If you are interested in steady, long-term evening production work, we have an upcoming event you will not want to miss!

On October 16th, from 4pm-7pm, we will be shining a spotlight on one of our business partners, a large manufacturer in Auburn. At this event, you will get the opportunity to not only interview with the recruiting team at Manpower, but also gain a competitive edge by meeting with a company representative who will be at our office for this special recruiting event – all designed to get you closer to your ultimate goal – a new job!

Anyone interested in stable night production work in Auburn is encouraged to come into our office to learn more about the numerous production and forklift openings we have for this company.

Walk-in appointments are available, or you can pre-schedule an interview by calling 784-9353 or texting ‘night work’ to 560-0906.

Skills You Will Bring To The Job:

Desire To Work

Manufacturing is driven by production deadlines – this means team members have to be focused on getting their job done.

Reliability

In addition to a desire to work, the team is counting on all their team members to show up on time for every shift.

Commitment To Quality 

When making products used by consumers, it is crucial that all team members have a strong attention to detail and commitment to quality.

Safe Production Practices

Safety matters to both Manpower and our clients, and we are looking for associates that believe in working safely.

What People Like About This Company

Steady Work

This company has a long and reputable history in this community and has an excellent reputation of longevity with their employees.

Evening Work

People that work nights do so for a variety of reasons. With night shift work you can easily schedule important appointments, get to the bank, your children’s activities, and have your days free. Plus you get every other weekend off!

The People

You spend a significant amount of time with the people you work with, so of course you want to work with people that are as hard-working as you are. 

On-Site Dining Facilities

Forgot your lunch? No problem! With affordable on-site dining services, you’ll never have to go hungry.

Let us help you make a job change with confidence! Contact us today.

They say if you aren’t changing, you aren’t growing, and we all know that in order for businesses to be successful and increase results and profits, they must be nimble and adaptable to change. But, no matter how much change we experience, or how necessary a change is, it can cause people to experience added stress, anxiety, and sometimes resentment. As a leader, one of your primary responsibilities is guiding your people through change, so here are a few tips on how to handle change management with confidence.

Have a Clear Vision

Change for the sake of change is ineffective at best. Before you leap into any change you must have a firm grasp on why the change is necessary, how it will impact your department, and a plan on how you will communicate this information to your team. Being able to communicate confidently about the subject, as well as demonstrate a vision that recognizes (upfront) some of the challenges it may pose, will help show your team that you have looked at this from a number of angles.

Lead as a Unit

Before you prepare for a company-wide rollout, it is crucial to the success of any initiative that all members of your leadership team are on the same page. While there may be some concerns expressed behind closed doors, when you decide to move forward, do so as a cohesive unit. If you are not all communicating the same message, the same sense of urgency, or presenting a united front, you are setting yourself up for failure and conflict.

Bring Others In At The Right Time

While you may have a clear vision, clear expectations, and a decent working knowledge of how this will impact different departments, the fact remains that there could be things that you have not considered. Bringing in the right front-line staff at the right time can call early attention to important pieces of information that could make a huge difference in the success of implementation. Know who your trusted front-line advisors are, and invite them to pilot new initiatives or provide feedback early on – while letting them know you are counting on them for their discretion.

Plan a Rollout

Not all changes need big fanfare, but when you are making an extensive change, why not roll out the red carpet? Big changes like re-branding, new product lines, new management staff, or major technology updates can be an opportunity to bring your team together and get them excited about the future. Hopefully, if you have gotten the whole leadership team on board, received feedback from your front-line advisors, and worked out a clear and concise presentation, you will be able to build enthusiasm for the change versus speculation and anxiety.

