Collective Impact - Winter 2022

Recruitment Strategies in

2022

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| Contents In Each Issue

Features

02 Community Conversations

02

Community Conversations

32 Chamber Events at a Glance

In this very first edition of our Community Conversations series, Chamber President & CEO, Laurie Radke, chats with Brown County Executive Troy Streckenbach.

33 Chamber Member Anniversaries

Advertisers

04

0 0 Northeast Wisconsin Technical College

Recruitment Strategies for 2022

0 3 Vye

Learn from topic experts as well as those providing solutions to filling this critical need.

0 9 Miron Construction 1 3 UnitedHealthcare 1 7 Prevea Health 2 3 McMahon Engineers & Architects 2 5 VaryAbility 2 5 Jackie Nitschke Center 2 5 Neville Public Museum 3 1 Greater Green Bay YMCA 3 3 Julie M. Gile Photography B A CK COV ER Cellcom

20 Meet the Talent & Education Team

22 Collaborative Partnership On the Cover

Connects Employers to Future Workforce

26 Lucca, Italy: The Paper Valley

27 The Urban Hub: Expanding the Footprint for Greater Green Bay Entrepreneurs

28 Gaining Ground in Green Bay 29 Supporting the Environment:

What Being FSC Certified Means

of Europe

The Urban Hub is a modern co-working space and programming hub located in the heart of downtown Green Bay. On-site resources and memberships are driven by the unique needs of the modern entrepreneur and remote worker.

Collective Impact is published quarterly by the Greater Green Bay Chamber, 300 N. Broadway, Ste. 3A, Green Bay WI 54303. Collective Impact is supported by advertising revenue from member companies of the Greater Green Bay Chamber. For information about the advertising rates and deadlines, contact sales at 920.593.3418.

Collective Impact (USPS 10-206) is published quarterly for $24 a year by the Greater Green Bay Chamber, 300 N. Broadway, Ste. 3A, Green Bay, WI 54303. Periodicals postage paid at Green Bay, WI. POSTMASTER: Send address changes to Collective Impact, 300 N. Broadway, Ste. 3A, Green Bay WI 54303. PH: 920.593.3423.

COMMERCIAL LITHOGRAPHY

Community CONVERSATIONS Written By: Laurie Radke, President/CEO, Greater Green Bay Chamber

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t the Greater Green Bay Chamber, we are committed to provide our members with resources that give insight, knowledge, and information about our community. As part of this commitment, we are debuting our first Collective Impact magazine Community Conversation. In this, and future conversations, I will engage with community members that are making a difference in Greater Green Bay. A summary of these discussions will appear in the pages of Collective Impact each quarter while the entire conversation with each guest will be available online, allowing you time to explore more of the conversation.

It is my sincere hope you find these conversations both interesting and insightful.

My guest for the Chamber’s inaugural edition of Community Conversations is Brown County Executive Troy Streckenbach.

Recently, Executive Streckenbach and I met over Zoom to discuss his take on many issues and priorities impacting Greater Green Bay. We had a wide-ranging conversation that focused on Austin Straubel International Airport, the Port of Green Bay, Resch Expo, talent recruitment and his take on what the next 10 years will bring for Greater Green Bay, among other things.

2 Collective IMPACT | Winter 2022

One of the first things Executive Streckenbach and I discussed was how the Resch Expo has impacted Greater Green Bay. Reflecting on it, Streckenbach remarked, “It was a $93 million dollar project supported by the community.” He continued by saying, “The Chamber, of course, was a strong supporter along with the Green Bay Packers.

I think when we look at the bigger piece of the economic aspect of this, I think the Resch Expo initially was expected that it was going to bring in roughly $13 million dollars annually to the overall economy from its events that it holds. Instead of having those disposable dollars driving-by us, we can continue to create reasons for people to want to stop here, spend some time, and ultimately enjoy what this community has to offer.”

When asked about the Port of Green Bay, our conversation moved to the Pulliam site purchase and opportunities that it presents. Streckenbach said, “Our community was founded on the water and the Port, to this day, still plays a vital role in not only Greater Green Bay (and) Brown County, but the whole region’s economy.” County Executive Streckenbach continued,

“Advocating and growing the Port of Green Bay is a critical aspect for our region to be competitive in the long run. When we look at the development of waterfront, we may be able to eventually address the coal piles that are south of the Mason Street bridge and develop potentially 10-acres that compliments the shipyard development.”

Continuing our conversation around assets that make Greater Green Bay a destination, we discussed Austin Straubel International Airport. I asked the Executive what role he feels it plays in the region.

“We are very fortunate to have this airport located in our region,” replied Streckenbach.

“Again, this is like the Port of Green Bay. It’s not just a Green Bay, Brown County asset. It really is the region’s asset and the ability for us to be able to do business globally requires us to be able to get there in a timely manner. And so, by having this asset in Northeast Wisconsin, it allows our businesses to really, truly compete globally and to reach markets beyond our borders. We just recently announced direct flights to Tampa, to Fort Meyers, Fort Lauderdale, Phoenix, Denver. These are

all positive developments, and we look forward to continuing that positive momentum going into 2022 and 2023.”

Talent recruitment continues to be an issue of vital importance to businesses in Greater Green Bay. Streckenbach pointed out that having the University of Wisconsin-Green Bay (UWGB) affords us a large number of new workers into our workforce. “This is a great long-term strategy in terms of talent recruitment and development,” Streckenbach also emphasized. “The retention, of course, comes down to what are our employers doing to be competitive and what are they providing to their employees. What quality of life things are we doing? All these quality-of-life things that we are trying to provide for that; give reasons for people to want to live here. So, I think in that small piece of the puzzle, I think the community as a whole has stepped up.” He completed his thoughts on talent by saying, “I think we’ve accomplished a lot and look forward to seeing what the next 10 years bring.”

Our conversation ended with a reflection on the last 10 years and what the future may bring for Greater Green Bay. Streckenbach sounded positive for what is on the horizon. “If you look at the progress of this community from the last 10 years, we’ve moved mountains.”

County Executive Streckenbach mentioned three projects in particular that have been talked about for decades but are now being worked on or were recently completed: Resch Expo, the Engineering School at UWGB and the southern bridge. “Today the stars are aligned,” Troy said. So, what does the Executive see on his radar for both Greater Green Bay and the County?

1) “Enrollment at the University (of WisconsinGreen Bay) would be surpassing 15,000, closing around 20,000.”

2) “Graduation rates of our school districts are pushing closer to 99%.”

3) “The (southern) bridge to be built.”

4) “Getting closer to Waukesha’s numbers in terms of total tourism spent.”

In closing, County Executive Streckenbach shared, “To me in 10 years, Laurie, it would be fascinating to see some of the startups that graduate out of that space (Urban Hub and the Startup Hub) and ultimately make roots here and that whole evolution of a business cycle starts over, and we now have a new employer who started their roots here and is going to grow in our community. To me, that in 10 years, to see companies that spur out of that’s a wonderful story. A lot of great things are happening in Brown County.”

