Being underemployed means that while you have the skills to qualify for better jobs, you are not working in your preferred position. If you’re not using your skills, don’t feel challenged at work, are often bored, or have trouble finding stable employment, you may be underemployed. If you find yourself in a job that doesn’t take full advantage of your talents and skills, it’s time to take action. Here are three signs you’re underemployed and what to do about it!
Your Workday Drags On
Being bored occasionally at work is normal, but if you’re spending each day counting every minute that passes and leaving when the clock strikes quitting time clearly shows that your current position is not keeping you engaged or motivated. Boredom kills productivity; it stifles creativity and motivation. It can also be a threat to you as you seek future employment as it can make it look like you weren’t making an effort – which could lead to you struggling to find better work if you’re let go.
You Aren’t Growing
If you have specific skills that you’d like to use on the job but haven’t been provided the opportunities to showcase them, then it might be a sign you are underemployed. You’ll always be able to apply your existing skills in another position, but you could quickly become demotivated if you can’t learn new skills to enhance your personal and professional development. If you find yourself frustrated with your current position, take some time to consider whether there is a role for you that would offer more opportunities for growth and development.
You Not Getting Enough Hours
Underemployment doesn’t always mean you aren’t engaged at work or aren’t being challenged; it could also be the lack of hours you receive each week. If your work is keeping you from reaching full-time hours, you’re probably considered underemployed.
What To Do About It
Don’t Let Negativity Take Over
Everyone has negative thoughts about their job occasionally, but this mindset can hold you back from the career you really want. When you consistently give in to negative self-talk, you’ll end up drained and unsuccessful, which could slow down your career. Find ways to build your career by having a positive attitude, having an organized job search, and partnering with a career coach like a recruiter.
Utilize Your Network
Utilizing your network is a great way to help you find more gainful employment. It’s important to take advantage of social networking events, create a LinkedIn profile so you can reach out to recruiters, ask friends and family for any leads for jobs in your preferred industry, and partner with a staffing agency. When you make time for intentional networking, it’s more
likely you’ll find yourself in conversations with people who have the right connections to introduce you to new opportunities.
Embrace Your Workplace Persona
Everyone has a set of talents and skills, which provides value to their job – this is known as your “workplace persona.” For example, a teacher or educator persona can create a positive learning environment for their students, and they show this by listening, empathizing, and being patient with their students. Imagine that you’re describing yourself to an employer; what qualities do you have that would make someone want to hire or promote you? If you can make those qualities stand out and show an employer that you can do the job, then new opportunities are bound to open up!
Anyone who knows they’re working below their full potential is most likely underemployed. If you know your skills are being underutilized, it’s time to do something about it. You deserve to spend your working days in an environment that provides enough opportunity to work enough hours, utilize your skills, provides chances to grow new skills, and values your work.
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.
Hiring takes significant time and resources – and sometimes, you can only hope you got it right in the end. How can you make the process of identifying and hiring talent more efficient? The answer is to maintain your recruiting momentum. You need to shift from a start-stop approach and instead apply a continuous focus to keep the momentum of your hiring needs going. Here are three tips for making this shift.
Write “Standing” Job Descriptions
Identify which roles in your organization would be the most difficult to fill if they became vacant. Write “standing” job descriptions for these positions, outlining the desired skill sets and experience necessary to succeed. Keep an inventory of resumes that align with the semantics of the role, even if you’re not actively recruiting for those positions – remember, this can include individuals on your current team.
In this competitive hiring market, some companies are creating new roles to bring in candidates with the in-demand skills and experience they know will benefit their firm. Specifically, look for candidates or current employees who have the potential to fill other roles in your organization over time. When identifying individuals for upskilling and succession planning, consider employees already on your staff who are well-suited for the positions.
Keep an “Always On” Recruiting Mindset
Maintaining an “always-on” recruiting focus will help you maintain your hiring momentum. For example, set a goal to reach out to colleges and universities, industry groups, company alumni, and others in your professional network who may have connections and insight about potential hires. Proactive networking and outreach can help you spot and recruit skilled professionals before they enter the job market. You can reach out to these individuals about possible career opportunities at your company and get a head
start on recruiting these individuals.
