by Leah Gulyas 13. March 2014 05:40

For all clients and general public interested in participating in the Fifth Annual Partners Fore Cancer Research Golf Tournament to Benefit Stefanie Spieldman Fund for Breast Cancer Research on Friday, July 11, 2014 in Akron, NY. Please see the attached information brochure with registration form.

You may download, complete and email the registration form to John Rosenhahn of Parallel Employment Group at:, or Mike Komorowski of Culinary Art's Specialties at:

Additionally, registration can be submitted by post service mail to:

Parallel Employment Group

1109 Harlem Road * Harlem, NY. 14227


To open and complete the registration form, click the link below and save the file to your computer. Once saved, open, complete the form, resave and email to one of the above listed contacts. Thank you, and best of luck in the tournament!

Spielman Registration Parallel_Partners Broch 2014 Data.pdf (302.47 kb)


Leah Gulyas
Parallel Employment Group

Leah has been with Parallel since 2013 and is the Marketing Coordinator. She has extensive experience in journalistic writing and research, with an Honors Bachelors of Science in Psychology

NEWS: Appleton Branch Open for Business!

by Leah Gulyas 22. November 2013 09:51

Parallel Employment Group, a leading employment and business services company, is proud to announce the opening of a new branch in the Fox River Valley in the Appleton Community. The new branch, which held an official ribbon cutting on October 22 by the Fox Cities Chamber of Commerce, is conveniently located on West Northland Avenue. This is Parallel’s first branch to open in the Fox Cities region, and it will provide the community and businesses with increased accessibility to employment services in the area.

Mallory Heynssens, branch manager for Parallel's Appleton location states, "The Fox Valley area is a booming epicenter for new and existing business. With large local and global business leaders in the area, there are different opportunities for not only businesses looking to expand, but also employees looking for great careers. Not only is the Fox Valley area business friendly, but also a great community in general. The local Chamber of Commerce has been very supportive in the opening of our new branch and has quickly become a great partner with all our current and future endeavors." Additionally, Heynssens commented that in regards to community involvement, she has big plans for Parallel's newest branch, "Parallel is planning on sponsoring a team with the local area’s Miracle League baseball team. It’s a great program and one that I have been actively involved with for the past two years. Sponsoring a team in the Miracle League is just a small way to pay back something to the community that has been so welcoming for our new branch." 


Parallel Employment Group's Appleton location is open from 8:00AM until 5:00PM Monday through Friday, and is ready for your business!

The new branch is located at

1003 West Northland Ave. Suite A

Appleton, WI. 54914
(920) 560-3030



Community Involvement | Employment | Staffing | Temp | Vendor Management Services

Leah Gulyas
Parallel Employment Group

Leah has been with Parallel since 2013 and is the Marketing Coordinator. She has extensive experience in journalistic writing and research, with an Honors Bachelors of Science in Psychology

October Manufacturing Month in WI.

by Leah Gulyas 10. October 2013 09:52

Manufacturing is a huge part of Wisconsin’s heritage, stretching as far back as the early 19th century with heavy equipment manufacturing and papermaking, all the way to the advanced manufacturing of innovative machinery and products of today. The manufacturing sector alone contributes almost $50 billion a year to the economy of Wisconsin. As of July 2013, more than 9,000 manufacturing companies employed nearly 450,000 workers, making it the backbone of our state's economy.

Governor Scott Walker proclaimed October as Manufacturing Month in 2012 to recognize both our state’s heritage and the contributions made by the employers and employees of the manufacturing industry. Manufacturing month highlights the industry as indispensable in our economy, as well directs attention to the value of choosing manufacturing as a career path. Manufacturing as an industry offers endless career opportunities that are challenging, interesting and fulfilling.

During the month of October, many manufacturing companies open their doors to schools and members of the public to showcase their innovative products and cutting-edge technology. The companies will often schedule facility tours and presentations that run throughout the month of October.  

The manufacturing industry touches all of Wisconsin from the local, regional and state levels, which produces partnerships and business that strengthens and sustains the sector throughout the state. Check out Wisconsin’s Manufacturers and Commerce website for more information, press releases, and a full schedule of manufacturing companies that have scheduled events here.


