Vandalia Office Closing

Vandalia Office Closed

Priority Staffing Group opened up our office in Vandalia Illinois in 2014. Now, after several successful years, we’re closing the physical location in Vandalia and continuing our staffing operations in the area by recruiting remotely.

 

Applicants should apply online for positions they’re interested in for the Central Illinois area they will be contacted to schedule their interviews. Everyone is encouraged to continue following the Priority Staffing Group – Central Illinois Facebook page to stay updated on dates for open interviews and hiring events.

 

The phone number, 618-283-9533, is available for calls 24/7 and if there is no answer, a voicemail should be left and the call will be returned as soon as possible.

 

Thank you to everyone who has supported our journey in Central Illinois. We’re excited about the growth we’ll see for Priority Staffing in the coming months!

Fireworks Safety Tipd

Fireworks Safety

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Each July, our country unites in the celebration of our Independence Day. Our tradition of fireworks to celebrate the Fourth of July holiday is exciting, but can also pose serious risks.

The National Safety Council advises everyone to stay away from all consumer fireworks and to only enjoy fireworks at a public display conducted by professionals, but if you choose to celebrate at home or work, remember that fireworks can cause serious burn and eye injuries if not used with extreme care. Start with the basic rules below to help prevent injuries.

Fireworks Safety Checklist:
  • Light fireworks only one at a time, then move back quickly.
  • Never place any part of your body directly over fireworks when lighting the fuse.
  • Never try to re-light or pick up fireworks that have not ignited fully.
  • Never point or throw fireworks at another person.
  • Keep a bucket of water or a garden hose handy in case of fire or other mishaps.
  • Never carry fireworks in a pocket or shoot them off in metal or glass containers.

 

Additionally, OSHA warns employers who have fireworks displays for their employees of the dangers. Some important tips to follow are below.

OSHA’s Display Checklist
  • Verify fire service and EMS units are available and ready to respond.
  • Establish good communications between crew, event sponsor, AHJ, and fire service/EMS units.
  • Maintain crowd control, utilizing monitors and/or barriers.
  • Use all required personal protective equipment especially protection for head, eye, hearing, and foot.
  • Wear long-sleeved and long-legged clothing made of cotton, wool or similar flame-resistant cloth.
  • Avoid placing any portion of your body over mortars when manually igniting them.
  • Monitor weather and crowd conditions to maintain safety.
  • Comply with directions given by the AHJ, spotter(s), or fire/EMS units.
  • Use only flashlights or other nonincendive lighting in firing and ready box areas.

 

Priority Staffing Group wishes everyone a happy and safe Fourth of July!

Nourish HUB Partnership

Priority Staffing Moves into Nourish Food Bank

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Nourish Food Bank

Priority Staffing Group is excited to announce our newest partnership with Nourish Food Bank in Murfreesboro. In addition to our current location on Veterans Parkway, our staff will now occupy a second space located within Nourish’s HUB distribution center to better serve our community members needing employment services.

 

We will be on-site at 1809 Memorial Blvd Murfreesboro, TN 37129 on Tuesdays and Thursdays to take applications and conduct interviews for current and future job openings. We will also be available to assist with resume building and interview coaching upon request. 

 

The distribution center, The Nourish HUB, just opened its doors in September of 2018. The new facility exists to offer critically needed resources, preparation, storage and distribution of food supplies to nonprofits including food banks/pantries, mobile meals programs, shelters, senior and youth food wellness initiatives, and others as appropriate to the hunger relief movement.

 

Visit the Nourish Food Bank website for more information about the incredible work they do in our community.

Want to support them even more? Purchase tickets to benefit the Nourish Food Bank at their upcoming event, Aloha Hanai, a Lei’d Back Luau. The community event is Saturday, June 22nd 6:30 – 9:30 pm.

 

Check out some of our other non-profit partners, like Endure Athletics and Amelia’s Closet.

Cannabis Regulation and Tax Act

Illinois Cannabis Regulation and Tax Act

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On June 4, 2019, the Illinois legislature passed the Cannabis Regulation and Tax Act. In a nutshell, the use of cannabis in Illinois will now become recreational effective January 1, 2020.

Under this act, the General Assembly finds and declares that cannabis should be regulated in a manner similar to alcohol. To the extent that persons, age 21 and older, will have to show proof of age before purchasing cannabis.

When it comes to how we handle this in the workplace as employers however, we still have some rights, unlike other states. The General Assembly declares at the beginning of the “Cannabis Act” that “employee workplace safety shall not be diminished and employer workplace policies shall be interpreted to protect employee safety.”

A snapshot of Sections 10-50 gives us a few guidelines on what we can expect as employers in how to move forward with our enforcement of this new law.