To view the full interview: Winter 2022 | Collective IMPACT 3

Recruitment Strategies for 2022 F

inding talent continues to be a focus for many area businesses. Being adaptive to the ever-changing labor market includes having the tools and tactics in place to not only attract but retain that talent. Learn from topic experts as well as those providing solutions to filling this critical need.

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Talent Has No Boundaries Written By: Mallory Cornelius, VaryAbility

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mployers looking to recruit talent and ramp up their diversity and inclusion initiatives have a huge advantage by tapping into the disabled community. Talent has no boundaries. Workforce diversity needs to include people of varying abilities.

Workforce diversity needs to include people of varying abilities.

Individuals with disabilities can perform many jobs.

These entry-level positions may include: cart running, bagging, stocking, light cleaning, office assistant, or data entry, up to advanced and skilled positions, like accountant, graphic designer, engineer, construction, machine operator or director, and everything in between.

Some employees may benefit from more customized positions which are created by exploring unmet needs and looking at tasks that can be done by someone else to take responsibilities off the plate of people in skilled or leadership positions. Some examples of more customized positions are mail sorter and delivery person, silverware roller, truck washer, data entry, dressing room attendant, pizza box folder, surgical support tech, maintenance helper, healthcare assistant, hotel assistant, copy clerk, or damaged product recycler.

Employers may not only experience reduced turnover, lower recruiting costs, increased productivity, and improved customer outreach, but also get individuals with unique characteristics and talents who are reliable, determined, resilient, creative, and have a positive attitude.

To recruit individuals with disabilities, organizations can connect with area service providers, like VaryAbility, who assist individuals with disabilities with their employment goals.

Winter 2022 | Collective IMPACT 5

The Veteran Talent Opportunity Written By: Saul Newton, Wisconsin Veterans Chamber of Commerce

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ne of the most critical challenges facing Wisconsin businesses is finding qualified, capable employees. Fortunately, veterans, military service members, and military spouses represent a talent pool with unique skills, training, and professionalism who also know what it means to be resilient and operate in uncertain environments- certainly abilities required in today’s business climate. The Wisconsin Veterans Chamber of Commerce supports employers seeking to recruit, assess, onboard, and retain veteran and military affiliated employees.

Military-affiliated job seekers bring a wide range of skills that Wisconsin employers need.

Thanks to work done over the last ten years in the public and private sectors at the local, state, and federal level serving veteran and military job seekers, the unemployment rate among veterans today is lower than the general unemployment rate.

Today’s veteran job seekers can choose the civilian career opportunities that are best suited for them and their families, and employers must compete to attract and retain this highly sought-after talent pool.

We engage employers to promote them to veteran and military job seekers, ensure they’re able to accurately assess the candidates they encounter while being aware of the barriers in their own employment process that may inadvertently exclude qualified job seekers. We work directly with employers to ensure that their recruiters, HR professionals, and hiring managers have a basic understanding of military skills, experience, and culture and how those apply to their workplaces. We also work with employers to ensure that once veterans are hired, those veterans are supported, valued, and empowered to reach their full professional potential in the civilian workplace. Our goal is to not only support employers in the recruitment and hiring process, but to ensure employers are best positioned to retain their veteran talent over the long term.

Military-affiliated job seekers bring a wide range of skills that Wisconsin employers need. Employers willing to make the commitment will see a remarkable return on their investment of supporting and empowering veterans, service members, and their families. By investing in veterans, we invest in our economy and our communities. When veterans succeed, Wisconsin succeeds.

The Wisconsin Veterans Chamber of Commerce helps to make that vision a reality.

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RECRUITMENT STRATEGIES FOR 2022

Curative Connections Answers the Talent Question Written By: Jeanne Stangel, Curative Connections

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s an approved vendor of the Division of Vocational Rehabilitation (DVR), Curative Connections provides assistance in preparing individuals for successful employment in the community through job coaching, resume writing, interview skill development, internships and more. Curative Connections is well-positioned to be an answer to the talent question within Greater Green Bay. The Let’s Work! program is one of the many ways Curative Connections assists people with disabilities or special employment needs achieve skills needed for a successful transition to community employment. With a focus on hands-on classroom learning, community training and work skill development, Curative Connections’ goal is to help people transition from the classroom to the community and into fulfilling employment.

Let’s Work! is designed to help clients through important steps of career exploration. Program components are robust enough to be taken on their own, depending on the needs of the client.

Program areas include: • Individualized Skills Training is hands on classroom learning which is focused on various work topics including applying communication skills at work, appropriate social skills for the workplace, customer service skills and critical thinking and problem-solving skills.

• Volunteer Work Site Training allows clients to apply the skills learned in the classroom in a volunteer setting. Under supervision of a job coach, clients enhance their current skills while exploring interests in community employment.

• Paid Work Experiences are supported by a job coach, and involve clients working alongside other members of the community in a real work setting. This opportunity not only provides a wage to our client but also helps build hands on work experience skills. In addition, clients gain confidence and feel more a part of the community in which they live.

Each client has the support of a case manager who develops goals as part of a person-centered vocational plan. This plan guides the client through their journey and completion of the program.

Start by giving us a call at 920.593.3535 to discuss available options, eligibility, and funding.

Winter 2022 | Collective IMPACT 7

Elevating People with Barriers to Employment Written By: Julie Gilkay, Goodwill Industries of North Central Wisconsin (NCW)

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oodwill Industries of North Central Wisconsin (NCW) is a nonprofit organization whose mission is Elevating People with Barriers to Employment.

We work to enhance people’s dignity and quality of life by seeing individuals for who they are, creating pathways for them to reach their full potential through skill building and the power of meaningful work. We do this work within our stores and through community partnerships.

Through employment services, we help individuals build transferable skills to achieve career goals in such industries as administrative, information technology, retail, food services, childcare, arts and entertainment, manufacturing and healthcare.

Goodwill NCW is proud to play a role in training individuals and connecting employers with qualified candidates for employment opportunities while increasing diversity, inclusion and integration efforts in our communities.

Three programs in Greater Green Bay include the Pre-Employment and Training, Work Skills Training and School-to-Work programs.

While each serves a different population, including adults with disabilities, underserved populations and students with disabilities from area high schools, their goals remain the same. They empower people to reach their full potential, connect them with the right resources to create a unique employment pathway and ultimately help individuals obtain permanent employment in Greater Green Bay through time-limited paid work experiences in our stores.

Upon participation in these programs, individuals are more equipped with such technical and soft skills required for employment success as digital skills, time management, dependability, attention to detail, teamwork, and professional communication. Goodwill NCW is proud to play a role in training individuals and connecting employers with qualified candidates for employment opportunities while increasing diversity, inclusion, and integration efforts in our communities.

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Youth Apprenticeship is a work-based learning program for area high school juniors and seniors that serves as a talent acquisition strategy for local employers to build a strong future workforce.

