10 Tips for Making Your Job Ads Millennial and Gen-Z Friendly

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Believe it or not, Millennials and Gen-Z currently make up nearly 51% of the population in the United States. This means that inevitably, in the coming years, these generations will be leading the workforce across all industries.  Bringing people of these generations onto your team is an excellent business decision in a multitude of ways, beginning with that they are young and up-to-date on all of the trends that are constantly emerging in the modern world. However, enticing this age group to want to work for your company is entirely different than it was for job seekers 10 years ago, and it all starts with the job ad. As a group that has a smaller attention span than populations of the past, it is important to capture their attention right away.

Here is a list of 10 ways you can design your job ad to make them as Millennial and Gen-Z friendly as possible.

1. Emphasize Transferrable Skills, Not Work Experience

Although they are up-to-date on technology and very well-versed in their area of expertise, millennials have been in the workforce for under 10 years and Gen-Z is just beginning their professional life.  Experience is not the only thing that makes someone valuable. They will come with a number of soft skills as well as fresh perspectives to offer about the industry; don’t miss out before even meeting them by making them feel like they are too underqualified to apply. Also, just because they don’t yet have experience in a certain position, does not mean they won’t be as proficient as someone who does. Let them show you what they can offer by asking about their transferrable skills.

 

2. Pique their interest quickly

A great way to do this is by talking about several of the non-tangibles your company offers.  Flexible schedules, PTO, company happy hours, etc. These generations look for so much more than just a steady paycheck and benefits. They want personal growth, friendships, and a place that fits their personality. This is what will incentivize them to go above and beyond as well as help them thrive. When you’re writing the ad, be sure to put this portion towards the top or middle. If you don’t capture their attention quickly, they will likely lose interest and not bother reading the entire ad.

 

3. Highlight the Impact They’ll Have

One appreciable thing about this age group is that they have the deep desire to have impact and be part of the greater good. Known as the philanthropic generations, they want everything they do to be meaningful.  If they know that their job will contribute to a worthy cause, they will be highly invested from the get-go. Whether it’s making a difference within the company or outside of the company; if they feel like their job can make a difference, they will be all in.

 

4. Discuss Growth Opportunities

Employee tenure in these times is a much shorter duration than it has been in the past. A large part of this is because as soon as someone feels like they can’t move up within their current company, they begin their search for new opportunities. Let them know what options will be available to them once they have been with the company for a certain amount of time. It also helps to be a company that promotes strictly from within. Additionally, they want to grow on a personal level, therefore desire to be part of a company that can help them do that. Be sure to emphasize that you are not just their employer, but also a place that will help them expand on both a personal and professional level.

 

 5. Specify the Perks

This goes beyond just above average pay and an all-inclusive benefits package. Regardless of what a job will provide them, it’s important to Millennials and Gen-Z ers that they enjoy their day-to-day and can genuinely say that they are happy in their careers. If your company offers a lenient dress code or “Flex Fridays”, tell them all about it. These generations want their job to be part of their lifestyle, not just what they do for a living.

 6. Talk about the Team and Culture

Did you know that for this group of people, team and culture are often the top factors in determining whether or not they want to work somewhere? This can literally be a deal breaker. If you are working a 40+ hour week, you will spend more time with your co-workers than you do with your friends and family. Millennials and Gen-Z are well aware of this. It is important that whatever company they choose aligns with their personal values and that they feel like they can fit in and get along with the rest of the team. When creating an ad, discuss the personality of the company and some common traits that the people who work there have in common.

 

7. Be Brief and to the Point

If you make the ad too long, you will lose their attention. Period. Cut the fluff and only talk about the things that will actually matter in the eyes of your ideal candidates. Everything else can be talked about in the job interview.

8. Avoid Trendy Terminology

Remember, this age bracket grew up in the social media and technology era, especially Gen-Z. They have the ability to spot when a company is being inauthentic and saying certain things just to get their attention. This doesn’t mean you have to be too formal or use dry language, but avoid using terms like “marketing unicorn” or “sales rock star”; this can come off as condescending. The best thing you can do is make a job ad searchable and descriptive. By doing this, more people will find it and they will have a good idea of what they can expect if they get the position. These generations want clarity, so make the job title self-explanatory.

9. Be Transparent about what the Job Entails

Not only does this generation not like surprises, but they are also the type to need as many details as possible in order to make a decision. In all fairness to them, most job postings aren’t very clear or specific; they list requirements, have a summary of the company, and talk about pay and benefits. When looking at a job post, they want to be able to evaluate whether or not they will be able to do the job well and if they would enjoy the position. In the ad, make sure to list out several of the things they would be doing on a regular basis and what a typical day would look like.

