 If there’s one thing that companies know about hiring, it’s that there are differences between the members of each generation—from Baby Boomers to Generation X to Millennials to Generation Z.
While there are more Millennials in the workforce than members of any other generation, more Generation Z workers are joining the workforce on a daily basis, and one day . . . they will replace Millennials as the biggest part of the workforce. So it only makes sense that employers should be proficient in their efforts to hire the members of this generation. With all of this in mind, below are three things to know about hiring members of Generation Z: #1—They’re incredibly tech savvy. While Millennials were certainly the first generation that brought immense knowledge of technology with them to the workforce, they were not as fully immersed as this generation. They literally grew up with it. They can’t conceive of a world in which it doesn’t exist—whether it’s the Internet, social media, or smartphones. This means that if you want to hire members of Generation Z, your employer branding message must be one that exemplifies technology and offers an environment that is replete with it. #2—They care about more than just money. The members of Generation Z are looking for a job (and a career) that satisfies them in multiple ways, not just monetarily. They value relationships and human connection, which means they want a job that is a cultural fit and an employer that holds the same core values that they do. In terms of their career, they want to be able to “move up the ladder” and grow within the organization, through promotions and by other means. Since this is the case, communicating your organization’s company culture, core values, and opportunities for growth and advance should be a priority. #3—They want to make a difference. Not only do they want to make a difference, but they also want to work for a company that strives to make a difference—both in the community and in the world at large. Once again, while this is also the case with Millennials, it is even more the case for members of Generation Z. As mentioned previously, the key to appealing to this aspect of Generation Z lies in your company’s employer branding message. Specifically, your message must communicate the fact that your company cares about more than just making a profit. (Although, of course, making a profit is important). Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers. Social media is an unmistakable and—to a certain degree—unavoidable part of life. It’s also very subjective in the sense that some people love social media and use it all the time and some people do NOT like it and rarely use it. (If ever.)
However, LinkedIn is the professional social networking site. This means that even if you don’t like social media and don’t like to use it, you should probably have a profile on LinkedIn. You must remember that when you apply for jobs, hiring managers routinely check applicants’ social media profiles when trying to decide whether or not to consider them. Below are three simple ways to instantly improve your LinkedIn profile: #1—Upgrade your profile picture and/or cover photo. First, if you don’t have a LinkedIn profile, then it’s a good idea to create one. Second, if you have a LinkedIn profile, but you don’t have a photo associated with that profile, then you should post a photo to your profile. Third, if you have a LinkedIn profile and you do have a photo, but that photo is not as professional as it could be, then upgrade that photo with one that is more appropriate. And when we say, “more appropriate,” your work attire is just fine. But make sure that it’s a close-up shot, a head shot in high resolution. #2—Focus on skills. Sure, you must post job titles, both with your current employer and also with past employers, but these do not convey the true value that you can offer. That’s why you must not only list the many skills that you possess, but also feature them as prominently as you can on your profile. That’s because, as we’ve pointed out in previous blog posts, everything in the employment marketplace comes down to value. You could call it your “professional capital.” #3—Consistently share content. It’s not enough to simply just have a profile. If you create a profile and then you don’t do anything with it, that’s nearly as bad as not having a profile at all. The good news is that you don’t have to do a lot to keep your profile looking engaged and active. In fact, all you really need to do is share one item or post one update per day (or once every other day). LinkedIn is not a social media platform that demands that you post multiple times per day in order to be effective. The idea is to share content that is related to the field in which you work or just the employment marketplace overall. Use these three simple tips to upgrade your LinkedIn profile instantly and position yourself for more professional and career success! Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field Right now, it’s difficult for some companies and organizations to find the employees that they want to hire. This is due, at least in part, to the COVID-19 pandemic and the economic conditions that currently exist in the country.