*Photo taken prior to March 2020.

To learn more, contact Emily Bangen at ebangen@greatergbc.org or 920.593.3420.

BUILDING COMMUNITIES

WEST DE PERE HIGH SCHOOL DE PERE, WI

At Miron Construction, our work is guided not only by our desire to build our communities, but by our commitment to one another as we bring each project to life. We are honored to contribute to the continued growth and development of Brown County and beyond.

Together, we are Building Excellence.

LEARN MORE AT MIRON-CONSTRUCTION.COM An equal opportunity, affirmative action employer.

Winter 2022 | Collective IMPACT 9

Solving the Talent Need: One Soldier at a Time Written By: Kara Leiterman, Schneider

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chneider is one of the nation’s largest and most decorated employers of current and former military personnel – approximately 15 percent of its associates have military backgrounds.

Because of this long-standing commitment, and the opportunities Schneider offers veterans, Guard members and Reservists, the Department of Veterans Affairs has accepted the company into its exclusive Apprenticeship Program. During their first year working for Schneider, veterans and active service members in the Military Apprenticeship Program are eligible to earn up to $1,431 each month in monthly educational benefits from the VA, in addition to their Schneider paycheck.

Veterans feel right at home with Schneider’s core values of safety, integrity, respect, and excellence.

Schneider rewards military experience and credits time spent serving with higher starting pay. Additional benefits include guaranteed home time for military training and service for Guard and Reserve members (without using paid time off ) and extended benefits with differential pay if a Schneider associate is called to active duty.

Schneider works to ease the transition into civilian life and the workforce with company-paid CDL training programs.

Veterans feel right at home with Schneider’s core values of safety, integrity, respect, and excellence. Military associates have the mind-set and experience to be successful transportation professionals – with experience in taking care of equipment, excellent communication skills, and the discipline to achieve team goals.

Associates also have ample opportunities to continue their careers in many different roles across Schneider’s vast operation.

Through the years, Schneider has been selected by Freightliner to receive 13 Ride of Pride trucks, a fleet of trucks designed to be rolling tributes to members of the military, captained by drivers with military experience. Each year, Schneider’s Ride of Pride drivers participate in major events to recognize and honor veterans like Wreaths Across America. Schneider drivers help deliver wreaths for graveside ceremonies at more than 2,500 locations across the U.S.

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RECRUITMENT STRATEGIES FOR 2022

Strategic Storytelling for Recruitment and Retention Written By: Bridget O’Connor, O’Connor Connective

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f you’re like most organizations in the New North, you’re trying to recruit talent and retain the talent you already have. While this was a concern before the pandemic, it’s a more crucial issue now as organizations look to fill their openings.

But just don’t hire anyone. You need to find the right people to take your organization to the next level. To be successful, we need to help the best people fall in love with our companies.

How do we translate that intention to our potential and current employees? Well, stories are a great place to start.

Tell Them Your Story Ultimately, recruitment and retention of talent is a very human situation. People want to feel they are part of something bigger. They want to feel valued and know their ideas and talents matter. Your company’s vision, mission and values are the stories your current and future talent are longing to hear. The next step is to integrate those elements into your retention and recruitment efforts.

Show Them They Belong Another storytelling strategy is to let images do some of the talking. If you have a fun, upbeat work culture, post photos of those vibrant employee interactions on your social media feeds. Show off the interior of your company — spaces, places, and people. “Show, don’t tell” is a rule in storytelling that has a real-life application.

More Than a Job Description We all go through the motions of posting employment positions and pushing them out through social or online jobs sites, but a job description doesn’t create emotional engagement with your organization. You also need to include your organization’s story to increase engagement with job seekers.

As the life and vibrancy of your company, your recruitment and retention depend on your ability to tell — and, more important, show — your company story. Your next top talent is out there waiting to fall in love with who you are, not just what you do.

Winter 2022 | Collective IMPACT 11

Family Business and Workplace Culture A Festival Foods Perspective on Talent Retention Written By: Sheryl Hanson, Festival Foods

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n 1946, Festival Foods was founded as Skogen’s IGA by Paul and Jane Skogen in Onalaska, Wisconsin.

With only $500 of borrowed money and a lot of enthusiasm, Paul and Jane opened a small, 3,000-square-foot store adjacent to the family home. The company began operating as Festival Foods in 1990 and today employs over 8,000 associates at 39 full-service supermarkets across Wisconsin.

Even after 75 years and tremendous growth, Festival Foods is dedicated to maintaining the family values of its founders, Paul and Jane Skogen.

Those values – servant leadership, execution, community involvement, associate development, and service – are the foundation of Festival Foods’ success through three generations of family ownership.

We think of our 27 Boomerang Basics as our instruction guide to executing our vision, mission and values...

They’re who we are and what drives our extraordinary success.

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We live our values every day through the Boomerang Basics, which are tied to the Festival Foods Boomerang Principle: “Every business decision we make is based on the question, ‘Will it bring the guest back?’” The Boomerang Principle is at the heart of everything we do at Festival Foods. Simply stated, we treat our customers as guests, listen and respond to their needs so they want to come back. We think of our 27 Boomerang Basics as our instruction guide to executing our vision, mission and values. The Basics define how we relate to our guests, each other and our communities. They’re who we are and what drives our extraordinary success.

For leaders to have a growth mindset and learn from the past – as well as be prepared for continued growth – a company must have a culture of open communication. That requires nurturing and caring for the success of

each associate. In turn, that culture allows leaders and front line associates to be comfortable occasionally making a mistake or turning a failure into a learning opportunity.

Every day, Festival Foods associates support each other’s success and execute our values by living the Boomerang Basics: • In our support offices and in every store, we hold daily team huddles.

Huddles take two forms: (1) leaders; and (2) department manager with all associates on each shift.

• Huddles are led by any associate who is present and focus on one of the 27 Boomerang Basics, which are scheduled in a repetitive flow every 27 days. Topics and sign-up opportunities are communicated to all associates via email, message boards and other postings. The person leading the huddle reads the Basic of the day aloud from a handy pocket card and shares with the group what this Basic means to them, with either a personal story or a work-related example of living that Basic. Then, everyone in attendance may jump in and share any thought about the Basic of the day. Spending this 3-10 minutes a day focused on what is truly important to building our culture pays huge dividends by helping us connect and support each other in addition to serving our guests in the stores.

This constant focus on our mission and values, along with the daily living of our Boomerang Basics, drives a continuous improvement mindset, which translates to great results for Festival Foods’ success and culture.

A health plan that works for your budget and your employees?

Now, we’re talking.

In untraditional times like these, a traditional health plan may not be the best fit for your business — so consider taking a closer look at All Savers® Alternate Funding from UnitedHealthcare. Designed with small businesses in mind, this level-funded plan offers exemption from most Affordable Care Act regulations, wellness programs to help employees get healthier and the potential for a refund if your claims are lower than expected.* All Savers from UnitedHealthcare. Now, we’re talking.

