Staffing Insights Blog

Morales Group Ranks No. 15 on Indianapolis Business Journal’s (IBJ) Fast 25

Fast25Indianapolis, IN (June 14, 2017) – Morales Group (http:///www.moralesgroup.net), a mission focused staffing and workforce development solutions firm, announced today it was ranked No. 15 on the Fast 25, the IBJ’s 2017 annual ranking of the fastest-growing companies in the Indianapolis area.

From 2014 to 2016, Morales Group has achieved a 89 percent growth rate. Organic customer growth, focusing on their WHY, and a growing demand for a more flexible workforce solution have all been contributing factors to Morales Group’s sustained growth.

Companies were eligible if:

  • Revenue increased each fiscal year;
  • Revenue exceeded $1 million in fiscal year 2014;
  • The company was an independent, privately held corporation, proprietorship or partnership (not a subsidiary or division) through Dec. 31, 2016;
  • the company was founded before fiscal year January 1, 2014;
  • the company was based in the Indianapolis area (Marion, contiguous and Madison counties).

“Being named to the IBJ’s Fast 25 is an honor for Morales Group and a testament to the success our team has had in helping companies find the best workforce solution for their operation. As the city continues to grow we are ready to help fill the employment needs and assist companies in skilling up their talent in order to transform their businesses,” Morales Group co-founder and CEO, Tom Morales.

The Fast 25 stories and the Fastest-Growing Private Companies list is available at IBJ.com (https://www.ibj.com/articles/64530-fast-25-morales-group-inc). All companies listed, ranging from contractors, health firms, technology startups and more, show an impressive 3-year revenue growth.

#FindingMOMO

July marks several milestones for Morales Group. We begin not only our third quarter this year, but we also celebrate 14 years in business. As we continue living out our mission of building better futures one story at a time, we look for ways to innovate our recruitment approach.

FindingMOMO

During this tight labor market, our team was challenged with reaching those who may not have the chance to come into our offices during normal business hours.

Excited to mix it up, our team responded by rolling out MOMO, our first-ever mobile recruiting unit that answers the call for a versatile approach aiming to serve all demographics and populations.

We want to ensure MOMO, “Morales Opens More Opportunities,” reflects who we are and shares our purpose with others.

Visually, the bottom showcases multiple languages that mimic our welcome wall in our corporate office. We want everyone to know what we’re doing with the tagline, “Building futures. Hiring talent.” It resonates our mission statement while letting others know the purpose of MOMO, creating top of mind awareness and adding a new recruitment tool.

There will be multiple opportunities for the community to see MOMO. We’ll be attending community events, such as Indy Eleven games, county fairs, and job fairs. MOMO will visit different food hubs in the city, treating our team to lunches throughout the summer.

More than a traditional staffing company, our team consists of people who care about and hope to share our mission with others. There’s much more to see as we roll out this new approach. If you find MOMO, feel free to snap a selfie using #FindingMOMO and tag us on social media.

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Morales Group Inc. Named One of Inc. Magazine’s Best Workplaces 2017

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Morales Group is one of the highest-scoring businesses with standout employee engagement; Inc. Best Workplaces featured in June 2017 issue of Inc. magazine

Indianapolis, IN (June 1, 2017) – Morales Group has been named one of Inc. magazine’s Best Workplaces for 2017, the publication’s second annual ranking in the fast-growing private company sector.

Hitting newsstands today in the June 2017 issue, and as part of a prominent inc.com feature, the list is the result of a wide-ranging and comprehensive measurement of private American companies who have created exceptional workplaces through vibrant cultures, deep employee engagement, and stellar benefits. Out of thousands of applicants, Inc. singled out just over 200 winning companies.

Built in partnership with employee engagement and work culture experts Quantum Workplace of Omaha, Nebraska, Inc.’s Best Workplaces list is a magnifying glass on how innovative companies can truly raise the bar in hiring and retaining the best talent.

What does it take to become a company that workers want to be part of? Inc. magazine says it’s more than good pay and good perks – it’s also about having a clear purpose, a sense of humor, and leadership that makes the two work together.

