The Sendout Q3

VIRTUAL 5K RAISES OVER $40K FOR OHIOHEALTH page 5

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PEAK STILL HAPPENS, EVEN IN A PANDEMIC page 6

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OUR COMMITMENT TO DIVERSITY & INCLUSION pages 11 & 12

VOLUME 6 | ISSUE 3 | JULY 24, 2020

SPECIAL COVID-19 DIGITAL EDITION N O2

~ Jeff Miller President

VOLUME 6 | ISSUE 3 | FRIDAY, JULY 24, 2020

The Sendout is designed to connect and align all Dawson Colleagues – in all divisions and all locations. Published quarterly, and supplemented by a monthly email, The Sendout celebrates our #dawsome culture, generates excitement for Company events, and educates Colleagues on industry trends, and business initiatives.

THE SENDOUT STAFF Felicia Wilson Vice President, Marketing Ryan Beaman Managing Editor Ali Weaver Graphic Designer Taylor Alexander Marketing Coordinator

DAWSON EXECUTIVE TEAM Chris and David DeCapua Second Generation Co-owners Jeff Miller President Nancy Luce Vice President, Dawson MSP Becky Fromkes Vice President, Operations Allie Magoch Controller Felicia Wilson Vice President, Marketing

CONNECT WITH US LinkedIn.com/ company/dawsoncolumbus Twitter @dawsoncolumbus facebook.com/ dawsoncolumbus Instagram @dawsoncolumbus

Have news you want to share in The Sendout?

Email Ryan Beaman at rbeaman@dawsoncareeers.com.

How Will You Make the Most of This Moment?

It’s hard to believe that we are living in the same calendar year where we “Roared into the ‘20s” at the DAWSCARS and declared that “Growth is the Goal” at the Dawson Annual Meeting. Little did we know the roar that this year had in store.

As we worked through the early days of the COVID-19 pandemic and adjacent shut down, we grew by learning ways to work with each other from a distance and finding new ways to sell services and work with Clients’ needs in a quickly changing world.

Then, as summer rolled in (and it seemed like we were settling into the “new normal”), our society was forced to take a long overdue look at systemic racism and the effects it still has on the world today. The senseless killings of Breonna Taylor, George Floyd, and so many other Black Americans has sparked a conversation that we all need to be a part of.

In June, I sent a note challenging each of you to take an introspective look at your beliefs, thoughts, and actions as they relate to race relations and equality. As a company, we know that we’ve fallen short in some of these areas too.

Both the COVID-19 pandemic and the cry for social change are opportunities for Dawson – and all of you – to step up and be a part of the solution. Hundreds of thousands of people in Central Ohio have been displaced from their jobs over the past 6 months, and we can be the ones to help get them back on their feet. And, we have a unique opportunity to help folks from all walks of life build a better future for themselves through stable employment.

Growth is still the goal for 2020. The growth we’ll end up experiencing looks different – and is perhaps more challenging – than the growth we had in mind as this year began.

SALES UPDATES

Dawson’s Weekly Numbers, Explained Since COVID-19 impacted our operations mid-March, we have committed to sharing open and transparent weekly metrics, including current headcount and number of open opportunities. We wanted to explain those numbers more indepth, and illustrate how they translate to Gross Profit.

STAFFING

DAWSON MSP

Current number of Working Associates

908 25

1

From last week (883) -14% from July 2019

271 56

Current number of Working Associates

289

From last week (290) 2019 July Weekly Average: 590

Current number of Open Positions

39

Current number of Open Positions

New orders received this week

24

Position Requests received this week

n Headcount: This is the number of active associates on assignment across all staffing divisions. This number is different from starts or placements because one open seat could have multiple associates in one week if an assignment is ended for any reason, and would therefore inflate the headcount number. n Open Positions: This is the number of “seats” we currently have the opportunity to fill across staffing divisions. i.e. one order for 40 call center associates = 40 Open Positions n New Orders: This is the number of new requests for associates in a week.

As explained above, one order may equate to multiple open positions.

n Working Associates: The headcount of contract associates placed at Dawson’s healthcare system Clients.

These associates come through subcontracted staffing agencies, and Dawson collects a percentage of the markup as a management fee. n Open Positions: Much like staffing, this is the number of “open seats” that can be filled by our partner vendors. n New Requests: A hospital system notifies Dawson of a new staffing need, and Dawson manages the request and submissions from staffing vendors throughout the hiring process and the associate’s assignment. **Numbers current as of Friday, July 17, 2020

*Dawson MSP also earns Gross Profit through Compliance Services and Float Pool Management, which are not accounted for in these weekly numbers.