Get a no-obligation quote before you renew.

To learn more, visit uhc.com/Wisconsin or talk to your broker or UnitedHealthcare representative. *Please consult a tax and/or legal advisor to determine if, by receiving this surplus refund, there are any restrictions or obligations, or whether the surplus refund is taxable.

Administrative services provided by United HealthCare Services, Inc. or their affiliates. Stop-loss insurance is underwritten by All Savers Insurance Company (except MA, MN, and NJ), UnitedHealthcare Insurance Company in MA and MN and UnitedHealthcare Life Insurance Company in NJ. 3100 AMS Blvd., Green Bay, WI 54313 (800) 291-2634.

B2B EI20326432.0 9/20 © 2020 United HealthCare Services, Inc. All Rights Reserved. 20-326433

Winter 2022 | Collective IMPACT 13

Joining Together to Train the Future Written By: Wisconsin Department of Workforce Development

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ince 2015, Bellin/HSHS St. Vincent has been on the cusp of training and educating future Greater Green Bay employees, and now, Aurora BayCare Medical Center is joining the mix.

The hospitals are partner sites for Project SEARCH, a 9 to 12-month program that provides training and education leading to community integrated employment for youth and adults with disabilities. In Wisconsin, the program is administered through the Department of Workforce Development’s Division of Vocational Rehabilitation (DVR) and is a collaborative effort that includes local businesses, school districts, disability service agencies, and DVR. At each Project SEARCH site, the business provides a training classroom, business liaison, 14 Collective IMPACT | Winter 2022

and rotational internships for on-the-job training. The school provides an instructor, and DVR works with a local vocational services agency to supply job coaches who support the students during their internships and assist with final job placement. The disability services agency provides follow along services for any eligible student hired at the business site or in the community.

Bellin has hosted 46 interns since they began participating in Project SEARCH in 2015.

Among their graduates, 89 percent were successfully employed in the community following the program. In their inaugural year, Aurora is currently hosting seven interns. Both programs will graduate interns in spring 2022.

RECRUITMENT STRATEGIES FOR 2022

Personal Plans for Gainful Employment Written By: Bill Gosse, The Society of St. Vincent de Paul Green Bay

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hen graduation for one of our ‘Getting Ahead’ cohorts takes place at The Society of St. Vincent de Paul of Green Bay, it signifies the completion of the 20-week “kitchen-table style” educational workshop for adults experiencing poverty, who wish to make a change in their lives, but are unsure of where to begin. Participants, who are in charge of their own learning, explore the impact poverty has on their lives and their community, and determine how to stabilize their situations, so they may live a more self-directed life.

Participants, who are in charge of their own learning, explore the impact poverty has on their lives and their community, and determine how to stabilize their situations...

Thinking in the abstract gives participants control over making changes in their lives, even in the “tyranny of the moment,” where they have to make some very difficult choices. Through analysis and discovery of which personal resources are strong, they become better aware of the value of available community resources – building motivation and know-how to create a personal plan for the future, which ideally includes gainful employment. An added bonus to all of this, is that each participant enjoys the companionship and support of a loving and caring mentor, for when times may get rough, or decisions might not be as clear. For any worthy employer, what a benefit to hire a burgeoning valuable and loyal employee.

The curriculum is based on “Getting Ahead in a Just-Gettin’by World”, written by Phillip E. DeVol, and is offered in 45 states and 5 countries, and has been utilized here in Brown County since 2017, covering 8 different sessions. Some ‘Getting Ahead’ graduates have even gone on to volunteer to be facilitators of cohorts, or mentors for participants.

The next workshop is scheduled to begin in February of 2022.

For more information about this workshop as a potential participant, mentor or sponsor, please call our Advocacy & Education office at 920.435.4040 x219 or email ae@svdpgb.org. This workshop is provided free of charge to all participants, and is coordinated by The Society of St. Vincent de Paul Green Bay.

Winter 2022 | Collective IMPACT 15

Help Wanted! Now Hiring! Apply Now! Written By: Rose Weiler, New Talent Solutions

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hether you believe there is a labor shortage or not, we are amid the most difficult hiring market in recorded history. Employers are doubling down on the only recruiting tactics they know; post more, buy more signs, and scream louder! The result often is fewer applicants, misdirected spending, and a whole lot of noise.

Clearly the labor market has changed. It started changing years ago, yes, even before the millennial generation. Combined with the pandemic, employers were hit suddenly and hard. I am often asked; how can this be when news reports state there are a record number of people looking for a new job? How do you break through the job posts, the roads lined with “now hiring” signs, and the shouts from other company’s vying for the same talent? Answer is: you change your tactic.

Recruitment marketing approaches candidates like sales marketing approaches a customer.

• Develop your candidate profile and value proposition.

• Learn what future employees need, their pain points, how to reach them, 16 Collective IMPACT | Winter 2022

how to communicate with them, how to treat them and even behave around them. Recruitment marketing focuses on your employees just like your customers.

• Write an effective job post. Every job cannot rank on Google’s first page.

Instead of focusing on search engine optimization (SEO), focus on your message.

• Have a process and treat ALL applicants with thoughtfulness, care, and consideration. Yes, even the applicants who apply to every single job. Even the applicants who are not qualified.

If your Human Resources or Operations team is not able to write an effective job post (never post a job description), take candidate calls, answer candidate questions, and respond within 24 hours, consider hiring someone to assist them. After all, you wouldn’t rely on HR or Ops to run sales, would you?

How do you break through the job posts, the roads lined with now hiring signs, and the shouts from other company’s vying for the same talent?

You change your tactic.

ImplicitBias C O N F E R E NC E

Conversations about health equity, access and advocacy

February 24, 2022 • 8 a.m. to 4 p.m.

Free virtual conference. Join us all day or when you can.

Register at prevea.com/conference

Understanding bias and its impact on day-to-day functions is more important than ever. With this conference, we married conversations about the impact of systemic racism on advocacy work, health care and victim services.

WE’LL DISCUSS: • Implicit bias: definitions and implication • Social determinants of health • Mitigation strategies • Implications for the workplace (i.e. hiring practices, retention, etc.)

• Tools for change

Winter 2022 | Collective IMPACT 17

3 Steps

to Recruiting Great Candidates By: Lori O’Connor, New Business Developer for Vye

It’s hard to come across a business that isn’t struggling to find skilled, qualified employees in today’s job market. But applications aren’t coming in fast enough, applicants don’t meet the required skill sets, and many businesses we talk with aren’t quite sure what to do.

If this all sounds a little too familiar, it might be time to consider a new approach to recruitment. Specifically, inbound recruiting.

What Is Inbound Recruiting?

Inbound recruiting is what happens when you apply the inbound marketing methodology to recruitment efforts.