“We are proud of our team/family and the culture we have built together. Constant engagement and investing in the development of our people has been integral to the health and growth of Morales Group. It is an honor to live out our mission alongside our team, of building better futures one story at a time,” Morales Group co-founder and CEO, Tom Morales.

The 2017 Inc. Best Workplaces Awards assessed applicants on the basis of benefits offered and employees’ responses to a unique, 30-question survey fielded by each of the applying companies. Responses were evaluated by the research team at Quantum Workplace. For its results to qualify, each company had to achieve a statistically significant response rate based on employee count. Survey scores account for employer size to level the playing field between small and large businesses. All companies had to have minimum of 10 employees and to be U.S.-based, privately held, and independent – that is, not subsidiaries or divisions of other companies.

While researching the entries, Inc. and Quantum saw distinct themes develop:

  • Strong company cultures breed stunning individual and team performance.
  • Workers at the best companies don’t view their employers as sugar daddies. They aren’t mesmerized by whatever giveaways seem to be the latest fad—be it gourmet lunches or beer fridges.
  • When employees feel valued by their organization, they are far more likely to be engaged. This single factor proved to be one of the largest drivers of employee engagement.
  • Morales Group partners with over 15 non-profit organizations across Indiana and Kentucky, serving over 800 hours of community service in 2016
  • Morales Group placed and paid over 12,000 associates in 2016

“By introducing an employee survey into this year’s Best Workplaces selection process, we’ve really raised the bar. Companies that don’t score at the very top of their peer group don’t make the cut. So, our hats are off to the winners. They all excelled at engaging their workers, making them feel appreciated, and aligning them behind a mission. And remember, that’s not just our opinion: The employees told us that themselves.” says Eric Schurenberg, Inc.’s President and Editor In Chief.

About Morales Group Inc.

A certified MBE, Morales Group, Inc. (MGI) draws upon the unique spirit and ability of a globally diverse workforce to enhance our clients’ business agility and competitive edge in the marketplace. Over the past 13 years, MGI has successfully placed over 40,000 associates throughout the Midwest in temporary, temp-to-perm and performance-based staffing positions. MGI was founded in 2003 and is headquartered in Indianapolis, Indiana with additional offices in Columbus, Indiana and Louisville, Kentucky.

About Inc. Media

Founded in 1979 and acquired in 2005 by Mansueto Ventures, Inc. is the only major brand dedicated exclusively to owners and managers of growing private companies, with the aim to deliver real solutions for today’s innovative company builders.  Winner of Advertising Age’s “The A-List” in January 2015, and the National Magazine Award for General Excellence in both 2014 and 2012. Total monthly audience reach for the brand has grown significantly from 2,000,000 in 2010 to over 40,000,000 today.  For more information, visit http://www.inc.com/.

About Quantum Workplace

Quantum Workplace is an HR technology company that serves organizations through employee engagement surveys, action-planning tools, exit surveys, peer-to-peer recognition, performance evaluations, goal tracking, and leadership assessment. For more information, visit www.quantumworkplace.com.

It Takes a Village – Community Town Hall

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It Takes a Village – Community Town Hall

We started a new initiative this year to meet monthly to collectively tackle issues advocating for our associates that are in need of jobs.

So far 15 organizations in the Indianapolis area have met with us.

May marked our fourth community town hall meeting where topics such as transportation, language barriers, and time and attendance were discussed and how we can work together to rectify these challenges.

Working with community leaders and dedicated clients, we strive to streamline communication and create connections between employers and employee resources.

A Climate Change

A hot topic during the meetings has been immigrant and refugee employment.

“Unemployment is at its lowest, but amongst the immigrant and refugee population it’s over three times higher,” said Monique Charlebois, Director of Human Resources at Morales Group.

There are many ways that businesses and organizations in the Indianapolis area can get involved or help one another out.

Exodus Refugee Immigration, a non-for profit organization that serves the needs of incoming refugees and immigrants in Indiana. They facilitate everything from housing and healthcare to employment.

Community Outreach – What can we do differently?

