assembler

machine operator

production worker

forklift operator

warehouse associate

Manpower

Don't get duped like I did...they don't value you. The employee handbook is just sweet words...all butter and no jam.    The truth is your value to Manpower depends on your title/rank and not on your actually work record. I would never recommend a single person to work for the current management team of the Manpower Corporation and I strongly caution against anyone registering as a temporary employee within the Pacific Northwest of Washington.  In a nutshell, you think you are applying to work at one of the most prestigious agencies on the Globe but in fact you will be applying to work with garbage wrapped in a pretty package.  However, you won't know it's actually garbage until you have to unwrap it. The short review is that this company ended up being shady and unethical. It went from being one of the greatest companies I've ever worked for to being another lying corporation and a massive headache.  However, I'm glad to have worked there and learn what I have.  The full review is below.

Here's my review for potential employees:

If you thrive on promotions and success this is NOT the company for you. There is actually no guarantee, when working with Manpower, that your promotion is an actual promotion nor that it will be recognized by Manpower's corporate office.  Even with your Branch Manager, National Account Manager, Sales Manager AND District Managers knowledge/approval your 3rd promotion might end up a demotion down 2 spots.  EVEN IF your business cards are already made/delivered and even if you have been working in the capacity for a month...this company can and will deny you your advancement.  In fact, they might claim a  "data entry error" and just demote you back to an Onsite Manager and then close down your program.  At least, that's what they did to me.

Also, if you are looking for a company that values it's employees this is not the company for you!!! I cannot stress it enough.  From a regional level all the way up.  Corporate does not side with you as an employee and despite your hard work and proven success there is a 99% chance that all communication with them will end badly for you. This company can and will label you as a temporary employee which denies you certain employee perks/benefits.  This company will not work with you to right any wrongs. At least, that's what they did to me.

If you are looking for a company that adheres to and values it's own policies, is trustworthy or if you value honesty and integrity this is not the company for you. Even if you have an expressed conversation with your District Manager he will tell you one thing but when you talk with HR they will report something completely different.  At least, that's what they did to me.  Even shaking hands on a deal and sharing a smile with the CEO on a deal is no guarantee of the deal...that's what happened to a Branch Manager who was offered a market principle share, just sayin.

If you really don't care about the company culture or atmosphere and you are just looking to make some money.  Manpower does offer lucrative commissions and bonuses if your branch is successful. 

Also, on a side note for any future employees: The HR department for Manpower (2018) is more of a corporate fetch/watch dog rather than a true representor of employees. The Manpower HR team is basically an extension of their legal department and not an actual employee resource for employment laws/rights.   I highly recommend to have a legal representative or call recorder on if you EVER deal with them as your comments WILL be misconstrued and the information they provide you will change depending on who you talk to.  So beware if you ever have to communicate with them on a personal issue.  

If you currently work for Manpower or have accepted an offer, here is my review:
The advice I would give is:  DO NOT RELY ON YOUR MANAGEMENT TEAM...PERIOD!!! and make sure to get EVERYTHING in writing and on letterhead (as email confirmations/chains and phone calls from the managers/clients will not be considered proof enough should ANY situation arise).   

Most importantly, if you work/stayed with Manpower because you fell in love with the Manpower brand or the candidate experience.  If you've been working long hours to claw your way up the chain because you felt like you were truly making a difference in not only how the industry acquires talent as a corporation but in the vision behind Manpowers change in employee engagement globally...let me open your eyes and shatter your world right now...it is a lie, and you will make no friends trying to enforce or operate under the Manpower set guidelines.   
I know for a fact that in my situation/experience in working with Manpower there is NO repercussion to not following the companies policies/guidelines regarding branding, fixed processes or the candidate experience.  
So if you have been stressing yourself out trying to be a model employee and you have been diligently promoting the company using their strategies...you can just stop.  Let me save you some time and Advil...do what works best for you and not what the company handbook or trainers say. They don't actually follow their fixed policies... that's the truth.  
In fact, not following the company policies seems to be how you keep your job at Manpower. At least, that's what happened to me.