Headcount = Gross Profit. Here’s How: Average monthly Gross Profit

Divisional Profitability

(per Working Associate)

Division

Gross Margin %

% of Business

Professional

21%

23%

Office / Call Center

18%

32%

Warehouse & Distribution

15%

45%

MSP

6%

37%

At the Dawson Annual Meeting in January, we talked a lot about sales growth, and introduced The Dawson Sales Grid – a list of inactive Clients that have used Dawson in the past or prospective partners with no usage of Dawson’s services ever.

Securing orders at these companies is the simplest path to sales growth.

These Clients, who had no billing in 2019, have had active placements with Dawson since the COVID-19 pandemic hit in March: • • • • • •

• • • • • • • •

• • • • •

$269 $1,101 $552

IS THE GOAL

• • •

Amaazz Construction Bark Company Beam Suntory Clark & Lowe, LLC Coastal Ridge Real Estate Commonwealth Commercial Partners OH, LLC. Continental Real Estate Companies Daimler Group Dyenomite Apparel Hims & Hers Innovel Solutions Mettler Toledo Midwest Express National Registry of Emergency Medical Technicians One ColumbUS Plastipak Plumbers and Factory Salon Lofts Southern Glazer’s Wine & Spirits Tech International The Hadler Companies USA Vinyl dawsoncareers.com | 3

COMMUNITY WORKFORCE PROGRAMS

The Faces Behind the Placements Meet a few of the students Dawson’s Community Workforce Programs are helping this summer.

Alexis Sible was first introduced to Dawson’s Community Workforce Programs when she worked in the Student Services Center at OCU. Once she graduated, Dawson was the first resource she thought of when looking for her first post-graduate job.

HOW CAREER KICKSTART HELPS RECRUITERS Students (even those we aren’t able to place) are a great pipeline to referrals and word of mouth is the most effective way to reach this demographic.

We have seen that students who may initially be interested in short-term employment return to Dawson for multiple placements.

Even if a student isn’t currently eligible for tuition reimbursement, they probably have friends to refer who are, and they will keep Dawson top of mind if they become eligible in the future.

School: Ohio Christian University Recruiter: Alex McCluskey Placed at: BMW Financial Services

Alexis Sible

Thomas Jacobsen was initially looking for summer work but changed his mind due to the pandemic. With a majority of his classes online this fall, he’ll be able to adjust his class schedule around his work schedule so he can earn Career Kickstart Tuition Reimbursement.

School: The Ohio State University Recruiter: Kim Long Placed at: Klarna

Thomas Jacobsen

Alexandria Fairrow is currently pursuing her degree through Wittenberg University and was only interested in summer work.

Although she isn’t eligible for tuition reimbursement, Alexandria is the ideal student we’re looking to help as a career advisor offering her guidance and a variety of work experience opportunities.

BENEFITS FOR EMPLOYERS: Students who are enrolled in college courses are invested in themselves, their future, and learning new skills, making them a reliable addition to the workforce.

Dawson can work with employers to fill non-traditional needs including part- or full-time hours and flexible schedules.

BENEFITS FOR STUDENTS:

ow

Alexandria Fairr

Working at least 20 hours a week helps them earn $500 per semester in tuition reimbursement in addition to a stable income and a regular paycheck.

Being placed at a Career Kickstart partner connects them to an employer who believes in career development, and helps them improve skills in a professional environment.

4 | The Sendout

School: Wittenberg University Recruiter: Morgan MacGregor Placed at: Hands On Central Ohio

Katherine Kenendy graduated and was looking for an entry-level healthcare position that would allow her flexibility while in nursing school. The Safety Aide position at OhioHealth allows her to choose her own hours, and Career Kickstart helps her earn extra money toward her nursing degree.

Katherine Kenendy

School: Franciscan University of Steubenville Recruiter: Clara Boggs Placed at: OhioHealth

CLIENT SPOTLIGHT

“Your presentation was so helpful. One of my student workers who joined the call expressed that they had learned so much that will help them continue serving their fellow students.”