 

10. Offer Instant Gratification

It is no secret that Millennials and Gen-Z ers want instant gratification; even they themselves don’t try to deny it. Especially in this post-pandemic market, candidates have plenty of options, so what’s going to reel them in is the ability to have answers at their fingertips. State in the job post when you plan to get back to people about setting up an interview; the shorter amount of time, the better. This also goes for being quick to respond to emails and phone calls if they have questions. You can also mention some of the things they can expect when they walk into the office every morning (coffee) or some of the trendy team building things you do weekly (trivia, team weekly wins, etc. ). Whatever you do, just be sure to get back to them before they have the chance to accept a position elsewhere.

If your company is looking for new employees, we at Award Staffing are here to help you. Contact us with your staffing needs here.

Top 7 Transferrable Qualities Employers Look for in Candidates

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Regardless of the company, position, or pay rate; there are certain qualities that every employer looks for in the hiring process as well as when someone is on-boarded. Technical skills will get you recognized right away, but hiring managers know that soft skills have a big influence on the environment of a workplace and how it runs. If you are a contingent employee or have recently been hired by a company with a probation period, demonstrating these qualities are sure to make your employer consider you for a permanent position on their team. Developing these 7 qualities will help you excel in your career no matter what path you decide to go down.

 

1. Dependability

Although this list is in no particular order, there is a reason that dependability is at the top. No matter who your employer is, or what industry you’re in, dependability is inarguably the most important attribute a candidate and/or employee can have. In order for a company to be successful, work needs to get done and get done in a timely manner. Being a person that your manager and colleagues can count on to show up on time, deliver, drive results, and keep your word will make you a highly respected member of your organization. Make sure to include this trait on your résumé, discuss it during your interview, and follow through while on the job.

2. Communication Skills

Communication is important to both the employer and the employee. In order to run a smooth operation, everybody must be on the same page. Effective communication is important from all angles: verbal, physical, and written. There are many different areas to cover when it comes to communication. Verbally this means communicating your needs and expectations, clarification if you or someone else doesn’t understand something, and letting those around you know if you are going to be in at a different time than usual or out of the office on a specific day. Physically, this could mean having good posture and looking someone in the eyes when they are speaking to you. In a more manual labor based environment it could mean to let your team know if you moved equipment or to practice proper signaling protocols when on something like an assembly line. When it comes to emails or instant messages, be sure to be thorough with your questions and explanations and always double check for spelling and grammatical errors.

 

3. Work Ethic

To have good work ethic is to set your own standard of excellence. This is all-encompassing and goes for everything from how you dress to using your time wisely. It begins with being on time to your shift and ensuring that you are dressed appropriately. Depending on the position, this could mean being dressed crisp and professionally or wearing clothes that make it easy to maneuver heavy objects. It also goes for how you speak and interact with the people around you. Essentially, it means to maintain balance in every area. You can ensure you do these things by taking care of yourself. Eating proper nutrition, getting enough sleep, and giving yourself permission to recharge when you need to.

 

4. Problem-Solving Skills

There’s nothing that shows a manager more initiative than finding solutions to issues that arise before going to them about it. It’s important that you are able to make your own decisions as this shows a level of expertise in your area. Having the ability to handle issues in a positive manner will make you a valuable asset to any team as problems arise in every workplace across all industries. It will show that you are a leader despite what position you’re in and demonstrates a number of competencies including resilience, critical thinking, and resolve.

 

5. Teamwork

Not every position requires collaboration, but no matter what job you have, you will be working with others in some capacity. Whether that’s taking direction from a manager, having conference calls with other members of the company, or working on your part of a project before passing it on to someone else, everyone must have a common goal and the company’s best interest in mind. Like the quote goes, “one team, one dream”; hiring managers want to bring on people who are agreeable. List this as a skill on your résumé, and then give specific examples on your cover letter and in your interview.

 

6. Open-Mindedness

Especially when you’re new to a company, even in a similar position, there will be systems and procedures they do differently than your previous company. A willingness to try things, to see other people’s perspectives, and to be adaptable shows that you will be a pleasant person to work with. Considering that environments change and evolve on a regular basis, showing open-mindedness will give your employer the confidence that you will leave your comfort zone when the time calls for it.

 

7. Self-Management

In today’s workforce, culture and environment are everything. Despite how good the pay is or how well-known and prestigious the company is, people want to know that they are walking into a place they can feel comfortable. That means it is each person’s individual responsibility to have control over their thoughts, feelings, and actions. This contributes to the overall success of a workplace, because it results in a harmonious atmosphere and higher productivity levels. Each person will have their own style of self-management and personal responsibility; therefore it is important to know what works for you in a variety of situations that may arise.

Each of these traits is something that you will want to demonstrate from the beginning, starting with your cover letter and résumé, discussing it in your interview, and then demonstrating your abilities throughout your time at a company. Being able to make these qualities a part of your personal brand, is sure to lead you to success in your career.

If you are looking for a new job, be sure to check out our newest opportunities here.