So far, 15 organizations in the Indianapolis area have met with us including Catholic Charities, Department of Workforce Development, Homeless Initiative Program, Immigration Welcome Center, Shalom Community Center, Esperanza Ministries, Mary Riggs Community Center, and the Burmese American Community Institute.

The inception of our Town Hall Meetings gave these organizations a chance to learn about the different services they provide. “It amazed me that most of the organizations were not aware of each other,” said Charlebois. “Instead of having the same vision and providing the same service, let’s work together and see how we can make it more efficient.”

One proposal  has been for one organization to help with ELL on lunch breaks. Another one suggested that the last hour of day the clients allow their associates to take an English course because in the long run that’ll benefit them and it’s an investment in the people that are working there.

Coming together as a group, ideas are brainstormed to create innovative solutions that foster a sense of security for our associates that are new to the country or re-entering the workforce.

“To me one of the biggest purposes is for our clients to have an open mind about hiring immigrants and refugees with a lower English level,” said Charlebois. “By doing this, they invest in a highly motivated workforce that are ambitious to learn, develop, grow, and sustain a future with the company.”

In four short months, we were able to execute solutions that have successfully been implemented with both our clients and our outreach partners.

Our intent is to include businesses dedicated and committed to working through these long-term initiatives that strengthen our Indianapolis workforce.

Looking Forward

In the coming months, our goal is to continue developing ways for employment opportunities to be accessible and change perceptions so that adopting a diverse workforce becomes the norm.

“We want to live our mission of building better futures one story at a time in every aspect of our business. What better way than to meet and open a space for conversation for all those involved. It takes a village to make an impactful difference, it truly does.”

Recruiter-Candidate Relations and Their Future

It is no secret that the candidate experience is getting a little automated these days. The human experience, for example reaching out to the candidate in different steps of the screening and hiring process have been always done through personal contact, be it in person, on the phone or through an email.

Now recruiting technologies are in the works that are capable of sending out automated messages to update curious candidates and where they are in the hiring process. As time and technologies are changing recruiters, HR and managers are adapting to new ways, but also sprucing up their old gimmicks.

Going Digital

With the move toward computer recruiting systems and big data, algorithms will also allow recruiters to search through the large number of applicants they receive for any given position and find specific experience to fit the mold.

There is a constant bout of tug of war between what is going well now and what could be different and more efficient but before you get too worried this is not happening any time soon. There is a lot to work that needs to be done with the technology.

However, technology will require HR and recruiters to be more calculated. In a report for the Society of Human Resource Management, William Tincup, a recruiting technology expert said that, “humans will still need to do the more qualitative stuff.” He also thinks that, “The technology will free recruiters to spend more qualitative time with candidates and hiring managers. Robots will not strategize, not for a long time.”

“It’s important to note that the future of AI is based on the tool getting smarter over time as more people interact with it. “The first years will not be that great,” Tincup said. “But it will get smarter via the users’ behavior. There is no ceiling for knowledge. The technology will take data, put it together and keep learning. But it will not displace recruiters.

Morales_002Keeping it Old School

Online job finding sites like Indeed and Careerbuilder allow the job seeker to plug in their resume.

Rishi Thussu, CEO at EvenRank claimed in a 42Hire post that, “Recruitment consultants will go out of business. Business managers and teams will take direct control of hiring. They know best the kind of profile and cultural fit that works for them. Recruitment will be driven entirely by technology and algorithms but the human touch will continue to be an important enabler in facilitating this process.”

But my questions is – will managers at these businesses have the time that recruiters take to find the best fit?

I for one think that the human experience in hiring is extremely important. I would much prefer initial contact so that I could learn about the company’s culture and any other intel from a third-party source who has been there and talked with instead of only having information from a job posting online or having a brief interview with a hiring manager – it’s just not engaging.

Recruiters are essentially selling a company to a potential employee. While it could take a little longer, the progress ensures a good fit for a company and even the candidate.

HR specialist, Yen Tran suggests that a recruiter walk a mile in their shoes of the candidate regarding their experience and how they want to be treated or employed in a 42Hire article.

