The Sendout | Q3 2021

SURVEY SAYS… page 3

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FIND YOUR PHOTOS FROM OUR 75 th pages 4 & 5

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WHAT’S YOUR Q3 ENNEAGRAM CHALLENGE? pages 8 & 9

VOLUME 7 | ISSUE 3 | JULY 23, 2021

VOLUME 7 | ISSUE 3 | JULY 23, 2021

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 Ali Weaver Graphic Designer, Editor Mari Moore Program Manager

DAWSON EXECUTIVE TEAM Chris DeCapua Second Generation Co-owner David DeCapua Second Generation Co-owner Jeff Miller President Felicia Wilson Vice President, Marketing Becky Fromkes Vice President, Operations Allie Tribbie Controller

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

Have news you want to share in The Sendout? Email Felicia Wilson at fwilson@dawsoncareers.com.

SUMMER IS HERE! I always love this season at Dawson because 14 years ago I started my career at Dawson. As much as our people and some of our service offerings have changed, grown, and evolved over the years, one thing that hasn’t changed is what truly is our Dawson Difference which is the experience that we deliver every day. Regardless of how people come in contact with us – whether as a trusted partnership client, a valued vendor provider, a non-profit community volunteer, or a job seeker looking to jump start their career – they should always walk away saying that the experience they felt was more than they ever envisioned.

That’s what I tell people all the time, please just come peek behind the curtain and experience who we are and we will be partners for years to come.

Remember to always provide the experience that has made me proud to be a part of Dawson for so long to all that we meet. Every day we get the opportunity to make a lasting impression on someone, and every day I hear a story of how one of you has answered the call to create an excellent experience. Thank you for always representing us with class. Lasting growth for our company has been achieved because of the experiences we have provided which grows our community every day. Cheers to a great Q3 and good luck in accomplishing all of your goals as we continue to face these challenging recruiting times head on. So remember to be the reason someone smiles today and know that you are a valued member of Dawson.

Thank you for all that you do and have a great summer! ~Jeff Miller President

MAKE DAWSON EXCELLENT AGAIN

US

Since 2013 we have asked our job seekers to participate in a survey rating their first impression experience at Dawson after their interview. In 2016, our experience ratings hit below acceptable levels – that’s when the Excellent Experience Initiative was launched. With a focus on creating excellent experiences, our ratings have increased significantly, until now.

The first half of 2021 presents worrisome results:

83% 73%

70%

5 TIPS TO IMPROVE OUR EXCELLENT EXPERIENCE RATINGS

88%

79% 75%

73%

90% 85%

1

82%

78%

78%

76%

68%

2

2013

2014

2015

PERIENC

94% 90%

82%

81%

LENT S

E XC E L EX

Overall Dawson Experience Recruiter Rating

TOME R

E

C

2021 Brings Change, But it’s NOT Excellent.

2016

2017

2018

2019

2020

2021

Where we used to receive A’s in Excellent, we have plummeted to C’s. In 2020, 90% of our job seekers agreed that Dawson exceeded their expectations, but in 2021 only 76% of our job seekers feel that way. Furthermore, only 66% of our job seekers think Dawson is “much better” compared to other staffing firms, down 15% from last year.

Senior Vice President, Phil Freeman adds his perspective, “In my 55 years with Dawson I have experienced many times where job seekers (aka candidates) were hard to find. This current time wins the prize as the most difficult period I have lived through where job seekers are scarce. We have to up our game when talking to new job seekers. We must remember that we are not the only companies reaching out to job seekers. They are being pursued by every company in town that has an opening. It is imperative that we reach out to them first and that they have a DAWSOME experience with us.”

Our Excellent Experience Initiative needs to be revived and enhanced, and that starts with training. Excellent Experience Week at Dawson was just one step of many that we have to refocus our energy on experience. In 2018, Dawson teamed up with Cameron Mitchell Restaurants’ Director of Training and Guest Services Heather Buck to host an interactive class entitled Elevating the Guest Experience. During this training, Buck provided insight into what makes Cameron Mitchell Restaurants synonymous with excellent service and the ways in which Dawson Colleagues can implement these strategies in their day-to-day responsibilities. Her advice is still relevant today

3

4

Uncertainty causes anxiety!