  • Nothing in this Act shall prohibit an employer from adopting reasonable zero tolerance or drug-free workplace policies, or employment policies concerning drug testing, smoking, consumption, storage, or use of cannabis in the workplace or while on-call provided that the policy is applied in a nondiscriminatory manner.
  • Nothing in this Act shall require an employer to permit an employee to be under the influence of or use cannabis in the employer’s workplace or while performing the employee’s job duties or while on call.
  • Nothing in this Act shall limit or prevent an employer from disciplining an employee or terminating the employment of an employee for violating an employer’s employment policies or workplace drug policy.
  • An employer may consider an employee to be impaired or under the influence of cannabis if the employer has a good faith belief that an employee manifests specific, articulable symptoms while working that decrease or lessen the employee’s performance of the duties or tasks of the employee’s job position, including symptoms of the employee’s speech, physical dexterity, agility, coordination, demeanor, irrational or unusual behavior, or negligence or carelessness in operating equipment or machinery; disregard for the safety of the employee or others, or involvement in any accident that results in serious damage to equipment or property; disruption of a production or manufacturing process; or carelessness that results in any injury to the employee or others. If an employer elects to discipline an employee on the basis that the employee is under the influence or impaired by cannabis, the employer must afford the employee a reasonable opportunity to contest the basis of the determination.
  • Nothing in this Act shall be construed to create or imply a cause of action for any person against an employer for:
    • actions, including but not limited to subjecting an employee or applicant to reasonable drug and alcohol testing under the employer’s workplace drug policy, including an employee’s refusal to be tested or to cooperate in testing procedures or disciplining or termination of employment, based on the employer’s good faith belief that an employee used or possessed cannabis in the employer’s workplace or while performing the employee’s job duties or while on call in violation of the employer’s employment policies;
    • actions, including discipline or termination of employment, based on the employer’s good faith belief that an employee was impaired as a result of the use of cannabis, or under the influence of cannabis, while at the employer’s workplace or while performing the employee’s job duties or while on call in violation of the employer’s workplace drug policy; or
    • injury, loss, or liability to a third party if the employer neither knew nor had reason to know that the employee was impaired.
  • Nothing in this Act shall be construed to enhance or diminish protections afforded by any other law, including but not limited to the Compassionate Use of Medical Cannabis Pilot Program Act or the Opioid Alternative Pilot Program.
  • Nothing in this Act shall be construed to interfere with any federal, state, or local restrictions on employment including, but not limited to, the United States Department of Transportation regulation 49 CFR 40.151(e) or impact an employer’s ability to comply with federal or state law or cause 25 it to lose a federal or State contract or funding.

 

So what should we do to prepare for the upcoming change in 2020?

  1. Consider whether or not you will continue to provide a drug-free workplace. If so, will you address with your staff prior to rolling this out?
  2. Evaluate your policies and procedures when it comes to the legalization of marijuana. The policy should clearly state that you are cannabis, drug, and alcohol-free workplace, what the consequences will be of violating this policy as well as how they can contest a cannabis-related disciplinary decision.
  3. While this act does not state specifically that reasonable accommodation must be made, medical marijuana laws might require you to engage in the interactive process.
  4. Train your staff on the signs of impairment and the procedures to follow for reasonable suspicion drug testing and post-accident drug testing.
  5. It’s always wise to consult your attorney to review these policies prior to putting them in place.

 

 

This article (“Article”) is a service made available Priority Staffing Group, Ltd, its partners, affiliates or subsidiaries (“Provider”). This Article provides general information related to the law and is designed to help users safely cope with their own legal needs. This Article does not provide legal advice and the Provider is not a law firm. None of our content writers are lawyers and they also do not provide legal advice. Although we go to great lengths to make sure our information is accurate and useful, we recommend you consult a lawyer if you want legal advice. No attorney-client or confidential relationship exists or will be formed between you and Provider or any of our representatives.

 

Could an RPO Program be Exactly What Your Business Needs?

RPO Programs are taking the business world by storm and becoming one of the most sought after business extensions today.  If you have not considered an RPO Program for your company, you could be falling behind.

Benefits of RPO

 

Let’s start with the basics; what is an RPO Program? RPO stands for Recruitment Process Outsourcing and by definition it is when a company transfers all or part of its recruitment processes to an external service provider. But an RPO is not a one size fits all type of program.  There are so many customizable features that are designed specifically for the client.  The only part of an RPO Program that stands firm in every situation is that it is highly beneficial and cost effective for the partnering company.