Instead of posting your ad across the internet for all to see, you set out to attract only qualified job seekers, engage them with content about your organization and culture, and convert them by having them complete the application process. From there, you carry out your typical interview processes.

When everything is in place, inbound recruitment efforts end up doing a lot of the heavy lifting for you by weeding out applicants that aren’t a good fit.

So how do you implement an inbound recruiting strategy? We’ve broken it down into three steps.

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RECRUITMENT STRATEGIES FOR 2022

Step 1

Step 2

Step 3

Attract Only Qualified Engage Ideal Convert Candidates Job Seekers Candidates With Easy- by Simplifying the First things first, you need to identify to-Find, Transparent Application Process who you are hoping will apply for Information your open position. After all, you Attracting and engaging the right don’t need to reach everyone — just the right person. Understanding your ideal candidate will influence how you talk about open positions and where you promote job listings.

In today’s job market, it’s not just about the candidate being a good fit for you — it’s also about your organization being a good fit for them.

Once you understand the candidates you’re trying to reach, you can move to the engagement phase. One of the most impactful things a company can do to increase visibility and engagement is improve their Careers page.

To get them there, consider simplifying your application process. Do you actually need all of the information you’re requiring applicants to submit? We’ve found that a short, to-the-point application process can significantly increase the number of submissions, giving you the opportunity to pare down your list of eligible applicants based on skills and qualifications (rather than weeding through information that isn’t directly relevant to the job).

We’ve worked with multiple companies to improve their inbound recruiting strategy. Here are some of the top actions shown to have a positive impact when it comes to developing a Careers page:

Let Inbound Recruiting Do the Heavy Lifting

It might be time to consider a new approach to recruitment.

To get into the mind of an ideal applicant, we use audience profiles (which we often refer to as “personas”). If you aren’t familiar, personas are fictitious, generalized characters that reflect the needs, goals, and behaviors of your ideal candidate.

While it is common to have several employee personas, we suggest starting with just one or two. If you aren’t sure where to begin, start with developing a persona for your highest-demand position. What are that person’s primary characteristics?

What words describe them? What personality type do they have?

To get answers to these questions and build a well-rounded candidate persona, be sure to talk with your:

Hiring team

They will know which questions candidates frequently ask, and what prospects tend to care about.

Current staff

They will be able to share things they are interested in and where they go for information.

Prospective candidates

Think about people in your network that you’d love to hire. Consider asking them questions to better define your persona.

people is a great start. But it doesn’t do you any good unless they cross the finish line and submit an application.

• • • • • • •

Include your company’s mission statement and core values Address questions about pay structure openly and honestly Talk about benefits and perks Answer frequently asked questions Talk about culture Include images and video, especially of your people and your work spaces Make sure the page is mobilefriendly and optimized for search engines

It also helps to prioritize Careers in your main navigation or on your homepage. This not only makes it easier for candidates to find and explore open positions, but also sends the message that you are a financially healthy company actively recruiting for your business.

When you use inbound marketing as a way to recruit employees, you’re increasing the odds that your applicant will know about your company, your products/services, and your culture before they even show up for an interview. It also means that you have greater odds of getting applicants who will be a good fit all around.

Ready to try inbound recruiting and see the proof behind the hype?

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Winter 2022 | Collective IMPACT 19

A successful, vibrant community relies heavily on the supply of qualified people who can meet the current and future needs of businesses and industry. The Chamber’s Talent & Education team is committed to the cultivation of a culture of growth and opportunity. They enjoy working alongside the community to increase the talent available to employers in Greater Green Bay.

Emily Bangen,

Youth Apprenticeship Manager “As a Youth Apprenticeship Manager at the Chamber, my role is to help connect area high school students with local businesses for work-based learning experiences.

Now more than ever, it is important for employers to have access to young talent and for students to get opportunities to learn both in the classroom and on the job.”

Amber Crisp,

Special Events Manager - Talent & Education “As a special events manager, my role is to lead the event efforts for the Talent & Education team within the Chamber.

Creating memorable experiences that highlight what makes Greater Green Bay a great place to live and establish roots, is my top priority. I strive to ensure community members are welcomed not only

at our events but always. Our community members should feel invested, excited and a great sense of belonging. A warm greeting, a seamless program, a safe and fun event atmosphere, is just a small portion of what I do to create these memorable experiences that keep people loving where they live and staying within Greater Green Bay.”

Morgan Doshi, Director of Talent

“As Director of Talent, my role is to implement and support various talent initiatives to help our business partners attract, develop and retain their talent. I also oversee the Community Concierge program, which is designed to help candidates, new hires and their families discover the many facets

20 Collective IMPACT | Winter 2022

of Greater Green Bay and jump-start their engagement in the community. As a Green Bay native, I am passionate about welcoming all people to our community and committed to making it a place where everyone belongs and thrives.”

Christine Gunderson,

Current Young Professionals Program Manager “As the Current Program Manager, my role works alongside a team of volunteers to facilitate monthly and annual programs for the Current Young Professionals network, as well as managing the behind-the-scenes systems that keep everything running. Having been a transplant in other communities,

and a boomerang millennial in Green Bay now, I know from first-hand experience how vital it is, in the creation of a thriving community, that young professionals are connected to people, engaged with their community and developing professionally.”

Cherie Heath,

Talent Development Specialist, Youth Apprenticeship Program “My role as Talent Development Specialist is to provide administrative support for the Youth Apprenticeship program. I enjoy working with the high school students, school contacts, and employers in our community to

provide these opportunities. I strive to inspire, support, and positively impact everyone I encounter, both professionally and personally.”

Ashley Skoczynski,

Leadership and Career Development Manager “My goal as Leadership and Career Development manager is to educate and empower others to reach their highest potential so they can create healthy environments and safe spaces where everyone can thrive.

I am grateful to be in this role and help enhance our businesses and overall community by working with current and future leaders in the Leadership Green Bay and Teen Leadership programs.”

Eric Vanden Heuvel,

Vice President of Talent and Education “As the Vice President of Talent and Education, my role is to lead new and existing strategies for attracting and retaining talent in our community. I enjoy supporting my outstanding team and each of their unique

programs to help us accomplish this goal.

At the end of the day, I am also competitive and want to win. In this case, winning means helping people understand why Greater Green Bay is the best place to be. “

Winter 2022 | Collective IMPACT 21

Collaborative Partnership Connects Employers to Future Workforce Written By: Eric Vanden Heuvel, Vice President of Talent and Education, Greater Green Bay Chamber

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s the labor shortage continues to squeeze area employers, everyone is looking for solutions to recruit and retain the people they need to meet organizational goals. While the tendency is to look for short-term solutions, it is prudent to have a strategy to cultivate future talent, which can start as early as middle and high school. A new partnership between the Greater Green Bay Chamber, CESA 7 and the Ahnapee Youth Apprenticeship Consortium is creating a regional solution to connect employers with thousands of students who want to work as a part of their high school experience.