It Boils Down to Two Choices

At the end of the day, when you have decided to make a change, your team has one of two options – they can opt-in or they can opt-out. Obviously you want your team to all jump on board, embrace the change, and perform their jobs without conflict – that is the picture of opting-in. Where an employer runs into issues is when staff rejects the changes, refuses to adapt, or even sabotages the plan through performance or gossip; that’s what we call opting-out. Unfortunately you will come across some detractors, and it is important that you be prepared to transition them out of the organization, as their lack of buy-in can impact the team and the overall results. 

If you are adding on to your team or needing to fill a vacancy due to turnover, Manpower is ready to help.

Change can be difficult, and change in your work environment is no exception. Whether you’re under new management, your job description is evolving, or the company is simply shifting gears in a new direction, you may find yourself unsure of how to adapt or thrive in your new set of circumstances. Here are some tips to help you navigate professional change with grace, while setting yourself up for continued success. 

Embrace the idea of change.

When you find that the fear of uncertainty has you resisting change, it’s time to put yourself in the mindset to see opportunities, not obstacles. While change can be unsettling, don’t forget that career twists and turns can also bring you to delightfully unexpected destinations. Being open and adaptable to change helps you grow, which helps make a whole new world of possibilities accessible to you. 

Reflect carefully on what you’ve learned. 

Change challenges us to question what we know and adapt to a new reality. If you’re in the midst of a change in your professional life and aren’t quite sure how to proceed, don’t panic. One of the best ways to chart a path forward is to learn from your past. Assess what you’ve done and the progress you’ve made so far so that you can figure out what makes sense for the future. What have you most enjoyed doing? What have been some of your biggest career challenges? Have you uncovered any strengths or weaknesses that you’d like to explore or improve? Answering these questions helps get you better in tune with your career wants and needs, so that when you’re faced with change, you can tackle it with the confidence and determination of someone who knows what they’re working towards. 

Be mindful of old habits.

Change is uncomfortable because it forces us to operate outside of our comfort zone. In that comfort zone, there are lots of different habits and routines that provide a sense of stability and control. Some are beneficial, while others may hinder our progress and limit our work capacity. If we keep falling back on the habits that no longer serve us, we’re not successfully adapting to the new circumstances or challenging ourselves to grow. So, as you work to manage change in your professional life, take a careful inventory of your habits, and make an actionable plan to address any that you feel could be problematic.

Never burn bridges. 

If your personal and professional needs aren’t lining up with the direction your current employer is headed in, it’s time to find a new job. That’s okay – as long as you do so without burning any bridges. Leaving a job can be a very emotionally charged situation, so it’s important to handle it professionally by providing adequate notice and treating people with respect. You never know when the working relationships you’ve built at one job could make or break a future career opportunity – don’t throw them away to satisfy a fleeting moment of anger or frustration. 

Partner with an expert that understands.

If you’re not able to get on board with the changes happening in your job, and you’re ready to explore your options, make the process easier on yourself by partnering with a team that understands career transitions inside and out. Working with a reputable staffing firm like Manpower allows you to benefit from a vast network of employer connections, and provides you with the opportunity to learn more about a variety of employment options – some of which you may never have discovered otherwise! 

If you’re looking to transition into a great new opportunity, contact a recruiter today by clicking here. 

As the summer season winds down, people all across America fire up their grills, pack their cars for one last summer adventure, or just stay home and catch their breath all in the name of Labor Day. This national holiday didn’t exactly start off with celebrations, but instead protests. In 1882 the Central Labor Union of New York City planned a single event to bring workers together from a variety of industries and unions who were tired of working long hours to make a formal statement. This statement came in the form of a one day strike that included a parade and a giant picnic. The entire idea of this holiday is to recognize the role that work plays in our lives, yet few actually talk about it or celebrate it.

Perhaps you are fortunate to be able to give your staff they day off in honor of the holiday, or maybe it isn’t feasible – either way, as an employer you can inspire and motivate your team, thank them, and help them remember what their work means to them.

It’s Personal

It is natural to simply think that people work to earn a paycheck and leave it at that. What is important to get people to consider is what that paycheck actually means to them. The paycheck is the feature, but the benefit – well that is more personal.

