Many more job postions than currently posted.  Feel free to submit your resume online or call directly to a staffing recruiter located in an office near you to schedule an interview.

CORPORATE (Garfield Heights):  Sarah, Brian, Robert  216-823-5900

NORTH OLMSTED: Angela, Corina 440-925-0154

TWINSBURG: Audrey, Greg 330-405-5627

MIDDLEFIELD: Don 440-632-0666

09/01/2010 TODAY

ELECTRONIC ASSEMBLY AND ELECTRONIC TECHCIAN Contact: Sarah – 216-823-5900  EAST

Excellent opportunity to work in an internationally known state of the art facility. Cutting edge research, development and technology that is too good to pass up. Interim to Direct Hire.  Contact Sarah to learn how to submit your resume and set up an appointment to meet with this company.

CNC MACHINIST OPERATOR  Contact: – Sarah 216-823-5900 EAST

Experienced Turning Machinist desired. Exceptional pay with over time available.  This small company is growning steadily. Currently adding a second shift. Very secure company.

IMMEDIATE NEED – Audrey  330-405-5627  FAR EAST

The following three positions are for the same company.  All are interim to direct hire.  Personality is a must for this job position.  They are looking for candidates who are team players, show stability in their work history, and have an excellent attitude.  Excellent benefits and very good starting pay opportunities for all positions. Company located far east. Own transportation a must as you may be moving from one location to another depending on needs.

1.  MACHINIST SET-UP - first shift, excellent pay, interim to direct hire;attention to detail, accuracy is a must.

2.  OPERATOR/BACK-UP SET-UP – first shift, excellent pay, interim to direct hire, will be trained to support the machinist’s.  When needed to help you will be their back up support as they perform the job duties.  Excellent learning opportunity for one who is mechanically inclined.

3.  ASSEMBLY – small, intricate, detailed work, standing work station, fast pace, lifting up to 35 lbs. max   good starting wage  AUDREY 330-405-5627

This company is a long standing family owned and run business looking to add new “family” into the fold. Many retirements forthcoming. They wish to train now before they leave. Candidate with a strong work ethic and a teamwork approach is a must. Company’s long term goals are  to add a second shift.  Get in on the ground floor now. Wonderful company. Contact Audrey to set-up your appointment.  330-405-5627

EXTRUDER OPERATOR – Don 440-632-0666 FAR EAST

Looking for a strong mechanically inclined individual who has very strong shop math skills. You must be a self-starter and an independant, responsible employee. Company invites you to take ownership and pride in your work by becoming a team player for their team. This company has a benefit package you’ll want to write home about! Second shift with mandatory overtime. Must have a clean crim history. Drug testing required. On the job training availalbe to those with some machine experience.  Contact Don 440-632-0666

08/27/2010

SURFACE MOUNT TECHNICIAN – EAST Sarah 216-823-5900

soldering, standing work stations

CNC Operators - first, second and third shifts available WEST Angela 440-925-0154

08/25/2010

LEAD Mill Operator - setup, familiarity w/ G codes a must: Okuma Hass, LaBlonde machines.  Train on first for 30 days, then take over second. Very good wages.    CLEVELAND Greg 216-823-5900

General Laborer – stampings plant  heavy lifting, mandatory overtime.  Clean criminal/drug test required EAST Sarah 216-823-5900

Electronic Repair Technician – solder,test and repair  benchwork  Very good wages EAST  Sarah 216-823-5900

Installation Supervisor – supervision experience required;experience in cabinetry installation Direct Hire CLEVELAND Robert 216-823-5900

HR Generalist - confidential hire EAST Sarah 216-823-5900

Electrical Assembly – smoke free environment must be free of tobacco minimum of 6 months, no felonies, drug test required.  Train on first then move to second.       EAST  Sarah 216-823-5900

Electronic Assembly/Technician – solder electronic parts to circuit boards     Associate Degree EAST Sarah 216-823-5900

Quality Liason – ISO,facilitate, track and chart Direct Hire SOUTH Angela 440-925- 0154

Machinists – cutter/grinding from prints;Cincy, Brown and Sharpe, low tolerance   SOUTH Angela 440-925-0154

Machinists – lathes; two shifts WEST Angela 440-925-0154

Screw Machine Operator – operator and inspector.WEST 440-925-0154

General Labor Electrostatic Painter – immediate need, two shifts WEST Angela 440-925-0154

Showroom Manager – retail experience a plus EAST Audrey 330-405-5627

Quality Inspectors –  Direct Hire  EAST Audrey 330-405-5627

Packaging – heavy lifting EAST Audrey 330-405-5627

Warehouse Pickers – tow motor experience a plus,mandatory overtime. Excellent pay.  EAST Audrey 330-405-5627

Assembly – mechanical assembly, build by diagram, standing  great first job opportunity SOUTH EAST  Don 440-632-0666

General Labor – mill helper, towmotor  operation required, Union shop when hired SOUTH EAST Don 440-632-0666

8/23/2010

IMMEDIATE NEED:

Production opportunity: 1st  and 2nd shifts WEST Angela 440-925-0154

Robotic Welder – MULTIPLE shifts WEST Corina 440-925-0154

Punch Press Operator – 1st shift CLEVELAND Angela 440-925-0154

Inspectors – rubber extrusion SOUTH Angela 440-925-0154

Rubber Extrusion Operators  SOUTH Angela 440-925-0154

Blanchard Grinder Trainee – some experience in machining and grinding, will train. Independent thinking, self paced, thinks on feet. Need metrics CLEVELAND Angela 440-925-0154

CNC operators – Warner and Swasey and Bullard Lathes flexible shifts. Excellent benefits. WEST Angela 440-925-0154

Inspector/operator screw machine CLEVELAND Angela440-925-0154

Maintenance Mechanic - chemical plant clean criminal history a must,drug test + physical fit test.  Hiring Direct CLEVELAND Greg216-823-5900

Shipping and Receiving – chemical plant,clean criminal history a must, drug test + physical fit test Hiring Direct  CLEVELAND Greg 216-823-5900

Machine Operators – chemical plant,clean criminal history a must, drug test + physical fit test – heavy lifting  CLEVELAND Sarah 216-823-5900

Electronics Repair Technician - soldering, testing and repair EXCELLENT pay  CLEVELAND Sarah 216-823-5900

SHOP SUPERVISOR – some familiarity with fabrication helpful/six sigma a plus. People person a must Good Pay and Benefits. Hiring Direct  CLEVELAND  Greg 216-823-5900

INSPECTOR – close tolerance/prints, computer experience a must  Good Pay CLEVELAND Sarah 216-823-5900

SUBJECT MATTER EXPERT – product compliance expert all levels Fed,State and Local. Hiring Direct CLEVELAND  Robert 216-823-5900

OFFICE MANAGER – one woman office full duties A/R, Payables, Billing, HR, Payroll Hiring Direct CLEVELAND  Sarah/Greg 216-823-5900