The Northeastern Wisconsin Youth Apprenticeship consortium (NEWYA) combines the strengths of three organizations to create a streamlined process for students to connect with employers and gain valuable workforce experience as a youth apprentice.

“A school district’s mission is its promise to students, and districts have an opportunity to work in tandem with business and community partners to put the truth in advertising that “all means all” as they take Youth Apprenticeship implementation to the next level,” says Colleen Timm, Learning Services Director for CESA 7. “NEWYA will ensure a clear pathway for measurable gains in student achievement, a diploma by design for all students, and a strengthened community. With the current opportunities available within the workforce, the time is now for all of us to come together to ensure that the students of today become tomorrow’s innovative leaders.”

22 Collective IMPACT | Winter 2022

who is excited to gain hands-on learning The Youth Apprenticeship program, fundin an industry that they are interested in ed by a state grant from the Department exploring. In addition, the student is required of Workforce Development and private to participate in related coursework, either investments, has transformed the Luxemat their high school or technical college. burg-Casco school district and the Ahnapee consortium in three The Greater Green Bay short years. Under the Chamber is excited to leadership of Mike We are committed collaborate with these Snowberry and Jen to solving the talent great organizations to Johnson, the program crisis that is prevalent provide another talent saw 600% growth across our community, solution to their memin its work-based state, and country. ber businesses. learning opportunities for students, aided “We are committed to by more than 500 -Eric Vanden Heuvel, solving the talent crisis business partnerships.

Greater Green Bay that is prevalent across Chamber our community, state, “The Youth Apprenand country,” added Eric ticeship Program Vanden Heuvel, Vice is a game changer President of Talent and Education with the for high school students, as the experience Chamber. “Helping businesses connect with creates maturity and develops a sense of students through the youth apprenticeship purpose for their future,” Snowberry said. program is a win-win solution, as many YA students transition to full time employees.

To participate as a YA employer, businesses This is a critical strategy to retain talented need to offer paid work experience for a high students produced by our local schools.” school junior or senior and provide a mentor to the student while they are on the job.

The benefits include a young, eager learner

Helping Area Young Professionals Connect and Grow Written By: Christine Gunderson, Current Young Professionals Program Manager, Greater Green Bay Chamber

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urrent Young Professionals (CYP), a program of the Greater Green Bay Chamber, is a network of over 1,200 young professionals throughout Greater Green Bay. CYP is geared towards those individuals ages 21-40 years old but remains open to community professionals of all ages. The program utilizes a variety of events to gather young professionals at locations throughout the community. All events focus on three core areas that are linked to talent retention: personal, professional and community connection.

CYP Events Through events like After 5s and CYP Plays, young professionals are offered fun

venues to network with each other. Whether at the YMCA playing a pick-up game of volleyball or at Captain’s Walk Winery learning about Greater Green Bay history, events inspire enjoyable low-stakes avenues for building connections with other people.

If your employees have relocated to the area or are transplants from another area, these events may play an instrumental role in helping include personal connection into the professional world.

Other events such as Dine N’ Develop, CYP Serves or Coffee & Convos focus more deeply on the community and professional connections. Whether you are a young professional looking for career growth, a voice in

Convening young professionals together is a vital part of the ongoing growth of Greater Green Bay.

the governance of the community, or enjoying volunteering, CYP offers many options to fulfill the need for further involvement.

Growing Greater Green Bay Convening young professionals together is a vital part of the ongoing growth of Greater Green Bay. It creates opportunities for collaboration across business sectors, offers professional development opportunities, and fosters a safe community of fellow professionals to use as sounding boards. Through connection with each other, young professionals are enabled to contribute back to the community while also identifying and supporting what drives them both personally and professionally.

Working with you to help your community thrive.

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Leadership Development: An Important Component of Talent Strategy Written By: Ashley Skoczynski, Leadership and Career Development Manager, Greater Green Bay Chamber

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n integral part of a thriving community is the individual contributions of the talented people who live there. Unlike any other professional development program in the region, Leadership Green Bay equips emerging and existing leaders with experiences, tools, and relationships to reach their highest leadership potential.

The program was started in 1985 by 12 dedicated individuals who wanted to ensure that their spirit of service and leadership would continue for years to come. Since then, the program has grown to educate more than 1,000 leaders who have completed more than 150 projects that have shaped Greater Green Bay.

The Greater Green Bay Chamber has and continues to recognize professional development as a key component to recruiting and retaining talent. According to Gallup, companies that invest in their employees (with programs such as Leadership Green Bay) report 11% greater profitability and are twice as likely to retain their employees.1 Additionally 90% of millennials, the largest segment of the workforce,2 say professional development opportunities are very important to them in a job.1  Another important component of talent strategy is developing a strong workforce beginning at a younger age. The Chamber’s Teen Leadership program is designed for high school sophomores to learn about topics

ranging from the history of Brown County to government and leadership. Long before these students enter the workforce, they are exposed to professional opportunities in our region, connected with local business leaders and offered resources to build a career in our area. The project requirement allows them to gain and practice their own leadership, teamwork, and communication abilities, preparing them for the in-demand skills required in today’s workforce.

During these unprecedented times of talent shortages, many companies are focused on strategically recruiting and retaining talent.

Both Leadership Green Bay and Teen Leadership are premier programs designed to help meet that need.

Sources: 1 DeSimone, Rob. “What High-Performance Workplaces Do Differently.” Gallup.com, Gallup, 4 Jan. 2022, https://www.gallup.com/workplace/269405/high-performance-workplaces-differently.aspx.

2 Fry, Richard. “Millennials Are Largest Generation in the U.S. Labor Force.” Pew Research Center, Pew Research Center, 27 July 2020, https://www.pewresearch.org/fact-tank/2018/04/11/millennials-largest-generation-us-labor-force/.

24 Collective IMPACT | Winter 2022

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From Green Bay to Lucca Looking to establish stronger relationships and advocate for growth and increased investment in the region, the timing was right for a Greater Green Bay Chamber employee to visit the parent companies in Lucca. I attended the MIAC - International Exhibition of Paper Industry trade show held annually in Lucca. With more than 250 participating companies, it didn’t take long to uncover Greater Green Bay’s reputation across industry professionals.

Piazza dell’Anfiteatro is a public square in the walled center of Lucca. The ring of buildings surrounding the square, follows the elliptical shape of the former second century Roman amphitheater of Lucca.

Lucca, Italy: The Paper Valley of Europe Written By: Kelly Armstrong, Vice President of Economic Development, Greater Green Bay Chamber

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ocated 30 minutes from Pisa, an hour from Florence, and a short train ride from the sea, Lucca, Italy sits surrounded by four miles of historic Roman walls that were rebuilt in the 1500s.

mill in Wisconsin in 30 years. Our Tuscan counterparts have taken notice and established business operations in Greater Green Bay to take advantage of the cluster concentration.

Lucca, founded its first real paper mill sometime in the 1500s. Today it is home to some of the largest toilet tissue producers, converting machine makers, and a host of suppliers to the industry.