I was recently on maternity leave; 9 weeks of blissful time at home with a new baby. It was at about week 4 that I really started going a little stir-crazy and missing all that work brings to my life. This isn’t to mean that I didn’t cherish my time off, but it did make me pause and reflect on what work means to me. It got me thinking about the role it plays in my life, and inspired me to want to work that much harder upon my return to show my gratitude.

Isn’t that was every employer and employee wants? A mutually beneficial working partnership that both parties respect.

A Means to Live

A paycheck means you can have some peace in knowing that you have a steady income that helps you provide yourself and your family with the basic necessities such as: housing, healthcare, transportation, food, and quality childcare. As employers, this is why we all work to be competitive with our compensation packages to ensure that our staff is adequately compensated to meet those basic needs. The more core needs that are met, the more focus your team member can give to their work. If they are always worried about not being able to make ends meet, how can they give work their all?

A Chance to Give Back

It is natural to want your life and your work to have meaning. Many of today’s workers (and we aren’t just talking about millennials here) are hyper-focused on seeing meaning in their lives. Whether it is the paycheck that allows them to donate to a cause they care about, time off to be able to volunteer, or the meaning of the work in and of itself, meaning is something your employees are thinking of. Offering up volunteering opportunities, matching charitable donations, and communicating how the work you do makes a difference can be key in building a stronger work/life connection with your team members.

A Desire to Grow

If we as humans aren’t growing, then we are falling behind. Everything is changing at a rapid pace and people want to be able to constantly learn and grow. Our brains and bodies actually require it to function at peak performance. Chance are, you are aware of Maslow’s Heirarchy of Needs and that the desire to grow falls into the self-esteem category. People need to feel achievement in order to whole. Work should be offering continual opportunities to grow and learn. There are times a person will reach their fullest potential within an organization, and that is okay – no job is meant to be forever. As employers, it is important to provide as many possible growth opportunities as we can. And in the instances when we can’t, be honest about it and celebrate your growth-minded team member who decides to spread their wings in order to continue their learning elsewhere.

To Experience an Adventure

The benefit of work in some people’s lives could be fulfilling a need for adventure. Perhaps it is the means to save money to explore the world or maybe, the adventure is found in the work itself. There is a reason why so many people are eager to jump on board at a start-up company, and chances are it is that thirst for adventure, a chance to explore the unknown. While some would cringe at the idea of frequent travel, others flock to those opportunities in order to meet their thrill for adventure. 

A Way to Feel Productive

For some there is no greater pain than that of being idle. Work helps us stay productive, on task, and even though some may complain that they are too busy, if they weren’t, they would be going mad. When we are idle it is easy for our minds to wander, and while a little daydreaming is quite fun, too much mind-wandering can bring people to deep and dark places of feeling down and out. Feeling productive and having a sense of accomplishment at the end of each day is a confidence builder.

A Place to Belong

Not everyone has a family like the ones portrayed in classic Norman Rockwell paintings, and not everyone is surrounded by a strong support system. This means some will look for that sense of belonging  within their workplace. Most people feel like they spend more time with their co-workers than their family, so it is natural that your work can form lifelong bonds. 

There are undoubtedly many more examples of benefits that work has on our lives, but what is more important is that we all take the time to reflect on it and encourage our team to do the same. Thinking about the deeper benefits of work can be a good exercises to help you get through some tough days when you hit a wall. Everyone’s reason may be different and they are most always of a personal nature – but trust that there is always a much deeper meaning behind why we all get up each day and head into work.

If you are looking for your next employee that will value the role work plays in their lives, contact Manpower today!

School has started and there is a chill in the air, which means the fall season is right around the corner. If you haven’t already, now is an excellent time of year to optimize your work routine to help get you on the fast-track to achieving the professional goals you set for yourself. Having a strong routine helps bring clarity and focus to the pursuit of your goals, so that regardless of whatever your day throws at you, you know can you trust your plan to keep you on the path to success. Here are some simple ways to take your routine to the next level:

Set professional goals.

