Want to level up your job search? Try working with a recruiter! If you think a recruiter is just there to put you in a job to fill a quota, think again. Here at EG, our recruiters take the time to learn and listen to match you with the position that’s the right fit for you! Still not convinced? Here are three things that happen when you work with a recruiter.
You Get a Job Search Ally
If you’ve spent hours upon hours sitting in front of a screen applying to jobs only to get the dreaded “We’ve gone another direction…” email, it might be time to get in touch with a recruiter. When you work with a recruiter, you gain a job search ally since they can send your application to more positions and know about opportunities not publically available.
You Get Help in the Job Search & Interview Process
Great recruiters aim to place the best candidates in their clients’ jobs; this can benefit you as the job seeker as you can expect your recruiter to help you through the process from application to hire. A recruiter can review your resume and advise how you could improve it, provide interview tips, and review job offers with you.
You Get a Competitive Edge
Recruiters are focused on filling open positions; it’s one of their main goals. For you as the job seeker, this means you’ll get a competitive edge since your recruiter will be sending your resume to multiple companies. The more they send out your resume, the more likely it is you’ll be hired – you may even see multiple opportunities!
Working with a recruiter is a great way to have an ally come alongside you in your job search, gain support and assistance during the job search and interview process, and give you a competitive edge as recruiters need to place candidates. Ready to start working with an EG recruiter? Contact us today!
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Among all the challenges we faced in 2020, one of the biggest was the large scale unemployment and layoffs the workforce experienced due to the global pandemic. As the economy continues to recover, and more and more companies are hiring again, it’s likely you may encounter interview questions related to your layoff. Instead of dreading it or thinking your layoff will be an automatic “no” from the hiring team, here’s how to talk about being laid off during an interview.
Be Prepared to Explain the Situation
You can expect the hiring manager to ask you about your past employment duration and your reason(s) for leaving. If you were laid off during the coronavirus pandemic, you’ll want to mention that during the interview. You’ll need to be prepared to explain the circumstances that led to your layoff.
In most cases, layoffs often result from company-wide decisions or budget changes, not from specific performance issues. You may have been laid off as part of a group, department, or position no longer feasible for the organization.
Keep it Short
While you’ll need to be prepared to give an explanation for your layoff, it is a best practice to keep your answer short. A sentence or two should be sufficient in explaining why you were laid off in a previous position.
In your explanation, be honest about the situation; the hiring manager may contact your previous employer to verify the circumstances around the layoff. You should also avoid making any negative remarks or comments about your last company, manager, or co-workers as it may leave a wrong impression on the hiring manager.
Fill in the Gaps
If you have a long gap in your employment history, you should fully expect the hiring manager to seek clarification on this. Maybe you suffered an illness or accident, were caring for a sick family member, were serving time in prison, or were laid off months ago due to the pandemic; whatever the reason, it’s important to fill in the gaps.
Be sure to emphasize anything positive you have done to improve your skills or abilities during that period. For example, watching digital tutorials, completing a course or certification, doing freelance, consulting, or volunteer work. Hiring managers will be more impressed with candidates who take steps to further their career development over candidates who haven’t.
Showcase Your Accomplishments
Consider creating a portfolio of work samples showcasing your accomplishments from past positions. Include examples of writing, design, spreadsheets, reports, case studies, presentation slides, lesson plans, and any other projects you worked on.
Having these pieces of work will not only help show the hiring manager what you could bring to the table, but these will serve as a great way to back up the information on your resume.
Show How You’d Add Value
Make a list of what you added value to at your previous position, especially anything that positively impacted your department’s bottom line. Use your portfolio of work samples to back up your value claims.
Explain what you did to improve processes, speed up production, resolve operation issues, increase sales, or save money, etc. You should also focus on the skills, abilities, and experience you can bring to the table for the company you’re interviewing for.
Experiencing a layoff is nothing to be ashamed of; the best thing you can do is pick yourself back up and be prepared to talk about it at your next interview. Hiring managers will understand when you’re able to clearly and accurately explain the situation, showcase your accomplishments, and share how you’d add value to their company.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
One of the keys to employee motivation is making them feel valued by leadership. Feeling valued ranks as high for most employees with enjoying their work, competitive compensation, training and advancement opportunities, and transparent communication. Sometimes, leaders believe they need to make some grand gesture to show their employees they’re valued; however, it can sometimes be more simple than they think. Here are five simple leadership tips for employee motivation.
