Happy 30th GPS Anniversary Nanci Fields!

Happy 30th GPS Anniversary Nanci Fields!

Join us in wishing a Happy 30th GPS Anniversary to Nanci Fields, GPS President & CEO. Nanci is pictured on left above receiving her Travel Certificate from MJ Sorrell, GPS Chief Commercial Officer! 

An anniversary is a good occasion to look back on what you have accomplished. Nanci, over the years you have risen in the ranks at GPS and you are now leading this company into a successful future. We wish you much success in the upcoming years!

Here’s to a bright future here at GPS for many years to come!  Happy Anniversary!  Enjoy your day!

#gpsassociatesrock #gpsfun #gallmantalent

Happy 28th GPS Anniversary to Suzanne Young!

Happy 28th GPS Anniversary to Suzanne Young!

 

Join Gallman Consulting in wishing a Happy 28th GPS Anniversary to Suzanne Young at GPS Corporate!  Suzanne, for 28 years you have and are…terrifically tireless, exceptionally excellent, abundantly appreciated and…magnificent beyond words!  So glad you’re part of our GPS family!  Happy anniversary!

We appreciate all of your hard work and dedication to GPS!  Enjoy your day!

 

#gpsassociatesrock #gpsfun #gpsjobs #gallmantalent

Happy 30th GPS Anniversary MJ Sorrell!

Happy 30th GPS Anniversary MJ Sorrell!

Join us in wishing a Happy 30th GPS Anniversary to MJ Sorrell, GPS Chief Commercial Officer!  An anniversary is a good occasion to look back on what you have accomplished. 

MJ, for 30 years you have been and are…terrifically tireless, exceptionally excellent, abundantly appreciated and…magnificent beyond words!  We wish you much more success in the years ahead.  Happy Anniversary!  Enjoy your day!

 

#gpsassociatesrock #gpsfun

EEO-1 Survey for 2017 Now Open

EEO-1 Survey for 2017 Now Open

U.S. Equal Employment Opportunity Commission (01/25/18)

Private Sector Employers Must Provide Workforce Data to EEOC by Mar. 31

WASHINGTON — The U.S. Equal Employment Opportunity Commission (EEOC) has completed its mailing of the 2017 EEO-1 survey Notification Letters, the federal agency announced today.

The EEO-1 is an annual survey that requires all private employers with 100 or more employees and federal government contractors or first-tier subcontractors with 50 or more employees and a contract/subcontract of $50,000 or more to file the EEO-1 report. The EEO-1 report provides employment data by race/ethnicity, gender and job categories. The filing of the EEO-1 report is not voluntary and is required by federal law, Section 709(c), Title VII of the Civil Rights Act of 1964, as amended; and §1602.7-§1602.14, Title 29, Chapter XIV, of the Federal Code of Regulations. The annual filing deadline is March 31.

Employers who meet the criteria listed above, or employers that filed the EEO-1 report in 2016 and have not received the 2017 EEO-1 Notification Letter by Jan. 29, 2018, should immediately contact the EEO-1 Joint Reporting Committee at 1-877-392-4647 (toll-free) or by e-mailing e1.techassistance@eeoc.gov.

The EEOC’s EEO-1 Survey website at https://www.eeoc.gov/employers/eeo1survey contains reference documents such as a EEO-1 User’s Guide, sample form, instructions, FAQs, a fact sheet and a EEO-1 Job Classification Guide.

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov.

Happy Birthday Suzanne Young!

Happy Birthday Suzanne Young!

Happy Birthday Suzanne Young!  May all your birthday wishes come true, today and every day.  Your birthday is a promise that life has more to offer you, more plans to make, more goals to reach and more dreams to see come true.  It’s a pleasure to wish you a happy birthday!

Let’s all celebrate Suzanne! #gpsassociatesrock #gallmantalent

Careers at Gallman Consulting!

Careers at Gallman Consulting!

Careers at Gallman Consulting:  At Gallman Consulting, we know all about the companies you’re most interested in—the companies you’d love to work for. We’ve built close relationships with some of the most successful and cutting-edge companies, and as a result, we have insight regarding how these companies operate, the types of people they hire, and their culture as an organization.

By partnering with Gallman Consulting, you’ll have the ability to gain access to this insight and information and quite possibly put it to use for the purpose of enhancing your career. The most successful companies are always looking for the best and brightest talent available, and if YOU are somebody who can provide value to a company, Gallman Consulting has the connections to get you in front of those companies.

If you are searching for a new career – you want to utilize your limited time wisely. Gallman Consulting offers access to jobs and career opportunities not found on job boards. We work with a core group of clients in Manufacturing, Logistics, Construction, Human Resources, Insurance, Legal, and Collision Repairs to provide direct placements and contract/consulting staffing services. Additionally, as a member of Top Echelon – the largest recruiter network in the United States, we offer you access to positions posted by more than 1500 association members. Since you will be working only with authorized recruiters, you do not run the risk of the wrong person seeing your information posted on a website. You should also know that all fees for services are paid by the hiring employer.