- Eric Fehr Director of Student Engagement, Ohio Christian University

Community Workforce Programs continued introducing students and community job seekers to Dawson, even during government mandated shutdowns and other restrictions of the coronavirus pandemic. Dawson connected with more than 200 potential placements at these events during Q2: Ohio Christian University Webinar: Job Search Tips and Tricks Thursday, April 16 Delaware Area Career Center Virtual Mock Interviews Wednesday and Thursday, April 29 and 30 Ohio Career Development Association Annual Conference (held virtually through Columbus State Community College) Friday, May 29 Columbus State Community College Virtual Employer Panel: “Regional Hiring Trends: COVID-19 and Beyond*” Friday, June 5

*Dawson’s Vice President of Business Development Matt Backiewicz was a featured panelist

The Ohio State University HireOhio 2020 Virtual Career Fair Thursday, June 11 OhioMeansJobs Youth Virtual Career Fair (Ages 16-24) Thursday and Friday, June 18 and 19 Per Scholas Hiring Event – Mock Interviews Friday, June 26

Virtual 5K Raises Over $40,000 for Riverside Methodist’s COVID-19 Response As you know, Dawson teamed up with the Columbus Blue Jackets’ Cam Atkinson to raise money to supply a testing machine for OhioHealth Riverside Methodist Hospital.

Funds were raised by organizing a Virtual 5K race, encouraging participants – including more than 35 Dawson Colleagues – to complete a 5K and post on social media during the first weekend of June. Money raised by Atkinson’s charity, The Force Network Fund, was donated directly to the OhioHealth Foundation.

Supporting this event further showed Dawson’s commitment to our key partners like OhioHealth.

Dawson Helps OhioHealth Earn National Recognition for Diversity & Inclusion In May, OhioHealth was named one of DiversityInc’s Top Hospitals and Health Systems for its efforts in cultivating a culture of diversity and inclusion. DiversityInc is considered the gold standard in the U.S. for assessing companies for diversity, equity, and inclusion.

Data-driven results in talent programs, workforce practices, and supplier diversity were key metrics reviewed by DiversityInc. Over the past six months, Dawson MSP has worked on a project to increase the percentage of usage by minority-owned vendors and other companies that reflect the cultural diversity of the communities OhioHealth serves. Dawson is proud to have played a small, but very important, part in this honor. dawsoncareers.com | 5

PEAK 2020

Amidst Pandemic, Warehouse and Distribution Division Poised for Growth Through Peak Season During a normal year, a majority of our warehouse and distribution staffing business comes during third and fourth quarters, thanks to the holiday shopping season for our hiring partners at retail distribution centers.

Although an increase in business is expected again for peak 2020, a busy second quarter for the division was an unexpected result of the COVID-19 outbreak.

• The Warehouse & Distribution was the only division to see year-overyear growth in the month of June • Despite the challenges with enhanced unemployment and record turnover, the team worked diligently to start 873 associates during the pandemic.

• Construction continued on our Reynoldsburg Hiring Office and Warehouse Training Center, scheduled to open around September 1.

PEAK RECRUITMENT ADVERTISING

Radio

Digital Ads

Job Boards

Hiring Events

You will be able to hear Dawson radio ads during traffic reports in both morning and afternoon drives on 92.3 WCOL, 93.3 The Bus, 97.9 WNCI, 106.7 The Beat, and the iHeartRADIO app.

Using Artificial Intelligence, past associates and similar prospects will see Dawson ads via Google searches, Facebook, Instagram, and across popular web sites.

We will post to the job web sites and recruiting platforms where we have experienced strong results: CareerBuilder, Handshake (college job board), Facebook Jobs, and ZipRecruiter.

Each hiring office will host open houses with enhanced safety, sanitation, and social distancing guidelines, and Recruiters will attend virtual hiring events, a new concept introduced during the pandemic.

OVER 1,000 SEASONAL JOB OPPORTUNITIES AVAILABLE WITH: Highest Focus Clients:

*Pacsun/Eddie Bauer = PSEB Distribution Center

Secondary Clients

WAREHOUSE & DISTRIBUTION ASSOCIATES EARN MORE WITH DAWSON According to recently published research supplied by Staffing Industry Analysts (read more on page 5), bonus opportunities are a high-return strategy for warehouse workers. Dawson will utilize these bonus programs through peak season. $50 Hiring Bonus – New in 2020 Dawson will offer all Warehouse & Distribution Associates a $50 hiring bonus once they’ve completed the first 80 hours of their seasonal assignment.

Unlimited Referral Bonus Dawson’s standard referral bonus program offers associates an extra $50 for each additional job seeker they refer, once the hired associate has completed 80 hours of employment.

6 | The Sendout

More Ways to Keep You Connected

Q2 MILESTONE ANNIVERSARIES

We know staying plugged in during the COVID-19 pandemic has been a challenge.

We remain committed to consistent and transparent communication to keep you informed of the latest information on sales, operations, and other impacts on the business.

Robin Hungerford 10 year Dawson Anniversary

daretobedawsome.com – Your homepage for everything Dawson • • • • •

Sunday, April 5, 2020

The Latest Business Updates Sales & Marketing Collateral Good to the Core Recognition Committee Events & Opportunities Birthdays, Anniversaries, and Other Reasons to Celebrate

Monthly Sendout emails The first Monday of each fiscal period, we send you an email with news and business updates.