Community Involvement | Economy | Education | Employment | Staffing | Technology | Temp

Leah Gulyas
Parallel Employment Group

Leah has been with Parallel since 2013 and is the Marketing Coordinator. She has extensive experience in journalistic writing and research, with an Honors Bachelors of Science in Psychology

Employee Recognition

by Leah Gulyas 20. September 2013 10:37

As this week (Sept. 16-22, 2013) is National Staffing Employee Week, Parallel Employment Group has decided to focus this week’s blog on the importance of employee recognition. Employee recognition is important, not just in the staffing and employment industries, but universally in all workplaces. Research has found that in organizations where recognition occurs, employee engagement, productivity and customer service are approximately 14% better than in those organizations where recognition does not occur.

Let’s start with the basics.

What is employee recognition?

Employee Recognition can  be defined as a communication between management and employees which rewards employees for reaching specific goals or producing high quality results in the workplace. Recognizing or honoring employees for their service is meant to encourage the repetition of desired actions through reinforcement.  

Current research shows that for employees, the most important parts of a recognition program are the ability to receive feedback and give recognition easily. This finding is highlighted by the fact that the most common reason for not providing employee recognition is that there is no established way to easily provide recognition when it is due. Establish a recognition box (much like a suggestions box) in a common area where employees can recognize each other quickly and easily.

Appreciation is a fundamental human need, and understanding the psychology of recognition and appraisal for work well done is essential to encouraging the engagement of others in the workplace. Praise and recognition are crucial to a superior workplace environment. People want to be respected and valued for their contributions on the job. Everyone deserves to experience the sense of achievement for work well done, or at least a valiant effort.

How can I provide employee recognition in the workplace?

There are two aspects to employee recognition. The first is to actually, see, identify or realize an opportunity to praise someone for their work. The second aspect is the actual physical act of acknowledging people for their good work in supporting the values, mission and production of the organization they work for.

There are numerous ways to provide employee recognition in the workplace, and most of them come cost-free! You can:

·         Thank a person by name

·         Specifically state what they did that is being recognized (it is vital to be specific because it identifies and reinforces the action/behavior)

·         Explain how the action/behavior made you feel (as it relates to organization mission, morals, etc.)

·         Point out the value added to the team or organization by the action/behavior

What are the benefits of employee recognition?

The benefits are boundless! The simple, cost-free ways to provide employee recognition in the workplace that are listed above are just a smidgen of the options. These simple and slight acknowledgements provide benefits across the entire organization, spanning from individual employee satisfaction all the way to the client. The act of recognizing desired behavior increases the repetition of the desired behavior, and therefore individual productivity. The reinforced behavior supports the organization’s mission and is a key performance indicator. Additionally, greater employee satisfaction and enjoyment of work means more time spent focusing on the job, and less time complaining.


 Furthermore, employee recognition also fosters such benefits as:

·         Direct performance feedback for individuals and teams

·         Higher loyalty and satisfaction scores from customers

·         Enhanced teamwork among employees

·         Retention of quality employees increases (lower turnover)

·         Better safety records and fewer accidents on the job

·         Lower negative effects (i.e. absenteeism and work-related stress)


At Parallel, we believe employee recognition is paramount to a happy and successful work-life balance. We are proud to acknowledge key players throughout our company. We will be honoring two exemplary employees this Sunday at the National Staffing Employee Week Celebration at Miller Park. We look forward to recognizing our top employees, and we hope to see you there!


Employment | Staffing | Temp

Leah Gulyas
Parallel Employment Group

Leah has been with Parallel since 2013 and is the Marketing Coordinator. She has extensive experience in journalistic writing and research, with an Honors Bachelors of Science in Psychology


by Leah Gulyas 23. August 2013 08:17

Parallel Employment Group is proud to announce the launch of the Parallel Education Division website! Parallel partnered with Cahill Consulting of Milwaukee to create an innovative website that is interactive and easy to navigate.

Parallel Education Division has offered recruitment and dispatching of substitute teachers to public, private and charter schools. The newly launched website provides such information as what services are offered, the benefits of working with Parallel Education, how the services work (for teachers or schools), and testimonials from teachers and schools Parallel works with. The website includes some of the most frequently asked questions by existing and prospective clients, information on taxes and liabilities, as well as how Parallel Education conducts their interviews and screenings. Also available on the new website is web based reporting for clients, and the ability to 'apply now'.