Ensure Employees Have Clear Expectations
No one likes to wonder what exactly they’re supposed to be doing or lack direction. While you aim to hire proactive, self-starters, there should still be clear expectations set for your employees. To inspire or improve employee motivation, leaders should ensure their team has clear expectations for their roles.
Often, leaders think there are already clear expectations their employees are aware of. However, this isn’t always the case. Sometimes priorities change during the day, or circumstances outside of your team’s control happen that affect what leaders believe the expectations should be. The solution is to clearly communicate with your employees on the expectations and when things change.
Provide Consistent Feedback
Hand-in-hand with ensuring clear expectations is providing consistent feedback. Employees don’t want to wonder or be in the dark about their performance, so consistent feedback is another key to employee motivation.
Boosting morale and motivation happens when employees know where they stand in the company and how their performance is perceived. Your team wants to know when they have completed a project well or when you’re disappointed in their results. This feedback should be given as soon as possible following the event.
Set the “Tone” of the Day
Leadership often sets the “tone” for the day with how they arrive at work. As a leader, do you often come in late? A foul mood? Immediately go to your office without speaking to anyone? Or, do you arrive before or at the same time as your team? With a positive attitude? Take time to chat before diving into emails? Whatever way you start the day, your employees will notice. If it’s the former, don’t expect much motivation from your team – why should you if it doesn’t look like you as leadership is motivated? If it’s the latter, you’ll see a boost in morale and motivation!
Publically Recognize Your Employees
Everyone enjoys recognition on a job well done. Take it up a notch by publicly recognizing your employees when they’ve gone above and beyond your expectations. Whether you have an employee of the week or month program, an annual recognition award, or daily shout-outs, you’ll see an increase in employee motivation.
Communicate the Company Goals
If your employees aren’t aware of the company’s big picture goals and priorities, they most likely won’t feel very motivated in their work. To motivate your employees, leadership should communicate the company goals clearly and consistently. Employees who are aware and invested in the direction the company is going are much more likely to have higher motivation and engagement in their work. And, engaged and motivated employees make it more likely your company will achieve the company’s big picture goals.
Employee motivation leads to more engagement and positive impacts on your organization’s bottom line. Your team wants to be motivated, and leadership is, at least, partly responsible for making sure there is engagement and motivation. Some simple steps to build employee motivation include ensuring your team has clear expectations, is given consistent feedback, follow the “tone” leadership sets, are publicly recognized for their contributions, and know the big picture company goals.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Job searching was turned upside down in 2020. In some instances, it even came to a complete stop. Like many things, job searching will look much different in 2021 than it has in the past. If you’re one of the many individuals currently looking for a new job or plan to start a job search soon, here are five things you need to know about finding a job in 2021.
1. Old Hiring Trends Probably Won’t Be the Norm
Historically, there’s typically been hiring surges at the start of a new year and then again in the fall. It’s been common that the summer and holiday seasons have tended to be slower. However, this might not be the case in 2021.
Monitor trends, but expect to see the “surge” or open jobs in the second half of the year. To if you’re currently job searching, take advantage of your network, make new connections, reach out to companies, tailor your resume to each application, and adjust your job search to consider applying for jobs you might not under different circumstances.
2. Temporary, Freelance, and Contract Work will Increase
In 2021, expect to see more job postings categorized as temporary, temp-to-hire, contract, or freelance. The freedom and variety associated with temp work may be inviting to some; others might find the more uncertain consistency of it cause for concern. First off, temporary jobs shouldn’t be dismissed. These positions can help bridge the gap while you’re between jobs, and some might even turn into a full-time offer!
3. Companies will be More Focused on Diversity, Equity, and Inclusion
A major bright spot predicted in the 2021 job market will be the continued trend towards more diversity, equity, and inclusion in the workplace. We anticipate seeing an upward trend in DEI-focused recruiting and hiring practices at every level of an organization.
Many employers will be looking to hire diverse teams and onboard employees who are aligned with their goals. Employers will be looking to hire for a “cultural fit” to their organization, so make sure you prepare to answer questions about DE&I.
4. Recruiting will Become More Automated
Employers are increasingly relying on automated systems and AI to help them manage the surge of applications. This means more applicant tracking systems and chatbots will first engage the candidate to answer application FAQs, ask basic screening questions, or even schedule interviews.