 

We know that an RPO Program is flexible and customizable for each company, but how flexible is it really? Great question! An RPO Program can be designed for a long term recruiting solution, seasonal workers, a special 6 month project, a reoccurring project, a new department, or to bulk up an existing department; the options are endless.  More specifically, Priority Staffing Group will design an RPO precisely for you and the needs of your business.

A few great examples of an RPO in action are:

  • Your business landed a new contract and you need a group of employees to start working very quickly in a specific department. (Sales, laborers, nurses, plumbers, electricians, etc.)
  • You want your current employees to focus their time on the bread and butter of the company and decide to turn over the Recruiting and Hiring functions completely to an external vendor
  • You need employees for a short project and need experts to handle the recruiting to have time for your internal team to prepare for the project

What are the major benefits of an RPO?

  • Efficiency and Cost Effective Solutions
    • By streamlining your company’s recruiting process through a Priority RPO, your company will experience an improvement on the overall time-to-fill while simultaneously reducing your cost-per-hire. The access to a greater talent pool allows for better quality applicants and an enhanced speed through the hiring lifecycle.
  • Highest Technology and Resources
    • Priority currently utilizes the industry’s most advanced technology in addition to their unbeatable buying power. Due to our large scale volume, we are able to seize advertising opportunities that would be out of reach for most other companies.
  • Subject Matter Experts at Your Fingertips
    • At Priority’s core, we are recruiters through and through. Our entire focus is recruiting, hiring, and onboarding.  Our RPO program allows you to focus on your core business while we use our knowledge and expertise to overcome your overwhelming hiring needs.
  • Go Big or Go Small
    • If you have a need for seasonal employees, a group of skilled employees for a specific department, a multitude of employees in different areas of expertise for a project, or a long term solution. Priority can make an RPO program as small and precise or as big and inclusive as you see fit.
  • Mitigate Risk
    • Between ever changing employment laws and special circumstances, staying on top of the changes is a full time job in itself to make sure your company is in compliance. By working with Priority’s RPO Program, you can feel secure knowing your hiring process is always in compliance.
  • Strategy and Analytics
    • Partnering with Priority’s RPO Program, you will have access to your Recruiting Specialist and Project Manager at all times. We will have the ability to adjust the talent strategy to expand business growth while tracking the data and statistics necessary to ensure the success of the strategy.  This allows for you and Priority to alter the strategy based on historical trends, diversity, and talent availability if needed. Having this type of advanced insight into the workforce demographics will make a significant impact on your company and the overall ROI.

A Few RPO Customizable Solutions:

  • Short Term Projects (3-9 months)
  • Seasonal Needs
  • Reoccurring Projects
  • Long Term Projects (9 months – 2 years)
  • Long Term Solutions (Ongoing)
  • Department Specific (example: Only Sales Department – All positions)
  • Position Specific (example: Only Customer Service Representatives)
  • Location Specific (example: Only the North Carolina Location)

Overall, a Priority Staffing Group RPO Program can become an extension of your hiring and recruiting functions with a seamless transition.  You will be wishing you had partnered with us sooner. Priority Staffing Group is here to help you get the results you need, today!

Contact Staci Gooden, Director of Client Relations at Staci@PriorityStaffingGroup.com or call 618-969-8299 to set up a demo call.

Could You Be A Passive Candidate?

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Could You Be Looking For a Job And Not Know It?

Are you a passive candidate? Take our quiz below to find out!

https://www.surveymonkey.com/r/PassiveCandidate

 

A Passive Candidate is someone who is not actively searching for a job, but who would not be opposed to changing jobs if the right opportunity was to “Come Along”.

Priority Staffing Group gives you the ability to have a personalized confidential career advancement network at your fingertips without submitting multiple resumes or applications.

Top Five Reasons to add Priority Staffing Group to your “Favorites!”

  • Submitting one resume connects you to 100+ companies!
  • Priority has insight on jobs before they hit the Job Boards!
  • Don’t have a resume! No Problem, Priority has you covered with a resume builder on our website. Simply enter your information and generate a resume!
  • You tell us what your ideal career move looks like, we contact you with offers!
  • It’s Totally Free!

So, why wouldn’t you reach out to Priority Staffing Group?

Tell us what you are interested in so we assist with advancing your career!

Let us do the work for you because you never know when your dream job could just “come along!”

 

Take our quiz:

https://www.surveymonkey.com/r/PassiveCandidate

SIU Externship Program 2019

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Southern Illinois University hosts an Externship program during Spring Break. Each year, over 150 SIU students complete externships throughout the U.S.

 

Selected students are matched with SIU alumni and friends during the week to have a job shadowing experience in their chosen field. The program engages students in on the job experience, helps them develop professional contacts and real-world knowledge, and provides answers to their career questions.