With as difficult as it is to find and hire the right people, it’s even more important for employers to hold onto those people once they’re hired. However, turnover is a reality in the employment marketplace. The most that an employer can do is try to reduce it. With all of this in mind, below are three big reasons for employee turnover: #1—The job is not what the person expected. This could entail a great many things. They might not have realized how much physical labor was involved with the job. Or perhaps they find themselves with duties and responsibilities they did not know they would have when they got the job. Whatever the reason, if the job is different enough, then chances are good that the employee will start to formulate plans for their exit. How do you prevent this from happening? By writing a great job description and also by communicating with excellence during the interviewing and hiring process. #2—The employee is overworked and suffering from burnout. We’re not talking about somebody who has worked a few hours of overtime. We’re talking about somebody who is basically being “worked ragged” and it’s been happening over the course of several weeks or months. Sure, every company wants to make a profit and they want to make as much of a profit as possible, but a high volume of turnover can cut into those profits. A possible solution is to hire more workers, even on a temporary basis, if more permanent hires are not possible for whatever reason. This will lessen the load and help convince your best employees to stay. #3—The employee is not a cultural fit for the positon and/or the company. Cultural fit is extremely important when it comes to hiring. This is why companies must consider cultural fit during the interviewing and hiring process, as well as the soft skills of the job seekers who are applying. No matter the industry in which your company operates, “people are people,” as they say. What does this mean? It means that no matter what other duties and responsibilities an employee has, they probably have to interact with other people during the course of their job. Ideally, you want to hire people who will work well with one another . . . and with management. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! During the last few weeks, we’ve been delving into a series of blog posts about best practices for professionals during the job search.
However, now we’re going to “switch gears,” although . . . not really. That’s because we’re still addressing best practices, but we’re going to tackle them from a different angle. Instead of focusing on what you should do during your job search, we’re going to focus on what you shouldn’t do. With that in mind, below are three things to NOT do during a job search, or worse, during an interview with a potential new employer: #1—Not showing up for the interview. This is also known as “ghosting” on the interview, and you can “ghost” on other things as well, including a phone screen or other communication. You can do it, but we would recommend that you do not do it. Regardless of whether or not you want the job, this is a personal branding disaster. After all, you never know who somebody knows and you never know what the future holds. If you “ghost” on a job interview (or something else) now, then it could have ramifications for your career in the future. So why take chances? #2—Speaking badly about past employers and/or co-workers. This is an easy trap to fall into, especially if a hiring manager asks you why you want to leave your current position or asks about your work history. Remember: if you speak badly about your previous employers, then the people who are interviewing you are more likely to believe that you will speak badly about your co-workers if they hire you. No company wants to hire job seekers who speak in negative terms about their employer, regardless of the circumstances surrounding the situation. Instead, they want to hire positive people who speak and act in a positive way. #3—Conducting yourself in an unprofessional way. Speaking of, well, speaking and acting, what you say and do, especially during the face-to-face or in-person interview, is critically important. Yes, because of the COVID-19 pandemic, some companies are choosing to conduct their interviews via Zoom or some other application over the Internet. However, this is not an excuse to not be professional. And keep in mind that this extends to everything—from what you say to the way you look to your body language. So regardless of the way in which you are being interviewed, always strive to participate in the interview in the most professional manner possible. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! In the first blog post in this series, we discussed the importance of customizing your resume to the job opening for which you’re applying. In today’s blog post, we have another tip for job seekers and those looking to explore other job opportunities in the employment marketplace, and that tip involves how to navigate the applicant tracking system.
But what exactly is an applicant tracking system, or ATS? An ATS is a software application that allows companies to handle their recruiting needs in an electronic fashion. With an ATS, an employer is able to automatically filter resumes based upon certain parameters and criteria set up by company officials, often the hiring manager. Basically, hiring managers and hiring authorities use an ATS to make their lives easier, not necessarily your life easier. Unfortunately, an ATS sometimes “screens out” job seekers who otherwise would be good candidates for the position, and as a result, those job seekers are not seriously considered or even acknowledged. How does this happen? The ATS only does what company officials tell it to do. If a resume does not meet the parameters set by the hiring manager, then into the wastebasket it goes (or into the trash folder, since we live in a predominately digital age.) An applicant tracking system looks for certain things when it comes to resumes. In other words, these are the criteria that hiring authorities typically set within the system for the purpose of theoretically narrowing down their candidate pool (and once again, theoretically making their lives easier):
These are just some of the top criteria that hiring managers use. And more and more companies and organizations are opting to use an ATS for their hiring and employee management needs. That’s why there are two things you must do to successfully navigate the applicant tracking system during your job search.
When you’re conducting a job search, not only do you have to account for the hiring manager, but you also have to account for the applicant tracking system that person might be using to screen job seekers in their quest to find their next great employee. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! The desire for increased productivity is one of the reasons that a company or organization hires employees in the first place. They want to increase productivity so they can also increase profitability, which will (theoretically) be good news for everybody.