Job seekers can expect to see an increase in automation for the interview process. Long gone are the days of hiring teams pouring over every resume and cover letter received; AI is scanning and pre-screening all these documents. This is why it’s important to tailor your resume to each application!
5. There will be More Competition
Since unemployment and remote work continue to increase, the once limited applicant pool has now widened. This means more individuals are now actively applying to any given job post. This means it’s going to be harder for you to stand out from other candidates. For many job seekers, this may mean you’ll be in for a longer job search.
To set yourself apart from the crowd, make sure you develop a personal brand, update your resume for each application, and learn new skills relevant to your desired position. You’ll also want to leverage your network for connections and inside scoops on job openings. Also, remember to be patient, give yourself grace, and practice self-care to avoid burning out or getting discouraged in your search.
The world has shifted in how it accomplishes nearly everything; how to job search is just one of the changes we expect to see in 2021. We expect to see hiring surges later in the year, a continued rise of the “gig economy,” an increased push for DE&I, more recruitment automation, and tight competition in the market.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Unlike in the summer or fall when there tend to be job market slowdowns, companies are being stretched thin with end of year budgets, and the holiday season; January is typically a great time to job search. In January, companies have a fresh start with budgets and big plans for the year ahead. Snapback to January 2021, and things might look a little different after an unprecedented 2020. Companies are hiring, and here are three ways to stand out in a January job search.
Reach Out to Your Connections
Reaching out to your network of connections is a great way to start feeling out which companies are looking to hire, get insights on potential career opportunities, and get references you can use as you’re interviewing. Networking can also give you referrals that help you land on the radar of a recruiter or hiring manager or gain the inside connection on a job before it is posted online.
Concentrate Your Job Search
Instead of aimlessly applying for any job opening you find related to your field, start by making a list of researched companies you’d like to work for. You’ll actually see a higher return on the time and effort you put into the job search since you’ll be able to focus on tailoring your resume to each application. When you’re able to tailor your resume that highlights the skills and experience you have that is listed in the job description instead of mass applying with the same resume, you’re more likely to stand out from other candidates.
You can once you finish with your first “group,” you can create another list and tailor your resume again for each application. While you’ll apply for fewer jobs overall, you’re more likely to land an interview since hiring managers will easier see how your prior experience matches their position.
Create Your Personal Brand
Your personal brand is the first impression hiring managers will have of you before ever inviting you to an interview. A personal brand is a widely-recognized and largely-uniform perception or impression of an individual based on their experience, expertise, competencies, actions, and/or achievements within a community, industry, or the marketplace at large.
Make the most of your January job search by following these three tips. Reach out to your network to learn about career opportunities, concentrate your efforts on a smaller pool of companies so you can tailor your resume to each application, and create your personal brand to stand out from other candidates.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
With the Covid vaccine beginning to circulate, we expect to start seeing a shift of returning to the office in 2021. While many employees might be feeling bittersweet about this return, it is vital to have a protocol in place to welcome them back safely and comfortably. Here are three things you must do when you return to the office to make your team feel comfortable and protected.
1. Create Specific Covid Safety Protocols or Policies
While the news of vaccines is to be celebrated, it’s not going to make things go “back to normal” overnight. Many aspects of a traditional work environment will not return to how they were pre-pandemic until at least the second half of 2021. This means it is crucial your company does everything it can to create specific protocols and policies for Covid safety for your returning workers. It’s also important that these protocols are clearly communicated to your team – and enforced. Some things to consider implementing to keep your employees safe include:
● Educate Your Employees on Health and Safety Practices – In a world full of misinformation, it’s important to layout clear education on proper health and safety practices you expect your employees to adhere to while in the office. Provide guidelines – verbal and visual – that your employees can follow and refer to on a regular basis.
● Have a Plan for a Covid Exposure or Positive Test – Chances are pretty high you will have employees test positive for Covid or come in contact with a positive case. You MUST have a plan in place to safely alert and protect your other employees. Start by mandating that sick employees stay home. Run routine health checks; such as symptoms or temperature checks. You should also have a contact tracing plan in place.
● Provide a Safe Work Environment – Make sure your employees are only in the office if they have to be. If their work can be done remotely, it’s best to keep them that way, at least for the first half of 2021. For those who will return to the office, make sure they have a safe work environment. Keep your team members at least six feet apart from one another, shut-down common spaces, have consistent cleaning and disinfection, and incorporate as many contactless operations as possible.