Celesta ShadowPriority Staffing Group’s Finance Department hosted two students this year for the program. Allison Miller and Wendi Gao shadowed Celesta Bowers, Finance Manager.

 

Allison MillerAllison Miller, an Economics major from Robinson, Illinois, is expected to graduate in December 2019.

 

She applied for this program to get some real-world experience and help narrow down what she wants to do with her degree.

 

Allison says “after college, I plan on entering the workforce. This program will give me skills and contacts I can use going forward in my career.”

 

 

Wendi Gao-1Wendi Gao, from Shandong, China, is an accounting major who will graduate in May this year.

 

“I want to gain more hands-on experience,” Wendy said. She wants to work in an accounting firm as an auditor after she graduates and hopes this experience will help improve her communication and cooperation skills, ultimately getting her closer to achieving her goals.

 

“I will learn how to deal with accounts and journals in the workplace, which can help me to get a deeper understanding of accounting,” Wendy said.

 

We are happy to host this year’s Externs and wish them the best for their futures!

Recruiter Spotlight: Ally Farlow

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Ally Farlow, Account Manager, joined our Murfreesboro, Tennessee team in January 2017.

 

Ally

In your words, what do you do?

“I connect our applicants to our clients, making matches that work well for both parties.”

What’s the best part of your job?

“When I make a placement for someone and they end up staying long term because the client and candidate both love it!”

 

What’s the hardest part of your job?

“It’s hard interviewing people who don’t really want a job. Putting energy into the people who don’t want to put in the effort of their own takes my time away from the candidates who are really here to find a career. I’m here to coach and help whoever wants it – you just have to ask.”

 

What actions do you take to set yourself apart from recruiters at other companies?

Ally (1)

“I ask a lot of questions to the employee about what they want. It matters what they want to do to find a job they love and want to stay at. Our applicants and clients are both happier when we place people who want to be there. Also, I think I do more follow up with employees to update them on the jobs they’ve interviewed for and to let them know if I have a job yet that they’d be good for.”

 

Why do you think candidates connect with you so well?

“I’ve worked in a lot of customer service jobs so I know how our candidates feel in those types of positions and can honestly say “I’ve been there. I know how it is. Then, I’m able to give the advice to make sure they succeed in their placement.”

 

Which of the PSG core values do you relate to most? Why?

“Respect – I believe there’s a job for everyone, so everyone should be treated the same no matter their background and experience level.”

 

Any advice for our applicants?

“Be respectful in your interview. I give respect to everyone and expect our applicants to give that same respect back. Put your phone down and focus on what you’ve come for. Ask questions and be interactive in your interview so we can find a placement you’ll love.”

 

Do you want to schedule an interview with Ally? 

Call our Murfreesboro office at (615) 295-2127 and ask for an appointment!

The Priority Staffing Group Mission and Values

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Priority Staffing Group was founded on a set of core values that created our mission for doing business.

This year, we’ve rolled out these values to let our clients and applicants know the standards that we’ve already held ourselves to the past 8 years of business.

 

Our Mission

We are a progressive staffing service dedicated to customer needs through a family-oriented, respectful, and accountable approach in making Your Success Our Priority.

 

Our Core Values

Core Values

Our company strives to always be:

Respectful – to all coworkers, clients, employees, and applicants

Accountable – for our actions internally and externally

Dedicated – to being the best we can be at all times

Progressive – in our mindset to lead the way for the future

Customer-Minded – in going the extra mile; customizing solutions

Family – by taking care of each other; putting others first

 

Does Priority Staffing Group align with your own values? We love to do business with like-minded companies. Call any of our offices to set up a meeting.

Marion, IL: 618-969-8800 | Vandalia, IL: 618-283-9533 | Murfreesboro, TN: 615-295-2127

Director of Client Relations

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Priority Staffing Group is excited to announce the newest member of our team, and the creation of a new Client Relations department, at the company headquarters in Marion, Illinois.

 

Staci GoodenStaci Gooden has re-joined us as our new Director of Client Relations.

 

Previously, Staci worked for Priority Staffing in Business Development and now she comes back to us after a successful year as the Director Of Marketing And Public Relations at Crossroads Community Hospital. She brings with her the knowledge and ambition we need to begin a dedicated client relations program.

 

Staci plans to spearhead the initiative by first creating plans to address clients’ business needs. By identifying their needs first, we will be able to better serve our current and future clients on an individual basis.

She will act as an adviser to our clients on labor market demands and barriers, then suggest appropriate solutions.

 

Another benefit we will be able to offer our clients because of this new program is semi-annual education seminars and training sessions led by Staci.

 

If you have questions about this new program, or would like to meet Staci, please call our Southern Illinois office at (618) 969-8800 or email Staci.