First things first; if you haven’t already, take the time to set your professional goals for the year ahead. It doesn’t matter where you’re at in your career – it’s always a great idea to plan to grow professionally. This often starts with thinking about new things you’d like to learn and experience, so that you can then seek out opportunities to do just that. There’s nothing wrong with being content in your career – that’s what we all strive for! But in a world of work that is constantly changing, it’s dangerous to be stagnant and let your skills and experience become outdated. Being adaptable and having the ability to learn new things are some of the most important traits you can have as an employee, so make sure your work routine reflects that by making professional development a priority. Depending on your goals, that could mean catching up on industry news, trying to learn a new software program, going to regular networking events, or some other enriching activity. No two career journeys are the same, so don’t worry if your routine looks different than everyone else’s – yours is designed for you.

Set personal goals, too.

Don’t forget the end-goal of all your hard work – enjoying a stable and fulfilling life. If you’re not taking care of you and making time to pursue things that ignite your passion and curiosity, you’re on a fast track to burnout rather than career success. Your happiness and motivation will be dramatically reduced if your days are all work and no play, which will almost certainly have a negative impact on the quality of your life and your work. So, it stands to reason that setting goals to look forward to in your personal life is a very important part of being effective at work. Looking to take things to the next level professionally? Then make sure you’re tending to your personal success by setting goals that challenge and excite you. 

Time your work appropriately. 

If your job offers any flexibility in how you structure your workday, think carefully about when you are at your mental best, and aim to complete your most challenging or detail oriented tasks during that window of time. It’s natural for your focus and motivation to fluctuate throughout the day, so if you take care of the tough tasks when you’re at your peak, you don’t have to stress about them at times when you might be feeling more tired or less focused. Your general, every day, less detail oriented work can be completed when you hit that temporary slump. Managing your workflow this way will help ensure you get it all done, while giving you more peace of mind knowing that you are maximizing your time and producing quality results.

Map out any important tasks. 

Things like special meetings, project deadlines, or even busy periods have a way of sneaking up on us, which causes unnecessary stress when we’re scrambling at the last minute to try and figure out how to fit them in on top of the normal, everyday workload. Utilizing tools like calendars, planners, and alerts can eliminate this stress by keeping you in-the-know so that you can plan accordingly. Mapping out important tasks in this way allows you to better manage your workload by preventing surprises and giving you time to shift priorities if needed.  

Take mental breaks.

When you’ve got lots to do and only so many hours in the day to do it, it can be tempting to skip those breaks. If you’re in a good flow and just have to wrap things up before you lose your steam, by all means, push that break a little later, but don’t skip it altogether! They’re there for a reason – they help you work safer and smarter. Breaks give your mind and body a chance to relax, so when you get back to your work, you can tackle it with renewed energy and a clear perspective, meaning it’ll get done more quickly and efficiently than if you just tried to trudge through your brain fog. So whether it’s lunch outside, a quick walk around the block, or listening to a song in the break room, take a few minutes to yourself to recharge during your day; your brain (and your workload) will thank you later. 

If you’ve tried a new routine but the work you’re doing just isn’t working for you, we hope you’ll consider partnering with Manpower in your job search. Contact a recruiter today by clicking here. 

Highlighting what you have to offer is an important part of any job search, and as you know, it’s important to keep demonstrating that value once you’ve landed a job. However, once you’ve been with a company for a while and you get comfortable, you may sometimes find yourself forgetting that and losing your drive to go above and beyond. It’s natural for your motivation to ebb and flow, but be sure to address the issue immediately so that you can continue bringing your best self to your job every day. This can improve your job security, and increase your opportunities for advancement and growth by showing that you are ready to tackle new challenges. Here are some simple ways to demonstrate the value that you have to offer as an employee: 

Be a team player.

