Providing real employment solutions takes experience and expertise. At Profile Personnel we put those qualities to work for you

-Profile Personnel & Associates | Schuylkill County, Pennsylvania

Project Controls Specialist Senior Pipeline Engineer Environmental Health and Safety Manager Senior Process Manager Metal Refining

Profile Personnel & Associates, Schuylkill County, Pennsylvania

Schuylkill County, Pennsylvania

Schuylkill County, Pennsylvania

Job Board
Plant General Manager Page
Director of Manufacturing Page
Senior Manager EHS Page
Project Engineer Electronics Page
Sr Process Safety Engineer-Chemical Comp. Page
Sterilization Engineer-Medical Device   Page
Environmental Health and Safety Manager Page
Project Controls Specialist Page
Project Engineer-Automotive Assembly Page
Senior Pipeline Engineer Page
Enviromental Health and Safety Manager Page
Maintenance Engineering Manager Page
Senior Validation Scientist Page
Process Control Engineer Page
Plant Operations Mgr, Chem Manufacuring Page
Senior Process Consultant Metals Refining Page
Applications Analyst III  Page
Mechanical Engineer, Manufacturing Page
Senior Design Engineer - Diesel Expert Page
Facilities Manager Page
Engineering Manager Page
Mechanical Engineer, Manufacturing Page
Product Development Engineer Page
Chemical Engineer Page
Plant Manager Pharmaceuticals Page
Project Manager, Technical Services Page
Senior Mechanical Engineer-Project Leader Page
Electronics Design Engineer Page
Construction Manager Page
Plant Manager in South Carolina Page
Chemical Engineer-Plating Page
Quality Manager in New Jersey Page
Controller Multi Plant Page
Project Cost Estimating Staff Engineer Page
Technical & Engineering Services Manager Page
Director of Corporate Engineering Page
Production/Unit Manager Page
Process Engineer Page
Profile Personnel & Associates is a technical search firm established in 1972, serving clients on a local and national scope.

Is anything more important to your long-term success than hiring the right people? But traditional recruiting methods rarely turn up the best candidates, the people who are already working.

With Profile Personnel & Associates our job is to find these people. We’ll work closely with you to develop an accurate profile of your ideal candidate, and then custom design a recruiting strategy to find those select individuals who match your requirements.

Our philosophy! Every candidate matters. Every company matters. We make it our goal to understand the hiring process from both the employee and the company standpoint. Providing real employment solutions takes experience and expertise. At Profile Personnel & Associates we put those qualities to work for you.

National & Local Recruiting

Many of our clients require us to assist them with talent acquisition on a national business basis. By doing searches both national and local this enables companies to utilize our cutting edge recruiting process to satisfy their recruitment needs.
We’re all about People The people who run businesses. The people who have the talents to help these companies grow and prosper. And the professionals at our employment agency who are dedicated to working with our clients to reach their most complex employment goals. We know that people are the most important component of a successful business. Finding the right people to help your company grow means we’re doing our jobs right.

Our search consultants specialize in building long-term relationships with clients as well as candidates to ensure superior service and knowledge across a range of industries from:

*Engineering *Manufacturing *Food Processing *Pharmaceutical *Human Resources *safety *Purchasing/Contract Management *Sales/Sales Support
*Construction *Finance *Oil, Gas, Mining

For Employers:

Our Executive Search Process is tailored to each clients specific needs, but the underlying process that leads to our continued success involves the following:
• Sourcing qualified candidates
• In-depth interviews
• Personality profiling
• Client interview scheduling
• Client and candidate interview preparation
• Post-interview debriefing for client and candidate
• Offer negotiation
• Follow up with client and candidate from offer acceptance until start date
• Post-start date follow-up with client and candidate

For Candidates

Why allow Profile Personnel & Associates to represent you?

-Distinction: It is no accident that such a high volume of A+ candidates every day allow recruiting consultants at Profile Personnel to present their resume and individual vale story to the hiring managers of our clients.

-Prestige: Profile Personnel places our candidates only at respected industry-leading companies. Because we only succeed if you succeed, we have every motivation to get you into the right position.

-Determination: Profile Personnel recruiters are charged with not only getting our candidate an interview, but getting them hired!

-Urgency: The sooner you are in contact with one of our recruiters, the faster we can get you in touch with an opportunity you have been waiting for.

Our services are provided on a Contingency Basis.

The fee is based on 20% of the hired candidate's base salary for the first year. Guarantee period: In the event that the employment is terminated, by the candidate or company within 60 days of the start date, Profile Personnel will endeavor to replace the candidate at no cost to the Company provided we are notified in writing five (5) working days of the employee's date of separation.

Retainer Search available.