Whether you are a teacher looking for extra work, or part of a school that is in need of anything from subs to food services, please take time to check out the new website here. Additionally, follow Parallel Education on LinkedIn for news, updates, job postings and more!







Education | Employment | Staffing | Temp

Leah Gulyas
Parallel Employment Group

Leah has been with Parallel since 2013 and is the Marketing Coordinator. She has extensive experience in journalistic writing and research, with an Honors Bachelors of Science in Psychology

Strategic Workforce Planning

by Leah Gulyas 16. August 2013 08:08

Strategic workforce planning is defined as "the discipline of forecasting future gaps between supply and demand of critical talent, to ensure that you have the appropriate workforce mix" in a long term time frame (three, five or ten years down the road). The goal of workforce planning is to reduce the risk to business associated with workforce capacity, capability and flexibility, by preparing for and addressing talent management issues before they arise (issues are always easier to address before they become problems).


Human Resources (HR) should not be held fully responsible for workforce planning. The success of workforce planning is the result of collaboration within multiple units of a company, and lies within business strategy. The business unit within a company are responsible for their strategic plans, and human capital requirements are no less a part of strategic business plans than the operational, financial or technical aspects.

Although HR should not be viewed as having an ownership position in workforce planning, they do hold a crucial role. HR managers must be the stewards of a successful workforce plan by providing expert consultation throughout the planning process. They must articulate the value of strategic planning by supplying the necessary  tools or processes, as well as directing business managers to examine the factors that drive the workforce demand. HR must also help the business units connect their strategies to human capital needs, and ensure that the required workforce is delivered. Ultimate success is dependent upon collaboration amongst both the business and HR teams.

Time Frame

When creating your workforce plan, you must be future oriented. Don't focus your plan on a set time frame -- you want to be prepared not just for 5 years from now, but for 7, 9, 12 and so on. It is also imperative to know how your plan will evolve throughout intermediaries. Think about the big picture in the long run, rather than reaching short-term goals. Plan ahead for business changes that are estimated to occur within or beyond a forecasted time frame.

Start small, with just a few critical job roles. This will allow ample time for the process to be tweaked, tailored and refined. Trying to tackle strategic planning for an entire company right out of the gates can be overwhelming and end in disaster. Starting small provides time to understand what tools are needed for the planning process, and how to make the plan work effectively with in your company's culture. Additionally, starting small will establish credibility and support within your company.


HR needs to be able to communicate workforce plans and answer questions regarding the plan's return on investment (ROI) to the business units. This enables a translation of the workforce plan into a financial value that business units can easily comprehend. Business unit leaders can then make decisions on strategic planning using the same criteria and processes used in other areas of strategic planning for the company.


The most crucial factor of workforce planning is implementing the necessary processes to successfully bridge the gap between the current workforce (the supply) and the future workforce needs (the demand). Often, the strategic planning period becomes so drawn out that it evolves into more of an exercise than an actual active plan that is implemented. Each business unit (including HR) should have someone to hold accountability for ensuring that the plan is actually put to use. These facilitators will oversee particular tactics, time frames, budgets, as well as provide updates and metrics for the monitoring of progress.

Successful strategic workforce planning requires a unique blend of proficiency and skills. The center of workforce planning is business strategy, so the critical capability of a successful workforce planner must be business acuity. Finding people with these particular attributes can often be difficult. This is the primary reason companies often start with outside consultants. Consultants will train HR and business units, while providing the necessary technology and support during the first few planning processes.

Creating and implementing a successful strategic workforce plan will allow your business to have the right people, in the right places, at the right time.



Leah Gulyas
Parallel Employment Group

Leah has been with Parallel since 2013 and is the Marketing Coordinator. She has extensive experience in journalistic writing and research, with an Honors Bachelors of Science in Psychology

What Are Vendor Management Services and How Are They Beneficial?

by Leah Gulyas 9. August 2013 04:42


Vendor Management Services (VMS) are a mechanism for business used to procure and manage employment services (temporary or permanent), as well as outside contract or contingent labor. VMS evaluates third-party providers of goods and services, supervises day-to-day interactions and manages long-term business relationships.

