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WEEKLY FINANCIAL REPORT THIS WEEK’S MARGIN $593,763 DOWN 2.95% THIS WEEK’S SALES $3,584,543 DOWN 1.33%
BRANCH SALES AND MARGIN RANKINGS
BRANCHES RECEIVING KUDOS THIS WEEK ARE: CHARLOTTE DALTON GWINNETT HOUSTON MEMPHIS NASHVILLE SOUTH DALLAS TAMPA
CONGRATULATIONS TO: Gwinnett Sale Representative TONYA BETHEL For Achieving Her ALL-TIME SALES GOAL. CHARLOTTE BRANCH For Achieving An ALL-TIME BILLING HIGH.
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July 8, 2022
Name Birmingham
Gross Margin $53,966.59
Huntsville
$53,958.28
Fort Worth
$44,848.62
Houston
$36,286.44
Pelham
$35,083.85
Charlotte Tuscaloosa Nashville Tampa Kennesaw Baytown Dalton Chattanooga Gwinnett Atlanta North Houston Decatur Columbia Montgomery South Dallas Memphis Morrow Charleston Lewisville Spartanburg Calhouh Fredericksburg West Houston Baton Rouge Lorton New Orleans Orlando Gulfport Dallas
$31,718.37 $29,180.50 $28,445.58 $28,420.73 $25,930.85 $23,391.87 $22,265.99 $20,528.06 $20,516.64 $18,784.29 $15,806.92 $15,692.69 $12,936.77 $12,487.07 $11,863.30 $11,689.83 $11,244.96 $10,546.77 $8,888.49 $7,322.96 $7,121.93 $6,944.02 $6,831.10 $5,729.34 $5,028.82 $4,538.31 $4,271.17 $3,783.93 $3,741.32
Rank 1 2 3
Sales $334,309.44
Rank
$381,239.57
1
$303,673.14
4
$168,646.12
5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34
$142,103.38 $168,028.83 $130,941.16 $137,437.06 $130,198.73 $113,130.75 $130,968.83 $109,278.63 $116,491.69 $95,992.47 $62,701.31 $89,567.59 $65,940.60 $74,335.69 $61,378.45 $58,373.84 $69,423.23 $61,470.01 $43,423.25 $40,578.89 $39,691.45 $32,572.10 $29,952.76 $27,734.86 $22,713.20 $19,979.31 $22,045.27 $16,121.31 $21,053.21
$206,946.62
2 3
PCT 16.14% 14.15% 14.77%
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21.52%
4 7 6 10 8 11 13 9 14 12 15 20 16 19 17 22 23 18 21 24 25 26 27 28 29 30 33 31 34 32
22.32% 17.37% 21.72% 20.68% 19.92% 20.68% 17.00% 18.79% 17.61% 19.57% 25.21% 17.52% 19.62% 16.80% 19.33% 20.03% 16.20% 17.16% 20.47% 18.05% 17.94% 21.32% 22.81% 20.66% 22.14% 22.72% 19.37% 23.47% 17.77%
16.95%
SALES REP SALES & MARGIN RANKINGS
The Temp Times
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SALES
RESOURCES VIDEO:
8 Email Etiquette Tips: How to Write Better Emails at Work SUBMITTED BY AMANDA TROUT, CHARLOTE BRANCH MANAGER WORD FILE: 25 PROVEN SALES EMAIL TEMPLATES CONTENT BY HUBSPOT
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July 8, 2022
You have great services to offer, a can-do attitude, and a prospect that is a perfect fit. All you need to do is make your pitch and have them sign on the dotted line. Now the hard part begins. Writing a cold email to a prospect may seem like a simple task, however, getting a potential prospect to bite can be much harder than you think. Fortunately, there are some ways to improve your cold emails and increase your chances of landing a big fish. Here are five tips to incorporate into your email strategy today. 1. START WITH A GREAT SUBJECT LINE Far too many cold email subject lines make prospects roll their eyes or, even worse, simply ignore them completely. It’s important to remember your prospects receive potential vendor emails all day long with generic subject lines like “The leading cloud-based software in hyper-local social media marketing.” Prospects look for solutions that directly address their needs, so your subject lines need to address those needs. Keep your subject lines to five to seven words, and make sure you speak to your prospect’s interests while communicating what you want out of the email exchange. It’s also a good idea to include your prospect’s name at the beginning of your subject line. Here are a pair of examples courtesy of HubSpot: “Brandee — having you on HubSpot’s podcast” “Chris — source for your article on marketing trends” 2. USE A TEMPLATE - BUT DON’T SOUND LIKE A TEMPLATE This may seem like an oxymoron, but if you think about it, you’ll realize the point. Templates are great tools to have on hand, but they should be used more like a guide rather than a script you never deviate from in your emails. If you and your competition are using the same templates, then it becomes difficult to stand out from the crowd. By tweaking your templates to sound more personal, you’ll achieve better results. With just some minor tweaking, your prospects are more likely to respond. Remember, use your templates as models and make sure your personality comes through loud and clear. 3. IT’S 95% ABOUT THEM This is a tough one. Automation Personnel Services is a great company that has won dozens of awards and earned a host of accolades over the years. It’s natural to be proud of that recognition and want to list them in the first sentence or two of your cold email.