Alleviate that for your Job Seekers and Clients by giving them all the information they need up front so they can understand each party’s responsibilities.

Busy is the GOAL, not the excuse!

Think about how you feel when someone tells you that they’re busy. It makes you feel unimportant.

Busy is not an excuse for lowered standards of service. We need to be busy in order to be successful. Think of being busy as a positive thing and try to take it out of your vocabulary when speaking with Job Seekers.

Get prepared.

If you know you’re about to endure Peak, make sure you make adjustments and changes to help your productivity before Peak hits. Once you’re in that season, you won’t have time make those adjustments, so get prepared now!

Always be asking “What else can we do to be different?”

If providing memorable experiences is your goal, always be finding unique ways to provide that level of service.

5

Say “Thank You” and not “I’m Sorry.”

When you apologize, it starts the interaction on a negative tone.

Thanking someone for waiting instead of apologizing for being late can make a huge difference in your experience. dawsoncareers.com | 3

CAMERA ROLL

4 | The Sendout

Here’s the Scoop on Ice Cream Socials We’re so excited to have Dawson’s sweetest Client appreciation event finally back up and running.

SO, WHAT IS AN ICE CREAM SOCIAL? Dawson’s Ice Cream Social Series takes place every summer (apart from last year) and is an opportunity for Dawson to show appreciation to our clients and the #dawsome associates who work there. Since they began in 2012, Ice Cream Socials have grown to become a highly anticipated event that associates and Clients look forward to year after year!

WHERE DO THEY TAKE PLACE? All over central Ohio! With the special help of our five interns, we will be packing the bus full of ice cream and heading to Clients such as BMW, FST Logistics, Benchmark, and more. We’ve already gotten underway, making our first stop to PSEB on Thursday, June 24. On that bright, hot, and sunny day, Dawson handed out our first 500 treats to associates since the Ice Cream Social Series was forced to pause due to the pandemic.

GET THE WORD OUT! There’s still time to get your Clients involved! We will be accepting sign-ups until July 30, with Ice Cream Social dates available through Thursday, August 19. Need a link to the Client invitation or sign-up form? Just ask a member of the marketing team or one of our #dawsome interns.

We’re looking forward to having the sweetest summer yet.

DAWSON BY THE NUMBERS

Q2 APPLICANT FUNNEL

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

3,669 New Bullhorn Profiles

2,501

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

Prescreens & Job Convos

741

The total number of starts in Q2 2021.

Starts

CURRENT BULLHORN STATUS OF Q2 APPLICANTS

Did not hire (Dawson)

1278

35%

New Lead 1168

32%

Candidacy Pending

513

14%

Use with caution

206

6%

Do not use

177

5%

Placed 154

4%

Eligible and Active

121

3%

Failed Requirements

45

2%

Hired perm with client

6 0.2%

SOCIAL MEDIA SNAPSHOT

NEW JOB SEEKER RESOURCES

LinkedIn

30,718 followers

+900 new followers in Q2

Facebook

1,801 fans

5,846 reached with Q2 posts

Instagram

@dawsoncolumbus @daretobedawsome

339 followers 85 followers

June Paid Social Campaign

Social Clicks

Customer Service Ads Forklift Training Ads Warehouse & Distribution Ads New Grads/Job Fair Ads

1412 1534 458 142

6 | The Sendout

Indeed

1,787

CareerBuilder

629

Direct

293

Career Kickstart

250

LinkedIn

199

Walk ins

162

Referral

153

Handshake

127

ZipRecruiter

52

Facebook

12

Craigslist

4

Misc

1

Total Applications

3,669

Q2 TRAFFIC REPORT

WEB TRAFFIC TO DAWSONCAREERS.COM

MOST WEB PAGEVIEWS

Total Visitors: 14,867 +82% over 2020 (8,156) Q2 New VS. Returning: 84% New Users 16% Returning Users