Foreign Direct Investment When a foreign-based company makes a cross-border investment, the economic development term used to describe it is Foreign Direct Investment (FDI). Italy is the Greater Green Bay region’s largest source of FDI and while we have Italian-based companies in several industries here, our largest concentration is in the paper industry.

Sofidel, Körber Tissue, Fosber, Toscotec, Maflex, Clean Paper, Pulsar, and Gambini all have locations here, while their parent companies are in Lucca.

Likewise, we have companies, such as locally headquartered Paper Converting Machine Company (PCMC), who have operations in Lucca.

This past year Greater Green Bay saw tremendous growth in the paper industry and maintains its position as the leader across the country, with an industry concentration 14 times the national average. An example of this growth is Georgia-Pacific, with its recently announced investment of $500 million, expanding the Broadway paper mill and breaking ground on their 1.1 millionsquare-foot warehouse facility. Green Bay Packaging is another success, with its $500 million investment in the first new paper 26 Collective IMPACT | Winter 2022

Many companies hosted open houses at their plants, providing an opportunity for them to showcase their latest machinery and technology upgrades. I had the pleasure of meeting with some of the CEOs of the Italian-based companies for the first time and was able to tour their operations while emphasizing the global connectivity we have here in Green Bay. The Future The Greater Green Bay Chamber is excited to continue building on these relationships and assisting in raising the awareness of our industry strengths while encouraging Italian companies to consider Greater Green Bay for more FDI. To paraphrase one of our newfound friends, Massimo Franzaroli, CEO of Pulsar Engineering, “If you are in the tissue business you should be in Green Bay!”

Luigi Lazzareschi, CEO, Sofidel Sofidel is an Italian multinational producer of tissue paper for sanitary and domestic use. The Sofidel Group was founded in 1966. It is one of the world leaders in the tissue paper market and the second largest producer in Europe.

in-person and virtual entrepreneurial training courses, entrepreneurs met at least four days per week concluding with a Pitch Night, where they showcased their products and services to the surrounding community for the opportunity to secure grant funding.

The entrepreneurial future looks bright for Greater Green Bay.

In November 2021, the Urban Hub formalized a new partnership with WiSys and the University of Wisconsin-Green Bay to make the space a “Venture Home,” a network combining statewide resources with community initiatives to provide local entrepreneurs access to a full menu of startup resources in the community. The partnership designates it as a place for Wisconsin’s entrepreneurial alumni to “venture home” and contribute to the local community, as well.

The Urban Hub: Expanding the Footprint for Greater Green Bay Entrepreneurs Written By: Patrick Stumpf, Economic Development Communications Manager, Greater Green Bay Chamber

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he Greater Green Bay Chamber has worked diligently to continue to grow and support the entrepreneurial ecosystem across Greater Green Bay. Among its successes is the Urban Hub, an extension of the Startup Hub business incubator. This 10,000 sq. foot co-working space is located in the heart of downtown Green Bay, in The Rail Yard District.

Since its inception in March 2020, the Urban Hub has catapulted upward in interest, with the addition of new members, a banking partner, increased communitywide involvement, programming, and more.

Despite a shutdown of the space during the height of the Covid-19 pandemic, the Urban Hub rebounded with a relaunch in May 2021, picking up the momentum from where it left off.

In June 2021, the Urban Hub, in partnership with New North, launched The Blueprint Green Bay, a 12-week business accelerator program focused on entrepreneurs of color, female & veteran-owned businesses in Greater Green Bay. A total of seven companies —100% women and minority founders —made up the program’s first-ever cohort this past fall. Through a mixture of

Finally, Tundra Angels, the Chamber’s one-year old angel investor network based at the Urban Hub, has expanded from 6 members to 23 members and injected over $1 million in capital into seven highgrowth, scalable companies in Wisconsin.

Over the last few months, the Chamber has also been busy working with partners to update amenities at the Urban Hub, for the benefit of its members and the greater community. Amenities now include an updated presentation space with an 86” LG presentation screen, dual blind spot attendee monitors, a confidence monitor for presenters, and a full presentation system including up to six microphones for panel discussions.

These are in addition to other recent improvements including a new wireless printing system, expanded fixed-desk selection, discounts, and other offers with our partners.

The entrepreneurial future looks bright for Greater Green Bay and the services offered through the Urban Hub have created another helping hand to those just starting out, fostering a community of success and partnership. You can learn more about the Urban Hub by visiting the Greater Green Bay Chamber website.

Winter 2022 | Collective IMPACT 27

Gaining Ground in Green Bay Written By: Patrick Stumpf, Economic Development Communications Manager, Greater Green Bay Chamber

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n 2018, Tom Giese and Barbi Gossen started their entrepreneurial journey how many often do: out of a garage.

The following year, their growth brought Gain Control LLC — a design-throughbuild electrical engineering firm that designs, builds, and commissions electrical controls for all types of machines — to the Greater Green Bay Chamber’s business incubator, the Startup Hub. Whether an equipment builder or fabricator in need of controls for new equipment, or a manufacturer looking to automate a machine or production line in your facility, Gain Control had the experience to design and build a turnkey solution. The best part? Not only did they hand test every solution before leaving their shop, but once a system is installed, they provided full startup and operator training.

28 Collective IMPACT | Winter 2022

The services modeled at the Startup Hub offered Tom a centralized starting point for fellow entrepreneurs, innovators, and businesses like themselves seeking resources in Greater Green Bay. The facility features 50,000 square feet of opportunity, configured into offices, office suites and manufacturing bays, as well as a designated area for virtual clients.

Through the Startup Hub, the Greater Green Bay Chamber’s goal is to listen to a business’ unique needs, offer consultations and connections to aid success, and by offering a flat-rate lease complete with heat and A/C, internet, printing services, conference rooms, and more, help you affordably stay on track toward future expansion.

In October 2021, Gain Control’s continued rise out of their 1,000 sq. ft office in the Startup Hub necessitated yet another

Whether an equipment builder or fabricator in need of controls for new equipment, or a manufacturer looking to automate a machine or production line in your facility, Gain Control has the experience to design and build a turnkey solution.

move, this time to a permanent 5,000 sq. ft space of their very own in Pulaski.

The additional physical space has allowed their team to hire more staff, and its work, even more ability to be utilized by a variety of industries across the world, including manufacturing, paper and packaging, food production, marine, printing and converting, and more.

Learn more about Gain Control at gain-control.co.

Supporting the Environment: What being FSC Certified Means

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he Forest Stewardship Council (FSC) has a mission to promote environmentally sound, socially beneficial and economically prosperous management of the world’s forests. This mission is met with an equally beneficial vision to meet the current needs for forest products without compromising the health of the world’s forests for future generations.

