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Microaggressions are “brief and commonplace daily verbal, behavioral, and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative slights and insults to marginalized individuals and groups.” Unfortunately, they’re relatively common in the hiring process – even without intentionally trying. Here’s how your organization can prevent microaggressions in the hiring process.

Use Inclusive Language in Your Job Descriptions

The language and phrasing in your job descriptions can significantly impact who applies to the job. Your hiring team should avoid using gender or ethnic geared phrases or buzzwords such as “rockstar,” “dominate,” or “ninja.” These “coded words” can significantly decrease the quantity of applicants to a job.

Instead, use straightforward language as it relates to the position directly. For example, if you’re hiring a Sales Representative, call it a Sales Representative and not something like “All-Star Sales Rep.” Using straightforward language levels the playing field for applicants, which increases the number of applicants, meaning you have greater access to more talent.

If you’re unsure how your job descriptions are inclusive, there are online resources to help you. You can use Textio Hire, a tool that analyzes your job descriptions and makes suggestions for improvements to make them more inclusive. There’s also a similar tool called Gender Decoder, which alerts you right away if your language skews too masculine or feminine.

Take Any Complaints Seriously

If a candidate or an employee calls out discriminatory behavior or complains about experiencing microaggressions, your organization should take it seriously. Your HR team should investigate the issue — and any deeper problems surrounding it and take the appropriate action needed to correct the problem. Your organization should be a safe and inclusive workplace for every member of the team. If it’s not, you run the risk of losing diversity and top talent, which ultimately hurts your organization’s bottom line.

Train Your Hiring Team on Implicit Bias

How attentive is your hiring team when it comes to presenting a job to candidates? Most of the time, employers spend more time considering how candidates present themselves rather than how their jobs are being presented to candidates. The implicit bias that sneaks its way into your job descriptions or interview process can mean you lose out on great talent. While some candidates may not feel targeted or excluded based on the job description, others like women, minorities, or members of the LGBTQ+ community might.

To avoid losing top talent — or losing your star employees later on, it’s a good practice to have your hiring and leadership teams complete implicit bias training. This training helps people understand the unconscious biases they may not even know they had — and we all do have them. Your team will also be provided with tools and techniques to adjust patterns of thinking that reinforce stereotypes and ultimately eliminate discriminatory actions, thoughts, or behaviors.

Call out microaggressions when you see them, even when you know it’s not intentional — it’s the only way your organization can learn, grow, and improve. There should be no room for microaggressions in the hiring process, workplace — or anywhere for that matter. Having a hiring process that promotes DE&I will lead to more quality candidates to bring better talent into your organization. And maintaining a safe and inclusive work environment for all your employees will keep that talent at your organization.

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 a very emotionally challenging experience. It’s filled with peaks and valleys; there will be victories and disappointments. This range of emotions can make job searching difficult to cope with – especially if you’re an anxious person. So here are three coping skills you should know if you are an anxious job seeker.

Understand the Job Search Process

Understanding the job searching process is one of the key ways to cope with anxiety in your search. There will be a gap between the time you hit submit your application to the request for an interview to then an offer or declination. In short, don’t expect to find a job overnight – it takes time. There will be positions you apply for that you won’t be asked to interview for, you’ll do interviews but not get an offer, or you may get an offer but decline the job.

This is why it’s crucial to apply continuously for jobs and be intentional about the jobs you’re applying for. Doing this work on the backend will relieve anxiety since you’ll have multiple applications out there, which increases your chances of landing an interview, and being intentional about the roles you’re applying for will make it more likely that you will want to accept an eventual offer.

Take Breaks from Job Searching

During your search, taking breaks is vital for managing the anxiety that comes to job seekers. Knowing when to step away from sending applications or tailoring your resume will help you keep your mental health and refocus your mindset. Turn off notifications on your phone for emails or job alerts for set periods of time to force yourself to unplug. Do a hobby you enjoy to clear your mind. Meditate or exercise to reset your mind. Taking breaks from your job search will help you stay more positive through the process, improve your mental health, and reduce job search anxiety.

Don’t be Afraid to Ask for Help

Talking to others is a great way to relieve stress and anxiety in your job search. Don’t be afraid to ask for help – especially if you’re really struggling with anxiety in your search. Reaching out to your network can fill you in on positions you weren’t aware of; they can put in a good word for you or even talk you through the emotions you’re feeling. We’ve all struggled in a job search at one point or another, so chances are pretty high that someone in your network knows exactly what you’re feeling and can help you through it.

Reaching out to a recruitment agency is also a great way to ask for help in your job search. Recruiters can give your resume and interview assistance, help you apply for more jobs, mentor you through the process, and be an advocate for you as a candidate.

Don’t let anxiety get the best of you during your job search! Using these coping skills will relieve the anxious feelings as a job seeker. Knowing the general job search process will help you understand the approximate timeline it takes from application to interview to offer. Taking breaks from your search will help your mental health and give time to refocus your mindset. And finally, not being afraid to ask for help in your search; whether from your network or reaching out to a recruitment agency, having more people in your job search corner can only benefit you! Keeping anxiety out of your job search will help make it a more positive experience and keep your mental health from suffering.

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.