8 Tactics for Attracting Talented Candidates

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In the current economy, it’s difficult to find quality employees for a variety of reasons. Not only do workforce trends, therefore employee expectations evolve on a regular basis; after the pandemic, many people’s lifestyles have changed drastically. This has influenced the way jobholders believe employment should work. While it can feel like it’s hit or miss when it comes to bringing in new talent, there are many tactics you can use to appeal to job seekers in your industry. Here are some of the factors that commonly get overlooked when companies are trying to draw in new talent:

1. Have a Detailed Job Post

When you’re trying to fill vacancies, you want to be as informational as possible without making the post too long (300-700 words is a good criteria). Remember, there are a ton of others trying to attract candidates as well, so the key is to stand out. Job seekers always want to know, “what’s in it for me?”, so believe it or not; a lot of companies are steering away from having a requirements and duties/responsibilities section in their job posts. Start by discussing why your company is a cut above the rest and what a day in the life of one of your employees looks like. Talk about desired perks like paid vacation, health & retirement benefits, and wellness programs. Then, towards the bottom, describe the job and what’s to be expected if hired. This will ensure the post is engaging and that applicants read it from top to bottom before moving on in their search.

 

2. Advertise Team Building and Company Ethos 

Helen Keller once said, “Alone we can do so little; together we can do so much.” Not only will your company be more efficient and productive if you implement team building into your strategy, but employee retention will increase and people will be more apt to apply. Gone are the days that people want to work somewhere solely for a certain wage or as a status symbol. Now it’s about feeling like they are a part of something. Knowing that they will be entering an organization with positive employee morale and one where everyone works together will make job seekers feel more comfortable and will attract candidates who truly want to be there and are not just inquiring for the sake of a pay check.

 

3. Promote from Within

Employees want to know that they will have long-term careers with the companies they are currently working for, but only half of employees actually feel like they do. From an employee perspective, there is nothing more discouraging than seeing somebody from outside the company get the job that they are just as qualified for. In fact, in their mind they are more qualified because they have already paid their dues and contributed to the company. Promoting strictly from within will give your employees a bigger sense of security and shows that you appreciate them by being willing to advance them in their careers.

4. Have a Join Our Team page on the Company Website

If you want to bring in top candidates, simply having an “Apply here” button is not enough. An entire page dedicated to marketing the company as a great place to work will attract many more qualified applicants. Make the page as visually appealing and engaging as possible. This is the place to talk about the company culture, post photos of the office, post employee profiles & testimonials, and showcase awards that the company has won. A “join our team” page should essentially give prospective employees a taste of what it would actually feel and be like to work there.

 

5. Craft an Appealing Job Title

Since the title is the first thing that people see when perusing through job boards, making it eye-catching title will make all the difference in the amount of applicants you get. This is your first opportunity to make an impression on someone who could be the next MVP of your company. Don’t give them the chance to reject you by underestimating the importance of the job title. Call the job what it is and avoid using terms like “guru” or “rock star”, as this doesn’t give any insight on what the job entails. A quality title will use general vocabulary (not jargon that is only understood within your company). It can also be advantageous to add the location and mention some of the job perks or benefits you offer.

6. Treat a Job Posting as Marketing for Your Company

In order to bring in top talent, your company must be reputable as a place that current employees enjoy working. This means that your office practices should be highlighted in the job post. If your company has won awards for its culture or being a top place to work, be sure to include that. All too often, hiring managers only post “job requirements”; but applicants need to know what the environment and work-life balance looks like to decide if they can envision themselves being part of it. This is your chance to activate candidates by getting them excited about the possibility of working there. Use it to your advantage by having a section dedicated to discussing the collectively enjoyable aspects of the job/company. Nowadays people aren’t just looking for a prestigious job title and a paycheck. They want to know they have something to look forward to every day when they walk into work.

7. Consider Remote Employees

On account of team building and camaraderie, many company leaders prefer to only hire local talent so that they are able to come into the office every day. But with the new implementation of communication tools like Zoom and Slack over the past year, it has proven to be easy to connect and keep in touch no matter where someone is working from. In the current market, it is difficult to bring in new talent. However, work still needs to get done if you want your business to thrive. Being open up to remote employees for administrative and marketing tasks gives you the whole world as your candidate pool. Also, people are more likely to apply for and accept a position that gives them location freedom.

8. Offer/Promote Learning Programs

Despite what degrees or certifications one may have, many people are resistant to apply for positions because they don’t feel qualified enough for them. Job postings and descriptions only tell you so much; therefore, if someone feels that they don’t have the right experience, they will be too intimidated to apply. If you make it a point to let applicants know that you have programs and will train them, (not just in the beginning, but on a constant basis) you will see more applications coming in.

If your business is currently in need of more talent, we at Award Staffing are here to help you. Contact us here.

 

 

 

 

 

 

 

How to Expand Your Professional Network

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Whether or not you’re currently in search of a new position or career, it is always a good idea to continuously be growing your network. You just never know when the time will come that you are in need of a change and if you keep your circle big, hopefully sometime down the line you are able to put someone else in contact with the right people as well.

