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Your job search comes with many emotions, both positive and negative. One of the more common emotions you’ll experience is anxiety while job searching. While it’s common, it doesn’t mean it’s not a big deal, or you won’t be affected by it. Here are some ways to manage anxiety during a job search and how to keep your mental health on track.

Stay Focused on the Positive

Sometimes, there can be a lot of disappointment during a job search, and it can be easy to stress out or get bogged down by this negativity. Combat this anxiety threat by staying focused on the positives.

Staying focused on the positives is one of the most important things you can do during your job search. Celebrate when you complete an application, land an interview, or after an interview goes well. When you celebrate these small victories, you’re less likely to be affected by the applications that are turned down.

Trust, but Adapt to the Process

Job searching is a process; there’s even a bit of science behind it. While finding a job doesn’t happen overnight, it’s important to trust but adapt to the process. Trusting this process is a crucial step to landing a job offer. It’s also important to adapt the process as well. The past year has brought many changes and challenges to job searching.

If you’ve been applying but not hearing back from hiring managers, be sure to review your resume and application materials. You may need to change them to stand out in your job search. In fact, it’s generally a best practice to tailor your resume for every application – highlighting how your past experience will benefit the company in the position you’re applying to and ensuring you’re following all the directions laid out in the application process.

Take Breaks

Job searching takes time. You’ll likely spend hours filling out applications, submitting your resume, and attending interviews. All this can be draining on your mental health, leading to an increase in anxiety about your job search. Remember to take time away from your job search. Consider giving yourself a day off once a week while job searching. This means not filling out applications or scheduling an interview.

Taking breaks from your job search allows you to not get bogged down and resets your mindset so you can go back at it fresh. Instead, grab a coffee with a friend, go for a walk, do a hobby you enjoy, meditate, or spend time binging a favorite show. Remember, it’s completely fine to take the occasional break from your job search if your mental health needs a reset.

Don’t let anxiety in your job search get the best of you! Remember, your value doesn’t lie in whether or not you land an interview or not. Keeping things in perspective will help you stay positive, trust but adapt to the process, and remember to take time away from your search, will help keep the job search anxiety in check.

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 somewhere in the neighborhood of 2 trillion minutes spent on Zoom calls during the past year, it’s no surprise that many people are becoming burned out and fatigued from all those video calls. While Zoom provides an essential tool for “face-to-face” connection, too much time on video calls is causing what’s been coined as “Zoom Fatigue.” Here are three ways to combat Zoom fatigue to prevent burnout.

Set “No Meetings” Blocks On Your Calendar

While this works best if you make your calendar public to your team, you can schedule blocks of “meeting-free time.” This allows you to have dedicated heads-down time to work on projects uninterrupted. It also means you won’t have to scramble to prepare for a meeting on the fly when you get the “dreaded” “Can we jump on a video call” email. You’ll also then be more focused and prepared when your scheduled meetings do occur.

Another way to approach this Zoom reduction method is to plan half of your day for meetings and the other half for deep work. This way, you and your team can stay connected throughout the day without becoming an interruption. By designating this mix of activities, deep work, and meetings, you’ll keep yourself from burning out on one task.

Say “No” to Video Meetings that Can be Done on the Phone

The new “this could have been an email” is now “this could have been a phone call.” Normalize simply making a meeting over the phone instead of a Zoom call. Not every meeting needs to be done over video conferencing.

You can also use other collaboration tools to replace some meetings like Slack, Microsoft Teams, the G-suite, and others. Making the most of other collaboration technologies can help reduce the number of Zoom meetings you’ll have during the day or week.

Schedule Breaks Away from Work

We weren’t meant to work for hours on end without taking breaks. However, working remotely has put pressure on many to be “always-on,” so people are taking fewer breaks away from work than ever before. It’s crucial to schedule breaks where you can be away from your computer or workspace for a few minutes. Consider taking a walk during a lunch hour, running a quick errand, doing a work-out or meditation, or spend a few moments reading a book you enjoy. Taking the time to be away from work will help reset and refocus your mind so you can come back fresh and focused. You’ll find you will probably be more productive after a break than you would be if you continue working straight through the day.