When a business commits to fulfilling the FSC certification, they are ensuring that products they derive are coming from responsibly managed forests that provide environmental, social and economic benefits. Obtaining and maintaining this certification involves an annual, labor-intensive process mandated by the FSC Principles and Criteria. This criterion provides a foundation for all forest management standards globally, including the FSC US National Standard (v1.0) that guides forest management certification in the United States.

Beginning with this issue, the Greater Green Bay Chamber is using FSC certified products in the production of the Collective Impact magazine. Viridiam, our print partner is proud to be a certified chain-of-custody company.

Viridiam participates in a process

ensuring that a printed product came from wood harvested from wellmanaged forests and was handled only by certified companies at every step of its creation. Further, Viridiam has the authority to place FSC’s trademarked “checkmark and tree” logo on customer materials it prints on certified paper.

“We originally pursued the FSC certification as an extension of our long-standing environmentally friendly philosophy as a printing business in Wisconsin, states Rob Butler, Vice President of Sales at Viridiam. Rob continues by saying, “This certification represents an awareness of how our company impacts the environment and a continuing focus on doing whatever we can to preserve natural resources for the enjoyment of future generations.”

To obtain the certification, Viridiam underwent a rigorous, third-party audit.

Scientific Certification Systems (SCS), of Emeryville, Calif., which has certified more than 500 manufacturers, distributors and retailers making or carrying wood products, conducted the audit.

It is Viridiam’s responsibility to keep detailed chain-of-custody records documenting that a printed product on

FSC-certified paper originated from wood that came from responsibly managed forests. To keep its certification, Viridiam is audited annually to ensure its records and procedures comply with FSC standards.

We originally pursued the FSC certification as an extension of our long-standing environmentally friendly philosophy as a printing business in Wisconsin.

- Rob Butler, Vice President of Sales at Viridiam

As a Wisconsin-based business,Viridiam understood the importance of pursuing the FSC certification as a printing business in Wisconsin, a state known for the beauty and value of its forests. Furthermore, the certification represents an awareness of the Greater Green Bay Chamber’s impact on the environment along with Viridiam continuing to focus on doing whatever they can to preserve natural resources for the enjoyment of future generations.

Winter 2022 | Collective IMPACT 29

Greater Green Bay Chamber’s New Website

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o further our efforts of building prosperous businesses and a thriving community, we were excited to launch our newly designed website.

the opportunity to gain knowledge on the many events, programming, initiatives, and committee offerings the Chamber has available.

What You’ll Find As a convener in the community, the digital presence of the Chamber needs to clearly communicate the role our organization plays and enable our members to better understand our purpose.

The redesigned site includes a more seamless and aesthetically pleasing user experience, plus improved functionality and navigation.

Revamped website imagery showcases our thriving community including its historic downtowns, waterfront, nature trails, and iconic Greater Green Bay landmarks. Guided by engaging written content, the enhanced images capture the energy and prosperity of our community and its residents.

Other Website Improvements As an access point for Chamber members and community residents alike, the refreshed website allows viewers

30 Collective IMPACT | Winter 2022

Our website is the vehicle for telling our story and the website refresh provides the framework for communicating that to the public, thus enhancing the value and experience of our members. We believe the site is an excellent resource

for employers in Greater Green Bay and will complement their existing efforts to benefit the community as a whole.

We encourage you to visit the site, peruse upcoming events, read our blog and learn more about enhancing your membership with the Greater Green Bay Chamber.

greatergbc.org

Community Snapshot – A Resource for Attracting Talent to Greater Green Bay

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ttracting skilled workers to our region is more important than ever. As HR recruiters, realtors and others work hard to ‘sell’ Greater Green Bay to potential employees, there is a resource available to aid in business and talent attraction.

Community Snapshot is an annual online publication produced by the Greater

Green Bay Chamber that highlights the characteristics and resources that demonstrate the outstanding quality of life in Greater Green Bay. The publication is comprised of statistics and data on area resources, employers, industries, schools, demographics and cost of living.

View this and other Chamber publications

MEMBERSHIP FOR ALL Monthly rates based on household income

GREATER GREEN BAY YMCA www.greenbayymca.org Winter 2022 | Collective IMPACT 31

2022 Chamber Events at a Glance Learn more about events at GreaterGBC.org/events

Current Young Professionals Future 15 & Young Professional Awards Thursday, February 24 Join the Chamber’s Current Young Professionals program in recognizing local young professionals, entrepreneurs and businesses that exemplify what the program is about: development, engagement and a commitment to Greater Green Bay. Find Your Inspiration Tuesday, March 8 Area companies are invited to exhibit their industries and work at a career exploration fair for Greater Green Bay eighth-grade students and participate in the Youth Apprenticeship job fair for local high school students.

Greater Green Bay Made Wednesday, March 30 The #GreaterGreenBayMade event is an opportunity to learn from a recognized industry leader about innovative manufacturing products and ideas being developed in Greater Green Bay and allows attendees to view a demonstration, interact with a product, or sample a product made in our community.

29th Annual Golden Apple Awards Wednesday, April 20 The 29th Annual Golden Apple Awards will recognize and honor nine recipients from Greater Green Bay schools who have shown innovation, leadership, and dedication to teaching their students.

Hybrid Job Fair Thursday, April 28 The Greater Green Bay Chamber is pleased to host an in-person and virtual job fair with the Northeast Wisconsin Technical College (NWTC). This is the chance to get a leg up on reaching new prospective talent.

2022 Business Recognition Luncheon Tuesday, June 7 Nominated by their peers, the Business Recognition Awards Luncheon showcases Greater Green Bay business people and companies whose success, and accomplishments have stood out in the community.

32 Collective IMPACT | Winter 2022

Chamber Member Anniversaries MARCH 2022 35 years Körber Tissue

20 years Advanced Physical Therapy and Sports Medicine 15 years Breakthrough Parallel 44 Vineyard & Winery 10 years Kwik Trip - Corporate Offices 5 years Lakeshore Latching, Inc. Spectrum Insurance Group

APRIL 2022

MAY 2022

25 years Seek Careers/Staffing

30 years The Volunteer Center of Brown County

20 years Mackinaws Grill & Spirits Encadria Staffing Solutions, Inc.

20 years H.J. Martin & Son, Inc.

40 years Moski Corporation Green Bay Seven-Up Bottling Company, Inc.

15 years United States Postal Service 10 years Vital Essentials Ascher’s Janitorial Services Rocket Dog Fireworks Hagemeister Park 5 years Save A Lot Unity Hospice Retail Shoppe, Inc. Service Motor Company

40 years Family Services of Northeast Wisconsin, Inc. Fox Communities Credit Union

15 years Metzner’s Culligan Quality Water, Inc. CN Heartland Business Systems Apartment Association of Northeast Wisconsin, Inc. 10 years Vandervest Harley-Davidson of Green Bay Rhyme 5 years Oak Park Place of Green Bay Copper Rock Coffee/Copper State Brewing Company Green Bay Water Utility BConnected, LLC – Appleton

Winter 2022 | Collective IMPACT 33

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