She says that “recruiters need to have a marketer mindset and consider candidates as your target customers.”

Skills versus Education

Recent conflict among recruiters hiring on candidates now falls to the skills candidates have acquired along with the time and job experience they have received which are now preferred over the education that candidates are receiving for the respected job or field.

Filters can also be placed on postings to defer recruiters from spending extra time on searching through spam and people that don’t have the requirements or qualifications it takes to do the job according to their work history.

With intelligence technologies computers and software can now sift through applications and find matches based on algorithms we are moving away from where recruiters are seeking out candidates for a job, now the algorithms will allow the job to find the candidate with postings and filters instilled.

Referral based hiring

Not only is it cheap, referral based hiring allows recruiters to skip the sourcing and prescreening steps allowing potential employees to get in directly with client companies. Referrals that are qualified but also engaged and active with the help of a recruiter certainly have an advantage over passive candidates that have been idle in the talent network.

Using referred candidates also has many other benefits to the work place. Upon starting them at a work place these referred employees continually prove to have better longevity, success and job knowledge upon starting somewhere new.

The solution?

For now, it is to find the best fit for the company whether it be from the picture perfect resume, someone with a stellar attitude and education or a referral from someone else at the company. There is no right or wrong way in how you decide to recruit but there are ways that will save you money and time in the end and that is also up to you. With the evolution of time there will also be the evolution in recruiting technologies, strategies and recruiter-candidate reactions so make sure that it is genuine and any work done is done so with intent.

More Than Reducing Costs

When a company experiences significant increases in workers’ compensation costs, it usually triggers internal activities to reduce insurance costs and spending.  The key to spending fewer dollars is more than just stopping a few accidents; it is having a sound safety program designed to continuously improve.

A safety program that, at a minimum, is compliant with the Occupational Safety and Health Administration (OSHA) standards can yield significant savings by reducing injuries, and illnesses, saving workers’ compensation dollars.

Building a Solid OSHA Program

There are five steps your company can take to have a well-rounded safety program that encourages a safe work environment, is compliant with OSHA standards, reduces accidents, and ultimately reduces workers’ compensation costs.

1. Develop the various programs required by the OSHA standards.
2. Integrate those programs into the daily operations.
3. Investigate all injuries and illnesses.
4. Provide training to develop safety competence in all employees.
5. Audit your programs and your work area on a regular basis to stimulate continuous improvement.

Develop Programs Required by OSHA Standards

Aside from being a requirement for various industries, the OSHA standards offer a solution to reduce incidents.  Several accidents stem from underdeveloped or poorly implemented OSHA programs.

  • Failure to keep high traffic and working surfaces clear may result in slips or trips.
  • The lack of using personal protective equipment may result in lacerations.
  • Poor lifting techniques can result in strains.

OSHA standards require a variation or type of written program to be developed and communicated to employees.  According to the National Safety Council, over 60% of CFOs reported that each $1 invested in injury prevention returned $2 or more, and over 40% said productivity was the greatest benefit of an effective workplace safety program.

Time and time again we see that companies with thoroughly developed OSHA-compliant programs have fewer accidents, more productive employees, and lower workers’ compensations costs.

Integrate Programs into Daily Operations

Successful safety programs focus on being proactive instead of reactive.  Accident investigations become an excellent source of information on already existing issues in the workplace, as well as potential problems.

Policies alone won’t get results; the program must move from paper to practice in order to succeed.  Putting a policy into practice requires a strategic plan. This plan must be clearly communicated to key participants and in a culture, that inspires and rewards people to do their best.

When developing any business initiative, there must be an emphasis on frontline supervisors and helping them succeed.  Every good business person knows with that any new program whether it be safety, quality or something of the like it must be second nature to the frontline supervisor. A solid OSHA program integrated into the daily operation and led by competent supervisors is just the beginning.  If the frontline supervisor knows the program and wants to make it happen, the program succeeds; if not, the program is a source of constant struggle and an endless drain on resources and energies.  Providing supervisors with knowledge and skills through continuous training is critical to the success of any program.