Zoom fatigue is real and becoming more prevalent. It’s time to take back control of your mental wellness by combating it through setting blocks of no meetings on your calendar, moving more video calls to the phone, and scheduling more breaks during the day.

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.




You should expect virtual interviews to continue for the foreseeable future. They will probably even stick around after the pandemic is over. They are convenient for both the candidate and the hiring manager since virtual interviews tend to have a bit more flexibility when it comes to scheduling and time. However, just because the interview might be virtual, it should still be treated as if it were a traditional face-to-face. To avoid missing the mark and standing out as a viable hire option, make sure to avoid these four virtual interview mistakes.

Not Dressing Professionally

It might be tempting to think you can shrug off dressing up for a virtual interview or that you can keep those PJ pants on, but you shouldn’t. If you wouldn’t wear it to an in-person interview, you shouldn’t wear it to a virtual one. Dressing unprofessionally can negatively impact the hiring manager because it can come across as unprepared or unorganized. Dressing professionally also helps you feel more confident and focused, which will benefit you in the interview overall!

Improper Body Language

A lot of what we say is non-verbal. It comes from how others are reading our body language. Having improper body language during a virtual interview can turn off the hiring manager as they may think you’re uninterested or distracted. You should have good eye contact and posture as well as be actively listening. A hiring manager wants to see a candidate who is engaged while interviewing.

If you’re slouching, looking off in other directions, or don’t appear to be listening, the interviewer is going to take notice. Instead, sit up straight with your feet on the floor, keep eye contact, nod appropriately as you’re listening to the questions you’re being asked, and be ready with engaged responses. This will show the hiring manager that you’re invested and interested in the role you’re interviewing for.

Too Many Distractions

If you have too many distractions happening while you’re trying to interview, you’re probably not going to do as well as you could. While it’s impossible to remove all distractions completely, you should take steps to mitigate as many as you can.

If you have children or pets at home, try to do the interview elsewhere or find a separate area of your house where their noise or presence will be limited. Turn off any music or TV that might be playing in the background. Close all open tabs or windows on your computer that aren’t related to the interview. And finally, turn your phone off – at the very least, put it on silent and turn the screen away from you.

Connectivity Problems

Having connectivity problems can hurt your chances of getting hired. A spotty internet connection can mean that you’ll miss questions the hiring manager is asking, you’ll have to repeat yourself continually, and you’ll be blurry on the video feed – or worse, not be able to stream the video. If the hiring manager can’t see you, they won’t be able to make a personal connection with you, won’t be able to read your body language and non-verbal cues. If you have a spotty connection, you might leave a bad impression on the hiring manager. It may look like you didn’t prepare for the interview by testing your tech beforehand. Take the time to plan before the interview where you know you’ll have a strong internet connection.

Virtual interviews are not something you take lightly in your job search. They are just as important as a traditional face-to-face, so you will need to take the time to prepare and conduct yourself in a professional manner. You should avoid not dressing professionally, improper or uninterested body language, having too many distractions, and connectivity problems if you want to impress the hiring manager and potentially get that job offer.

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 can be full of challenges and frustrations; one of those tricky points is not getting called back for that second interview. It can be hard not to get bogged down if you’re failing to repeatedly get past the initial interview, preventing you from getting that job offer. With these tips and a little bit of self-reflection, you can get more insight on areas you can improve on and other reasons you’re not getting a second interview.

You Weren’t the Right Fit for the Company Culture

Companies with a strong company culture will be focused on making sure their new hire fits the organization. This means even if you’re the most experienced, qualified, and talented; if they determine you’re not going to mesh with the company culture, you’re not going to continue in the interview process. Even if you were offered the job but can’t mesh with the culture, you equally won’t be happy – it’s a lose-lose situation for everyone.