The positives Include:

If you like a results-oriented workplace, Manpower Solutions RPO is a great place with some strong program delivery managers.  Recruiters have a great deal of latitude in how the schedule their work in how they choose to service of some client hiring managers for world leading companies, and there is a drive for team building among remote talent acquisition teams.   If you like to learn new things, they have good online learning tool set.

The down sides include:

RPO Recruiter compensation is restricted without much means for significant increase over time.  In RPO, recruiting consultant hourly rates are passed along with a margin to the employer which is fine and fair; however, it creates a burden to the RPO program's perceived cost in the eyes of the client and barrier to increased investment into the RPO program and it people with higher wages year over year.

Many clients have extremely tough SLA's for recruiter performance which can cause work weeks and the need to be available to both clients and remote management during off hours and works weeks of 50 or more hour per week without compensation.  

Front-line employees are typically not full-time employees, but rather hourly professional consultants as means of cost saving for the RPO program and overall company as well as allows for needed adaptation to changing hiring needs of the client.  This is fine for people seeking shorter-term employment, but not those looking for a career.

Front-line employees are rarely promoted beyond their hired position. Management roles are typically filled by externally hired people from competing companies.  

Executive leadership is tumultuous, generally nepotistic, and poorly aligned amongst themselves.  The group pat the top is not large and is disorganized which leads to leadership by personality instead of vision and has culminated in their operating each individual office, RPO, program or function under a transactional ethos.  There is a definitive culture and tempo at that level that level is one best described as an "old school headhunting firm" with little regard nor investment in the recruiting staff and tools used to find the candidates they are charging clients to find.  The “just keep smiling and dialing for ownership” message is loud and clear through-out the organization, and executive leadership tends to demonstrate when faced with a decision to invest in improvement or to find a cheaper means to fill the roles at-hand.  The choice is early always to cut instead of investing in their people.  Simply put, if the "number of hires" is being generated by an individual or individual program leader's team is satisfactory, the executives will temporarily happy for a few moments until the next quarterly report comes along then success will not be fueled but rather decisions are made to find ways to cut costs through reduction of hourly staff or their pay.

My day starts with preparing my workstation for a non-stop 10 hour day. It is necessary to have my computer ready with all needed programs running. I must have an organized work place because I do so many different tasks, multi-tasking is a must. In addition to our current client schedule, we also offer a walk-in service to those that need immediate assistance. I give instructions for paper work that needs completion and determine whether or not a fee is required. I make sure that all appointments are seen in a timely manner. I provide a first contact for service that is pleasant, helpful, courteous and professional. I feel that "all clients are important and they need to feel important." While attending to our clients, I process files via the proper procedures as required. I also respond to supervisor requests in a timely manner. The incoming calls are constant and I answer them with the proper professional ettiquette.

My closing procedures include filing, counter clean-up from faxes, copies, trash, shred box and locking up necessary files, mail bags and correspondence. The front office is left in a pristine condition and ready for the next business day. I also make sure that all office lights are off and lock interior glass doors before exiting the lobby and locking the main front doors. I always complete a final check to ensure that the building is secure before leaving the premises.

Every day I learn something new. For instance, how to deal with difficult people, finding patience and that everyone has issues of some kind. The management staff is very supportive and easy to get along with, as well as my co-workers. Everyone offers their assistance when needed.

The hardest part of the job would be the constant, non-stop appointments, walk-in clients and group classes that we offer
every day for 10 hours. In addition, our clients are very needy and require a lot of attention and direction. They all rely on me because I am their first point of contact either in person or by phone.

The most enjoyable part of the job is knowing that I am doing something important for others. I accomplish many tasks to make the process easier for all of our staff. It is nice to know that I am appreciated and that everything I do helps others.