CUSTOMER SERVICE MANAGER -Direct Hire SOUTH Sarah 216-823-5900

HR Generalist  EAST Sarah 216-8235900

Warehouse pickers – 2nd and 3rd shifts; towmotors (will certify, experienced only) Mandatory Saturday and Sunday (OV required some DOUBLE time) EAST Audrey 330-405-5627

GENERAL LABOR/Towmotor. Startup company. Get in on the ground floor. Excellent opportunity SOUTH EAST Don 440-632-0666

08/17/2010

Plastic Injection Molding – basic assembly against blue print   Don – 440-632-0666

Reach Truck Drivers - experience a must  Don - 440-632-0666 08/16/2010

Maintenance mechanic – equipment,building  &  grounds: electrical and mechanical abilities a must.  Background chk, drug test required. SARAH - 216-823-5900  CLEVELAND

Press Operators – large heavy material, lifing required, hoists & crane experience a plus. Trainee with a GREAT attitude will be considered. Overtime available.   BRIAN – 216-823-5900  CLEVELAND

Shop Supervisor – Supervising experience a must. Production control, fabrication and six sigma methods  GREG – 216-823-5900  EAST

Finisher - start to finish including labels and shipping. custom work: experienced w/ saws,routers, dowelers, planers, band and table saws. mfg experience desired, basic math w/ conversion tables + mics.  Think on feet, independent working conditions. BRIAN 216-823-5900 EAST

Machine Operator – will accept trainees.  Mechanical ability a must. Willing to train.  BRIAN  216-823-5900  CLEVELAND

Installation Supervisor – must have experience with hard surface counter tops and supervision   ROBERT – 216-823-5900  CLEVELAND

Product Compliance - must know Fed/State and Local regulations (RoHS, REACH, WEEE)  Internal SME for product engineers        ROBERT 216-823-5900 WEST

Machine Operator - smoke free minimum 6 months (will be tested), hand soldering,blue print experience, testing   SARAH 216-823-5900 EAST

Machining/Grinding -   (some previous grinding experience will be considered) Safety is first priority. Computer experience, metrics,BP, metatarsals required  ANGELA 440-925-0154 WEST

Tool Cutter/Grinder - manual ID grinding up to 1/10K from prints (Cincy’s/Brown and Sharpes/Oliver)  ANGELA 440-925-0154 SOUTH

CNC Operator – Warner and Swasey and Bullard V & H Lathesl two shifts, must be flexible large parts  ANGELA 440-925-0154 WEST

Vacuum Press Impregnator - OT required Trainee accepted. Must have previous machine experience. ISO documentation, shop math, ruler, cals concersions, mechanical aptitude, excellent attitude a must. ANGELA 440-925-0154 WEST

Mechanical Assembly - from prints. Hand assemble w/ power tools.  Brazing and soldering electrical wiring.  shop math required  ANGELA 440-925-0154 WEST

Quality Inspectors (2) - basic mics, measuring, Coordinate Measuring Machine (CMM) experience ROBERT 216-823-5900 EAST

Warehouse – pickers, tow experience (will certify w/ experience) Mandatory Sat/Sunday  50 hour workweek  AUDREY 330-405-5627 EAST

Packaging – chemicals, heavy lifting AUDREY 330-405-5627 EAST

Repackaging – bulk chemical Full Body suit, hot, heavy environment TEAM WORK a must. Military personnel welcomed – preferred.  DON 440-632-0666    SOUTH

08/13/2010

Recruiting:

ENGINEER Tech Degree Must, Govn’t Reg. Compliance,Tech Writing CLEVELAND Send resume: greg@ajobnearhome.com

08/12/10

Chemical Packager/operator   CLEVELAND  216-823-5900 Sarah

Finisher experience with:  saws,dowlers,planers,jigs  EAST 216-823-5900 Brian

This slime of a loosely called man is rude, inconsiderate and blatantly homophobic. I so wish I could be in the store the same time he is there. Talk about road rage, I’d get retail customer rage for sure.

This despicable example of a human being has taken it upon himself to personally maim a fellow co-worker of my daughter just because he happens to be gay.  This lovely young man whom I will call Fred is a gentle spirit. He is kind, considerate, and giving. I have never heard a harsh word spoken about or from this young man.  In fact, I could only hope to be seen in such good light as he. But when Jackass comes into the store, his comments are lewd, loud and uncalled for such that I can’t or won’t repeat them here. The last time Jackass came into the store which was this weekend (oh, how I wish he’d read this blog for if I knew his name I would name him) he took it upon himself to demand of Fred to leave his post as Barista and step out to the front of the bar and straighten the rug for it was crooked.  Dear Fred did as the customer had asked then walked behind the bar to wash his hands and continued making the beverages.

Hence the purpose of today’s post – bullies.

They say you have to lie down to be a door matt for others and this is true. But what do you do when you work with and for a bully?

First let’s define bully as defined by Dr. Daniel D. Elash of Syntient: “A bully is a person who uses their power to hurt, demean or take advantage of others who do not feel they are in a position to protect themselves. For bullying to occur, both parties have to perceive the disparity of power and the paucity of alternatives.” Charted below are some bullying examples:

As you can see, a bully is one who chooses a victim that they consider to be weaker than they. They do it for no other reason other than … they can do it. This bully will most likely not take responsibility for his action because of his personal feeling of justification.

On the other hand, a victim is one who tolerates such behavior for whatever reasons they may have. Perhaps they feel it to be true, a sense of inadequacy as in – “you are stupid”. Perhaps they feel the bully has so much power over them that nothing they say or do would change the situation and in fact could harm it even more as in a job loss. Or lastly because no one has given the victim permission to defend them self let alone demonstrate how.

So right here and now Fred, I give you permission to defend yourself. You would never allow another to treat your family or friends in such a manner without speaking out.  That’s who you are. Then why, I ask, do you not speak out for the most important person you know – you. A clear “I” statement spoken in a normal voice directly back to the bully could have been:  “I’m sorry sir but at this time I am working with product and don’t want to contaminate my hands. When I am finished, I or another can remedy the carpet.” Or “Sir, I don’t quite understand the animosity you have towards me as I don’t deserve it but if you would like I could ask another to take your order.”

Fred, whatever you need to do it is time to put your big boy pants on and defend Fred himself~ don’t lie down and becomes the door matt that bully expects you to be. My favorite quote from Dr. Elash is “what we tolerate, we validate. If we allow ourselves to be bullied we are ultimately cooperating with our own abuse”.

But since my industry is the professional recruitment/staffing industry and I am not familiar with retail or hospitality I need to ask all of you your thoughts on what responsibilities the employer may have in this story? Is the employer obligated to step in?

HOW TO REPLY TO A NEWSPAPER AD

Sometimes you will respond via email or snail mail.  Either way you will include a cover letter and your actual resume.   If it’s email: then you will have two separate attachments.