Weekly Business Update emails As we have throughout the coronavirus pandemic, we send you a weekly status update on headcounts and open opportunities.

Learn more about how these numbers translate to profitability on page 3.

daretobedawsome.com

Dawson Dial-In Now twice a month!!

You’ve told us that the Dawson DialIn does the best job of keeping you informed on the business, and with our current work environment, that connectedness is more important than ever. So, we’ve added new dates through the end of 2020! All calls are scheduled from 9 to 9:15 a.m.

Q3

Q4

Q4 Quarterly Business Review On Friday, October 23 @ 9 a.m.

August 5* August 19 September 2* September 16

We miss seeing all of your faces gathered in the Joseph M. DeCapua Community Theater, but we love watching you interact in the YouTube comments.

October 7* October 21 November 4* November 18 December 2* December 16

*denotes added date. Look for updated calendar invites from Marketing.

Amber Leach 5 year Dawson Anniversary Monday, April 20, 2020

Stephanie King 5 year Dawson Anniversary Monday, May 4, 2020

MASK UP, DAWSON! Check out some of your masked Colleagues on Client visits, at branch offices, and in their home workspaces.

Masks are the new Dawson fashion statement!

Becky Staub 5 year Dawson Anniversary Tuesday, May 26, 2020

Erin Vedra 5 year Dawson Anniversary Wednesday, June 24, 2020 dawsoncareers.com | 7

DAWSON BY THE NUMBERS

Q2 2020 Applicant Funnel

13,548

13,548 The total number of applications Dawson received in Q2 2020

Applications

2,640

2,640

The number of new, unique applicants that applied to our website or were parsed into our ATS from an external job board.

New Bullhorn Profiles

1,396

1,396 The total number of prescreens and job conversations recruiters had with job seekers.

Prescreens & Job Convos

973

973 The total number of starts from Q2 2020.

Starts

Current Bullhorn Status of Q2 Applicants New Lead

1,682

64%

Did not hire (Dawson)

251

10%

Placed

196

7%

Eligible and Active

122

5%

Candidacy Pending (paperwork incomplete)

121

5%

Use with caution

113

3.5%

Failed Requirements

75

2.5%

Do not use

54

2%

Candidacy Pending

20

0.5%

Hired perm with client

5

0.35%

Unemployment Claim

1

0.15%

Total: 2,640

Traffic Source

Q2 2020

Q1 2020

% change

Q2 2019

% change

Website Visitors

8,127

10,262

–21%

14,239

–43%

Total applications (from all job boards)

10,517

15,883

+34%

10,396

+1%

Bullhorn applications

2,640

4,559

–42%

3,325

–20.6%

Total Calls

4,261

7,163

–40.5%

8,208

–48%

Texts Received

14,239

12,840

+11%

3,409

+318%

Starts

973

685

+42%

1,178

–17.4%

8 | The Sendout

SPECIAL COVID-19 TRAFFIC REPORT

New Applicant Resources

Starts Total Starts: 973

Q2 2020 CareerBuilder

2,017

ZipRecruiter

6,109

LinkedIn

5,138

Virtual Hiring Events

144

Handshake

70

Facebook

70

Total

13,548

38% applied in Q2 2020

10% applied in Q1 2020

24% applied in 2019

10% applied in 2018

18% applied in 2017 or prior

Coronavirus Working Associate Impact Snapshot n 2018 Actual Headcount n 2020 Actual Headcount n 2019 Actual Headcount ď Ź 6/17 Headcount Projection

Key Takeaways 62% of our Q2 starts first applied with Dawson prior to Q2, so using our existing database to continually touch base with your applicant pool pays off.

64% of applicants who applied to Dawson in Q2 are still in New Lead status, which means we have a large applicant pool that we still have the opportunity to connect with the first time.

Many of our job seekers and working associates prefer text as their primary communication. Phone calls decreased 48% over last year while texts received increased over 300%.

dawsoncareers.com | 9

INDUSTRY INSIGHTS

Staffing Industry Analysts (SIA) Research Helps Streamline Recruiting Efforts

VOTE DAWSON!

TOP 3 RECRUITING TACTICS WITH THE HIGHEST RETURN

For Temporary Employees

For Direct Hire / Professional Employees

25%

32%

57%

Dawson has been named Best Temporary Agency in Columbus CEO’s Best of Business Awards every year since 2012 – let’s keep the streak going!

VOTE AT COLUMBUSCEO.COM Now through August 3, and encourage your friends, family, and Clients to do the same. Look for us in the “Workforce” category.