Whether you know it or not, there are most likely individuals who identify as part of the LGBTQ+ community working in your organization. While significant strides have been taken to improve the work environment for LGBTQ+ individuals over the past decade or so, there are still ways to improve. At EG, our mission has always been to Help People Succeed – as simple as that. Providing a safe and inclusive workplace has been a top priority for our internal team and the people we place. In honor of Pride Month, we’re sharing three ways to support your LGBTQ+ employees.

Have Support at Each Level of Company Leadership

To fully have an LGBTQ+ inclusive workplace, there must be support at each leadership level in a company. Leadership should set the example for how individuals should be treated, set the standard for DE&I initiatives, bring in diverse talent during the recruitment process, and directly support team members.

Offer LGBTQIA+ Friendly Benefits

Your company’s benefits packages can sometimes unintentionally exclude LGBTQ+ individuals through the verbiage used. The language used around parental leave, for example, can unintentionally make LGBTQ+ individuals feel excluded from the benefits.

Instead, focus on using gender-neutral verbiage. It’s vital organizations offer equal benefits to every employee, regardless of their sexual orientation, including parental leave, adoption leave, and time off to take care of dependents.

Take Harassment or Discrimination Reports Seriously

Like any harassment or discrimination claims, these reports should be taken seriously. If an employee reports LGTBQ+ harassment, your HR team should do everything in their power to get to the bottom of the situation and take the necessary action to make it right. If your employees don’t feel comfortable in the workplace, don’t count on them staying at your organization – this means you’ll lose great talent!

Make it a priority to establish a strong and clear anti-discrimination and anti-hate policy across all areas of the company. It should be known company-wide that no homophobic bullying (or bullying of any kind) will be tolerated at any level. If it does happen, ensure that the proper action is taken to resolve the issue as quickly as possible.

Having a diverse and inclusive workforce has so many benefits for your business. Being able to support your LGBTQ+ employees and foster a safe and welcoming workplace is one way to ensure you’ll retain a diverse team. Creating a safe workplace for your LGBTQ+ employees includes:

– Ensuring each leadership level supports your team members.
– Offering benefits with your LGBTQ+ employees in mind.
– Taking any harassment or discrimination reports seriously.

These actions will show your LGBTQ+ employees you care about them and will support them.

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.




When you’re job searching, it can be easy to become frustrated or discouraged quickly, especially if you’re unemployed or have been searching for a long time with no luck. When you get disheartened in your job search, it’s nearly impossible to stay positive – however, it is essential during the entire process. When you can stay positive, you’re more likely to feel motivated and proactive in your job search. Not only will your positive attitude help you stay focused, but interviewers will also notice it as well! Here are five tips for staying positive in your job search.

Organize Your Job Search

When you aren’t well organized, it’s easy to feel overwhelmed and lose your positivity in your job search. Taking the time to get organized in your job search will immediately help your positivity levels. Have a file that holds your career docs like your resume, cover letters, certifications, and any other specific information related to your industry.

You should also keep a calendar to keep track of the jobs you’ve applied for and scheduling your interviews. You’ll also want to take time to update your LinkedIn profile to match your resume so when hiring managers cross-reference, everything is cohesive. It’s also a good practice to audit your other social media accounts as well. You’ll want to remove anything that would be considered controversial or offensive – you never know the background of who’s interviewing you!

Celebrate Small Victories

One of the best ways to remain positive in your job search is to celebrate the small victories! When you celebrate those wins, you do get during your search. It’ll be easier to stay positive during the more challenging times. Give yourself permission to be proud of yourself when you complete an application, write a cover letter, or schedule an interview. Even if completing any of these pieces doesn’t lead to an offer, it’s crucial to celebrate the victories you do accomplish!

Stick to a Daily Job Search Routine

Do your best to set and stick to a daily routine for your job search. If realistic for your situation, try to treat your job search like a 9-5 position, or do your best to designate scheduled hours dedicated to your job search.

Sticking to a regular routine will keep you focused, positive, and motivated. Having a set starting and ending time for your job search will help you “unplug” from thinking about your job search when you’re not working on it. This means you’ll be better able to spend time focusing on other important aspects of your life, like your hobbies, friends, and family.

Don’t Dwell on the Negatives

Job searching is full of ups and downs; it’s vital not to get bogged down in the lows. If you do, you’ll likely start dwelling only on the negatives. When you’re only dwelling on the negatives, it will spread across your entire job search; from applying for jobs to interviewing, the negativity will be noticeable.

Dwelling on the negatives will also affect your mental health. Keeping a check on your mental health is of the utmost importance while job searching. Due to the amount of emotions you’ll feel while job searching, taking care of your mental health means taking care of your future success. Choosing not to shake off the negatives in your job search and focus and celebrate the positives will make your search more successful overall.

Set Goals You Can Achieve

Setting goals is important for your job search – setting goals you can realistically achieve is crucial for success. You should start each week by making a list of goals you want to realistically achieve. These goals should be S.M.A.R.T goals, meaning they are Specific, Measurable, Achievable, Realistic, and Timeable.

For example, some goals you can set for yourself include: writing three cover letters, applying to 15 jobs, attending a networking event, practicing for an interview, or taking a learning course related to your industry (or desired field). When you focus on these achievable goals, you’ll feel more accomplished – making you feel overall more positive about your job search.

Staying positive in your job search is important. If you give in to the frustrations or discouragements that come with job searching, it will make your search that much harder. You won’t feel motivated to apply for jobs properly, you won’t perform your best in an interview, and hiring managers will notice. Using these tips will help you stay positive in your job search to come out victorious on the other side!

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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