EMAIL COURTESY.   NEVER, EVER attach your files with a blank email body.  RUDE!   In the subject like of your email write the job title.  In the message body:

Dear XXX,

Please accept my attached resume for your consideration regarding the job title as seen in the Cleveland Plain Dealer, August 29^th, 2010.

Thank you,

Job Seeker

Then attach the cover letter (specifically written for this job position) and attach your resume…which should also be geared towards this job position.

If it’s snail mail, two pieces of white paper in a plain hand written business envelope.

COVER LETTER

Try to customize each cover letter. Keep it short and very precise to the point. Briefly name the experiences that you bring to the table for the specific job posting that you are responding.

In the cover letter, make a brief statement as to why your past experience lends itself to success in the advertised position: ‘I read your advertisement in ___paper on __date for job position with great interest.

Over the last five years I have efficiently assisted 2 top executives with my skills in MS Word, Excel and…..” “As I am currently employed, but seeking a more challenging opportunity, I can be reached at my home phone XXXXXXXX. I do have an answering service, and will return your call at my first opportunity.”

POST OFFICE BOX ADS: Are they serious? Yes. Why P.O. Box? Sometimes simple confidentiality. However, sometimes it may be a company ‘checking’ the market. How often do employment services advertise under a P.O. Box? Rarely. I still don’t know why they do, unless their reputation is not great. Could it be your own company? Again, this is rare. Should you reply to a box ad? Why not. Don’t expect much though.

SUBMIT SALARY HISTORY: Well, this is a “Human Resource” or inexperienced hiring authority’s way of ‘not wasting time’ with people who want too much dough. Sometimes it is to take a ‘salary survey’. More often than not (in our opinion) it is a person who is not confident that their salary is “market-priced”. ‘SALARY HISTORY’ means what you are or have been earning. This is a “catch 22″ question (see the movie). In your cover letter simply state that your earnings have “been in the ‘low/mid/high’ 20′s”…or whatever fits. There is no way out of this. Even stating ‘low to mid X’, may ‘turn off’ some people who think they have a right to know before they tell you who they are or consider you for the position. If they really want to know, and have a good reason to find out, why don’t they just call you and ask?

SUBMIT TO HUMAN RESOURCES? … or find out who the hiring authority is and mail to that person? DO Submit to H.R. Don’t create enemies up front. Do what they ask.

CALL AFTER MAILING? Sure. But give it 2-3 days. Call for the person listed, or ask the operator for a name. When you get (if you get) hold of that person, be VERY polite and tactful. “Ms. Jones, my name is_____, I submitted my resume for the position of_____, I’m sure you have been busy, and I don’t mean to intrude, but as I believe I MAY have the qualifications for the position, and a high degree of interest, I am calling to see if I may clarify or amplify my experience as submitted on the resume”. Now, it won’t be right in front of them so don’t expect a straight answer. Expect only to get a “vanilla” response (haven’t had time to look over the resumes yet, or something to that effect). What you may accomplish though is to bring your name to the forefront. Ask if your resume has been reviewed, and if there is interest. Try to schedule a meeting: “If it would fit into your schedule Mr. X, I would be available _____”.

At the very least, you may find out why you are not in consideration. In that vein, anytime you become ‘out of the running’ ask for an honest evaluation as to why. You could learn something valuable about your interviewing technique, experience, resume, or your idea of what you are qualified for/worth.

REMEMBER EVERY OPPORTUNITY IS A LEARNING OPPORTUNITY. I know it’s hard, but if you’re not a contender, don’t take it personally.  WE ALL CAN’T BE PERFECT FITS FOR EVERY JOB OUT THERE.  Be patient.  There is one right for you, just keep on learning.

When you have one of those days when you can actually hear yourself groaning (not from body aches) but just because as you get out of bed it’s very hard to get motivated.  It feels like everything is spinning around you while you remain still.  Hard to get crackin’ isn’t it? It’s so much easier to give in to the emptiness and just let it roll without you.

You know this type of “being” isn’t productive but it’s much easier to think, and say, and do … nothing.  ”I’m not doing a thing today, why should I?” you think.

This happens. And yes, you are entitled to a little pity party. So embrace it. Face it head on. Bring it on!

Get some paper out and your favorite pencil or pen. Bring your coffee, tea or other caffinated beverage to the table and begin. How are you feeling?  Write it down. Each item on a single line.  Skip a line between thoughts. Pour it out. Write it down. Bring it all to the surface. Take as along as you need, make the list as long as it needs to be. Just do it. Try to keep one concept per line.

Now get up and step away from the table. Take a break. Shake out your hands and arms. This is important. Shake your hands as if you just washed them and there isn’t a towel to dry them.  Shake “it” all away.

Now come back to the table and address each item keeping in mind that you can’t control anothers impression of you but you can control your attitude towards yourself.  Only YOU know your truth. You KNOW your experience.  You KNOW your worth.  Unless you really, really think it would be a waste of good money for an employer to hire you, you know how good you would be for any business once given the chance.  YOU ARE INDEED A VALUABLE EMPLOYEE~ bottom line – no doubt about it.

So no matter what another thinks or says about you, KNOW differently. It’s just a matter of time before that brilliant employer sees this fabulous employee!  You’ve just got to  (at the risk of beyond corney) let that inner you shine. Let no one snuff it out. You are worth it~

I’m connected to Michael on Face Book. He posted this on FB at about 9:45 this morning: “A sense of purpose is not something that we find; it is something that we are. Truth is not something that we look for; it’s something that we live. “The human soul has still greater need of the ideal than of the real. It is by the real that we exist; it is by the ideal that we live.” -Victor Hugo.

“Purpose” is central to The Great Workplace 2.0 of today and tomorrow. It is the advantage smaller companies have over their larger counterparts: They can believe in doing things bigger than themselves, and it is the reason really BIG companies get in their own way: They believe in the mission of the company (the company itself) more than a purpose for the customer.

Although this post is indirectly about The Great Workplace, it is more about people and what they can do to be valued by one, and themselves:

1) ..”purpose is not something we find. It is something we ARE”. A True purpose is not something we turn on and off. It is WHY we are, WHO we are, and HOW we interact with others. It is VALUE.

2) “Truth (and purpose for that matter) is not something we LOOK for, it is something we LIVE”. Again. no light switch. No shelf item to pick. BE. ACT.

3) “Real” is the “exist” part. “Live” is the action part. It is the constant stretching for something greater than we have become, it is growth it is being alive. It is the constant striving for something, not sitting and waiting for something to come to us.

These simple sentences from Hugo are what separates getting hired, being happy, living a full life, and GROWING.

Here is the stuff that is “Dad” giving advice: The Great Workplace 2.0 of tomorrow (and today) is always looking for people with a purpose. People who are proactive, people who are alive and vibrant. Be that way, and you will have a great career. Don’t be that way, and you will be collecting welfare, missing out on great opportunities, and wondering why someone else is getting the promo.