I love my job and will be sad when my assignment ends. I hope that I can find another postion (prererably long term) that will give me the joy and satisfaction of being part of a team. I want to be a part of great accomplishments and success.

Full life cycle recruiting - Administered interviews, testing, reference checking, hiring, and placement of employees; maintained employee and client database through proprietary software application; formulated, conducted, and managed recruiting campaigns and fund raising events; provided counseling, conflict resolution, and executed disciplinary actions for employees
	Developed and implemented programs for recruitment and retention such as off-site job fairs; administer interviews, testing, reference checking, hiring, and placement of employees; internet searches, public speaking, newsletters, and performance rewards and incentives; maintain employee and client database through proprietary software application; formulated, conducted, and managed recruiting campaigns and fund raising events; provide counseling, conflict resolution, and execute disciplinary actions for employees
	Conduct comprehensive job profiling sessions with Hiring Managers when new requisitions are being developed, facilitate approval process, and develop recruiting strategy for requisition 
	Maintain candidate pipeline / recruiting summary and provide metrics-driven reporting regarding candidates screened, interviewed, hired, & started 
	Define, prepare job postings, post, recruiting both internally and externally, review, interview, and hire all positions
	Coordinate, facilitate & manage complete interview lifecycle, including full contact with candidates and interviewers
	Solicit feedback following interviews and facilitate final evaluation & selection process 
	Establish offer package details (compensation/benefits), extend offer, conduct negotiations and close candidates (including offer letter generation) 
	Use Applicant, HRIS, or other software to prepare employment related letters, and other correspondence, including test and job notifications, no thank you, and hire letters; assist with completion of I-9 forms, new employee forms, CDL Licenses, working papers, unemployment paperwork.  Insure that all employment posters are up-to-date and posted at all company facilities
	Maintain employee and client database through proprietary software application; formulated, conducted, and managed recruiting campaigns and fund raising events; provide counseling, conflict resolution, and execute disciplinary actions for employees
	Internet searches, public speaking, newsletters, and performance rewards and incentives; developed curriculum to expand professionalism, customer service, product knowledge and computer training offerings

Working for Manpower gave me experience, but some of the work was not permanent. It felt like as soon as you got attached to the work, they would end your assignment. Sometimes it was not always Manpower's fault, but in fact the contractor themselves they brought you into. Most of the time, the job assignment was given to you with neat instructions. Other times it was a mess, mostly because the company I would be contracted to had no clue how to even train their employees. 

The best experience of training I received was while working for Perrigo. Orientation for temporary workers was fun, they gave us a free meal at the end of the week, and they handled us with care to provide a great training experience. However, it all changed when we went to work on the production floor with the employees. Training was rushed and hurried, and also other coworkers talked down to me. This was the only staffing agency where being a Manpower worker was NOT a good thing. I was often referred to as "Manpower" and called expendable quite a few times, while trying to maintaining a cheerful attitude at work. I once told a girl on the line floor at Perrigo that I was excited to be hired in someday, and she said "No, that's gonna be a long time before that happens. You are expendable." Other Manpower employees I worked with had a poor attitude about themselves, mostly due to being treated unfairly. One woman I met called herself a "peon." Yes, it really was that bad. Work environment was tense, and employees at these jobs would not care if you were there one day or gone the next. Supervisors tried to feign caring, but would do nothing about the problems at hand if they were any I brought up, such as bullying, or intimidation.

I did not enjoy the treatment I received, but worked through the problems because I needed money. I was often told to leave by employees at my jobs. They didn't understand the job market, and also did not understand my position there. I tried to make friends, but often left with no one to talk to. 

I left in January knowing I was done with this treatment. I talked to the branch manager of Manpower in my location I go to, but often times it felt like you could never speak your issues. I called to relay a message to her, but was told to write a letter. I live 20 mins away from this building, so that was not an option. 