Often, companies with multiple locations (offices, plants, warehouses, etc.) have difficulties obtaining and managing contingent workforces. Working with a company that provides VMS will enables understanding and proactive management/control of the costs of delivery of payroll, benefits programs, and Human Resources. VMS providers essentially act as an intermediary between a company and vendors (ranging from employment agencies to service providers). They supply negotiation while monitoring substance of contracts, maintain contact with current vendors, and reach out to vendors with which the company has not yet worked.

Comprehensive VMS programs facilitate and ensure quality business practices with existing vendors, provide employee contact services, vendor governance, and understand and reduce risk in the work environment. Typical features include consolidated billing, order distribution, and enhanced reporting system capabilities. Most VMS providers have internet accessibility for their clients, which is where a company can place and monitor requisition orders, review scheduling, and easily communicate with the VMS provider.


 The benefits of utilizing VMS are exponential when considering business management.

Vendor Management Services provide:

·         Effective management of multiple vendors and service providers with decreased risk

·          Proactive management of issues before becoming problems (reacting to a problem takes more time and resources than addressing an issue)

·          Coordination of vendor performance expectations with business strategies, while enhancing communication and accountability

·         Ensure vendor processes/policies are compliant with the company’s requirements for federal or state regulations

Regarding VMS for management of contingent labor, the benefits naturally vary from business management, but are still quite valuable.

·         Streamlined requisition workflow

·         Reduced time-to-fill requisition periods

·         Bill rate standardization and management

·         Optimization of supplier base

·         Consolidated invoicing

·         Performance metrics for vendors

·         Reduction in contingent labor workforce spending



Employment | Vendor Management Services

Leah Gulyas
Parallel Employment Group

Leah has been with Parallel since 2013 and is the Marketing Coordinator. She has extensive experience in journalistic writing and research, with an Honors Bachelors of Science in Psychology

NEWS: SAFE Haven Golf Outing

by Leah Gulyas 6. August 2013 06:09

Parallel invites you to aid in supporting at-risk youth and their families in the Racine area by participating in the SAFE Haven of Racine, Inc. Golf Classic. The Golf Classic is crucial in the funding of SAFE Haven's programs, and all funds generated directly support SAFE Haven. This year's outing will be held at the Kenosha Country Club on August 19, 2013, and is dedicated to long-time SAFE Haven supporter and friend, Dave Fox. Please join Parallel's team and many others in supporting SAFE Haven to make a difference in the lives of homeless, runaway, and physically and sexually abused youth in the Racine community!

This year, SAFE Haven of Racine, Inc. is celebrating its 40th anniversary. SAFE Haven, originally incorporated in 1971 as Innovative Youth Services of Racine, enriches quality of life for youth and families by supplying crisis support, safe living environments and community intervention. SAFE Haven's programs benefit homeless young adults, at risk youth, families in need, and runaway and abused youth. Additionally, SAFE Haven's goals include continuing to help youth achieve goals of self-esteem improvement, education, employment, and problem-solving and life skills.

The programs offered include:

SAFE Passage Transitional Living, which shelters homeless young adults, ages 18-21 in need of housing, education, life skills training and health services.

SAFE Streets Outreach, which reaches at-risk youth on the streets, distributes referral information, personal hygiene items, and ready-to-eat meals, and encourages youth to come in from the streets into safe shelter.

SAFE Haven Youth Shelter, which provides food, clothing, shelter, family mediation, crisis intervention and case management services to runaway, homeless and youth in crisis ages 10-17.

Truancy Abatement, which helps end or decrease school truancy for the youth involved in SAFE Haven programs by providing home and school visits, supportive family services and referral to other appropriate resources.

Bridge to Independence, which is a service of the SAFE Passage Transitional Living program and is available for youth ages 18-23 that are in need of support to live on their own (they are trained in job skills, money management, community resources and landlord/tenant relations).

If you would like to support SAFE Haven of Racine by participating in the golf outing, please see the attached registration form. Even if you cannot attend the outing, please sign up for one of the many sponsorship opportunities!

Please make note: the registration deadline is Monday August 12, 2013.