Thanks Michael for the reminder. Thanks Victor for the great lead into my chapter in the book: “101 Ways To Enhance Your Career” to be published in October 2010.

Respectfully Submitted,

Robert Schepens

The days of generic resumes, where you post your life achievements and accomplishments by chronological order are over.  Plain and simple, done, never to be seen again, adios, au revoir, taboo even.   Why? you ask…because the HR authority hasn’t the time to read all that hoopla.

Actually they don’t even read the resume.  They scan it.  Not literally with a machine but with their eyes.  They’re looking for the exact phrases and qualities that they need for a specific job posting. That’s all they have time to do with each resume.  It’s nothing personal.

They may receive anywhere from 100 – 250 resumes.  And they still have other responsibilities to do as well as the hiring.  So for you, you need to be very specific in your resume and only put information that directly relates to them and their job post.

If they are looking for a pole climber to fix overhead wires, don’t add supervisor of 100 people … put pole climber … that will definitely catch their eye.

If they are looking for a specific machine and you’ve done that then put it down.  Or if they want qualities and traits that you have experienced and are skilled at put them down. Save the life story for the actual interview when you can explain it to them face to face in a story.

You can keep the top of the resume the same but always, ALWAYS change the body of it to match the job posting.  Your resume is to catch their eye and make them want to meet you personally. The only way you’ll hook them is to let them know you’ve DONE IT!  Use their wording if possible.  But never, ever send a generic one size fits all resume.  They just won’t see it!

Sometimes it helps to talk things out with another. And sometimes it helps to enlist the aid of a personal coach. A personal coach is someone who is not emotionally connected to you, helps you in developing your personal goals, gives you objective feedback on your progress and helps you stay on track.

Getting out of our own way may be just the answer. Look at the BP mess. Now they can’t find the oil. All the talk and concerns over the clean-up which I’m not saying isn’t real or a grave disaster to the environment in the gulf, it is. It was horrible. Many lives were taken – habitat and people. Jobs were lost. Livelihoods were stopped and families suffered.  But where is the oil?

Man!  Why do we think we need to CONTROL everything?  Look what’s happening.  The earth is absorbing the oil.  Everything is working out WITHOUT us.  Time of course moves slowly in this case but who thought the earth could heal herself?

Maybe, just maybe, if we got out of our own way and not demand control of everything things would just work out. If we just relaxed and had confidence in ourselves, talked our talk and walked our walk, eliminated the negativity, we’d achieve our goals.

Find a personal coach. Talk things out.Get real feedback. Ask your recruiter for some sit down time. Talk things out with them. Be brave. Accept the coaching. Destroy the negativity. And just let it happen. If you come across confident, positive and self assured and BELIEVE it will come, it will.

Posted byChris Thompson – 08.03.2010

I cannot help but wonder when was the last time this happened: From February to June of this year, the Cleveland metro led the nation’s 40 largest MSAs in manufacturing job growth. The Cleveland MSA added about 5,000 manufacturing jobs, according to the trusty analysis done by Harold D. Miller, who blogs at Pittsburgh Today.

The job growth numbers remain modest and don’t begin to erase the painful losses suffered over the last few decades in the region. But they do hint at the potential of a new, more vibrant future for our region. And they do require us to begin to tell a different story about our region. At least when it comes to this recovery, we are not doing worse than other places. We are doing better. Spread that story for a bit and let me know how people respond.

For those of you with a strong schadenfreude streak, you will want to check out the chart on Miller’s blog and see what city ranked last in overall job growth.

WEWS-TV reporter Tracy Carloss did two reports on Tuesday, Aug. 3, on the improving job numbers and she profiled one of the region’s growing manufacturing companies.

Well do you want to stand out from the crowed applicant pool when there are over two hundred applicants who need to be weeded? Care to make an even greater impression? Take the time to send a thank you note after your interview. Few do. So if you choose to do this, you will be remembered.

Add this to your to-do list:

Purchase a box of thank you notes…usually ten in a pack. Purchase a book of stamps.

Write your return address on the top left hand corner of your envelope and stash this all away for later with the same pen you used to write your return address.

You finally got the interview. Don’t forget to get their business card. Ask for it. And if they ask you why tell them it’s for a thank you note that you plan to send. If they have no business card ask them for the information as you write it down.

There is always small talk at the beginning of most interviews .You need to remember bits and pieces of it so you can draw on this information in your note. Helping one remember events that they participated in with you will help them remember you.  So before you leave the parking lot, jot down what you’ve learned about the person. If they like dogs, write it down. If they mentioned sports, jot it down. Whatever the two of you discussed that was non-business, write it down after the interview.

Your note will be short and sweet:  Thank you for taking extra time with me yesterday during our interview.  I’ll keep my eyes out for Newfoundland dogs so I can see one first hand (subject you talked about)!  I look forward to our next meeting.  Sincerely, Joe Great (your name)

You get the point.  Write a short and sweet message that’s a tad bit personal with a courteous close.  It will give them the impression that you know how valuable their time is, that you valued the opportunity they gave you, and that you think enough about them and their company to go the extra mile.

Hand address the thank you envelope using the information you gathered and the original pen you used for the return address and send it by the end of the day.   They will more than likely receive it within a day, two at the most when you and your conversation will be freshest in their minds.

If you choose a colorful enough thank you note, it might end up sitting on their desk.

Do you think you’ll be forgotten?  No, you’ll stand out from the crowd.

They’ve extended the unemployment benefits. PHEW! You’ve got the extension. But this may very well be the last so let’s get cracking.  It’s time. We just have to buckle down and make it happen.  And believe. It will happen.

You’ve tried it all I’m sure by now … registered with all the social networks, contacted all your personal contacts. You’ve called in as many favors as you can recall. So now it’s time to call in the pros. And by pros I am not talking about the fee based pros. You pay them up front and they may find you a job.  Nope. You align yourself to services that have a fair contract. You work for them 90 days and then switch from their payroll to the clients – no fee. It’s time to find your team and Monday is the day to pick your team of players.

Make your list of agencies that you know are strong, long term, and reputable. Do not depend on one and that includes us, Champion. The more strong agencies you are aligned with the better your opportunities.  The client base is usually loyal to their chosen service (if they provide what they promise) so the more agencies you apply to the greater your network of opportunity becomes.

One agency per day for two weeks all around the city parameters is Monday’s goal. Set the appointments for the morning because this is how you begin your day – on the upswing.  Nine o’clock every morning you will be meeting with a different recruiter. Practicing interview skills is part of the plan. The more you practice the more confidence you build.

But that’s not all. After every mornings agency appointment you take a break. Stop at a coffee shop. And during this break, you jot down interview questions that you could have answered better.  Take the time to rethink what you could have said instead to reveal your worth better.  And write them down.  Evaluate as you go, you will grow from this.

Use the agencies to your full advantage. All of them should become a place for you to network, a place to practice your interviewing skills and a place to sell yourself.  They will be a place for you to test the waters so to speak, to learn how to respond to different personalities, a place to test your own techniques and fine tune them. You’ve got a minimum of two weeks to practice. Plan to visit at least ten agencies at the very least.