51%

Desktop 48% Tablet

Home Page Job Board Job Placements Our Staff About Us Contact Us Hiring Office Locations Community Workforce Programs

39% 27% 4% 2% 2% 2% 2% 2%

Direct 49%

Web Views by Device Mobile

www.dawsoncareers.com

1%

Organic Search

25%

Referral 13% Social Ads

10%

Other 3%

Q2 STARTS

NEW START RESOURCES Referral

203

27%

Direct (our website)

179

24%

Walk ins

142

19%

Indeed

70

9%

12% (87) applied in Q1 2021

CareerBuilder

34

5%

7% (54) applied in Q4 2020

LinkedIn

29

4%

Career Kickstart

24

3%

ZipRecruiter

24

3%

Job Fair

16

2%

Craigslist

9

1%

Facebook

6

1%

Misc

5

1%

Q2 Total Starts: 741 When those new Q2 Starts applied: 34% (255) applied in Q2 2021

6% (44) applied in Q3 2020 4% (31) applied in Q2 2020 3% (21) applied in Q1 2020 8% (59) applied in 2019 26% (190) applied in 2018 or prior WHAT YOU NEED TO KNOW

Traffic Report: Key Takeaways Pay close attention to where our new starts are coming from: #1 is referrals!

We had 293 job seekers apply directly to our website or job board and we placed 179 – that’s 60% of our direct applies that turn into starts. Compare this to the 2,798 external job board applications (Indeed, CareerBuilder, LinkedIn, Craig’sList) that resulted in 166 starts, only 6%.

We have 30,000 followers on LinkedIn! WOW! We need to continue to use this as a tool to promote Dawson to businesses and job seekers.

Website traffic is up, and our job board is the second most visited page, so continue to optimize this free resource! dawsoncareers.com | 7

Let’s Grow with Enneagram!

Unlike other personality tests, enneagram doesn’t just label you in a box and leave you there. It shows you the box you’re already in so that you can get out of it! Here’s how you can use your type for growth, as well as a challenge for each type as we head into Peak.

TYPE 1 – THE PERFECTIONIST

Ones grow when they choose to stop listening to their harsh inner critic, which constantly points out the ways they and others could do better.

Q3 Challenge: Decide what needs to be done perfectly and what can be just “good enough” and act accordingly. Schedule relaxation. Ask for help.

TYPE 3 – THE ACHIEVER

Threes grow when they learn to appreciate the wisdom and value in feelings, their own and others’.

Q3 Challenge: Slow down and check in with what you want to do, rather than what others want you to do.

Meditation or journaling can be a great way to do this.

TYPE 6 – THE LOYALIST

When they accept the fact that they cannot control everything and choose to trust in themselves, Sixes can grow as leaders and exemplify courage in the face of adversity.

Q3 Challenge: Create comforting routines and boundaries around work and end each day with a list of what you did get done in addition to what you will do tomorrow. Quiet the mind with a body-focused meditation practice.

TYPE 7 – THE ENTHUSIAST

TYPE 2 – THE HELPER

Twos grow when they learn that asserting and/or serving their own needs doesn’t make them unworthy of love. On the contrary, it makes it easier for others to give them the love they desire.

Sevens grow when they can be truly present to the joy they create. Instead of constantly thinking about the next great thing, they must slow down enough to confront the challenging and mundane aspects of life.

Q3 Challenge: Start saying “No,” or “Let me get back to you tomorrow” when you are asked to do a task for someone. Evaluate why you truly want to do a task: is it because you are expecting something in return? Can you ask for what you need instead?

Q3 Challenge: Before committing to a new project, make a pros and cons list, and write out how you will deal with the cons. Make a habit of promising less than you think you can deliver in the moment (no one will be upset if you over-deliver). Create systems that minimize exciting distractions while you work.