35%

44%

n Existing Applicant Database n Job Boards n Referral Bonus Programs

39%

n LinkedIn n Existing Applicant Database n Job Boards

* Numbers reported by respondents of a nationwide survey of staffing industry professionals conducted by an independent research firm on behalf of SIA

It is undeniable the COVID-19 has significantly impacted every aspect of the business at Dawson. We’ve all had to become more innovative and resilient in response to these ever-changing times. The marketing team has leaned into this challenge by automating communication and making a concerted effort to foster our existing database. According to Staffing Industry Analysts, staffing firms across North America have stated that their most successful tactic when searching for temporary workers is recruiting from their existing candidate databases. By continuing to prioritize our current job seekers in both our non-professional divisions, we can continue to increase our applicant funnel.

In addition to analyzing recruiting tactics for temporary workers, Staffing Industry Analysts stated that LinkedIn continues to be the most successful tool when recruiting professional applicants. LinkedIn has continued to provide our professional divisions with talented job seekers. The marketing team recognizes the strength of this platform and is making a concerted effort to create and promote industry-related content. This strategy aims to continue to position Dawson as the Employment Experts in Central Ohio.

As we continue into Q3, it is crucial to remember that these efforts are ongoing and will ultimately result in a stronger pipeline of job seekers.

TOP 5 TIPS FOR RECRUITERS: 1.

2.

3.

4.

5.

10 | The Sendout

Keep contact information up-to-date Independently check in on job seekers under ownership Prioritize internal database for open orders Maintain relationship with your job seekers Utilize internal database for referrals

DIVERSITY

How to Be an Ally and a Champion for All Communities Dawson is in a unique position to foster equality in hiring and employment practices and creating better futures for People of Color and all minority populations.

In June, Dawson President Jeff Miller joined 1,500 central Ohio business leaders in signing a letter to the Columbus City Council, urging them to declare racism as a public health crisis in our community.

As leaders of the organization, the Dawson Executive Team acknowledges that the company has fallen short in the areas of diversity and inclusion in the past, and has many opportunities to do better in the future.

We passionately believe Dawson has a responsibility – to our Colleagues, Clients, and the community at large – to take swift action and make bold improvements to foster a culture that is more inclusive and sensitive to the diversity we encounter through the work we do.

We also know that many of you have been self-reflecting on your own anti-racism journey. And, we wanted to suggest some resources for you to read, watch, and listen as we all learn to be better allies.

BOOKS

PODCASTS

MOVIES & DOCUMENTARIES

How to be An Antiracist – Ibram X. Kendi takes readers through a widening circle of antiracist ideas— from the most basic concepts to visionary possibilities—that will help readers see all forms of racism clearly, understand their poisonous consequences, and work to oppose them in our systems and in ourselves.

Code Switch – Hosted

by NPR journalists of color, the podcast explores race and how it impacts every part of society – from politics and pop culture to history, sports, and everything in between.

13th – Filmmaker Ava DuVernay explores the history of racial inequality in the United States, focusing on the fact that the nation's prisons are disproportionately filled with African-Americans.

(Available on Neflix)

The 1619 Project – A New York Times audio series, hosted by Nikole Hanna-Jones that examines the long shadow of American slavery, how it has transformed the nation, and how it connects our past and present.

The Hate U Give – The story follows 16-year-old Starr Carter, who witnesses the murder of her childhood friend Khalil at the hands of the police. What follows is Starr’s reexamination of her place in her community, her racial identity, and her role as an activist.

The Fire This Time – Jesmyn Ward gathers our most original thinkers and writers to speak on contemporary racism and race in a book that shines a light on the darkest corners of our history, wrestles with our current predicament, and imagines a better future.

*These resources are part of a document entitled “Scaffolded Anti-Racist Resources” complied by Anna Stamborski, M. Div Candidate (2022); Nikki Zimmermann, M. Div candidate (2021); and Bailie Gregory, M. Div, M.S. Ed. You can find a link to the complete document at daretobedawsome.com/diversity dawsoncareers.com | 11

Be the change you wish to see in the world.

Join Dawson’s Diversity & Inclusion Council Help us create a more inclusive culture to be a stronger professional partner and a champion for diversity in all of our communities.

We’ll discuss meaningful changes to: • • • • •

Internal Hiring Practices Recruitment Practices for Client Orders Employee Experience for BIPOC Colleagues at Dawson Education of Clients on Diversity Hiring and Employment Law Other areas where you think we can do better

Learn more, and sign up at daretobedawsome.com/diversity.

Photography of Columbus Black Lives Matter marches courtesy of Blake Needleman Photography.