2011-06-10

Interview with Kim Benn

Ben Gottlieb

This is the fifth post in a series featuring Drake Employees across Canada.

 

My name is Ben Gottlieb, and as Drake International’s Marketing Intern for the summer I will be sharing profiles on some of Drake’s staff, and their experiences with the company so far.

 

Kim Benn is a Branch Manager at Drake International’s Islington branch, and a member of Drake’s leadership team. Kim manages a team of eight employees, and has been working with Drake for 25 years.

 

Q: How did you find Drake International?

A: I was a fieldstaff out of school, placed on a temporary assignment by Drake. I was then hired by the client, became the client, and then a permanent employee of Drake - I've seen all sides of the business.

 

Q: What do you love about your team?

A: I love that my team is dedicated, reliable, enthusiastic, and passionate about our clients, fieldstaff and finding staffing solution that work.

 

Q: What do you like most about working at Drake?

A: You can be an entrepreneur - Drake allows you to customize solutions for your clients so they are delighted over and over again.

 

Q: What were your primary high and low traits from the results of your Drake P3 personality assessment?

A: My high trait is dominance, and my low trait is conformity.

 

Q: How do you think your high and low traits play into the way you work?

A: I am able to lead my team effectively while allowing my entrepreneurial spirit to thrive.

 

Q: Does your team have traits similar to you? How do you think this affects the way you interact?

A: My team is mainly extroverted - we utilize everyone's strengths and weaknesses to determine who is best for every task.

2018-09-24

TST Overland Express reduces turnover and improves...

Drake Editorial Team

Drake’s ability to create and deploy a targeted recruitment process capable of identifying candidates who fit the unique shifts and hours TST needed was a key point in reducing churn and ensuring that shifts were fully staffed...

Read More

2016-03-02

What employers must do now to drive and sustain hi...

Kevin Martin - i4cp

All organizations need to be prepared for attrition in two key groups — high performers and those soon eligible to retire — as well as talent shortages in specific disciplines and geographies...

Read More

2015-03-26

Focus on workforce analytics: why HR needs to adop...

Dr. John Sullivan & Drake Editorial Team

“Given the importance of talent and people, it’s time to move beyond instinct, gut, and tribal wisdom in making workforce decisions...”

Read More