Investigate All Injuries and Illnesses

Workers’ compensation is designed to recompense employees for injuries or illnesses they suffer during their employment.  This should not come as a surprise, but increasing numbers of claims drive up workers’ compensation costs. To reduce those costs, you must simply reduce your accidents, and the ability to reduce accidents is significantly enhanced when those accidents are fully investigated instead of simply being reported.

Accident reports are historical records only citing facts, while accident investigations go deeper to find the root cause so that improvements can be made.  Businesses that stop rising workers’ compensation costs have an effective accident investigation process that discovers the root cause of the problem so that corrective actions can be made.  Again, training proves beneficial because a supervisor skilled in incident analysis is a better problem solver for all types of production-related issues, not just safety.

All accidents should be investigated to find out what went wrong and why because each one of them is important and should be treated as such. Ask yourself this: If you only investigated serious quality concerns instead of every little deviation, would your quality program still be effective?  Companies with solid quality programs investigate and resolve every deviation from quality standards.

If your emphasis is only on those incidents that have to be recorded on the OSHA 300 log, you close your eyes to the biggest accident category: first aid-only incidents.  Many companies get upset about recordable or lost time accidents because of the significant costs involved, but they don’t realize that the small costs and the high numbers of first aid-only incidents add up.

Statistics show that for every 100 accidents, 10 will be recordable and one a lost-time incident.  If you investigate only recordable or lost time accidents, 89 go unnoticed.  Would you consider a quality program that allows an 89 percent failure rate successful?  Reducing serious accidents means you must reduce your overall rate of all accidents – including first aid-only incidents.  That only happens when every incident is fully investigated to find the root cause, and remedial actions are identified and integrated into the daily operation.

Training and Auditing for Continuous Improvement

The final steps focus on training and auditing your program for continuous improvement.  Training plays a significant role in safety and in reducing workers’ compensation costs.  The goal of training is to develop competent people who have the knowledge, skill and understanding to perform assigned job responsibilities.  Competence, more than anything else, will improve all aspects of your business and drive costs down.  Supervisors must have the knowledge and ability to integrate every safety program into their specific areas of responsibility.  Every employee must know what is expected of them when it comes to implementing safe work procedures.  Once the programs are developed and implemented, they must be reviewed on a regular basis to make sure they are still relevant and effective.

This might require a significant change in how you manage your safety program, but if your workers’ compensation rates are high, it may be time to make this leap.

Building a Safety Program

Accion Headed to World LogistXGames

Congratulations to our Acción Performance team as they were named winners of The Golden Pallet at this morning’s 2017 LogistXGames of Central Indiana! Next stop: Louisville, Kentucky for the World Games.

The LogistXGames is an annual competition purposed with showcasing the world-class logistics industry, regional, and national level. It brings teams of warehouse warriors together in head-to-head competitions that build employee pride, establish teamwork principles, and reinforce safety standards vital to the industry.

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Among the twelve teams in attendance, Acción Performance was named winner of the ultimate prize, The Golden Pallet.

“It’s an energetic challenge our team decided to take,” said Adam Scholtes, Business Development Director of Acción Performance, “though in reality, we wanted to let our actions speak for themselves in terms of what we do—logistics and distribution.”

A unique competition promoting the logistics industry and its professionals, the LogistXGames is a great opportunity for local and regional companies to build employee pride, establish teamwork principles, and reinforce the safety standards vital to the industry. Companies rarely have an opportunity to interact. Promoting head-to-head competition raises the bar for workers in the area and helped to show Central Indiana is a region supporting a thriving logistics industry.

The LOGISTXGAMES include four events:

The Pallet Puzzle Sprint
A team of three assembles and places 32 different-sized boxes on a pallet. The team with the quickest assembly and stacking time wins.

Pallet Jack Relay
Using a pallet jack, the 3-person teams run their pallet through an obstacle course. Teams must complete the obstacle course with all boxes on the pallet.

Pick Pack Hurdle
A 3-person team then moves their boxes from their pallet to a warehouse racking system while memorizing positions and SKU’s.