You can learn more about company cultures by visiting their website and social media and reading company reviews on sites like Glassdoor. You can also ask about it during the initial interview. The more you can learn about the company culture, the better you’re understanding will be if you’d be a fit or not.

It’s vital to note that if you’re passed for the job because you weren’t a cultural fit, there’s nothing wrong with you! In fact, as we mentioned earlier about you being unhappy in the role, the hiring manager may have done you a favor by letting you move on to a place where you’ll be more comfortable and successful. Keep pressing on in your job search, and you’ll find the company culture where you’ll fit and thrive.

You Weren’t Prepared for the First Interview

Here is a reason you’re not landing that second interview you can control. You must prepare for an interview – you can’t just show up and expect to “wing it.” It will be obvious to the hiring manager if you weren’t prepared for the interview. If you struggle to answer the hiring manager’s questions, show up late, or come across as disorganized, it’s a pretty safe assumption you’ll be passed up for the next round of interviews.

To take back control of this issue in your job search, start prepping for your interview by practicing answering common questions, having questions of your own prepared for the hiring manager, and practicing interviewing with a friend or mentor, so you’re confident when it comes to the real deal.

You Didn’t Send a “Thank You” Note

While it seems like a small thing, it’s not. Writing a thank-you note after an interview is a crucial part of the job search process. Don’t make the mistake of thinking this is an outdated or unimportant practice; in fact, a 2017 survey from TopResume found that 68% of hiring managers and recruiters stated that receiving a thank-you note did influence their decision about whether or not to hire a candidate.

It’s a best practice to send a handwritten thank-you note or email within 24 hours after the interview. An email should be sent within a few hours of the interview at the very least. Your thank-you note should include an emphasis on your skills, how you’d be the best fit for the job, and to express your appreciation for the hiring manager taking the time to interview you. It’s also crucial to proofread your note and double-check spellings of personal names and company names – ensure there are no mistakes that would give the hiring manager reason to not invite you to interview further.

The Needs of the Company Changed

Sometimes, you can do everything right. You followed all the directions for applying, nailed the interview, send a thank-you note, and it won’t be enough. Things change all the time, and that includes the hiring needs of a company. It’s a genuine possibility that a company may change their minds or needs on the position during the hiring process. It might be an unforeseen budget issue, the scope of work may not be what was initially anticipated, or other current staff members can fill the gap.

If this happens, you may not ever hear the reason why, but it’s important not to let it defeat you since this is out of your job search control. You can’t land a job that doesn’t exist anymore, so the best course of action is not to dwell on it but move on and treat it as a learning opportunity as you continue job searching.

If you’re getting stuck after the first round of interviews in your job search, take a mental check of these four things. Remember, some of this you can control, but some you cannot. Take advantage of areas you can improve on what you can control; practice interviewing, send that thank you note, and take advice and feedback from people you trust. For the things, you can’t control, do your best not to let it get you down too much and keep pushing ahead – the right job will come along!

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.




March is International Women’s Month, and many organizations pause to honor the women, but how often are companies truly supporting women in the workplace? Women have also faced difficult choices when it comes to balancing their professional and personal lives; the pandemic has only amplified these tough decisions. Women play a vital role in an organization’s overall success, so supporting women in the workplace is a crucial element of company culture that needs to be recognized. Here are three ways companies can help women in the workplace.

Provide Development Opportunities

By and large, women have more time away from work for extended periods since they often have more pressure or responsibility to take care of children or other family members than their male counterparts. Whether it’s taking care of small children or being a care provider to an elderly or ill parent or family member, women usually make the choice to put a pause on their professional life for these responsibilities. This is why it is crucial to prioritize providing development opportunities for women at your organization.

Focusing on providing development opportunities, training, and mentorship to women in the workplace is a great way to support them. Valuing their skills and knowledge through growth opportunities will not only help the women on your team level up their professional skills and leadership abilities but also positively impacts your bottom line.