And please, respond back to me.  I’d like to hear your experiences, concerns, evaluations.  Please share. We’re serious; we’ll help you find that job even if we aren’t the ones who placed you!

Next: using the internet to find job postings – what web sites are good.

Question:  What would you like to see discussed here to help you with your search?

Champion Personnel System, Inc

The person we are seeking will be highly competent in regulations such as RoHS, REACH and WEEE, along with regulations relative to Transportation and other Environmental sensitivities.

The challenge and the opportunity are to work with all levels of the corporation, plus vendors and customers, effectively communicating details, compliance necessities and STRATEGIES for product (and in collaboration with Plant Compliance) compliance both domestically and globally.

The successful profile will be highly promotable, have solid experience in a product manufacturing environment where products are sold globally, and be a proven communicator. A degree in Chemistry or Environmental Sciences is highly preferred.

Nordson Corporation, located in Amherst Ohio is a $1 billion Global Supplier of Precision Dispensing and Surface Treatment systems. Their reputation is sterling and their community involvement is second to none.

Compensation is more than competitively attractive and the benefits are world-class. Careers at Nordson are highly attractive to the best talent in their professions.

Direct all inquiries to: Robert Schepens, CPC, President of Champion Personnel System, Inc at: ras@thegreatworkplace.com, or Greg Hall, Director of Consulting at greg@ajobnearhome.com. Both professionals can be reached at 216.823.5900.

Thank you for your consideration.

But what works in making a great impression and why does it do this?  After all, work is work.  Who cares?

First of all, that staffing expert is looking for candidates that not only has the required skills needed but will also knock the socks off their client employer when met! Skills, although a major component of a job search only represent what you can do, it does not speak of who you are and how well you will fit into their culture.

Let’s talk about sprucing up for that interview. The how’s and why’s of dressing for a job is simple.  It’s all about respect; respect for yourself, respect for the person that’s interviewing you and respect for the company that hires you. It shows you respect the opportunity given you by the Staffing Expert. Dressing for the interview shows that you deliberately wanted to make a great impression on that Staffing Expert. They will then think if you did it for them, you would also do it for their client if given an opportunity to meet them. You are telling that Staffing Expert by your appearance not to worry, you will make a great impression and be a great representative of their firm.

More importantly it shows that you have respect for your self. If you’re that conscientious about your appearance it only stands to reason that you will have the same attitude toward your work and job duties. Proper dress for an interview speaks of who you are as a person.

Coming in for an interview in shorts and flip flops gives the impression that you really don’t care what you do or how you do it. Is that what you want them to think? But on the flip side of the coin, coming in for an interview in crisp clean pants and a clean unwrinkled shirt says that you are a person who knows your self worth. You deserve that face time. You deserve that opportunity to meet the employer.

No one is saying you need to wear expensive clothes or recommends purchasing a whole new wardrobe. What I’m saying is clean and unwrinkled makes a good impression.  Shorts and cut offs do not. Neither does flip flops, tank tops, short shorts and torn jeans (this isn’t the Sisterhood of the Traveling Pants!).

To take pride in your work you must first take pride in yourself.  Once you demonstrate that, that job will be all yours!

Tomorrow morning, set the alarm for 6:30.  Wake and dress.  Get that cup of coffee and be at your computer before 7 – sharp! You’ve got at least two hours of work to do.

We’ll talk more about developing a concrete plan in finding that job in future articles.  Watch for them.  But your first task in finding that job, DON’T GROAN - is contacting employment agencies.  Employers would rather bring in people this way than off the street.  To them, it’s safer. They can get a feel for the individual. They like to be able to see if they are trainable, conscientious, responsible and compatible with the rest of the team. This is how they bring in new employees.

(This is true, and by the same token, if you find a company you want to work for only to be told they use services by all means ask – what service?)

Now Google:  Cleveland+employment agencies; Cleveland+temp agencies; Cleveland+temporary agencies      Make your list.   Task one!

How to choose an agency? Easy. Ask how they pay. If they pay daily, move on!  If they pay weekly that’s a good start.  Next ask about their hiring terms. This means – how long must you work for them before the job site can hire you. Now here is where you need to play close attention.  Normally you can expect 600 hours (12 weeks of forty hour weeks). Anything beyond that…. well…you’re call. In a three month period, if you keep your ears and eyes open you’ll get a good feel about whether or not you really want to work for this company and be part of their team. Anything shorter and you’re left wondering.

Choose five employment agencies per week. Here’s a helpful hint: the Big Dogs as I call them are national. They have offices in every state and city you can imagine. Big Dogs are called National Firms. They mostly deal with HUGE accounts – corporate to corporate.  Most HUGE businesses only bring in interim employees when they need them and hire rarely.   You’ve heard of buy local?   Well you want to do the same thing in choosing your employment agency. Look for an agency that is local, hasn’t offices in other states, gives Cleveland their full focus and supports only our local economy. Here is where you’ll find your next job!  Call them to set up an appointment for next week.  Make one appointment for each afternoon. Let’s start filling up your calendar.  Theoretically, the more services you are registered with the greater your chances of employment.  Remember, companies use these services to solve their hiring needs.  They are looking for good, dependable people to HIRE permanently but they want to test them out first.
Now of course Champion Personnel Systems will be the first call on that list won’t it? We’ll help you find that job together. Stay tuned for more tips and visit us on Facebook for even more information.  On either place feel free to comment, ask questions and share your thoughts and feelings.  We will respond!

Purpose is sustainable. When a Mission is accomplished it becomes an archived entry.

In The Great Workplace 2.0 “Mission Statements” are being quietly and purposefully replaced with “Statements of Purpose”. The legacy “Mission Statement” focused on the goals of the organization, for the organization itself. The customer was mentioned, in passing, usually only as a tool for the organization’s measured success.

Purpose is the organization’s reason for being in business.

An organization’s Purpose is Extrinsic, not Intrinsic like “Mission Statements” of the past. An organization’s Purpose focuses attention on someone or something other than itself while engaging in its own intelligent self interest. “Intelligent self interest” is defined as intrinsic motivation, purpose or goals whose resulting actions are directed in great part by sensitivity to their affects on others and are adjusted accordingly (From the book: “Nine Principles For Inspired Action” Finklestein/Schepens). In the book, the chapter on “Intelligent Self Interest” is introduced by an F. Scott Fitzgerald quote: “The test of first-rate intelligence is the ability to hold two opposing ideas in mind at the same time, and still maintain the ability to function”. Thus the idea of Intelligent Self Interest and Corporate or Personal goals being able to not only coexist, but to have one lend guidance to the other. The Great Workplace 2.0 is sensitive, not communist.

An organization’s Purpose answers the questions: “For what are we competing?” and “What is our ultimate reason for being here?” And is never adequately answered by short-term profits or stockholder equity. In that way, it is a paradox. An organization can achieve its numeric goals, in many ways, by not focusing their entire attentions to them.