When most people hear the term “networking”, they envision a cocktail party that comprises of hustlers handing out their business cards wondering who they can meet that will skyrocket them to the top. While that is definitely one of the better known ways to network, there are many other ways to meet and develop business and personal relationships with people both in-person and virtually.

Here are 5 ideas for expanding your network:

  1. TAKE ADVANTAGE OF SOCIAL MEDIA

This one sounds obvious, but the majority of people use social networking platforms solely as a way of staying in touch with long-distance family members or old friends from high school and college. If you use your social media as a way of growing your personal brand, it can be an incredibly useful tool. Get involved in industry related groups and forums, post or share links about industry related topics on your page, comment and engage on posts relevant to your field or interests. This will give you a ton of credibility and you’ll start to be seen as a go-to person for job/industry knowledge. Networking isn’t just about asking, it’s also about giving.

In the case that you are attending an event such as a convention or trade show, reach out to others who are attending and get to know some of them before the day of. If you prefer not to mix business with personal, you can always set up a separate account specifically for networking.

  1. MAKE A LIST

Even if you don’t have your own business, you should still have an email list. Begin with listing out everyone that you know professionally from college, internships, past jobs, past events, etc. Include their email and where they live. Then expand to friends of friends. Keep adding to your list every time you make a connection and be sure to keep in touch with each person from time to time. This can look like a phone call or text, an email, or a direct message on social media. Staying on people’s radar is key; don’t just create the list and then ditch it. Networking is equally about being seen and keeping people in mind.

  1. SPEND TIME IN THE RIGHT SOCIAL SPOTS

Ask yourself, “If I wanted to run into more people in my industry, where would they be spending time?” What coffee shop do they have regular meetings? What bar do they have company happy hours once per month? If there is a certain industry professional you want to meet who regularly hosts or attends specific events, make it a point to be there. And then, be sure you introduce yourself and engage in meaningful conversation. The point of attending these events is to get to know people and for them to get to know you. Be sure you make yourself known by being friendly and cordial, and having something valuable to bring to the table.

  1. PERFORM GOOD NETWORKING DEEDS

In the long term, people are going to remember the kind things you did for them. A few times per week or per month, choose a few people and do something to benefit their personal brand. Endorse them on LinkedIn, leave their company a good review on Yelp, connect two people you know, recommend them to the write people. There is an endless list of ways you can make a professional, kind gesture for someone. People will remember when you did this and will be glad to return the favor.

  1. Consider Volunteering

When you put yourself out there, you just never know who you’re going to meet. And, depending on what type of volunteering you are doing, you may even have a chance to show people some of your skills and work ethic. Opportunities often come from being in the right place at the right time, so the more you make an effort to be involved, the higher your chances are of finding something. People will also remember your assistance and will think of you when an opportunity becomes available.

Whoever you meet, be sure to add them to your contact list.

As you can see, there are many different paths you can take to growing your network. Remember, growing a network takes time, so be patient as you’re expanding.

If you are currently in search of a new job, be sure to check out our newest postings here.

What is the Purpose Behind your Business?

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These days, everyone wants to be a part of something bigger than them.  Not only are customers and clients more likely to work with a business with a mission towards change, but we are also moving towards a Millennial and Gen-Z led workforce; and they are known as the purpose driven generations.  So what does it even mean to have a purpose behind your business? It means to regularly support or take action towards a cause other than your own products or services. Whether you have been in business for several decades or are in the midst of launching right now, it is always possible to incorporate an aligned mission into your company model. Believe it or not, purpose and profit are directly correlated. Therefore, as much as it may seem like adding a mission to your model creates more work just to net less, both your business and the community will benefit if you choose to do so.

“Purpose doesn’t make decisions easy, it makes them clear.”

It’s Not What You Sell: It’s What You Stand For

                                      -Roy Spence

When CEO’s and business owners make purpose a core piece of their organization, it can act as a compass for strategy and decisions including: who to hire, who to partner with, and what type of clients to work with. When everyone in the company is clear on what the business stands for (and doesn’t stand for), collective decisions, assessing opportunities, and innovating out of problems becomes easier. This empowers employees to make decisions without feeling the need to consult their manager first as they can be confident in knowing that it aligns with the company’s core values. Additionally, when you let your purpose guide your decisions, it will help steer you away from short-term thinking and scarcity mentality to focus on the overall picture and end goal.

Having a clearly defined purpose also builds your reputation as a company. When you become known in your local market as well as on a larger scale as a company with a calling, you’ll differentiate yourself from other brands and organizations by being seen as a corporation with a larger role in society. This will increase brand loyalty and make organizations as well as individuals more likely to recommend and endorse your services.