Top talent at your organization, both men and women, want to continue growing their skills. However, it’s important to ensure the women in your organization have the same access to these opportunities. If these development opportunities happen outside of office hours, some women may be excluded since they have other responsibilities like taking care of children or other family members. Organizations should make every effort to provide training and growth opportunities that fit their employees’ different lifestyles.

Include Women in Influential Decision-making

We already know that diversity and representation contribute to more innovative thinking and ideas, but women are underrepresented on top leadership levels. Women’s voices and interests need to be reflected in the decision-making processes. We also need to ensure women are represented on task forces and response teams.

Women can bring new perspectives to decisions that affect the company that may not even be on their male counterparts’ radar. This, of course, doesn’t take away from the knowledge and expertise these men bring, but men and women have different experiences that they use to make these decisions. Bringing these different perspectives and experiences together can only serve to benefit the influential decisions a company makes.

Support Working Mothers

Women have disproportionately had to decide between their career and family responsibilities, especially with the pandemic. More often, women are the ones who’ve made the professional sacrifice to stay home and take care of children or other family members. If they don’t leave their work, they often feel anxious or pressured about if they are doing the right thing or not to levels that men just are not. This is why it is so important for companies to support working mothers.

Organizations should take the opportunity to adopt gender-inclusive and family-friendly workplace policies and practices. This can include flexible work capabilities that can disrupt gender stereotypes, change traditional narratives, and encourage a more balanced share of care and family responsibilities. As we continue to face fast-paced changes being accelerated by the pandemic and social justice movements, companies need to continue evaluating and assessing their current practices supporting their working mothers while reflecting sensitivity and empathy in all communications.

Women are an essential part of a company’s make-up, but they need to be supported by the organizations they work for. Companies must support women in the workplace by providing growth opportunities that fit their lifestyle, include them in influential company decisions, and putting practices and policies that support working mothers.

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.




The employee turnover rate is the percentage of workers that leave a company and need to be replaced within a specific time period. While people will come and go from a job, no organization wants to lose its top performers, but it can happen. While it’s impossible to stop voluntary employee turnover one hundred percent, there are some significant causes for it your company can start addressing to mitigate the issue.

They Don’t See a Path for Professional Growth & Development

There are not many “A players” who want to stay stagnant in their career path. Most high-performing employees have a strong desire to continue growing their skills through professional development. Suppose an employee feels like they’ve peaked in their position or don’t see a realistic growth path. In that case, they will likely start looking for companies who would support their interest in professional development.

Even if your company isn’t able to financially assist professional development, it’s important to provide support alongside those who want to grow. This can look like offering mentor sessions with leaders in the organization, providing cross-training, or supporting time spend on development.

They Lack Autonomy & Decision-making Authority

No one wants to be micromanaged. You hired your employees to get the job done; now give them space and authority to do it to the best of their ability. When your top-performing employees feel like they lack autonomy and decision-making authority for their position, they might start thinking about finding a company that will.

Micromanaging is one of the biggest roadblocks to innovation, creativity, and productivity. Instead of stifling your team, trust your employees to perform well – allow them some freedom, and you are sure to see their enthusiasm grow exponentially!

They Don’t Receive Feedback or Recognition

Anyone who says they don’t need recognition is lying. Being publically acknowledged for a job well done or the contributions made are a huge key in retaining your employees. It has nothing to do with vanity or ego but everything to do with feeling valued.

Your team also wants consistent feedback. They don’t want to be in the dark about their performance or feel like they can’t share their goals with their manager. It’s also not fair to your employees who are struggling not to receive feedback on how they can improve and succeed. When you skip the opportunity for feedback, you run the risk of leaving your employees to flounder, become disengaged, struggle, and, eventually, give up and turnover.

Don’t let your best employees turnover because they don’t feel valued. Your organization must take steps to provide or support professional development opportunities, encourage employee autonomy, and give proper feedback and recognition that is deserved. When your organization creates an environment and culture that focuses on employee value, your team will be more likely to stick around.

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.

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