Resist that temptation. A good cold email should be 95 percent about them, and just five percent about you. What this means is don’t just write about what you do or how great we are, but explain how our services can make what they do easier, more efficient, and more profitable. The majority of your email should be about our services and should address the benefits they will gain by signing up with you. Save the awards and recognitions for the last sentence or two of your cold email or in follow-up communication. 4. ADDRESS REAL PAIN POINTS To do this correctly, you have to do your homework. Understanding your prospect’s circumstances, needs, business structure, and industry are important details that will help you as you craft a killer cold email. Do some research and learn what your prospects deal with day to day and draw comparisons with customers you have with similar circumstances. (Zoominfo is an excellent source for this type of research). Then, you’ll be able to identify real issues facing your prospects and make those the focus of your email. Additionally, personalization is crucial here. Let your prospects know you’ve taken the time to learn about their business and their real pain points. 5. FINISH YOUR EMAIL WITH A CALL TO ACTION Check out this great quote from the MixBloom blog: “A cold email without a call to action is like a birthday party with no cake. Sad, sad times.” This is where so many good emails go wrong - ending without a clear call to action. Make sure your email is easy for your prospects to learn more about our services, schedule an appointment, or ask you a question. Your call to action should either direct your prospect to ask you about your offerings directly or pique their interest so they ask you a question. Your aim here is to encourage engagement, even if your prospect isn’t sure if they’re interested yet.
REFERENCES THE ULTIMATE COLD EMAIL GUIDE: BEST PRACTICES AND TOOLS THE INS & OUTS OF COLD EMAILING THAT DELIVERS RESULTS 25 COLD EMAIL TIPS FOR MORE OPENS AND BETTER RESPONSE RATES The Temp Times
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Happenings CORPORATE
JULY BIRTHDAYS Darryl Johnson • 7•1 • Corporate Nicole Edwards • 7•2 • Baytown Kimberly Constantaras • 7•3 • Kennesaw Jaime Glaze • 7•3 • Nashville Tracey Woodall • 7•4 • Nashville Cherri Lee • 7•6 • Corporate Lori Sissa • 7•6 • Pelham Katie Carrillo • 7•7 • Corporate Jennifer Brown • 7•9 • West Houston Brigitte Jones • 7•9 • Regional Manager
WELCOME, HARDIK PATEL TO AUTOMATION
The Corporate Office is pleased to announce the addition of our new Staff Accountant, Hardik Patel. Hardik is a 2022 graduate from UAB, earning a Bachelor of Science degree in Accounting. He joins Automation Personnel Services after a year as the Staff Accountant with American Financial Management in Birminghamm and was a Tax Preparer with Jackson Hewitt. WELCOME TO AUTOMATION PERSONNEL SERVICES, HARDIK!
Samantha Bowers • 7•13 • Montgomery Mia Lewis • 7•13 • New Orleans DeAnn Angland • 7•21 • Kennesaw
NEW ORLEANS
FEEDBACK IN THE BIG EASY!
Lisa Griffiths • 7•21 • Lewisville Ofelia Moralez • 7•21 • Fort Worth James Glover • 7•24 • Montgomery Sharon Aguirre • 7•25 • East Houston Hadiyah Ar-Rahmaan • 7•26 • Dalton Veronica Fowler • 7•27 • Calhoun Maria Moreno • 7•29 • Atlanta
The New Orleans Branch received a wonderful response to a text message from an associate this week, underscoring why we all get up in the morning to do this work. The original message notified the associate they had been named Employee of the Month for June 2022, to which the candidate was incredibly appreciative. Read the conversation above. This is a great reminder that simple recognition for a candidate’s effort, great attitude, and teamwork will go a long way.