Furthermore, there are many other reasons why it is important for your business to have a purpose. Some examples are:

-Builds public trust

-Attracts top talent

-Drives strong work ethic and optimal work culture

-Improves business performance

-Gives the satisfaction of knowing you are contributing to the common good of the environment and/or society

So what are examples of a purpose behind a company? It can be carried out in a number of ways and doesn’t have to look like that of any other organization. Some examples are:

-Donating a percentage of all profits to a cause that aligns with your company

-Hosting monthly, quarterly, or yearly events that benefit an organization of your choice

-Partnering with a local corporation to help employ those in need

-Scheduling regular staff outings to volunteer in the community

-Becoming a pay-it-forward company

If you are an established or up-and-coming brand looking to integrate a purpose into your brand, here are some steps you can take to help you determine what it will be and how you will coalesce it into your business.

STEP 1: Examine the Core Values of Your Company

You will want to make sure that when you decide how and where you want to contribute that it is parallel with what your company’s values as a whole as well as what the non-negotiables are. This will help you establish whether or not you want to partner with another organization, how much and/or how often you’re going to contribute, and the type of cause(s) you want to be affiliated with.

STEP 2: Determine what Legacy You Want to Leave Behind

What does your company want to be known for? Although it is inevitable for the economy and workforce to evolve, your purpose can (and should) remain consistent. Even though it might be enticing to switch causes every so often, keeping it the same will give you something to be recognized by. It will make the company look more genuine as being passionate about a specific cause instead of half-heartedly contributing to any cause you can get involved in.

STEP 3: Set a Goal

What type of change does your company want to facilitate? To feed or clothe a certain number of people each year? To find X number of people a job every year? To raise a certain amount of money for the non-profit of your choice every event? To volunteer a certain amount of times within a year? Setting a goal will give you the ability to map out exactly how you’re going to follow-through with achieving it and gives employees a chance to see how they fit into the plan as well as gives them something to look forward to.

STEP 4: Combine the Goal with an Action Step

Now that you know what the goal is, put all of the necessary steps to reach it in place. This means; get in contact with the organization you want to partner with, set up what day each month the donations are going to come out of the account, book the space you’re going to host your benefit events, schedule the employee volunteer outings. Once all logistics are put into place, you can focus on achieving the goal you set by taking the action steps needed to bring it to fruition.

If your company is looking to bring in new talent, Award Staffing is here to help. Be sure to check out our services page and contact us here:

 

How to Have a Successful In-Person Interview

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When looking for a new job, hearing back from a company that wants to interview you can be quite the confidence booster. Clearly you nailed your résumé and cover letter, now the final step is to make the best impression you possibly can on the hiring manager to show that you are the right candidate for the position. This can feel intimidating as it puts a lot of pressure on you to do well. Luckily, there are techniques you can put to use to make your interview as successful as possible.

Dress to Fit the Culture

You are probably used to hearing the phrase “dress to impress” when it comes to an interview. While that concept still rings true, it doesn’t have the same meaning it once did. A few decades ago, nearly all companies had a professional dress code as they wanted to be seen as polished and prestigious. In today’s world, many companies take pride in their more casual and laid back atmosphere. When you show up to an interview, it’s important that you demonstrate your understanding of their culture by showing up in attire that matches their company values. Gone are the days of showing up to every interview in a business suit. As you’re dressing to impress, keep the aesthetic of their brand in mind. If you’re not sure what to wear, business casual is always a safe bet.

Arrive Early

When I was in college, one of the best pieces of advice I ever got was, “the secret to not being late is to be early”. I’ll seriously never forget that. When leaving for an interview, it’s best to leave around 20 minutes earlier than you need to. This way, in the case you get stuck behind an accident, caught in unexpected traffic, or accidentally make a wrong turn, you will be able to make up for the lost time without becoming stressed out. The stress of possibly not being on time will only put you in a negative headspace which could affect your performance during the interview.

Being early also makes you look together and well-prepared. If you arrive early, you will be able to observe the office/site a bit and gage the dynamic among future colleagues. You will also likely get to meet more people and will have the time to fill out paperwork if need be, without cutting into actual interview time.

 

Be Cordial

This begins before you even arrive at the office. Be sure that you greet everyone; including the person at the door, people in the elevator, and the people you pass on the way to the interview room. You never know who you’re talking to or what connection the people you encounter have to the person interviewing you. The interactions you have prior to the interview can make or break the entire process. Remember, the interview starts before you even say anything.

 

Pay Attention to Your Body Language

Communication extends beyond just the things you say. Eye contact, posture, and the gestures you make will all make you appear both confident and refined. The interviewer wants to see someone with self-pride and eagerness for the position. That is why it is essential that you present yourself as credible without coming off as too uptight. When in the interview, be sure you are facing the person you are speaking with, are sitting tall, and that your facial expressions emanate that of someone who is engaged in the conversation. Also, don’t forget to have a firm handshake.

 

Come Prepared

There are many different components to this. Even though you know they already have your résumé, be sure to bring at least two extra copies in case they ask for another one to look over during the interview. Also, bring your portfolio of past work and a notebook to write down key information that they may tell you during the interview. This will make you stand out, as not many interviewees’ do this. Additionally, do your research on the company prior to the interview. Know who the executives are and what the company does outside of (what would be) your department. Keep in mind – there is no such thing is being over prepared, especially not for a position that you really want.