The bad news is that productivity is often difficult to increase and easy to lose. In fact, even if you don’t lose an employee, you can still lose productivity, depending upon what is happening within your company’s workplace. Below are five big danger signs of decreasing productivity: #1—Messy and/or disorganized work environment A person’s workspace is often, although not always, a reflection of what is happening inside of their mind. Some people are just naturally untidy. However, if it appears that most or all of your employees appear to be disorganized, it might be a warning sign that productivity is being lost because obviously, the environment is not as efficient as it could (and should) be. #2—Frequent complaining Having no complaints is probably not a realistic goal. Every once in a while, somebody is going to say something. Once again, if it appears as though complaining is a frequent occurrence, it presents two problems. First, if an employee is complaining about something, then they’re not actually working, and if they’re not working, then they’re not being productive. Second, complaining is a possible sign of greater discord within the team or department, which can also negatively affect productivity. #3—An apparent lack of structure Structure lends itself to systems, and systems often lead to more productivity. Structure is required in the workplace for employees to operate more efficiently and more effectively and ultimately reach their full potential on the job, especially in terms of productivity. #4—Too much “busy work.” Just because an employee or worker is busy does not necessarily mean that they are also being productive. It’s not enough to work hard; you also have to work hard on the right things. It’s true that productivity is a precursor to profitability, but that is only the case when that productivity is centered upon those things that lead most directly to profitability. #5—All work and no play Finally, a workplace in which nobody is having any fun is a workplace in danger of experiencing decreased productivity. It might seem counterintuitive to suggest that promoting the idea of fun in the workplace is a way to increase productivity, but that suggestion is accurate. If people don’t have any fun at all where they work, then they will be less motivated to work hard and be productive. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! Welcome to a new series of blog posts at Time Staffing dealing with job search tips. It’s been a year since the COVID-19 pandemic started, and the employment marketplace and the job market are well on their way to recovery, as uneven as it has been.
The good news is that employers are starting to hire again, and in fact, hiring has been quite brisk in some industries. These include the manufacturing and light industrial industries. However, while this is certainly good news, it does mean a couple of important things:
This is why job seekers and other professionals in the employment marketplace must not only be proactive, but also vigilant in what they do during the hiring process. Any mistake they make can be magnified, and as a result, it can decrease the chances that they’ll be hired. Considering all of this, it’s important to be as informed and as prepared as possible so that every time you apply for a position, you’re seriously considered by the employer that is looking to fill it. And the first step in doing this—and the first blog post in our series—deals with customizing your resume to every job opening to which you apply. It’s definitely easier to send out the same resume and same cover letter for all of the job openings that interest you. However, the easy way is not always the right way, and that is the case in this situation. After all, a hiring manager or hiring authority is only going to spend an average of five seconds looking at your resume. You might be asking yourself: “Why only five seconds?” The answer is that the hiring manager or hiring authority knows what they’re looking for, and what they’re looking for are the same words that exist in the job description. They’re looking to match up what is in the job description with what is in your resume. And that is why it’s a good idea to customize your resume to the job description for which you are applying. If you don’t, then you increase the chances that your resume will be overlooked and your candidacy will be dismissed. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! In our most recent series of blog posts on planning for your job satisfaction and career growth, we’ve addressed a couple of important topics:
1.“Questions for Reflection and for Evaluating Your Job Situation” 2.“5 Steps for Short-Term Career Planning” The third and final part of our series deals with long-term goals. If you remember, short-term goals include anything less than a year. Long-term goals, on the other hand, are anything over a year. Once again, this is subjective and can change, depending upon the person involved and their specific goals. You’ve probably heard people talking about their “five-year plan.” You might even have been asked this question by a hiring manager: “Where do you see yourself in five years?” Five years is certainly one standard by which you can measure the length of your long-term goals. Other common time frames include three years and 10 years. It’s important to reiterate that these goals depend upon the person who is setting them and trying to achieve them. What one person thinks is a sensible, long-term goal, another person might not. Preferences and personalities are part of the equation. It’s also important to note that a person’s long-term goals should be an extension of their short-term objectives. At the very least, they should connect to each other in some way and make sense from a big-picture perspective. It’s not very useful to set a series of short-term goals for job and career growth and then set long-term goals that are not in any way related. All of this might sound like common sense, but it is information that you should keep in mind while thinking about your goals and planning for them. With all of this firmly in mind, below are examples of three long-term goals for job satisfaction and career success: #1—Obtain any and all professional certifications in your field. You might already have some certifications and licenses. However, do they represent all of the ones available to workers in your field? Conduct some research to discover which ones you don’t have and create a plan for obtaining them. #2—Position yourself for a leadership role. Promotions and raises are fine and dandy, but what about a leadership or management position? This definitely falls into the three, five, or 10-year time frame necessary to qualify as a long-term career goal. #3—Reach a certain level of compensation. Or perhaps you have a financial goal in mind. This certainly applies, as well. However, as with any goal, you must be specific about what it is you want to achieve (in this case, a certain amount of money or other compensation) and the steps involved in getting there. If you have long-term goals at this point, one or all of these might already be included in them. Or perhaps none of them are. What’s important is that you do have long-term goals for job satisfaction and career success and that you’re working steadily toward achieving them. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! Finding and hiring great workers is difficult enough, but finding, hiring, and then keeping great employees for the long haul is even more difficult.