Careers at Gallman Consulting:

  • Manufacturing Engineer – Injection Molding  –  Camden, SC
  • Controller – Camden, SC
  • South Central Regional Sales Manager AR, OK, Southern MO, and Northern LA  –  Little Rock, AR
  • Maintenance Supervisor  –  Orangeburg, SC
  • Production Planner Scheduler  –  Columbia, SC
  • Senior Manager – CPA – Firm Experience  –  Charleston, SC
  • Aftermarket Director  –  Detroit, MI
  • Quality Engineer Injection Molding Facility  –  Columbia, SC
  • Personal Lines Account Manager – Licensed Position  –  Charleston, SC

#gallmantalent

Happy GPS Anniversary Karen Smith!

Happy GPS Anniversary Karen Smith!

Karen HR Prof Day 033015

 

Karen is celebrating her 19th GPS Anniversary today!

Happy GPS Anniversary Karen Smith!  Karen, thank you for being part of our company’s success over the years. We greatly appreciate and value your hard work and dedication.  Congratulations on another successful year in your career.  May you take some time to reflect on your accomplishments and be blessed with continued growth and prosperity in the years ahead.  We could not do ALL of our jobs without YOU!

Happy GPS Anniversary! 

 

#gpsassociatesrock #gpsfun #gallmantalent

Happy Birthday Georgette Sandifer!

Happy Birthday Georgette Sandifer!

Happy Birthday Georgette Sandifer!  Georgette is the Senior Director of Placement at Gallman Consulting!

Georgette, we wish you a wonderful birthday!  Let’s celebrate the beginning of another wonderful year in your life! 

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Your birthday is a promise that life has more to offer you, more plans to make, more goals to reach and more dreams to see come true. It’s a pleasure to wish you a happy birthday!

Enjoy your day, your way!

#gpsassociatesrock #gallmantalent

How to Make Potential Employees Feel Welcome

How to Make Potential Employees Feel Welcome

One of the biggest mistakes that employers and recruiters make is by simply putting off potential candidates by making them feel like an intruder. An uncomfortable interviewing or hiring process is a sure way to lose the best talent to competitors. If you’re part of the recruitment process for a company, you are likely to make the first impression they will have of what it will be like to work there. Here are some tips for putting candidates at ease during the interviewing process.

Don’t waste anyone’s time

The initial screening process for candidates should include not only questions about what they can bring to the company, but what the company has to offer them as well. While final salary negotiations are usually done towards the end of the whole process, asking an experienced professional to go through an interview process and candidacy, only to learn at the end that it’s an entry-level salary, is insulting. Make sure that the candidate knows whether it is a contract or full-time position, a general idea of what the position pays, and any benefits that they may be eligible for before scheduling any serious interviews.

Communicate clearly

Once you’ve screened a potential applicant and they’ve accepted an interview, be sure to explain the process in detail. Give clear directions and instructions for locating your office and who to ask for when they arrive. Just saying “be here Thursday at 2:00” is simply not enough info. They need to know the location of the building, if there are other suites they will need to navigate past, and what to expect when they arrive.

Help them prepare

If an applicant thinks they’re coming in to meet with you to go over their resume, and you march them to a conference room where they’re met by the department head and three other team members for a technical interview, you’ve just set them up for failure. Not only will this intimidate your candidate, but they won’t be able to adequately demonstrate their skills if they aren’t prepared. Let them know who they will be meeting with, the purpose of the interview, and what kinds of things they will need to be ready to discuss.

Greet them and treat them as guests

Leaving candidates waiting in the lobby for an extended period of time is never a good idea. Interviews are stressful situations, even when they go well. Being blatantly rude and leaving applicants alone or unattended will build anxiety, which can lead to a negative performance during the interview. Invite them in, thank them for coming, and if you are running behind schedule, find someone who can take a few moments and give them a tour of the facility. If you’ve gone through the trouble of setting up an interview, there must be something in them that you desire. Don’t throw it away by being inattentive and distant.

Try to show them the real face of the business

Remember that an interview is a meeting between two parties, to see how well the arrangement will work. If your office is normally a chaotic and high-energy collaborative environment, don’t stifle your other employees for an hour because you’re trying to make a good impression. On the other hand, if your office is quiet and compartmentalized, don’t try to make it appear to be a fast-paced and fun atmosphere. Trying to be something you’re not will create a tension in the workspace that candidates will be able to feel when walking around.

Let them also interview you

Whether a candidate will fit into a position well has implications for both sides. While they are selling themselves to you, you’re also selling a company to them. Leave space at the end of the interview for the candidate to ask any potential questions, or discuss possible deal-breakers. Both sides need to be comfortable with the relationship if you’re going to avoid turnover.

Interviewing candidates for a position shouldn’t be a question of seeing who will jump through the most hoops. Welcoming potential employees and putting them at ease will help to ensure the best fit, not just for them, but also for your company.