Stockholder equity and organization profitability should be consequences of leadership, purpose and collaboration, not the only goals.

That is NOT to say an organization should exclude monetary or “numbers” goals. The organization needs to sustain. But goals should never be seen as purely “the numbers” as there are more important factors to track, as we will see.

Purpose is sustainable. When a Mission is accomplished it becomes an archived entry.

Today, people are driven more by a purpose than is the typical company in which they participate.

People want their lives, their work and their results to mean something. Something more that helping a company: “To become the largest supplier of machine fasteners in the upper Midwest”.  Good goal. The CEO may love it, shareholders will anxiously await the release of “the numbers”. “Employees” will yawn or respond with a predetermined and measured level of enthusiasm.

To the “employee”, that mission is as close to being part of their daily life as catching a world-series home run ball at Progressive Field in Cleveland Ohio.

It is no longer adequate for most individuals to give their time, effort and attention to a thinly veiled “Mission Statement” that hides the ultimate pursuit of intrinsic corporate goals (quarterly earnings reports or stock prices). The typical participant sees right through that and goes to work elsewhere or begins to take advantage of the organization’s generosity and focuses on his or her own goals. While the deflecting organization is concentrating of their pursuit of goals simply to benefit the company, the average participant is figuring out ways to milk the system, learn the jargon of “Mission Statements” to get by, and learn the backdoor paths to “retirement on the job”. At the least, an organization that lacks a true Purpose that is lived and supported by management, will have fewer Participants working passionately toward any objective…except their own.

Perhaps the importance of “Purpose” in any business today is as a reaction to those organizations (and people) that selfishly led the WORLD economy down the path to near oblivion in 2008-2009 (and beyond). Perhaps it is a throwback to the Woodstock era when values were born from Chaos and experimentation with new Ethos. Perhaps it is simply a change that needed to be made for our survival.

A case is being made that the return of “Purpose” to any business and to the work to be done in moving a business forward comes from current world-directed efforts toward a more sustainable lifestyle on our planet. The “Green” initiative asks many “Why” questions and relies upon the ethics of individuals, organizations and even countries/ governments to re-focus on the REASONS for their actions or inactions. It focuses on a “we’re all in the same boat” perspective (inclusive open source) and instead of supporting a continuing Matrix-like non-reality, constructs a new reality that is geared toward “Purpose” (survival?) not legacy (what got us here in the first place).

There is a marked movement to an ethos based upon common sense and the guiding perspective that in fact, we are all “in this together”. This realization alone has helped us change from a corporate “Us versus Them” mentality that directs insiders against outsiders or insiders versus insiders into using the idea of “Participants” to describe ALL people and entities that touch the organization.

If your first reaction to that statement is “my purpose is to make money”, then join the club. For business owners, managers, “employees” on incentives and shareholders, it is the typical first reaction…at least at Legacy organizations or those organizations that are only looking for this quarter’s earnings report.

Purpose however is different than mission or goals. And purpose is substantially more critical to the success of the organization. The Great Workplace of today has discovered its power and discovered its place at the core of a profitable organization.

The Participants in The Great Workplace want their work efforts to have a Purpose beyond simple material gain, especially when that material gain is for unseen, passive recipients (Shareholders as an example). Working toward a concept or purpose larger or greater than our own self is a touch with immortality. Those things we do only for ourselves stay within us and perish or dwindle when we do.

“Purpose” touches a higher conceptual level than any mission an organization may have. It is more meaningful than any individual and the organization itself. It is focused on the customer, or perhaps on the customer’s customer.

Purpose is bigger than VALUE, as value is a consequence of the purpose being brought to the customer and how the customer perceives or uses the results of your purpose.

The conceptualization of, then the implementation of Purpose is at the core of ALL Great Workplaces.

Having Purpose (singular or plural) shared by all Participants with their organization fortifies effectiveness and in turn supports the ability to be more than simply competitive. It energizes at a grass roots level. It builds an organization from the ground up. It builds a Community with a shared vision, a shared purpose and a shared Trust.

Leaders of today realize that the competitiveness of their product or service is a consequence of the organization’s purpose and leadership. Rarely does the product or service itself create Leadership or Purpose.

The Great Workplace 2.0 recognizes that Purpose through an Immersive Culture is not a matter of chance. It is a matter of Touch. Touch is leadership that has created the ability for all participants to see, feel, know and implement the organization’s real and stated Purpose.

True Purpose resonates. It has a richness of significance. It has the ability to evoke a shared emotion and belief.

People, working together, regardless of geography or “status”, get behind a direction that becomes profitable for everyone involved. People recognize that a group or community with a Trusted Purpose can move the mountains individuals or insulated “leaders” cannot.

An organization’s Purpose will spark an individual’s need for a deeper understanding of himself or herself. It will direct a person to Aspire to something greater. In doing so, people grow. When people grow, organizations receive the summary benefits.

The concept of Purpose within an organization demands that Participants are learning. Learning energizes participants. And those are the people who can affect the direction of an organization.

As people grow, they realize that ideas around them or ideas they believe have been born inside them may have a place in concepts greater than their perception of that day’s reality. Innovation happens.

When people find others with the same or similar Purpose, inside or outside the organization, strong networks are created. Networks with Purpose create new ideas, solve old problems, seize new opportunities and bring those ideas to bear on the organization that has allowed them that recognition. Collaboration is born.

Purpose flows along with the Community it creates. Closed organizations become static and inbred. Positive Community is born from open Collaboration, Collaboration is born from Trust, Trust is born from Shared Purpose. Value is created from Community.

“Purpose” is not a substitute for Mission or Goals.

A “Statement of Purpose” is not a substitute for “Mission Statement”.

Purpose has NO end game. Missions and Goals do.

Purpose will always be sought. When it seems Purpose has been attained, the realization will come that to hesitate, lose your grip or engine for even for one moment the Purpose will then be something to be sought after. Again.

The Customer moves the Purpose. It is theirs to move. They move your Purpose so it aligns with their own. The customer is in charge. The customer can be Internal or External to the organization. In turn, their Purpose can be Intrinsic or Extrinsic. When their Purpose is Extrinsic, you need to know.

As Purpose has no end game, and is moved by its own object, it evolves into the realization of continual improvement.

An Ethos grows around Purpose and is not part of a goals strategy. Purpose can be measured, but as its object of focus moves slightly or massively, Purpose finds a new life and possibly a new beginning.

The Great Workplace 2.0 understands the difference between Purpose and Mission and chooses the deeper resonance of Purpose for its strength. Purpose can then be the foundation to a single Mission or an Intrinsic Corporate Mission. When a true Purpose is the foundation for a Mission, it changes the direction and importance of that Mission. It ties Activity and Strategy to Purpose, and becomes sustainable.

