‘We encourage employees to take personal responsibility for their health ‘ eat lean, exercise regularly, practice safe work habits ‘ and we try to offer fun, creative programs to support their efforts,’ says Jeff Somple, president of Mack’s Northern Operations.‘At the end of the day, we are all health care consumers. So it is in everyone’s best interest to make healthy lifestyle choices that will lead to more productive lives and lower health care costs.’ About Mack MoldingMack Molding is a leading custom plastics molder and supplier of contract manufacturing services. Mack specializes in plastics design, prototyping, molding, sheet metal fabrication, machining, and medical device manufacturing. Founded in 1920, Mack is a privately owned business that operates 10 facilities throughout the world. Don Kendall is president and CEO. For more information, go towww.mack.com(link is external). Mack Group,Governor Peter Shumlin presented Mack Molding with a Gold award for workplace wellness last week at the state’s annual conference hosted by The Vermont Governor’s Council on Physical Fitness & Sports. Health Services Manager Kathy Hall, RN, received the award on behalf of the company. Mack was recognized for recent lifestyle initiatives that were inspired by the company’s overarching wellness theme ‘ take personal responsibility for your health. The award-winning programs included the:· Mack Community Garden — planted and harvested by employees, the 15 gardens were also supported by a local nursery with planting tips and discounted seedlings, and Mack with cedar beds, gardening tools, and easy water access. To further enhance the area, Mack added a volleyball court, a driving range for golfers, picnic tables and barbecue grills;· Eat Right, Stay Fit ‘ geared to help participants make enduring lifestyle changes, the 12-week program encouraged healthy eating habits that resulted in a combined weight loss of over 400 pounds among 50 employees;· Promoting Health & Wellness ‘ designed to address employee health care issues, work-related or not, the company’s Health & Wellness program includes an on-site physician with weekly office hours. Certified by the American Board of Internal Medicine, Dr. Brian Timura is an occupational medicine specialist and primary care physician. Committed to promoting healthy behavior and disease prevention, Mack has long been an advocate for workplace wellness. The headquarters facility includes a fitness center for employees and families that includes squash and racquetball courts, strength and cardio equipment, and on-site aerobic and yoga classes. Mack also employs a full-time health services professional who develops and implements ongoing wellness initiatives. In fact, the company has been recognized by the state twice before for its wellness programs. # # # # #
ARLINGTON, Vt. (April 5, 2011) ‘ 
DEKALB, Ill. – Following a week long break for final exams, the Drake University women’s basketball returns to the court this Saturday at Northern Illinois. Tipoff is scheduled for 4:30 p.m. and the contest will be broadcast online on ESPN3. Drake (7-2) cruised past William Penn, 100-61, in its “Pack The Knapp” game back on Dec. 11. Junior Lizzy Wendell (Blue Springs, Mo.) led the Bulldogs in scoring with 17 points as five others joined her in double figures. Drake finished with 34 field goals, 27 assists and 12 three-pointers against the Statesmen. The 100 points in the William Penn victory are a season-high for Drake, who leads the Missouri Valley Conference and ranks No. 17 in all of NCAA Division I in scoring at 81.3 points per game. The Bulldogs have topped the 80-point mark five times already in just nine games this season. Wendell is the top scorer in the MVC at 18.9 points a game, and already has four 20-plus scoring performances. Northern Illinois (4-4) lost at Wisconsin Wednesday night as the Badgers used a big second half scoring run to secure the win. Ally Lehman leads the Huskies in scoring at 11.9 points per game and rebounding at 10.5 rebounds per game. NIU is led by first-year head coach Lisa Carlsen, who came to DeKalb after eight seasons as head coach at Division II Lewis University (Ill.). Saturday’s game renews a rivalry between Drake and Northern Illinois as the two teams last played in the 1980’s with Drake winning all four games from 1982-85. The last meeting was Dec. 30, 1985, also in DeKalb, as the Bulldogs won by a score of 87-79. Drake wraps up its non-conference schedule at Iowa on Dec. 22 with tipoff set for 5 p.m.Print Friendly Version
I came across an interesting article the other day that helped me understand my role better as a recruiter. Although the piece primarily discusses best practices when recruiting for a startup, it helped me realize what I ultimately do (and don’t do). For all you recruiters out there (inside or outside the venture capital and startup world), how many of you really are sourcers, process builders and closers all at the same time?If you’re too lazy to read the article mentioned, in short, a sourcer gets the leads, a process builder manages candidate flow and schedules, while a closer locks the candidate down during negotiation and offer stages. 
When I’m recruiting for OpenView Venture Partners’ portfolio companies, I definitely play the hybrid role of sourcer/process builder. When an offer is made and negotiations are underway, the art of closing is conducted by the hiring manager of that portfolio company. After all, doesn’t that make the most sense? I’d consider myself well-read on the position and company about to make the hire. However, the true expert isn’t me; it’s the hiring manager. On top of that, I’m not privy to company finances, so I’m never in a position to think about negotiations in compensation.Unless the recruiter is self-employed or hiring for another recruiting position within his/her own team, the only time one would play all three roles, I imagine, would be as an agency recruiter working on contract positions. In many cases, the client provides the recruiting agency with a “bill rate” which is a fixed, maximum dollars-per-hour “budget” rate that the client is willing to pay for the contract hire. The pay rate is what the hire actually ends up earning per hour. The hourly rate difference is what the recruiter pockets for the remainder of the agreed upon contract (3 months, for example). If Bank of America offers your agency a bill rate of $30/hour, the sad truth is you want to provide your candidate with the lowest, plausible rate as that will benefit you most. So you offer the candidate $20/hour and for the rest of the contract, you make $10/hour twiddling your thumbs!Where am I going with this? I digress and apologize. Because you are put in a rare circumstance where you are in fact determining your candidate’s pay, you are now charged with closing! You are convincing the candidate that at this wage, the opportunity is a great one and simply cannot be turned down. You will have sourced, process-built, and closed and I’m convinced there are no other recruiters out there who handle these three tasks within a typical recruiting life cycle. So somebody, please prove me wrong as I’m eager to stand corrected.AddThis Sharing ButtonsShare to FacebookFacebookShare to TwitterTwitterShare to PrintPrintShare to EmailEmailShare to MoreAddThis