The ability to work well with a team is vital to success in any work environment. Even if you work mostly independently, it is inevitable that there will be times where you have to communicate and collaborate with others. There are always lots of different tasks that need to get done, and in order to ensure that these tasks get done in a way that keeps things running as they should, teammates have to cooperate with each other. Set aside any personal differences, maintain a level of professional respect for your peers, and work together in support of your common goal – producing quality work. 

Have a positive attitude. 

Sometimes, the simplest things make the biggest impact, so don’t underestimate the difference that a little more positivity and enthusiasm could make at work. By steering clear of drama and focusing on the things that are in your control, you add tremendous value to your team by helping to cultivate the kind of work environment that people are happy to be a part of, AND you set the tone for personal success by optimizing your productivity. Talk about a win-win!

Ask for feedback, and provide it as appropriate. 

To maintain a competitive advantage, don’t just do your job – be committed to doing it well. Even if you feel you have a pretty good system down, being open to feedback could mean the difference between doing a good job and doing a great one. New perspectives help us see information in ways that we may not have been able to otherwise! This means that you also have a great opportunity to help others grow by sharing your knowledge and ideas. If you excel at something that a coworker struggles with, offer to share your knowledge and help them. Taking a moment to assist a teammate can go a long way in fostering pleasant, professional working relationships. Plus, you’re on the same team, so their success is your success!

Seize opportunities to learn new skills. 

When you get asked to lend a hand with something a little out of your wheelhouse, resist the urge to cling to your comfort zone. Seizing opportunities to develop new skills and learn about other parts of the company not only helps you grow professionally, it gives you a competitive edge by providing you with new ways to contribute and provide value to your company. Being flexible in this way shows that you’re invested in the success of the company and you’re interested in growing with it, which is something that employers can’t help but love – after all, who wouldn’t enjoy working with someone that wants them to succeed? 

If you’re still looking for a job where your skills can truly shine, contact us today to speak with a recruiter and learn more about our current opportunities!

Drive down any major artery and you will see one ‘now hiring’ sign after another. The talent shortage is far-reaching in Maine, and it is leaving employers wondering how they can have an edge over their competition. Of course you can pay more, offer more competitive benefit packages, or lucrative sign-on bonuses, which are all great ideas, but are you missing the most simple of solutions? Your employee experience.

The old adage is: “the customer is always right,” and while we won’t argue that making your customer’s experience a priority is a fundamental piece of business prosperity, we must recognize that your employees are not only the people that ensure a positive customer experience, but your employees are ultimately customers too. If you want to be a competitive force in both the market and the war for talent, we suggest you make your employee experience an equal priority. This step can enhance your employment reputation, increase internal referrals, reduce turnover, and give you the edge you seek. Here are a few ways to do just that.

Trust Their Instincts

Steve Jobs has been quoted as saying “It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.” When you have confidence in your hiring process, and confidence in your employees, you should make it a point to trust their instincts. Those that are doing the work are the ones closest to it, so when they come to you with an idea for process improvements or challenges, make a point to listen and flesh out their ideas. 

Give Them the Benefit of Doubt

It is inevitable that mistakes will be made. Employees can hit a slump and it can show up in their performance. When faced with a conflict or challenge it is important to know when to give the employee the benefit of doubt. Trust that when given the opportunity, highly accountable employees will acknowledge their shortcomings and demonstrate a willingness to work with an employer that is willing to work with them.

Build Authentic Relationships

Employee-centric employers value genuine relationships. Not just with their clients, but with their employees as well. The vast majority of employees will work harder for leaders that respect them as individuals, as they don’t want to risk losing that respect. Make sure your organizational leaders take the time to get to know staff and offer training on professional boundary setting. Without offering training on boundary setting, those relationship lines can get blurred and can cause a different set of headaches.