● Explore all Ways to Limit Risk – Avoid holding in-person meetings, discourage travel – both work and non-work related, and postpone any company gatherings until it is safe to do so again.
2. Provide Continued Flexibility
Research supports remote work options are better for staff and for overall productivity. Data show 77% of workers actually report increased productivity while working remotely. Of WFH staff, 53% take less time off, and 23% report working longer hours. Maybe most persuading is 83% of workers report that being able to work from home contributes to overall job satisfaction. Happy and satisfied employees are engaged employees. Engaged employees are the ones who not only get things done; they go above and beyond.
Working from home has offered many employees the opportunity to have more flexibility in their schedules. Many will be looking to continue this to some extent upon returning to the office. For example, many parents have enjoyed being able to work around their children’s school schedules – especially if their children are also remote learning. Some enjoy starting their work earlier in the morning and finishing earlier in the afternoon (or visa versa), or simply being able to run errands during an off hour lunch break to avoid crowds.
Being able to continue supporting this employee flexibility will be a high priority as your team returns to the office. Failing to do so might cause your top talent to start looking elsewhere for a company that will offer them this continued support.
3. Show Gratitude and Value to Your Team
Perhaps one of the biggest things you can do is show gratitude and appreciation to your team. This has been a challenging year with many uncertainties, and you and your team has faced them. Make sure you communicate that you value them, appreciate them, and are grateful for them.
Take into consideration how your employees who have children at home have had to balance being a worker, parent, and probably teacher all at the same time. Your employees who have dealt with loss. Those who have had to deal with partners being laid off or furloughed. And those who have been struggling with their mental health and wellness through this pandemic. Be sure to communicate this gratitude you have for how they’ve helped your company navigate through the challenges and uncertainties this past year has brought. Make sure your team knows they are valued.
With the slow and sometimes ever-changing standards for returning to “normalcy,” be prepared to pivot and shift plans as your employees come back to the office. Business leaders should be asking the tough questions. Is it safe? Is it necessary? How can I make staff feel secure and valued? Answering these questions and implementing the solutions decided will be key to a successful return to the office.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
It’s a new year and a fresh start to set and reach your career goals! Your goals should be realistic, measurable, and specific to be successful. If you want to grow your professional life and grow in your career, we suggest making these five goals in 2021.
Learn a New Skill
While the learning curve never ends, if you’ve felt like your career has hit a wall, it is probably time to learn a new skill or earn a certification related to your industry. There are many free or low-cost options available for learning a new skill or getting a certificate. You can find digital training, watch a webinar, complete an online course, or in some cases, even attend a physical event.
Learning new skills is an excellent way of standing out to your employer that you’re actively looking to grow your career and that you are willing to take on new experiences to improve yourself and the organization’s performance.
Create Your Personal Brand
A personal brand is how you present yourself to an employer or potential employer professionally. It will set you apart from other workers in your organization or other candidates in your job search.
To create your personal brand, you’ll need to first determine who you are professionally, how you provide value, define what you want to accomplish, and start treating yourself as your brand. Not sure how to how to start creating your personal brand? Check out our previous blog!
Improve Your Soft Skills
You already know how important it is to have proficient technical skills to do your job well, but do you know soft skills are just as important? Make one of your 2021 career goals improving your soft skills.
Soft skills include communication, problem-solving, critical thinking, conflict resolution, time management, etc. These soft skills help you in your career since you’ll be able to interact with others in the workplace better and find new ways to innovate.
Invest in Professional Development
We mentioned earlier, there are plenty of free or low-cost options available for learning a new skill or earning a certification; however, if you really want to level up and grow in your career, consider making one of your goals investing in professional development.
This may be going back to school for a degree, going to a conference (when it is safe to do so again), taking online courses, or completing training related to your field or industry. In some cases, your company may even be in a position to cover or assist with the costs. However, even if you have to cover the cost yourself, it will pay off in the long run as you will gain the skills needed to take the next step in your career!
Expand Your Network
Our final career goal you should make in 2021 is to expand your network. Making more connections is a great way to learn from others, meet more people in your field or industry, and discover new opportunities.
Whatever triumphs or challenges come our way in 2021, focus on these goals for your professional life, and your career will be positively impacted. Focus on making your goals specific, measurable, timely, and realistic, and you’ll be well on your way to crushing your career in the new year!
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.