DAWSON’S ENNEAGRAM TYPE BREAKDOWN

8 | The Sendout

16% 7% 0% 2% 21% 9% 16% 24% 5%

27%

Type 2: Type 3: Type 4: Type 5: Type 6: Type 7: Type 8: Type 9: Type 1:

20%

Sales Team

53%

45%

32%

23%

Total Dawson Colleague Types

Type 2: Type 3: Type 4: Type 5: Type 6: Type 7: Type 8: Type 9: Type 1:

20% 7% 0% 0% 13% 7% 20% 20% 13%

EVERYTHING ENNEAGRAM

ACTION

TYPE 8 - THE CHALLENGER

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Eights grow when they learn to distinguish a threat to them and their team from a threat to their ego. Then they can start to truly use their heroic efforts in service of others, rather than in service of their own self-image.

Q3 Challenge: Look for the strengths in others that you can build on by delegating responsibility and mentoring, and recognize the power of being a good listener and build that skill. Pick your battles by asking whether this could be solved diplomatically rather than forcefully.

ive Peacemaker Adapt Patient o N n-aggressive Accommodating Easy-going

TYPE 9 - THE PEACEMAKER

HOW DO WE USE THIS INFORMATION? When the Nine learns to uncover their own deeply held beliefs and take decisive action, they can grow to be inspiring leaders who build consensus, appreciate input, and combine different strengths and methods in pursuit of a common goal.

Q3 Challenge: Choose what to finish next, not what to do next. Ask whether this is your issue to solve or someone else’s, and don’t repress your anger; let it lead you to your true opinion/value and motivate you to action.

Learn more about your type and your Q3 Challenge at daretobedawsome.com/enneagram.

1. Identify the strengths and challenges of nine personality styles in the office.

2. Build rapport, reduce conflict, and cooperate at higher levels of effectiveness.

3. Welcome diversity and maximize each person’s highest potential in their role.

4. Tap greater resources in others by providing specific suggestions for each member’s professional development and a clear path to growth.

21% 37%

19% 4% 0% 4% 28% 4% 9% 32% 0%

42%

23% 36% 41%

Type 2: Type 3: Type 4: Type 5: Type 6: Type 7: Type 8: Type 9: Type 1:

Knowing the breakdown of enneagram types in the workplace can help:

Service Team

Support Team

Enneagram can help recognize different points of view, and enables us to understand co-workers’ motivations, needs, concerns, and style of working. It offers opportunities for paradigm shifts out of current assumptions and can empower the team to make more intelligent decisions and choices, reduce stress, stay centered, and manage personal reactivity.

Type 2: Type 3: Type 4: Type 5: Type 6: Type 7: Type 8: Type 9: Type 1:

10.5% 10.5% 0% 0% 21% 16% 21% 16% 5%

dawsoncareers.com | 9

REASONS TO CELEBRATE

MILESTONE ANNIVERSARIES

PHIL FREEMAN

SEAN RANSOM

BECKY FROMKES

ALI WEAVER

LUISA MOLINA

55 year Dawson Anniversary

15 year Dawson Anniversary

15 year Dawson Anniversary

5 year Dawson Anniversary

5 year Dawson Anniversary

September 11, 1966

April 10, 2006

June 20, 2006

June 13, 2016

August 22, 2016

CONGRATULATIONS

Dawson Community Champions ALEX McCLUSKEY Promoted to Senior Recruiter, Office & Customer Service

WEDDING BELLS

Congratulations to Lindsey Taylor, who was *finally* able to celebrate her marriage to Chris Mearhoff on November 11, 2020 June 11, 2021.

