Prospective Clients: Welcome to CHAMPION

What to expect:

Together, our Purpose is to create “a durable commitment to the organization and the work itself” for the Worker.

To Connect, Engage and Collaborate® with the worker and our clients.

Our Purpose is to reduce hiring issues. Increase your workforce productivity. And increase retention.

We are NOT an “Employment Agency”, even though we are here to fill your job/career/opportunity openings.

We don’t slam bodies at jobs/ you:

We interview each potential worker … IN person. This is done by at least one experienced professional. In many cases it can be 3-4 Champion staff. We look for skills, character, culture match and intentions.

We have been thoroughly trained in behavioral evaluations and all the things relentless recruiters find to eliminate the paycheck people from sincere job/ career-seekers.

Champion has a thought-through platform, Hiring With Purpose® designed to reduce hiring issues, increase productivity, increase retention and positively impact your bottom line. It rules our day.

We keep things personal, with you, with the worker, and within our 6 offices in North East Ohio.

Not only during the hiring process, but after each engagement begins.

We are coaches, problem-solvers and advisors.

We are available literally 24/7/365. Yes REALLY. Humans, not machines.

Many employment agencies are attempting to copy us. Go ahead. We only have a 55 year jump on you.

Do different. Than you have been doing. You will see the results.

Ask us how

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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