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Welcome to the A. J. O'Neal Engineering & Technical Resources Division. This division offers professionals to: Industrial, commercial, pharmaceutical and medical device manufactures as well as defense contractors, engineering and architectural firms.
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| Search Our Jobs |
| You can search jobs in our Engineering and Technical Resources Division. Just choose "Engineering" or "Technical" from the job type menu in our job search section and view the latest job listings in the industry. |
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| Temporary Assignments and Contract Staffing |
| A. J. O’Neal Engineering & Technical Resources can provide skilled personnel when permanent staff additions are not required. This includes vacation coverage, employee leaves, peak periods, and project overloads, as well as short and long-term assignments. |
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| Temporary To Direct |
| This allows the Customer to "try before they buy" and avoid costly hiring mistakes. Temp to Direct is an excellent way to evaluate a candidate's capabilities and compatibility before making a long-term commitment. |
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| Direct Placement / Professional Search |
| Our highly focused recruiting model enables us to provide exceptional skill matches based on each client's specific needs. We have a reputation for finding "the needle in the haystack" candidate. |
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Mike Smutko, Division Account Executive |
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Pati Cain, Division Account Manager |
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| STAFFING FIRM HELPS TRANSITION DISPLACED EMPLOYEES |
By Aja Whitaker, Staff Writer
The Tampa Bay Business Journal
TAMPA - For a company facing hard times and layoffs, turning to a staffing firm for assistance seems like an odd course of action.
A. J. O'Neal & Associates, Inc. hopes to alter that perception by offering an employment transitioning service at no cost.
Account specialists at the company's engineering and technical resources division in Tampa believe helping displaced workers at financially strapped companies is a nice thing to do. However, down the road it also plays a part in executing a business plan to help strengthen existing client relationships and build bridges to new ones.
"What is best for the customer is what is best for the candidate, and it's a win-win situation," said Mike Smutko, division account executive. "The decision (to offer this service) is a differential. It makes us different than other staffing companies. Our customers won't forget us. It is a value added service. Employers should be using their vendors. Who knows a company's products better than their vendor?"
"Companies experiencing financial difficulties don't have deep pockets and choose to tap existing relationships as opposed to contracting out to retain specialized firms with high costs and guidelines for a minimum number of layoffs," Smutko said.
That example played out when Flextronics USA Inc., a third-generation contract electronics manufacturer in Palm Harbor, closed its facility along U.S. 19 and turned to A. J. O'Neal to provide employee training services to some of its more than 400 displaced workers.
"We got together with our higher-level tech people, and they (A. J. O'Neal) put together a presentation of market conditions, what types of things employers were looking for, ways to increase your marketability to employers, reviewed people's resumes, looked at the content and gave tips for strengthening some areas," said Jim Frederickson, former Flextronics training manager.
"They also took resumes with them to forward to their clients. It is a good program to help your people find employment. The company felt it was the right thing to do."
Frederickson is now senior human resources specialist-training with Breed Technologies Inc., in Lakeland.
Pati Cain, account manager, and Smutko designed a program to pinpoint employee needs ranging from resume suggestions to a detailed process for redefining career goals.
They recommend that individuals answer questions concerning cash reserve and financial obligations.
They also recommend an assessment of available technological resources, changing career tracks and how much time they have to look for new positions.
Sessions break down into four areas: job search, resumes, interviewing skills, and resources and networking.
Employees are then given reference packets with inserts titled, "Selling Yourself on Paper," "Job Interview Mistakes Made During Employment Interviews" and "Interview Tips."
Sometimes visual resume simplicity is paramount. Cain said that updating resumes can challenge workers out of the marketplace for a number of years.
"Pretty doesn't really cut it," she said. "There can be too many bullets and cute things."
Job searching also has changed with technological advances, and many older workers are unsure of efficient ways to capitalize on new opportunities.
"Job searching isn't what it used to be," said Smutko. "All the jobs aren't listed in the news paper. You have to use the Internet and the resources it provides."
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