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July 8, 2022
BIRMINGHAM
ALOHA FROM THE MAGIC CITY!
JOB OPENINGS
The Birmingham Branch staff went a little Polynesian for a desk decorating contest last week. Word is, they serve a great Mai Tai - virgin of course.
Selling Branch Manager • Baton Rouge • Charleston • Dallas • Morrow Sales Representatives • Atlanta • Charlotte • Huntsville • Kennessaw • South Nashville • Tuscaloosa Talent Coordinator: • Baton Rouge • Chattanooga • Dalton • Huntsville • Morrow • Pelham • South Nashville Bilingual Talent Coordinator: • Chattanooga • Dalton • South Dallas • East Houston • North Houston • West Houston • Lorton • Gwinnett • Morrow • Pelham Corporate Positions: • IT Technician • Payroll Coordinator • Receptionist • Safety Coordinator - Huntsville • Safety Manager
The Temp Times
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INTERVIEW QUESTIONS TO LEARN ABOUT TEAMWORK
NEWS
It’s important to find team players in today’s highly collaborative environments. This can be easier said than done. Asking the right questions of potential employees is the key to filling your ranks with team-oriented recruits. WHAT MAKES A GREAT TEAM? Ask each candidate for their description of a great team. Have them cite real-world examples for even more information. It doesn’t matter where they draw their example from; it could be a professional sports team, a community group or even a competitor of yours. Not only does this ensure they’re up to par with your expectations, it can also help you gauge how easy they’ll be able to blend in with your current company culture. HOW DO YOU MANAGE DIFFICULT CO-WORKERS? Nearly every one of us has been stuck with a difficult co-worker at some point in our careers. Even the most lucrative jobs and stringent screening processes can’t weed them all out. To get a better feel for a new recruit’s aptitude toward teamwork, ask them about their own strategies for working with difficult co-workers. Once again, having them cite real examples from their past roles can be helpful in determining their ability to work within diversified teams. HOW DO YOU MAKE YOUR VOICE HEARD WITHIN A TEAM? We can’t all be leaders. This is especially true among younger recruits and inexperienced candidates. Although we can’t all play the role of captain, it’s still important we’re able to make our voices heard throughout the workplace. This question gives you a feel for the recruit’s communicative abilities more than anything. Getting your voice heard when you’re not the leader of a group is an art that must be mastered over time. Inquiring about each candidate’s ability to communicate over a prolonged period ensures you’re stocking your roster with collaborative and team-oriented employees. DO YOU WORK BETTER INDEPENDENTLY OR WITH A TEAM? Some employees just don’t work well with others. In fact, this isn’t necessarily a negative trait. Depending on your company, there may be any number of roles that are suited for independent workers. When screening recruits for a team-based project, however, ensuring their ability to work with others is essential. Questions like this allow you to make informed staffing decisions ahead of time instead of taking your chances with the typical process of trial and error.
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July 8, 2022
HUMAN RESOURCES
HAVE QUESTIONS? HERE’S WHO YOU CALL! Cherri Lee – Director of Human Resources Employee Relations Leave of Absences (FMLA) New Hires (Personnel Files) EEO/Discrimination/Harassment Complaints Staff Credentialing / Staff Verifications Equifax Staff Unemployment Terminations / Progressive Discipline Darryl Johnson – Corp Benefits Administrator Vacation/PTO/Bereavement (Handbook) ALL Staff Benefits / Blue Cross Insurance (Life Insurance, Short/Long Term Disability, 401k) Essential Staffcare /ACA Compliance Bryant Lewis – General Counsel Legal Questions / Lawsuits / Subpoenas Contracts / Waivers Michael Long – Director of Risk Management Worker’s Comp / Modified Duty Safety Questions/ Concerns Workplace Injury Questions Reasonable Suspicion & Post Acc Drug Testing Open Position/Safety Manager Andrew Glass/WC Claims Supervisor COIs Steven Bankston – Director of Finance Expense Reports Credit / Collections Branch Monthly Expenses and Financials Spurgeon Grair III – Payroll Supervisor Associate Payroll / Staff Payroll Phil McCarn – Director of Training & Compliance Training/Policy Rollout/Compliance/Audits Jenny Ramsey – Key Account Manager Cross-Region Allocations VMS/MSP Facilities (Leases, Property Damage, etc.)