Purpose is the energy and the passion behind an organization or individual’s pursuit of achievements. It is steps above a goal and the hand behind innovation. It is at the core of focus, it is the incubator of dreams.

More people are becoming disillusioned with the sole pursuit of material gain (especially on the part of the Organization) as an Ethos.

Purpose is pride and purpose must integrate into their lives. As the world is becoming a smaller and more familiar place, more people want to be known as a Good Person with proven principles and less as a consumer of fleeting resources.

Purpose can answer and fulfill the business question/ dilemma: “What should I do now?”

In many ways it can be the differentiator of one organization from another in the marketplace, and as an organization builds a brand that reflects their purpose, it can be a singular reason a customer will choose one firm over another.

Purpose is focused on the customer, not on the organization. There can be little learning or growing when one focuses solely on oneself.

An organization’s purpose is a major reason top talent will choose to be a Participant at one organization over another.

Top talent can work anywhere their skills are needed. But the definition of “Top Talent” is changing with the changes of the workplace.

Top talent can choose where, how and why to work with an organization that has a purpose where they can participate at a higher level than before, and where their lives can take on new meanings.

Top talent is now defined as those people who will focus on YOUR purpose, not theirs, first. They know that focusing on the organization’s purpose will lead to achieving their goals.

In the old model, Top Talent was defined more by credentials and skills than Intent and Collaborative attitude.

In a purpose-driven organization, the talent who are focused on their own goals first will be seen as counter-productive and socially out of sync with the community. The word “Selfish” will be used to describe their attitude regardless of their skills.

The concept of “Stakeholders” should be placed in the legacy archives. “Stakeholders” has a negative and passive inference. It seems a similar concept to the Pioneers “Staking” claim to land that was not theirs in the first place. Driving a stake in something may sound active, but it is simply laying false claim, with no need to EARN by active Participation.

This rebirth of values and purposes for the business organization

The legacy that current best-in-class business trends are running from may be exactly that of the “Mission Statements” of the past: Statements that sound like purposes, but are inevitably Intrinsic (for oneself) versus Extrinsic (from others).

Examples of non-sensible or thin “Mission Statements”:

“The New Ventures Mission is to scout profitable growth opportunities in relationships, both internally and externally, in emerging, mission inclusive markets, and explore new paradigms and then filter and communicate and evangelize the findings.”

“Yahoo! powers and delights our communities of users, advertisers, and publishers – all of us united in creating indispensable experiences, and fueled by trust.”

“Our Mission: Collaborating with partners of government, community-based organizations, communities and the private sector, we provide a community engagement and dialogue clearinghouse”

▪     To provide capacity training and resources to build individual and collective skills and knowledge in small and large-scale engagement and dialogue processes

▪     To facilitate customized community engagement and dialogue design and facilitation

▪     To convene community engagement and dialogue processes

▪     To collect and publish information and best practices of community engagement planning, strategic engagement, organizational renewal and public policy development.

Some quotes behind “Purpose”:

Earl Nightingale

We are at our very best, and we are happiest, when we are fully engaged in work we enjoy on the journey toward the purpose we’ve established for ourselves. It gives meaning to our time off and comfort to our sleep. It makes everything else in life so wonderful, so worthwhile.

John Maxwell

A difficult time can be more readily endured if we retain the conviction that our existence holds a purpose – a cause to pursue, a person to love, a goal to achieve.

Napoleon Hill

The world has the habit of making room for the man whose words and actions show that he knows where he is going.

Edward G. Bulwer-Lytton

What mankind wants is not talent; it is purpose.

Bud Coggins

When your true purpose is to help others succeed, you succeed.

Hildebrand Kennet

Strong lives are motivated by dynamic purposes.

Washington Irving

Great minds have purposes, little minds have wishes.

Helen Keller

Many persons have a wrong idea of what constitutes true happiness. It is not attained through self gratification but through fidelity to a worthy purpose.

W. Clement Stone

Definiteness of purpose is the starting point of all achievement.

The concept of Purpose has taken a foothold in organizations that are following in their own footsteps. These are the organizations of the future and those who will stand out as The Great Workplaces of tomorrow.

A single example of a statement of purpose: “To positively affect our clients’ profitability by increasing their workforce productivity”. ALL about the client, not about the vendor.

Respectfully Submitted, Robert Schepens

The “Old Model” of the characteristics of what makes up a Great Workplace (Productive Organization)/ Great Place to Work as has been celebrated by many associations, award-centric organizations and those selling insurances or other products to LARGER companies/ organizations, simply is no longer a benchmark that NEW, smaller and medium-sized organizations (where the jobs are and are created) can identify with, nor need to emulate. It is a given that our new economy is based upon new places to work, new technologies, shifts in current technologies, and shifts in how workplaces are organized. As the new economy emerges, those changes will become more evident and their fundamental principles will begin to be more “Public”.

People have changed. The very nature of work: who does it, where and why…has changed dramatically, and with that…the definition of “Great Workplace” has been forever moved to a new matrix. This expose’ is deigned to give organization managers, entrepreneurs, Human Resource professionals and career-focused individuals a look underneath the hood into the engines driving their futures.

Excerpts from the Book: The Great Workplace 2.0™

A Great Workplace functions at a higher level of purpose and productivity and is a more interesting place to work than other “normal” organizations. It attracts great talent and it attracts great results…for the customer. It extends its intelligent self-interests beyond the executive suite into the depths of its own employment, into the rich treasure troves of vendor knowledge, the community and to all “Participants”. It reaches out to the crowd within its community for opportunities and solutions. The Great Workplace 2.0 understands intrinsically that being “open” is an advantage. When it reaches, it extends its hand in a positive manner both internally and externally looking for strengths and sustainable principles on which to further grow the business and the opportunities for participants. It simply does not adhere to the old model of corporate hierarchy and held power. The Great Workplace of today invites being benchmarked, but is always one step beyond being so static that its definitions are fluid.

The Great Workplace 2.0 is in fact a fluid community. It interacts with its participants and creates communication avenues that foster the immediate interaction of questions, ideas, opinions and therefore opportunities and solutions. It has substantially removed the obstacles to Open Innovation and discouraged most linear or legacy ideals. It uses knowledge gained through more “open-invitation” processes and feeds upon the rich knowledge and input from all sources that touch the organization. It is both created on and by purpose and has the ability to change its tactical or strategic directions quickly. The corporate legacy model focused upon impressive-sounding “Mission Statements” and “shareholder return” (regardless of what that meant). In many circumstances, businesses were operated not because they really wanted to, but because they “should”. They sustained themselves because there were stock certificates to support.

That old model was built upon relative size and the ability to do things for ITSELF on a grand scale: benefits, bonuses, unions, giveaways, charitable donations, dividends and having employees see their company in print or in TV ads. If you work for Shell Oil or for General Motors you must work for a great company. We feted big companies as “great” workplaces because they flowed forth with great benefits, nominally gave away their services as charity and in general treated employees as cats in Pharaoh’s chambers. Just the mention of “I work for National City Bank” meant something impressive. It was akin to saying that you attended Notre Dame while the Fighting Irish were a national football powerhouse. The “aura” was the value. The old model created strong Tribes and the reputation of that Tribe became the recipient of all things corporate.