Ask Questions

If the person interviewing you says something that you don’t quite understand, don’t be afraid to ask for clarification or a little more detail. This shows that you are interested and will make the conversation more of a dialogue. At the end of the interview, when they ask if you have any questions; have at least a few questions you’re prepared to ask them. Ideally, these would be questions outside of when your start date would be or when you can expect to hear back from them. Ask a question about the company that isn’t stated on the website or something about the company culture. The company wants to hire someone who will be invested in them and their mission. Having questions at the end of the interview will indicate just that.

If you are currently in search of a new job, check out our opportunities here.

 

TOP 4 WORKPLACE TRENDS OF 2021

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It is no surprise that after a pandemic, there are many changes that will inevitably occur in the working world. Although it’s normal for protocols to shift in a work environment as time goes on; due to the unprecedented hurdles over the past year, employees have begun to have higher expectations for their employers. For that reason, it is crucial that your company keep up with market progressions in order to recruit and retain top talent. Here are the top workplace trends you can expect to see emerging over the upcoming year:

 

Employee Wellbeing Support

After the global health crisis, it is now more important than ever that employees feel like their wellness is being looked after. While it used to be that work and personal lives were kept separate, multiple studies have shown that supporting employees through personal matters has helped them perform at a higher level. With technology advancing at a rapid rate, employees have struggled to disengage from their work even when off duty. This has led to burnout, job resentment, and even resignation. It is up to the employer to communicate that employees have the right to disengage and recuperate during their off time. It would also be of benefit to both parties that the company offer resources and programs for mental, physical, and possibly even financial health and wellness.

Upskilling and Reskilling Employees

For a number of reasons, there are many more positions in the current job market than there are people open and willing to fill them. Upskilling and reskilling employees could be a great solution to this. Upskilling is when an organization teaches an employee new skills with the intention of advancing them. Reskilling is when an organization teaches an employee new skills so they have the knowledge and tools to do a different job. Although this may cost more money, as promotions and additional skillsets mean higher wages; expanding employee skillsets will help your company get through employee shortages, call outs, employee vacations, etc. Especially if you are a smaller organization, having employees that are equipped to fill any role will be of massive benefit. In the long term this will increase productivity and profitability for your company on top of more skills and higher pay for current employees.

Hybrid Workplace Model

While many employers were resistant to the idea of employees working from home prior to the pandemic, many of them were surprised to find that this model actually benefitted them. Several companies found that by allowing employees to work remotely, they saved on rent and utilities by ending the lease on some of their offices. Though your company may not have the ability to go entirely remote, giving qualified employees an option to work part-time in the office and part-time remotely will without question boost both productivity and employee morale. Also, if you choose to reskill and cross train employees, this will give workers who wouldn’t have previously qualified to work remotely the ability to do so once in a while. The pandemic has most definitely resulted in lifestyle changes and shifts in how employees view their jobs. Now that so many have experienced the feeling of working from home, they have a new standard for what their work life must look like.

Scheduling Flexibility

It used to be that the only people with flexible schedules were gig workers and freelancers. Now, more and more companies are letting go of the rigid 9-5 schedule and are giving their employees more autonomy. While it sounds like a perk that solely benefits the employee, companies are noticing that by allowing their people to work when they feel they are most productive, they: attract top talent, have longer employee retention rates, and have a better reputation as a place to work. As time goes on, it is projected that there will be much more emphasis on employee output and less focus on the number of hours worked.

The three key components of scheduling flexibility are:

  1. Letting employees choose where they work from
  2. Letting employees create their own schedule
  3. Letting employees build their own work day

If your company is in search of new talent, we would be happy to help you here.

 

 

 

 

How to Stand Out in a Sea of Candidates

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When in pursuit of a new job, it can feel like a shot in the dark.  Although you know what credentials you bring to the table and all of the reasons you’re the most qualified candidate in a pool of dozens; you are likely wondering if it’s even possible to stand out as noteworthy among your competition. Despite commonly held belief, there are many tactics you can use to be noticed amidst a collective of other applicants. Here are some examples:

 

Tailor Your Résumé

When it comes to the hiring process, the company-candidate matchmaking begins with your résumé. While in search of a new job, especially if you are in urgent need of a steady income, you may be inclined to throw together an all-encompassing résumé and fire it off to as many organizations as possible. However, when hiring managers are reviewing applicants, they are looking for someone who will meet the requirements for their company, not just the industry in general. Taking the extra time to refine your résumé by putting the job title you are applying for in the “objective” section and listing out skills that are relevant to the specific position, confirm that you will perform well, since from the beginning you were willing to go the extra mile.

Additionally, don’t forget to include a cover letter. This illustrates that you are serious about the position and gives you even more of a chance to discuss your abilities and experience. Remember, the goal is to be a pink envelope in a stack of white envelopes.