Adding a referral program to your recruiting strategy can lead to an influx of qualified candidates. Employers can offer incentives such as cash or gift cards to current employees for referring qualified candidates for jobs in their organization. Another simple way to keep an “always-on” recruiting mindset is to add a hiring page to your company website. If a candidate visits the company website, they might discover the hiring page and apply for the job right there or reach out directly. As you remain focused on identifying potential candidates as early and as often as possible, your leads network will continuously
grow – along with your talent pipeline.
Make Recruiting a Shared Responsibility
While HR or Talent Acquisition teams typically are responsible for most of the recruiting and hiring for your organizations, your entire team can contribute to building the talent pipeline. Top performing team members are often your organization’s biggest advocates, and they can help identify individuals who will likely thrive at the company. You can encourage them to reach out to potential candidates, giving them the job details and company that will get them excited about the opportunity to work for the company.
Maintaining recruiting momentum takes work, but it will become a more natural process over time if it’s made a high priority in an organization. Committing to an “always-on” recruiting focus will keep a pipeline of new talent full, and you’ll build a network of qualified candidates. The results will increase your efficiency in the recruitment process, which will enable you to identify outstanding candidates before your competitors can.
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.
For decades, employers have struggled to find the right workers at critical periods of growth or change. In 2000, the shortages were in IT. Ten years later, there was a desperate need for truckers. Today, there are shortages in a broad range of economic sectors (one of them, again, is transportation). There are many reasons for shortages. Many experts say they’re natural in growing, dynamic economies such as ours. But, clearly, the Great Resignation, the pandemic-fueled trend that has thousands of workers quitting their jobs, is a driving force behind the current staffing difficulties. The solution isn’t just spending more money on salaries or advertising. You need a sound strategy for getting and keeping an agile, resilient, engaged workforce. Here are four tactics on which to build that strategy.
Tactic 1: Learn Why Workers are Looking Elsewhere
Covid didn’t leave people longing for more money. Many now have altruistic reasons for checking job boards. Some dream of greater job flexibility. Others—including healthcare, hospitality, and retail workers—want a better work culture, greater personal comfort, and increased safety. And many employees are still reeling from the effects of a deadly, globe-shattering health crisis; they’re considering what they should do with the rest of their lives.
So, learn why they’re looking. Only then can you understand how to get them to stay.
Tactic 2: Change the Way You Recruit
Stop looking at candidates simply based on their obvious skills. Instead, seek people with the mental agility and intellectual curiosity inherent in good learners. Make learning valuable to your organization. This opens the door to a greater pool of people, including those who have some, but not yet all, of the skills you need. It also creates a culture that rewards those who want to grow on the job.
Tactic 3: Be More Intentional with Diversity and Inclusion
Refocus your Equity, Diversity, and Inclusion (EDI) efforts. Make it clear to current employees that they should be free to bring their whole selves to work. Intentionally focus recruiting efforts on seeking more diverse candidates. Promote and honor the values of EDI in your culture. You’ll not only create a more productive, more-rewarding environment, but you’ll also increase the likelihood of hiring and retaining the skilled workforce you need.
Tactic 4: Seek Good People, Not Degrees
A growing number of leading firms are dropping their degree requirements from the majority of their job descriptions. The logic is clear: Candidates with experience in critical skillsets aren’t “weak hires” just because they don’t have four years of college. It’s time to focus on who you need, the person willing to learn and grow in your organization, not on the diploma.
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.
Millennials have gotten a bad rap for their tendency to “job-hop.” However, if an organization evaluates its onboarding process, it could be the key to gaining Millennial loyalty. They want to feel inspired right away; unlike any other generation, they want to feel like they can succeed with your company quickly. One of the most important aspects of onboarding millennials is to keep them engaged and excited about their career. Passion and excitement are key in keeping your Millennial employee engaged. The first couple weeks of a Millennial employee’s job largely determine their path with the company. Here are eight tips to boost
your millennial onboarding process.
Think About Timing
Before the new employee’s first day, send them some type of communication such as an email or text emphasizing the organization’s excitement and what to expect regarding attire, parking, and their schedule.
People tend to have more flexibility later in the week; consider starting a new hire on a Wednesday, Thursday, or Friday. Also, consider getting them started in the morning a little later than other employees. This offers new hires enough time to get to work and current employees enough time to address pressing items before the new hire arrives. That way, your current team can give their full attention to them.