Give Them Feedback

Feedback doesn’t have to come in the form of an extensive annual review. In fact, more regular feedback (both positive and negative) can positively impact the employee experience as long as you balance offering both.  If an employee’s work is slipping, the best course of action is to catch it early and give them an opportunity and any necessary resources to improve. When it comes to positive feedback, a simple email or acknowledgement while passing in the halls goes a long way. Whether positive of negative, if you aren’t providing feedback, you could be sending the message that you don’t notice or you don’t care. 

Make Them Part of Your Story

One way to maintain a competitive advantage is by telling a compelling story. Ensure that your employees know what an important role they play, and when you tell your story to others, make sure you are including them. Everyone looking at your website, social media channels, walking through your doors, or browsing job boards is a potential candidate – seize every opportunity to show them through pictures and testimonials how your employees are happy and valued.

Even with the best compensation and benefit package, and building an employee-centric culture – you may still need to take an all-hands-on-deck approach to hiring and lean on a team you can trust to help you find your next team member. Manpower is happy to be that trusted partner, simply click the link below to contact us. 

As calendars flip to the month of July, and Independence Day is celebrated across the United States, there is no better time than now to take a historical stroll and tell you a little more about Manpower’s rich history and why we are so proud to serve you as members of the Manpower family. 

Like fine wines and cheeses, Manpower just gets better with time, and we have been leading the staffing revolution since 1948, and servicing the great state of Maine since 1961. Now a global company with offices in 80 countries and territories, and experience putting 3.4 million people to work worldwide, we take a tremendous amount of pride in our position as leaders in the staffing world. 

Think of all the ways the world has changed in the last 70 years, and think about the role that work plays in the growth of society, communities, and individual lives – now think about how the world of work has evolved in the same period. Manpower has been there, and just like any steadfast business, we have experienced highs and lows – but through it all, our commitment to being the best staffing services provider has never wavered.

1948: An Industry Was Born

Picture this: you and your business partner are on a tight deadline for a project, and you know that in order to meet your important deadline you need to bring on supplemental staff. You don’t have the time to weed through the candidates though, because every minute you are not focused on your work is another minute detracting from your deadline. That was the position that attorneys and business partners Elmer Winter and Aaron Scheinfeld were in when they discovered that there was no company that could provide this service. Manpower was then founded in Milwaukee, WI, and then an additional office opened in Chicago, IL. To start, these two men put their focus on the need for traditional office and industrial workers. 

As a matter of historical note, average annual wages in 1948 were $2,950, the cost of a brand new home was $7,700, and a gallon of gas a mere 16 cents. Yes, we can safely say, “times, they have changed!”

1950s: Expansion & Community Service

“If you build it, they will come,” and build it they did. A mere four years after opening their first offices, Manpower began expanding across the country by opening both corporate-owned offices and franchising opportunities. In addition to expanding to cities like New York and Boston, Manpower also became an international company by opening offices in Canada, the UK, and France. We think it is safe to assume that there was a large-scale need for contingent staffing services and more. 

But for these two philanthropists, it wasn’t just about business – it was bigger than that. It was about service and responsibility; to be successful meant giving back and providing opportunities by helping people gain the skills they needed to be successful in the world of work. It was in 1953 that Manpower launched the Manpower Foundation, whose mission is dedicated to supporting job training and education initiatives. Service and social responsibility remain at the heart of our organization all these years later. 

1960s: Explosive Growth & Recognition

From becoming a publicly traded company, to expanding into other continents, establishing a technical division, and of course, their greatest decision to date – opening a franchise here in Maine – Manpower was doing it all, and quickly distinguishing itself as the world’s employment expert.

In 1962, Manpower launch the first Employment Outlook Survey, a quarterly forecast of employment intentions across regions and different industries. In 2018, the quarterly employment outlook survey is still hailed as a valued indicator of the state of employment. The depth of Manpower’s forward thinking doesn’t stop there though – it also introduced MIDAS, which at the time was an innovative computer and communications system that provided centralized billing and payroll.