You may also donate directly to SAFE Haven of Racine, Inc. by visiting their website here.


SAFE Haven Golf Flyer-2013.doc (129.50 kb)


Community Involvement

Leah Gulyas
Parallel Employment Group

Leah has been with Parallel since 2013 and is the Marketing Coordinator. She has extensive experience in journalistic writing and research, with an Honors Bachelors of Science in Psychology

Health Care "Wizard" and Your Business

by Leah Gulyas 2. August 2013 09:40

The Obama Administration has released a web tool that serves as a channel to provide educational information on how the Affordable Care Act will affect businesses of all sizes. The tool, dubbed the “Health Care Changes Wizard”, gathers information on businesses based on which state they are located in and size (number of employees). The ‘Wizard’ also gathers information based on whether or not businesses plan to offer insurance to their employees.

Once you have answered three simple questions, the Wizard calculates how many provisions you should be aware of that will affect your business. It then lists the provisions in an easy to read list, where you can click on the title question to review an explanation of the provision.

The interactive website offers such aides as how to determine if your business has 50 or more full-time or full-time-equivalent employees, how to calculate how many full-time or full-time-equivalent employees your business has, if the coverage your business is offering meets the minimum value standards, and much more.

The web ‘Wizard’ is a great tool, but only a small step in the right direction to properly educate and inform U.S. businesses on how the A.C.A. will affect them. To see what provisions will be suggested for your business, check out the Health Care Changes Wizard by clicking on the image below.


Employment | Government | Health Care

Leah Gulyas
Parallel Employment Group

Leah has been with Parallel since 2013 and is the Marketing Coordinator. She has extensive experience in journalistic writing and research, with an Honors Bachelors of Science in Psychology

Three Ways Working with an Employment Group Can Improve Your Business

by Leah Gulyas 22. July 2013 08:55

If your business has never worked with an employment group/agency before, you could be seriously missing out on three major benefits. As the implementation of the A.C.A. approaches, more and more businesses are turning to temporary employment companies to fill in their workforce gaps. Now is a great time to avoid last minute time crunches by exploring the advantages temporary employment groups have to offer.

There are risks associated with hiring an untrained employee to fill a position, and it can be costly as well. Often it's near impossible to find the best-fit candidate by merely listing the job opening and hoping the right candidate applies. Working with an employment group, you will not only find the perfect candidate, but the position will be immediately filled and your new hire training costs will be drastically reduced.


Whether you need one employee or 150+, an employment agency can provide a skilled and experienced pool of temporary candidates almost immediately. This provides you with the leisure of taking your time to select the best-fit candidate to permanently fill the position, while not expending funds on training someone who is inexperienced. The temp will need minor training with your systems, but once that is done they can dive in head-first.

Temporary, or contract, employees today are highly skilled and experienced. This means you have reduced training time and expenses, and that the employee will likely meet or exceed goals in a fraction of the time it would take an untrained new hire. By using an employment agency you will improve your profitability by not wasting time and money on searching for candidates while a position remains vacant and unproductive.


When you have a job opening, it is often the first impluse to fill the position as quickly as possible. If you are not utilizing the services of an employment agency, chances are you may rush through the hiring process and end up with a candidate who is not well suited for the position, or your company. You can view temporary staffing as a stop-gap measure, or as a way to test drive the candidate on the job in your workplace while still bringing in revenue.

By working with an agency, you can have the vacant position immediately filled by a qualified temporary worker while you take your time in selecting the best candidate to fill the job opening. Many companies find that the individual selected to temporarily fill the position is a great fit for the job and end up transitioning the employee from temp to a permanent full-time employee.


Once you begin working with an employment agency, they will run a short assessment to understand your business needs and determine the type of employee you are looking for. After the assessment, they will go through their database and select qualified candidates for the position. This process can take as little as 1-2 days, which means you will have less down time, and your company will be back up and running in no time. Again, the candidate selected as the temporary employee often ends up being a great fit for both the position and the company, and are hired on full-time as a result.


Customer Service | Employment

Leah Gulyas
Parallel Employment Group

Leah has been with Parallel since 2013 and is the Marketing Coordinator. She has extensive experience in journalistic writing and research, with an Honors Bachelors of Science in Psychology