Show Initiative

You never know how many other people are applying for the same position as you. If there are hundreds of applications, chances are, some of them are going to get discarded. Don’t let yours be one of them. A few days after submitting your application, reach out to the hiring manager and let them know that you applied. This will encourage them to review your résumé if they haven’t already or give it a second and longer look. If you reach out through a phone call, you may even get the opportunity to showcase your personality a bit.

Furthermore, companies want to recruit people who are eager to work for them. Getting in contact with the hiring manager will express your interest in this particular company, showing that they were not just a number on your list of “possible places to work”.

 

Present Your Work

Especially for positions that require tangible results, it is important that you have a portfolio of past projects and/or data that showcases your contributions to your previous company. People can go on and on about how great they are and how perfect of a fit they would be, but nothing exhibits your value better than proof. This can look like photos of a project you worked on, a link to a website you built, marketing collateral you designed, or a document of your sales numbers. When trying to outshine other candidates in the interview process, it’s important to show companies what you can do, not just tell them.

 

Research the Company

Something that not enough people do prior to going into an interview is educate themselves on the company they have applied to. Nothing will make a lasting impression better than knowing what year the company was founded, who the CEO is, or how many locations a business has. If you’ve done your due diligence, you will know all three of those answers going into an interview. Not only will this communicate your genuine interest in the company, it will make you look resourceful and well-prepared. Also, you never know when a hiring manager will put you on the spot and ask what you know about the organization. Don’t get caught at a loss for words. Instead, astound them with the amount of knowledge and awareness you do have surrounding the company.

 

Be Specific and Results Oriented

When responding to questions during an interview, do your best to give personal career examples as often as possible. This will show the person conducting the interview that you have a fundamental understanding of what is being asked and will convey an element of sincerity. Too often, candidates get caught up in trying to tell an interviewer what they want to hear, not realizing that they have likely heard the same response a million times before. By using thought out examples of what you have achieved or completed in the past, the hiring manager will have a better idea of your capabilities and what results you will be able to produce for the company.

Be Personable and Show Enthusiasm

It is no secret that no matter what position you are trying to acquire, you want to make a good impression on the person interviewing you. Because of this, it is all too common for candidates to be tense and act overly polished during an interview. Although it is important that you present yourself as serious about your career, in order to determine whether or not you are a good culture fit for the company, the hiring manager must be able to see your personality…and let’s be honest, no one wants to hire someone who is uptight. Be ready to make the conversation a dialogue, not just a question and answer session. People tend to hold back their passion and excitement about opportunities for fear of looking desperate or second-rate, but even with all of the necessary skills and experience, if you lack eagerness for a position, the company will gloss over you and onboard someone who is keen on the idea of working there.

If you are in the market for a new job, be sure to check out our list of opportunities here

How to Attract Millennial Employees

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It is no secret that millennials have been changing the workforce for several years now. Back in 2016, they became the largest fraction of the U.S. workforce, making up over one-third of the working population. It is projected that by 2025, they will account for up to 75% of the working world, which means that if you want your business to continue successfully growing and operating, bringing millennials onto your team is essential.

Although there are commonly held stereotypes surrounding this generation and their work ethic, they are also known to be good communicators, positive change makers, and the most up-to-date on current information and technology. While they may be a generation of high expectations, if they feel they are being accommodated in the workplace and valued as employees, they will go beyond their due diligence to drive results within their company.

Because there is no scarcity of jobs in today’s market, millennials have the option to be particular about where they choose to work. Therefore, attracting them to your company will be an art in and of itself. Here are some of the fundamentals millennials search for when choosing a company to work for:

 

GOOD BENEFITS

Time and time again, surveys have shown that millennials prefer good benefit packages over pay increases. Due to reaching adulthood in a time of sky-high rents, five-figure student loan debt, and the rise of digital devices, despite a decent salary, millennials do not have the reserves to purchase their own benefits or pay high deductibles when it comes to their health nor put away large sums of money for their retirement plans. When posting a job ad, it is important to highlight your company’s medical benefits as well as non-monetary benefits such as PTO and flexible scheduling.

 

 PURPOSE

For the millennial generation, a job is no longer just about a paycheck. As Gen-Y is the generation that purchases from, promotes, and works for organizations that have objectives outside of high revenue and brand visibility, it is of your benefit as a company to implement a cause you are supporting somewhere into your business model. While past generations had the mentality of “show me the money”, millennials have the mentality of “show me the purpose”, with studies showing that over 75% of them would take a pay cut if it meant working for a company that demonstrated a desire for positive change and impact. This also means that you should emphasize ethical business practices and be completely transparent about company culture when recruiting for a position.

CAREER GROWTH

From the get-go, millennials want to know that they will have a career path to follow and about how long it will take them to advance. Known by the expression, “millennials want to matter”, this generation is much more likely to envision themselves with a company long-term if their professional life feels significant. In the interview process, be sure to articulate the different potential avenues of how they could move up should they perform well and choose to stay with the company. This could look like management trainee programs and upskilling employees to take on more responsibilities as they excel and feel more comfortable in their positions.