It has been proven time and again that when you have the right employees in the right jobs doing the right things, that’s when productivity increases quickly. (And when productivity increases, so does profitability.) However, great workers and employees want certain things from their employer. Yes, they recognize the fact that their employer has made an investment in them and expects a certain return on that investment. However, they also recognize that they do provide a tremendous return on the investment that their employer has made in them. As a result, they want a few things in return. The good news is that these are not outrageous things. In fact, they’re perfectly sensible and practical, and every employer should be able to provide them. Below are five big things that workers want from their employers: #1—Fairness What employees do not want to see, especially your top workers, is somebody receiving preferential treatment from management (for whatever reason.) Being treated fairly is extremely important to employees. #2—Respect Being treated with respect is also very important to your employees. And of course, when you don’t treat them fairly, they’re going to believe that you don’t respect them. (You can see how this can “snowball” out of control rather quickly.) #3—Honesty This falls in line with the first two items on our list. Being honest with your workers shows that you respect them. After all, if you expect them to be honest with you, then there’s no reason why they shouldn’t expect you to be honest with them. #4—Transparency Workers want to know what is happening at their place of employment, especially with anything that might affect their job or their employment situation. Communication is at the heart of transparency, and that is why you must strive to over-communicate with your workers whenever possible. #5—Empathy You don’t have to go overboard here, but workers want you to at least empathize somewhat if a situation arises that calls for it. They know the bottom line is that they must produce and be productive, but if we’re talking about your best workers and employees, then they should already be doing that. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! In a previous blog post, we examined questions for reflection and for evaluating your job situation. That represents the starting point in terms of achieving job satisfaction and career success.
What are the next steps? We’re glad you asked, because we have the answer! There are two more steps. They are focusing on short-term growth and success and planning for long-term growth and success. In this blog post, we’re going to discuss the steps involved with the former. We’ll tackle the steps associated with the latter in a future blog post. You might be thinking, “What exactly is short term?” Well, the short answer is anything from a year to less than a year. The long answer is that it’s up to you. It could be a month, it could be six months, or maybe it is a whole year. Below are five steps for creating short-term goals for job and career success: #1—Start your day earlier. You know how it goes . . . “early to bed, early to rise.” Even if you start your day early by just one hour, it can make a difference over time. #2—Make an effort to get to know your co-workers better. Job satisfaction and career success are all about relationships. The better your relationships, the better your chances for success. The people who are in your immediate circle are your co-workers, so it makes sense to build and cultivate relationships with them. #3—Identify your productivity markers. By what standard is your productivity measured at work? In other words, which numbers is your boss interested in the most in terms of your productivity? These are the things on which you should focus the majority of your daily efforts. #4—Improve your performance. Now that you have your productivity markers, what must you do to improve them? Are there certain steps you can take or additional things that you can do? Implement a plan for impacting these numbers in a positive way. This will increase both your productivity and your value as an employee. #5—Try to learn something new on a daily basis. If you’re truly serious about growing your career, then you should also be serious about the idea of continuing to learn new things. Continuous training and education is a must, and it can be as simple as learning a new skill or even a piece of new information. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! |