Proud Member of:

The Undercover Interviewer

(05/08/2014) "Do You Have Any Questions for Me?"Do you have any questions for me?" could be the biggest trap of the professional job interview. That is, when the interviewer turns the tables and offers to answer whatever questions may be on your mind. Don't be fooled. This is not the moment to relax or think that the interviewer is just being polite. In fact it is often the most important part of the interview. This is your chance to show how much homework you've done - or not - about the company. How much insight you have - or don't - about the position you're discussing. And whether or not you are accurately reading the dynamics of the interview.Do not wait to be surprised when this question comes at you with five or seven minutes left in the interview. Get ready beforehand and use it as the opportunity to differentiate yourself from your competition.The worst possible answer to this question is, "No, thanks, I think I have everything I need." If you do that the interviewer will write you off, then and there. as someone who isn't hungry, isn't curious about the organization or doesn't care about the interviewer him or herself.Some examples of good areas to probe and effective questions to ask when given the chance:About the culture - "How would you describe the kinds of people that thrive in the company and those that don't fit in? What does that say about the culture?" Or even more specific, "As I reflect on my two previous organizations, one culture was all about collaboration, teamwork, never using the word 'I' and the other was much more a star system, where it was all about standing out as an individual performer. How does this organization operate on that dimension?"About the position - "What would success look like in the position? If I were to be offered the job and a year from now we were reviewing how it's going, what would I have accomplished for you to say, 'What an amazing year you've had?About the interviewer - "Tell me a little bit about your story. How did you find your way into the company? What have you enjoyed most and what's been most frustrating?" It goes without saying (but it is worth repeating), people love to be asked about themselves. An even better way to ask this question is to have Googled the person you're meeting and framing a question about them with specifics about what they've done, where they went to school, what they may be known for.About the company - "In the most recent earnings call, the CFO said that the company is now projecting flat revenue for the year. Given that the market is growing double digits, shouldn't I be concerned about the strategy not working?" Or "Would it be an accurate interpretation to say that your two most recent acquisitions were made to attract talent. When asking about the company and strategy, assuming you've done your homework it's fine to be challenging - as long as you're not being insulting or personal about it.As you can see, there are any number of questions to ask when you're given the opportunity in the last part of an interview. Your goal for the interview is for the interviewer to describe you, once you've left as being "very sharp and asking great questions." Asking great questions in an interview is among the most sure-fire ways to get the job.

​4Q Manufacturing Employment Surges To...

(02/25/2014) Manufacturing finished 2013 strong, as the nation’s fourth-quarter factory payrolls increased by an annualized 1.6 percent quarter on quarter (q/q). At over 12 million jobs nationwide, manufacturing employment is now the highest it has been since 2009. The sector recovered handsomely from the setbacks it had faced earlier in the second and third quarters and is poised to start the new year on a strong footing.Most of last quarter’s rise was due to improved performance in the durable goods industries, particularly transportation equipment. The overall economic recovery released pent-up demand for cars; people finally have the income and confidence needed to make the auto purchases that they had been holding off on during the recession and early recovery years. Similarly, household formation is fueling the housing recovery and with it demand for furniture and appliances. Increased business and construction activity has also boosted demand for metals, machinery, and other equipment.Manufacturing Employment by State, Fourth-Quarter 2013However, the manufacturing recovery has been far from uniform across the nation. Just over two-thirds of states (35 states) added factory jobs in the fourth quarter. The greatest expansions occurred in the manufacturing-heavy states of the Midwest and Southeast. Wisconsin topped the charts in terms of number of jobs recovered. The state added 8,800 manufacturing jobs last quarter, which amounted to a quarter-on-quarter increase of nearly 8 percent (annualized). Food manufacturing was responsible for most of the growth in America’s Dairy land. About 900 food processing firms are located in Wisconsin, including Hormel, Kraft, and General Mills. The food sector provided some stability to Wisconsin’s manufacturing sector during the recession as well, as the demand for food is influenced little by the business cycle.Elsewhere in the Midwest, Indiana, Michigan, and Illinois also performed strongly. Indiana’s manufacturing share has been growing steadily since 2009; the sector currently accounts for 16.5 percent of total non-farm employment in the state (the highest share of all states), and we expect this number to creep up further in coming years. The transportation equipment sector accounted for nearly all of the manufacturing growth in Indiana, as the Subaru, Toyota, and Rolls Royce plants added hundreds of jobs. In Michigan, manufacturing employment grew nearly 4 percent q/q. The state was buoyed by its strong transportation equipment and fabricated metals sectors; Chrysler and Midwest Bus expanded payrolls last year, and several auxiliary suppliers followed suit.The Southeast states also saw robust gains in manufacturing jobs. Alabama, for example, added factory jobs last quarter in spite of declining total employment. Durable goods are key to the state’s burgeoning manufacturing sector. Daimler AG added 1,000 jobs to the state’s transportation equipment sector in 2013 as part of its Tuscaloosa County plant expansion. Moreover, HS Automotive, Kaiser Aircraft, Donghee America, and dozens of other suppliers expanded payrolls as well. Overall, the Midwest experienced the highest year-over-year (y/y) boost in manufacturing employment in the fourth quarter (1.0 percent), closely followed by the South (0.7 percent).Manufacturing conditions were not uniformly rosy, however. Even some of the traditionally strong manufacturing states suffered last quarter. For example, Ohio and Kentucky—states where manufacturing is responsible for more than 12 percent of employment—experienced sluggish payrolls growth. A drop in primary metals was responsible for Ohio’s underperformance, while Kentucky suffered from a large backslide in other durables. Additionally, manufacturing has been struggling in the Northeast for years, and last quarter was no different. Indeed, last quarter marked the seventh straight quarter of y/y employment declines in the region. Nearly all the New England states lost factory jobs, and New York was the only state in the Mid-Atlantic to make any significant progress.In spite of poor performance in these states, the nation overall experienced a significant increase in manufacturing employment last quarter. Heightened labor investment indicates manufacturers’ growing confidence in the economic outlook. In addition, strong gross domestic product growth reported in the fourth quarter suggests a burgeoning demand for manufactured goods. We expect 2014 to be a good year for manufacturing, with the strongest employment growth occurring in the manufacturing-heavy states of the Midwest and Southeast.