Hopefully the stability of the company has changed since my departure, as I know some have better success stories.

I believe it would be difficult to find as tough a proving ground as the Marine Corps.  We are faced with reductions in manpower and funding, operate within a very high-paced schedule and environment, and still meet timelines and goals.

Hours of work are typically 7:30 am to 5:30 pm although many times I have worked well past those hours on projects.  We are paid straight salaries according to rank; there is no overtime.  

Daily we source personnel requirements for worldwide exercises and deployments, sifting through 22,000 Marines and Sailors.  We are entrusted to be good stewards of our manpower so that requirements are distributed fairly throughout subordinate units.  We also process all administrative requirements for our organization including recognition, promotion advancements, security management, progress reports, and document control.  

All of our tasks are completed within a very high operational tempo as worldwide rotational deployments are expectations of Marine Corps capabilities.  In these circumstances I have learned to manage individuals from all backgrounds, races and beliefs.  Working as a team is essential in the Marine Corps environment.

We operate under a strict chain of command structure.  Upper management consist of individuals of higher rank and responsibility.  Decisions of upper management are made according to courses of action supplied by me and other staff officers.  Upper management decisions are final and upheld to the best of our ability.

The most difficult part of the job to me is the production of top-notch results with limited personnel resources.  Apart from manpower drawdowns, many of my co-workers are deployed to the Middle East, which puts a strain on those of us left in the office as we have to assume their responsibilities until they return.  It is a aspect of our careers and lifestyle, but does not make our jobs any less stressful.

I have always enjoyed working with Marines.  There are few organizations like this one that instill pride, sense of accomplishment and belonging to its personnel.  Each Marine's sense of duty reflects the desire to serve his or her country.  I don't think anyone joins the Marine Corps by mistake.  It is a choice built on the expectation that you belong to a unique organization.

I have been a Contract Virtual Recruiter for Comcast through Manpower for over 3 years. I work days and nights and never receive OT or kudos for anything. I have to perform to keep this job. It is highly stressful. I work 3 Req's interviewing Territory Managers most of the time. I have over 20 years of experience and I am VERY good at what I do. I have a great pipeline full of all levels of employees from every type of business you can name. I should be making 2 times the amount I am making now, based on 40 hours. However, I work nights in order to talk to people who are working during the day so I put in around 70 hours a week and I am only compensated for 40. I stay because I am loyal and I enjoy being a Home based Virtual RPO. There is nothing I can't do. I choose the best of the best candidates. I can find a Janitor or I can get you an Engineer. I am looking for my worth in pay and the ability to continue being Home based. I live in Galveston Texas, just South of Houston. I would love to find a long term position that is willing to trust my work and not have to be shadowed. I started as a Recruiter in Fort Worth, Tx in 1987 - over 20 years ago. I have been a Branch Manager, a National and a President. I am mature and very flexible. I believe I have earned the right to fair pay and benefits. I will not work any commission jobs. If I were to work commission, I would work for myself. I am a great leader and mentor. I love helping the entry levels move up. Given the opportunity, I believe you would be relieved to have found me. I have great Tenure and I am Texas friendly. The hardest part of the job is finding people sitting by the phone waiting for an unexpected call for employment. I believe in quality over quantity. It is a money saver. The most enjoyable part of my job is making a perfect match between the Candidate and the Employer. I also love meeting and talking to people from all over the US. My current employer has named me "Mouth from the South"...lol I am honest and enjoy life. I do not want to see people lose their job and then their homes and it becomes hard to feed your family, so I work hard to find my Candidates a job.

