Turn New Hires Into Keepers

Posted By Champion
October 13, 2026 Category: General

Twelve percent of new hires are already eyeing the exit before the first week ends. You feel it when someone trains for two days and disappears at lunch. We have seen it for over 60 years, and we have learned that most week-one quits do not come from a lack of skill. They happen when expectations do not match reality. At Champion Personnel, we help employers fix that gap. Kyle Wells from our team has led countless client engagements to improve first-week retention and build steady 30, 60, and 90 day momentum. Here is how we approach it and how you can start improving results right now. The Real Reason People Quit in Week One The number one driver is surprises. When a job looks different on day one than it did during hiring, trust breaks. If the facility is hot in summer, if demand peaks mean occasional late stays, if the dock gets tense when trucks stack up, hiding those truths only increases churn. When candidates see the real environment and know the plan to succeed, they commit. When they do not, they leave. Set Expectations Before Day One We do not “sell” jobs. We tell the truth so people can make an informed choice. That alone reduces week-one turnover. Give a real job preview. Schedule a facility tour, show the exact work area, and let candidates meet the team. Walk through day one in detail. Where to park, who greets them, what to wear, how breaks work, and what the first shift looks like. Share the 30, 60, 90 day roadmap. Define early milestones,

Pay Rates, Shifts, Overtime, and Benefits: What You Can Expect With Champion Personnel

Posted By Champion
October 13, 2026 Category: General

Picture this: you start a new role expecting 50 hours per week, but the site is steady at 40. That extra 10 hours of overtime you counted on vanishes, and your paycheck feels the difference. We see this happen when expectations are not aligned. I am Kyle Wells from Champion Personnel, and our mission is to help you avoid surprises and plan your work life with clarity. The Problem We Solve Job seekers often ask us how pay rates are determined, who sets shifts, whether overtime is available, and when benefits kick in. The short answer is that our hiring clients make those decisions. The long answer is where we come in. We bring transparency, advocate when we can, and help you build a realistic plan for a better job and a better life. Pay Rates: Who Decides and How We Advocate Our clients set the pay rate. They may use pay scales or ranges based on the role, skills, and market. We advocate for you when a higher tier may be justified, but the final wage is determined by the hiring company. We are not assessing your worth. We are clarifying what the market will pay for a specific opportunity so you can make an informed choice. Our goal is to help you earn as much as possible by matching your potential to the right opening and illuminating the realities of the job market. Shifts, Training Schedules, and Work Sites Shifts and training often depend on how a site brings new employees up to speed. You may need to train on a different shift than your

Why Your Job Posting Is the Real Reason No One Applies

Posted By Champion
October 13, 2026 Category: General

You refresh your applicant tracking system for the third time today. Still no qualified candidates. The role is solid, the company is great, and you even boosted the ad. So why is your pipeline dry? Because the job posting itself is turning people away. At Champion Personnel, we see it daily. Smart teams undersell roles with vague pay, bloated requirements, and job titles no one is actually searching for. The good news is you can fix this fast. Here is exactly how we guide clients to stronger application volume, higher quality candidates, and better retention, led by insights from our own Kyle Wells. Put the Pay in the Post If you are not listing pay, you are already losing. There is no strategic upside to withholding salary information. Job ads that include pay earn five times more impressions and convert more applicants. Candidates are choosing transparency. So is every job board algorithm. If you are worried about posting pay because internal employees make less for the same role, that is a compensation problem, not a job ad problem. Address internal equity first. Then go to market confidently. Separate Must Haves From Teachables Most job descriptions read like wish lists. That hurts you twice. You shrink the qualified pool and you pay for more unqualified clicks. Do this instead: Define the critical must-have skills for the role Identify which skills can be taught within 30, 60, or 90 days Align your expectations with your training capacity If your budget sup

Okay I Really Do Hate Employment Agencies

I just do.

Join Champion Personnel's Refer-a-Friend Program and Earn $100

Stop Week-One Quits: How We Turn New Hires Into Keepers

Pay Rates, Shifts, Overtime, and Benefits: What You Can Expect With Champion Personnel

Why Your Job Posting Is the Real Reason No One Applies

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