A new corporate philosophy was born: The Conscience of Manpower. Keep in mind what was happening in the 1960’s; there was the civil rights movement, we brought back the draft for the Vietnam War, and women were not regular fixtures in the world of work – it was a very difficult time in America. Founder, Elmer Winter, found a way to inspire greatness and equality with one simple philosophy that we still live and breathe to this day: recognize that a company’s people are the greatest asset to an organization, and encourage equal treatment to all. 

1970s -1980s: Weathering The Storm Through Innovation

Coming off the heels of a challenging decade for America, the 70’s and 80’s were challenged by stagflation with significant inflation and unemployment reaching 10.8% in the 1980’s. For a matter of note, at the height of the most recent recession, unemployment topped off at 10.2%. During this time of economic strife in America, manpower recognized more than 50% of its revenue was coming from their offices outside of the United States. 

It was in this same period that Mitchell Fromstein was named to the board of directors and later named President and CEO, where he served for the next 23 years until 1999. During this period Manpower was still leading the charge with innovations such as our Predictable Performance System, a proprietary process of interviewing, testing, and training workers with a comprehensive system to match them with positions they would perform well in.

Businesses and job seekers alike recognized the power in these validated assessments. If there was a need in the employment marketplace, Manpower was up for the challenge of meeting that need, introducing more training and assessment tools such as Skillware Training Software and Ultradex. 

1990s: There’s a Reason Everyone Loves the 90s

No, it isn’t because we finally moved past the days of 80’s hair-bands, or the release of the first Harry Potter book, or because Generation X and Millennials will tell you it was the greatest decade of all time. It’s because even after a rough couple of years to start, job growth was back, and when people are employed everyone feels good.

This includes Manpower. From opening an International Headquarters, to surpassing $10 billion in sales, and having over three-thousand offices in over 50 countries – we saw growth that even surpassed the boom we saw in the 1960’s. How did we do it? We stayed true to who we are.

Instead of grasping at straws, Manpower continued to do what it does best – “find the best in people and put it to work.” With the mass introduction of technology into the workforce, there was plenty of opportunity to skill-up workers to help them achieve success in the ‘new’ world of work. At the time when we were coming back from deep and dark recession, Manpower joined the Welfare to Work initiative, a non-profit organization that educates and encourages businesses to hire and retain former welfare recipients. Manpower also launched TechTrack, a computer-based training for IT specialist, and the Global Learning Center, a computer-based learning platform via the internet to provide skills-based training.

2000s-Today: The Human Age – Stronger & Better Than Ever

At this point, we hope you get a picture of the dedication Manpower has had to the businesses, job seekers, associates, and communities we serve. That dedication has rang just as true through the new century as it did when we got started, and since we provide services in over 80 countries, we don’t see that changing.

The 2000’s saw Jeff Joerres take the lead as CEO and Chairman of the Board for Manpower, and later our current leader Jonas Prising. In that time, we have gone through an extensive rebranding project as ManpowerGroup. Manpower is one of four distinct brands within the ManpowerGroup family, all of which serve a unique purpose, enabling businesses and job search success and reinforcing our corporate philosophy. In 2007, Manpower invested in a new consolidated headquarters in downtown Milwaukee, helping to encourage more development in a downtown district. 

Manpower continues to expand in new markets across the globe. We continue to offer validated assessments to ensure quality matches between employers and job seekers. We still believe in providing all workers with career development services, and offer robust learning and and career management platforms like MyPath and PowerYOU. Manpower remains committed to social responsibility by supporting equality, diversity, integration, and inclusivity in the workforce.

And most importantly, to those of you reading this article, we continue to value the relationships we have with the people of Maine, and are steadfast in our commitment to serve you with strong ethics and integrity, to provide innovative and effective staffing solutions, and to be good stewards of the communities we are in.