10 | The Sendout

32 Dawson Community Champions have volunteered a total of 411 hours at their favorite charities.

Becky Fromkes 41 hours

Adam Alderman 62 hours

Lindy Mounts 31 hours

Bayleigh Green 26 hours

Kassandra Richey 25 hours

Allie Tribbie 22 hours

Lindsey Taylor 19 hours

Olivia Stanley 18 hours

Alex McCluskey 17 hours

Taylor King 16 hours

Abdi Farah 16 hours

Mark Cummings 15 hours

Melanie Dotson 15 hours

Luisa Molina 14 hours

Mary Noel Moore 12 hours

Jen Weakley 12 hours

Brittany Deskins 10 hours

Nicole Hernandez 8 hours

Yami Sanchez 8 hours

Lauren Smith 8 hours

Corey Harpster 5 hours

Emma Mason 5 hours

Vanja Dosan 5 hours

Sam Zid 5 hours

Sean Ransom 5 hours

Kim Long 4 hours

Felicia Wilson 4 hours

Kathryn McGinnis 3 hours

Katrina Roby 3 hours

Mari Moore 3 hours

Laurie Radeloff 2 hours

JK Wilson 1 hour

Champion for Workforce Development

Meetings at Dawson Help out Columbus

Dawson’s Community Outreach Programs: from where we started to where we are today...

We have the unique opportunity to share the story of our brand through our space. The Joseph M. DeCapua Theater and Phil Freeman Training Center are available for businesses and local organizations to rent for meetings and networking events.

By opening our doors to the community, we welcome guests, some of whom may be interacting with Dawson for the first time.

What a great way to make an excellent first impression!

In early 2017, Dawson recognized the need to diversify marketing and recruiting efforts as reaching qualified job seekers had become increasingly challenging. Being among the first employers in our region to act, Dawson introduced and launched our community workforce programs.

The original objectives of these programs remain the same today: 1. Candidate Acquisition – Creating new and innovative ways to attract qualified job seekers and build a pipeline of future job seekers.

2. Client Development – Differentiating ourselves from our competition, bringing more value to our clients.

3. Community Engagement – Generating awareness by providing our expertise and experience to empower the lives of youth and underemployed in our region.

Dawson’s Career Kickstart Tuition Reimbursement program was launched as part of our workforce development initiatives.

With the additional financial support to associates within the program, Dawson has experienced higher retention rates over traditional staffing placements. The students who are working to further their education are proven to be more engaged employees, working to better themselves for their future. Our CKS program truly allows us to empower people’s lives.

Total Tuition Reimbursement Provided through our Career Kickstart Program:

Within the first year of our community outreach programs, Dawson partnered with Franklin University, Ohio Christian University, and Columbus State Community College, as well as the Hilliard City School district. Today, we have grown to a total of 16 Educational Partners, adding colleges such as Miami University, The Ohio State University, and Ohio University.

To generate awareness, Dawson works closely with our college and school district partners to host community events that range from Middle School Career Exploration to Alumni Career Nights.

The rental fees associated with each of our spaces serve as donations to the Dawson Community Champions Foundation. Through the foundation’s partnership with the Columbus Foundation, these donations support educational and philanthropic causes benefiting underserved youth and families in Central Ohio.

Since 2013, Dawson has hosted nearly 400 events and raised more than $50,000 for our foundation.

This is a true differentiator for Dawson and a unique opportunity to introduce our brand. Anyone can share our community rental information and pricing. A promotional form entitled Rent Our Space is available under marketing support on The Dashboard.

Hold a Meeting.

Help out Columb

us.

Rentals of Dawson’s community gathering spaces benefit Community Champions the Dawson Foundation.

The rental fees associated to the Dawson Communitywith each of our spaces serves as donations Champions Foundation, educational and philanthropic that support causes benefiting and families in Central underserved youth Ohio. We have made totaling $50,000 through historical donations our community rentals since 2014.

SPACE RENTAL INFORMATION

& PRICING *

Joseph M. DeCapua Community Theater A unique presentation experience featuring configurations and multiple stage antique theater seating. › ›

More than 50 client partners have participated in a Community Workforce Event, including OhioHealth, BMW Financial Services, and Nationwide Children’s Hospital.

Half Day (up to 4 hours)........................ ...................$1,000 Full Day (4-9 hours)........................ ..........................$1,50 0

Phil Freeman Training Center A more traditional classroom-style named after Dawson’s longest-standing employee whose passion is the of up-and-coming education workplace talent. › ›

Half Day (up to 4 hours)........................ ....................$300 Full Day (4-9 hours)........................ ............................$50 0

*A 50% off discount

is offered to both clients and nonprofit organizations. *A minimum of a half day rental is required.

dawsoncareers.com | 11