But while employers reveled in being big and powerful, the very nature of WORK, who does it, where, why and with whom has been changing dramatically and forever. The “Social Contract” with employers and workers has changed. The “workplace” is no longer just hired employees and employer. It is no longer a space confined to a legacy corporate structure. And that has dramatically changed the way people and executives look at Great Places To Work, and in turn Great Workplaces.

The focus, in a highly productive company, has shifted to PURPOSE: both from an individual point of view and a “corporate viewpoint”. Walls and structures are coming down or are being made visible. Old lines of communications (Such as “Command and Control”) have been amended and the concept of “New Ideas” is no longer just defined as internal. “Teamwork” is now more important than ever, but only when it has “Collaboration” at its foundation. “Teamwork” can be interpreted as a group of similarly trained or deployed people working for a single mission (Basketball Players: A linear orientation). “Collaboration” is geared toward having disparate talents working for a single outcome (even from different geographies), through different purposes (ex: the entire organization including the players: Non-linear input).

The core issue may be that we are still celebrating and making plans around the old model of great workplaces while the revolution representing what makes a Great Workplace / Great Place to Work has been quietly stealing our best people, their minds and talents, and vendors, just like John Galt in Ayn Rand’s “Atlas Shrugged”.

The purpose of The Great Workplace 2.0 ™ is simple: WHILE IT IS HAPPENING, show what core changes there are in Great Workplaces so that start-ups, small and mid-size companies can extract the principles that companies are discovering and by example, grow in a healthy and sustainable fashion and return to our economy great dividends in revenue, value, innovations and sustainability. The big companies will get bailouts (ever hear of a $10 million ASV company getting a federal bailout in 2009 or 2010?) and due to having created market niches for certain products (Jet Engines, Gasoline, Money/Branded Banks, Hospitals) will continue to survive. They will provide workplaces for people who want “big”, who want to work for “Mom”. There is ABSOLUTELY NOTHING WRONG WITH A BIG Great Workplace. Our work will show what is happening in and could be happening in the companies that employ 95% of our workers (smaller companies) and create new jobs and businesses that aren’t in the news or on TV: The Great Workplace 2.0.

This document is a fluid expose’ on the topic, as the concept of employment and what makes The Great Workplace has now taken on the characteristic of morphing at “The Speed Of Thought”.

The Fundamental Attributes of The Great Workplace 2.0:

Before we dive into each attribute, it needs to be noted that to be a Great Workplace/ Place to Work, an organization does NOT have to have each characteristic at equal levels. Based upon the nature of the organization, the products or services it offers, and the reason for the organization’s existence, the levels of these attributes can be different from one organization to another. Each attribute has deep explanatory sections to it, to further emphasize the Why and How. In the end, it may seem that there are at least 50 components to The Great Workplace 2.0, but our focus will be on the few that make the majority of the difference.

We have looked at the fundamental components of The Great Workplace as “Acquirable and Repeatable”: Principles and actions that can be built into a new company or that can be achieved by an existing company.

The organization has a meaningful “Corporate Statement Of Purpose” that is the foundation for corporate culture and therefore provides meaning to employment and work opportunities. This statement is driven by the affects the organization has on their customers and the role each “Participant” can play in that directive. “Purpose” becomes an ethos that creates the very foundation for The Great Workplace.

A Great Workplace is committed to fostering a collaborative, productive, engaging and rewarding culture that encompasses customers, prospective employees, employees, vendors, “Participants” (Stake/ Shareholders) and the community. The organization practices collaboration to the extent that “Internal and External” no longer have a distinction, and it recognizes that “Community” has no true boundaries.

The organization provides for enterprise sustainability as part of their core culture and is committed to educating the employee body, vendors, participants, customers and the community about their practices. “Sustainability” is defined in flexible terms for Corporate Longevity (Think in terms of Japan’s “1,000 Years” philosophy), Ecology, Environment, Volunteerism, and Civic Engagement/ Charitable Offerings with the Community, Reputation, and Internships from the Community and Product Impact to future generations.

The Great Workplace has an operating plan to integrate Jobs, Careers, Participants and the Community in their (Organizational and Individual) pursuit of accomplishing their purpose. Intent or statements are not enough. This operating plan embraces the strategy and tactics of “Purposeful Convergence of Knowledge” where technology is employed, not for the sake of technology (which becomes a distraction) but for the customer, and where obstacles to the purpose can be eliminated or minimized.

The organization has a financial focus on being “Intelligently Profitable”. This qualitative focus is founded in sustainability, the Values within their purpose and a view of “Intelligent Self Interest” (See the book “9 Principles for Inspired Action” (Finklestein/ Schepens) for the organization and all participants. “Intelligent Self Interest” is defined as Self Interest that stands the test of “how will my plan affect others?” It defines who the customer REALLY is.

The organization provides a sensible and tuned foundation of health and welfare benefits so that all employees can focus on their job purpose.

The organization has a working plan for Immersion (onboarding) of all Participants: (new employees, contractors, VENDORS, promotions, teams/ groups, community, board, executives, consultants and families). The purpose of this working structure is to reduce the time to productivity and to facilitate the complete engagement of the Participant throughout that participant’s “lifecycle”.

The organization provides the Tools for all Participants to properly execute their responsibilities relative to their assignments and the organization’s Purpose.

The organization emphasizes buying locally and promotes its region as a great place to live and work.

(Top) Management shows and invokes visible, tangible leadership that directly supports the organization’s Statement of Purpose and operating plan. This leadership preserves the integrity of the organization’s purpose, and is both duplicatable and repeatable…at any level.

The ability of an organization to be “Great” should never rely solely upon being “Big” (Cashflow) or Rich. “Great” is a value, and VALUES can never be bought.

Jim Collins in “Built To Last” defines it this way: “It is dedicated to the idea that true greatness comes in direct proportion to the passionate pursuit of a purpose beyond money”.

One thing that all The Great Workplace 2.0 organizations have in common is this: They are in fact remarkable…worthy, noticeable and unique. Not because they have excessive benefits or bonuses or on-site daycare, or a slide that takes you to the ground floor, but because the entire organization has a purpose that is built around an ideal. And that ideal is for the customer.

The above definitions are only a part of an introduction to the entire research results for what makes The Great Workplace of today and tomorrow. The Great Workplace 2.0 is NOT static. It is updated and changed on a regular basis as we discover other fundamentals that are forming the directions of success. We invite your comments and insights, directly to the author.

The Great Workplace 2.0 ™ is an ongoing research project sponsored by Champion Personnel System, Inc, A Job Near Home.com and Work Is Good ®, Inc. All content, ideas and concepts © 2009 A Job Near Home™, The Great Workplace™, Work Is Good ®.