Box Put
Teams will have packed one special box during the Pallet Puzzle Sprint using a provided product and packing material. One team member will then throw the box – distance counts but the trick is not breaking the contents!

Read more: http://bit.ly/2pstdV3

The Skills Gap Is Real

Do you remember when you were a kid and you and your friends rolled a snow ball downhill watching it gain size and speed along the way?  No one wanted to be in the way of the snow ball because it would run you over leaving you lying flat on your back in its wake.  Unfortunately, the skilled trades gap is a snow ball that is rolling downhill, and manufacturing is the kid that just can’t seem to get out of the way.

We are at a point where the demand of skilled positions such as plumbers, electricians, machinists, welders and maintenance technicians is outpacing the supply.  According to the Manufacturing Institute, the US will add 3.4 million manufacturing jobs from 2015-2025, but 2 million will go unfilled due to the skills gap.  The impact of this gap to companies has the potential to be devastating. Around 82 percent of CEOs and manufacturing executives believe there will be a negative impact on their ability to meet their customer demands due to a lack of skilled workers.

How have we gotten to this point? Was it the elimination of shop class in school or is technology advancing too quickly for a higher education system that lacks the fluidity to keep pace with the change? We can ponder this forever or we can work to counteract these trends and find ways to expand the workforce and put emphasis on skills training partnerships.

One example of this type of collaboration locally is the Vincennes University Logistics Training and Education Center (VU LTEC) in Plainfield.  VU LTEC offers short term training programs that focus on Global Logistics, Fork Lift Essentials, Team Leads and Supervisor training all inside their 40,000 square foot logistics warehouse. Bravo VU LTEC!

Additionally, Conexus Indiana is doing great things in the local market. They recently were awarded a three year grant to help continue their successful advanced manfucaturing and logistics (AML) initiative. It will develop the youger talent for these industries and also focus on growing post-secondary programs for the skills gaps in logistics, automotive and aerospace industries.

It is good to know we already have strategic programs working to close the Skill Gap in our state.

Answer the Call

Building better futures one story at a time is our mission and purpose at Morales Group. We recently had the opportunity to further “answer the call” by teaming up with Exodus Refugee Immigration in the Brackets for Good tournament here in the Indianapolis market. Brackets for Good is a 501(c) (3) charitable organization that hosts an online, bracket-style fundraising tournament in March across the United States. 64 nonprofits participated in the 2017 Indianapolis bracket, raising $742,202.79 collectively.

Although Exodus Refugee did not achieve tournament champion status, we are proud of the combined efforts that raised $44,000, and named Morales Group the 2nd most philanthropic company in Indianapolis.

That’s a win in our books.

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Morales Group Wins Inavero’s 2017 Best of Staffing Talent Award

 

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We are thrilled to receive Inavero’s Best of Staffing® Talent Award for providing superior service to job seekers. Presented in partnership with CareerBuilder, Inavero’s Best of Staffing Talent winners have proven to be industry leaders in service quality based completely on the ratings given to them by the permanent and temporary employees they’ve helped find jobs.

 

Focused on helping to connect people with the right jobs to further their career, we received satisfaction scores of 9 or 10 out of 10 from 72.4% of our placed job candidates, significantly higher than the industry’s average of 47%.

“We serve the community by providing employment opportunities through our company. Our mission, building better futures one story at a time, is lived out each day and is strengthened by the recognition of this award.  We are humbled the associates we place made this award a reality and will continue living out our mission and serving our community.” – Morales Group founder and CEO, Tom Morales

“Staffing firms are giving top companies a competitive advantage as they search for talent in North America,” said Inavero’s CEO Eric Gregg. “The 2017 Best of Staffing winners have achieved exceptionally high levels of satisfaction and I’m proud to feature them on BestofStaffing.com.”

About Inavero’s Best of Staffing
Inavero’s Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based completely on the ratings given to them by their clients and job candidates. Award winners are showcased by city and area of expertise on BestofStaffing.com – an online resource for hiring professionals and job seekers to find the best staffing agencies to call when they are in need.