​2014: The Year Of The Label

(02/25/2014) What’s in a name? Or, more appropriately for food manufacturers, what’s on a label? In 2014, this question will be analyzed from angles we’ve yet to imagine. While the federal government struggles to implement the Food Safety and Modernization Act, industry groups and large food processors are taking up the mantle to define food labeling. For some large processors, the sustainable practices often associated with this type of labeling, as well as the larger consumer movement for food information, have become part of corporate strategy and reliable ingredient sourcing. Food manufacturers are wise to keep a close watch on these developing trends to best position their operations for changes in both labeling and the product content it describes.GMOs: General Mills kicked off 2014 by slapping “Not Made With Genetically Modified Ingredients” labeling on boxes of original Cheerios. The breakfast classic’s primary ingredient, oats, made the transition simple because that crop’s never been genetically modified. But, like green grocery innovator Whole Foods’ demand that suppliers label GMO content by 2018, such moves by big players are a bellwether of what could become the norm.Food manufacturers are keeping a hawk’s eye on GMO labeling policy. Campbell Soup Co. Vice President of Manufacturing Mark Cacciatore said in an interview in December “… we need consistency in legislation. It would be chaos for us if there were different [GMO labeling] requirements in different parts of the country.”Last year, 26 states introduced GMO labeling legislation, sparking several highly publicized and narrowly defeated votes. Only two states succeeded: Maine and Connecticut passed GMO labeling laws that go into effect only if four other large states also implement labeling laws. Several states are already proposing laws regarding GMO agriculture and foods this year.The Grocery Manufacturers Association (GMA) is pitching a federal GMO policy that would make the labeling voluntary, preempt state laws on GMO labels and shift much of the responsibility of OKing GMO foods to the Food and Drug Administration.Natural: In the same proposal, the GMA wants the FDA to define the term “natural” and preempt states from defining the word. The FDA admits “natural” is difficult to define. It hasn’t objected to foods labeled “natural” if they’re free of added color, artificial flavors or synthetic substances. But that’s advice, not law. In the last year, well-known manufacturers including Pepperidge Farms, Naked Juice, Ben & Jerry’s and Frito-Lay dropped the word from their labeling and marketing as suspect ingredients were called into question amid a flurry of class-action suits. Sustainable: McDonald’s recently vowed to source only “verified sustainable beef” for its burgers by 2016. This year, the fast food giant said it aspires to support development of global principles and criteria for that beef. "Sustainable," like "natural" is another labeling term that lacks uniform definition.Nutrition Labeling: Facts Up Front, the front-of-package nutrition labeling initiative spearheaded by the GMA and Food Marketing Institute in 2011, is expected to unleash a $50 million ad campaign. Supporters including General Mills, Kraft and Mondelez International will likely fund their own promotion of the labeling. The GMA said as many as 80 percent of products from participating manufacturers will display Facts Up Front by the end of 2014.Food Date Labels: In its campaign against food waste, the National Resource Defense Council (NRDC) has honed in on food date labels printed on packaging. Often interpreted by consumers and retailers as expiration dates, the council and some manufacturers say this date instead indicates peak freshness. As the date comes and goes, confused consumers toss the food out due to safety concerns. This could add up to hundreds of dollars’ worth of annual waste for American households. The NRDC calls for a simpler date labeling system for food. Though the FDA and USDA regulate food label dating, they don’t define the date terms, leaving it up to states. Lack of an industry-wide definition equals more food in dumpsters, according to the NRDC.

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