Act as a service relationship management professional for BCBSNC customers, employer groups and providers to service a wide array of healthcare insurance needs. Provide consistent, reliable and customized stakeholder service interactions in a highly efficient and effective manner. Strengthen the BCBSNC brand by developing, managing and expanding customer relationships at service levels that meet and exceed customer expectations. 
•	Support the mission, vision and values of the company by delivering seamless, energetic and innovative service solutions to increase stakeholder satisfaction and retain customers. 
•	Utilize probing and problem solving methods to resolve all customer inquiries (via inbound calls, written or in person inquiries) on first contact. Document corrective measures and provide instructions as needed to internal business areas to ensure prompt resolution and response to customer inquiries. 
•	Identify and obtain information and records from customers, members, providers and/or employer groups to correct/update information, claims and membership records when necessary. 
•	Recognize patterns of inconsistent and/or inaccurate claims filing practices among customers and providers, educate customers and providers on acceptable BCBSNC practices and policies. 
•	Perform phone/email outreach to BCBSNC vendors and business partners to resolve service issues. 
•	Identify, understand and anticipate customers’ unexpressed needs and concerns. 
•	Work closely with Sales, Healthcare and Network Management partners to further optimize customer, employer group and provider relations by identifying opportunities to promote stakeholder programs. Promote programs, making sound decisions to apply the most appropriate “stakeholder centric” course of action to respond to needs. 
•	Educate and encourage customers on use of alternative delivery channels including self service, web, etc. 
•	Identify and communicate process, product or systems improvement opportunities to improve the overall stakeholder experience. 
•	Interface with local, state and federal governmental entities and plan participants regarding BCBSNC products, services and policies.

A typical day at this position requires long hours of sitting/standing while talking to one customer after the next, usually with anywhere between 8 seconds to 1 minute apart depending on the position within.

This job is not for the feint of heart as many of the customers you deal with on a daily basis are extremely rude and hateful and you are not allowed to disconnect their calls, which is a terminable offense. Therefore, you had better have a thick skin. 

The job pays $10/hr, which is a fair wage for a non-skilled job that requires no experience or college education, but don't expect pay raises.

Management at this call center does not care one iota about the employees. The hours of operation are 07:00am to 12:30am and once training is complete you will be required to bid on a shift within that time frame based upon your training scores and then your performance thereafter. There is no transparency to the criteria used to determine the shift bid results and often they are riddled with mistakes. Also, once a shift bid has been completed there is no guarantee that management will not abruptly change your hours and or shift without concern to how it affects you or your family. Also, if your day off happens to fall on a holiday for which the center is closed, you will be rescheduled to make up the day that you were off. It's all about what earns the company the most money. 

There are no paid days off and there are no personal or sick days and once you have accumulated several absences, you will be terminated.  The turnover rate is incredibly high for this assignment, so you may be asked to work additional hours and during the holidays there are periods of mandatory overtime, regardless of how it affects you or your family. 

If you have a family with little kids, this probably is not the job for you. 

Also, it should be noted that while it is not indicated during training, some position require a certain level of sales even though the position is not considered a sales position. Failure to meet the sales numbers will result in corrective actions and finally termination.

Typical day is very inconsistent as they manage each day different due to sales and labor assessments to ensure the business doesn't fail. I don't believe I have gained any experience but I have gained knowledge as to how a kitchen production facility operates. The management is very adverse to collectively communicating and following up with consistency. I was there for four months and never met my manager or chef.  Very hard to promote if you aren't overly nice to the right people. Hardest part of the job is dealing with inconsistency in support leads, schedules are always being calling off entire shifts and is the normal way of addressing cost control, which is the number one way to loose employees and lower morale. Culture doesn't really exist except in the break room where it's filled with all Factor policies and procedures, which should be located in a separate area as you are not to be working on your break per labor regulations. Most enjoyable part is the diversity. So many people from so many places around the world. It's a great place to learn about people and their cultures if you  engage as possible with kindness and curiosity. Most people won't make an effort to communicate due to animosity towards others in different positions and a lack of understanding. Being bi-lingual will get you some respect and job security, but otherwise you have to go above and beyond to ensure you are well perceived by other cultures. Nearly impossible to transition from an agency as multiple people have been waiting extended periods who are great workers. 

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