COMPANY CULTURE

This factor plays a huge role in attracting millennials to a position or corporation. More than any other generation, this group values their work environment and the people in it. Studies show that when asked, millennials rate company culture an 8.5 out of 10 in terms of importance. This includes things such as a comfortable workspace, a sense of community, good communication, core values, and having a voice within the company. Marketing a healthy company culture will not only attract top talent that is dependable and eager to perform, it will also retain the employees you already have and result in more productivity and high employee morale.

FLEXIBILITY

Millennial or not, no matter what the industry, most employees feel that a strict 9-5 workday is outdated. In fact, over 50% of employees say they wish their company was more flexible. While it can appear that people want flexibility out of laziness and self-interest, it is actually found that it reduces workplace stress which then results in more productivity. Although not all industries are able to offer flexibility in the form of working remotely, there are several ways to be flexible, such as offering unlimited PTO, being flexible with time in and time out, having a four day work week, and having a lenient dress code. Having a number of these options will not only improve employee wellbeing, but will also enhance your reputation as an employer.

 

 

As a top 150 workplace for 6-years in a row, we know the importance of creating a great environment to attract the right talent. If you are looking for a staffing partner that can help you showcase your job openings and company culture to rising talent, reach out to our account management team today!

10 Advantages of Temporary Employment

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With all of the insecurity over the past year, unemployment being at the top of the list for most people, it’s no surprise that many are reluctant to take temporary jobs since they don’t provide the sense of security and stability that so many people are craving post pandemic.

Also, the majority of people have a perception that temporary work only includes answering phones or warehouse work, not realizing that the temp industry staffs for nearly every profession out there, many of them requiring employees with specific skillsets and training.

Therefore, if you are willing to consider a temporary job, it can have many short-term as well as long-term benefits. Here is a list of some of them.

1. Build Your Résumé

Often times when companies are looking at your résumé, they are looking for a variety of experience. Taking a series of temporary jobs will show that you have an array of skills and have worked in multiple environments. This will make you look both qualified and adaptable which will increase the likelihood of you getting hired.

2. Experiment with Different Jobs and Industries  

Especially for people who have just graduated high school and aren’t sure what they would like to do yet, or people who are looking to pivot in their career and explore other industries- temporary jobs can be advantageous. This allows you to dabble in different things without the long-term commitment or concern of disappointing an employer; in the case that you decide a position is not a good fit. Temporary positions allow you to test out different environments and determine what type of schedule, work culture, management style, etc. that you’re looking for.

3. Faster Hiring Process

Typically when employers are looking for temporary help, it’s because they have an urgent need to fill a position. This often means that they don’t have time to go through handfuls of candidates and are therefore willing to be flexible with their requirements and reach out to schedule an interview right away. Also, when looking for temporary employees, most companies hire the help of a {staffing agency}, who will help you process paperwork, get you on the payroll, and send you to the jobsite in a timely manner.

4. Flexibility

Did you know that flexibility is the number one factor job seekers currently look for in a job? In the busy world we are all navigating, I’m sure you are no exception. Working a temporary position offers more flexibility because they are almost always hourly, which allows you to do your job and go home without having to think about work until your next shift. Also, with the urgent need to fill the position, many companies will be willing to accommodate scheduling requests if it means filling the role.

5. Fill Résumé Gaps

Having big gaps between employment can in some cases make you as a candidate look flighty and unmotivated. Taking temporary positions will give you something to list on your résumé while you continue to build your skillset and experience.

6. Higher Pay

While this may not be the case in every situation, because companies are looking to quickly hire, they will offer competitive wages with hopes of getting candidates through the door. Also, since they know the position is temporary, they understand the importance of ensuring that the job is worthwhile to the candidate.

7. Build Your Network

When you take temporary gigs, you will meet people at job sites that you otherwise would not have met. This can expand both your professional and personal networks. Maybe you will find someone who can offer you a full-time or longer term position. If you do your job well, you will definitely meet someone who is willing to give you a good reference. If nothing else, working closely with a variety of people while temping gives you the opportunity to make friends.

8. Keep Your Skills and Knowledge Current

In a market and workforce with many moving parts, things continue to change at a rapid rate. Continuing to work allows you to learn these things as they come up, which will leave you better equipped for the next long-term position that you take.

9. Increase Your Qualifications

Taking a temporary job, especially a position or in an industry that you have never worked in before will give you more experience to add to your résumé. It can also give you knowledge and perspective you didn’t have before by introducing you to sides of a business that you haven’t yet had a chance to explore.

10. Can Lead to Permanence

Taking a temporary position is a definite way to get your foot in the door in an industry that you want to be in. Often times it’s a combination of performing well and being in the right place at the right time to be offered full-time employment at the job site you are working at. There are many success stories of candidates, who started off temping and within just a few months’ time, were promoted to a long-term position.

If you are currently in search of a new job, be sure to check out our listings here.