Jake Griffin – Compliance Manager Branch Audits I-9 & everify EBI Julie Ensign – Sales Administrator Admin Support to Regionals/VP Sales Reports Loyd McIntosh – Marketing Manager Jessica Carter - Marketing Coordinator Marketing/Social Media Job Posts/Job Boards Temp Times Advertising Media Requests Patchie Grosshans – Corporate Recruiter Staff Position Vacancies Testing (Wonderlic/Data Entry) Deborah Culberson - Corporate Trainer Job Posts eEmpact questions File Transfers eConnect New Hire Training Testing (Wonderlic/Aspiring) Katie Carrillo – HR Administrator Staff Backgrounds Staff Verifications eConnect Welcome letters Equifax (Temp UE) Subpoenas (Request for emp files) W2’s Temp Emp Credentialing w2requests@apstemps.com
I would like to give a very LOUD SHOUTOUT to Anthony Garcia and Heather Silva. These two stepped up to the plate and got over 67 employees paid at Mohawk after our time clock went down. Anthony went to the facility on two different days chasing down each employee on all three shifts getting their hours and approvals from all supervisors. Heather Silva went in to get-it-donemode, arranging the chaos of hours to a somewhat organized manner to get it processed and submitted to payroll. Without these two working together and going above and beyond, our associates could have gone into the holiday weekend without pay. They were determined to make sure this didn’t happen. They displayed the true essence of caring for our associates and what true teamwork is. I am proud to say they are a part of the Dalton team. Thank you both for all you did to ensure we got our associate’s pay taken care of. - Michelle Hall, Branch Manager Dalton & Calhoun Branches The Temp Times
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COVID-19
STUDY AVAILABLE FOR ADULTS LIVING WITH SOMEONE RECENTLY DIAGNOSED WITH COVID-19 10 July 8, 2022
In the third year of the COVID-19 pandemic, cases continue to surge in parts of the United States. Some doctors are currently enrolling individuals for a clinical study to determine whether an investigational oral medicine may be able to help prevent that household transmission. Clinical studies are research studies performed with volunteers that aim to evaluate if investigational treatments are safe and effective for people. “There is a continuing need to investigate new therapies to help reduce the risk of spreading COVID-19,” said Dr. Fabian Sandoval, president & CEO of the Emerson Clinical Research Institute. “In particular, we need to focus on people living with SARS-CoV-2-infected individuals because they’re at higher risk of becoming infected and continuing the spread due to their close proximity to these individuals for extended periods of time.” Unvaccinated adults living with someone who is symptomatic and recently tested positive for COVID-19 may be able to enroll in a clinical study, called MOVe-AHEAD, which is evaluating an investigational oral antiviral medicine to help prevent COVID-19 infection within households. The MOVe-AHEAD clinical study is being conducted at over 50 sites across the U.S. To take part in the study, individuals must be 18 years or older and cannot have confirmed or suspected COVID-19. Individuals are not eligible to participate if they have received a COVID-19 vaccine or have previously had laboratory-confirmed SARS-CoV-2 infection. Additionally, potential study participants must live with an adult or child who: • Tested positive for COVID-19 in the last five days; and • Currently has at least one symptom of COVID-19, such as fever or difficulty breathing For a household to qualify for the study, there can be only one household member with symptoms of COVID-19 and a positive test. Other criteria apply. Once accepted, participants will be in the study for up to 35 days and have six visits to the clinic, with one of the visits being virtual by telephone. Those enrolled in the study will receive studyrelated care at no cost, and may receive reimbursement for study-related time and travel. “Through this clinical study, people have an opportunity to potentially help uncover new medicines that may help prevent COVID-19 transmission.” For more information on this clinical study, visit CovidMoveAhead.com. This sponsored article is presented by Merck. Content By Brandpoint The Temp Times
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What our associates and clients are saying online
G. Busby, Associate Charlotte Branch
“These guys are the best!!! Daniel helped me as soon as I walked in the door and I was working the next day!!!”
A. Miles, Associate Pelham Branch
“Great people to work with and very fair. Ms. Kaylee Smith is awesome and keeps your best interest in hand as well as the other staff members.”
L. Perkins, Associate
C. Hill, Associate
West Houston Branch
Tuscaloosa Branch
“I had a great experience with
“My experience was pretty
the staff very helpful and polite. I recommend them to anyone looking for work.”
good here. Great people and my coordinator Maranda was helpful and sweet.”
Automation Personnel Services Corporate Headquarters
3500 Colonnade Parkway | Suite 500 Birmingham, AL 35243 (205) 733-3700 | www.apstemps.com
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