Involve Your Current Employees
It’s important to involve current employees in the onboarding process. One way to help new employees feel more comfortable is to create a buddy system that pairs each new hire with each department at the company. For example, have the sales team introduce the sales part of the business and have them provide a demo. This will help the Millennial hire get to know different co-workers and how each department works.
One way of bridging the gap between Millennial hires and current employees is to talk to your current employees about what they wish they were told or did during their onboarding. You can set up a time for the new hire to meet with a company leader and arrange for colleagues to show them around. Other ways of doing this are having employees take the new hire to lunch, learn more about their teammates with a photo-sharing activity, or run the onboarding in small teams.
Ensure They’re Set Up for Success
A new hire’s first day can be pretty stressful. They want to feel like they’re appreciated and can be successful. To ensure your new hire is set up for success on day one, have their equipment and log-in information ready in advance and pre-download applications.
Most Millennials like to show their pride at their workplace, and they want to show off that they work at a fantastic company. A great way to get Millennials excited about your company is with SWAG-cool items with the company logo emblazoned on them. Some excellent examples are T-shirts, mugs, and other items with your corporate branding. It might also make a difference if you let them pick out and choose the color item they want and where the logo is placed on the item.
Allow Some Customization
Millennials are used to being able to customize anything. From shoes to cars, and even experiences the way they want. As a result, they may also expect your onboarding process to allow some customization. Ask them what they expect and want from their onboarding experience.
They might have a lot of expectations – maybe they’d like to learn about different departments over the course of several days rather than focusing on all in one day of orientation, or perhaps. But taking the time to incorporate one or two of their expectations could help them feel more comfortable and know that their ideas are being heard within the company.
Set Clear Expectations
Millennials seek structure, and providing a clear introduction of the role and responsibilities helps them stay motivated and engaged for the long term. Explain how to communicate with your boss and coworkers, including the dos and don’ts regarding work hours, vacations, technology usage, etc. After onboarding, a Millennial employee should have a basic understanding of the following: the company’s culture and values, the company’s vision and mission, the employee’s roles and responsibilities, the
opportunities that await them at the company, training opportunities, and safety protocols.
Highlight Advancement
Reach your new Millennial hires by letting them know how they can impact the organization starting day one. Quickly communicate the possibilities for growth during onboarding – millennials are known to be hungry for professional development and respond well to understanding how they can contribute to the organization right away. Millennials are eager to work hard and achieve; they will mesh well with a company that allows them to drive their career and feel that their work is meaningful.
The Millennial onboarding process can be improved as an employer by giving them clear guidelines and roadmaps. Millennials want to know what they are working toward and how their efforts contribute to the organization’s greater good. They also want to know how they can advance in the company.
Communicate and Emphasize the Company Culture
Communicate the culture through a “New Hire Handbook” that includes employee and company insights. Try to include places nearby to eat, transit options, and local recreation areas. Consider inviting new hires on a “scavenger hunt” as a way to get to know the office people and the culture.
Millennials feel most connected and understood when their leaders express empathy for what they can achieve. When leaders are accessible to new hires, it helps them settle in and form a stronger sense of the company culture. Also, displaying company values on the walls shows employees’ belief in the company culture, making it easier to connect.
Wrap-up Onboarding Enthusiastically
Many onboarding processes can feel like they are never-ending. Plan an activity for new hires, such as lunch out with other employees or their new teammates. This will help them get to know and connect with their new teammates and feel like they belong in the company. During this activity, Millenial hires get to see their co-workers as friends. Once you’ve finished onboarding, plan to talk to your new employee again in 14 days, 30 days, and 90 days. Those check-ins allow both the connections made on day one to continue growing and give new hires the chance to speak, ask questions, and get the guidance they need to improve their performance.
Because Millennials tend to change jobs often, you’ll want to create an onboarding experience that is engaging and sets them up for success. When onboarding Millennials, consider timing, involve other employees, give them necessary tools and equipment, create custom workspaces, explain expectations clearly, show them the positive aspects of their new jobs, and end on a high note. These things help ensure Millennial loyalty and retention.
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.