Lateral career progression refers to the path of career advancement that involves transitioning to a different role or function within the same level of the organizational hierarchy. Unlike traditional vertical career progression, which involves climbing up the corporate ladder through promotions and advancements, lateral progression allows individuals to gain new skills, experiences, and perspectives by exploring different areas of the organization.
In today’s rapidly changing business landscape, lateral career progression is becoming more popular as organizations look for innovative ways to develop and retain their talent. Here are some key benefits of lateral career progression and tips on how to successfully navigate this type of career path.
Benefits of Lateral Career Progression
Broadens Your Skillset and Knowledge
One of the biggest benefits of lateral career progression is that it allows you to gain a diverse range of skills and knowledge by working in different departments or functions. This can make you a more well-rounded professional, capable of tackling complex challenges and adapting to changing business needs.
For example, if you are a marketing professional who moves into a product management role, you’ll gain insights into product development, pricing, and customer research that can enhance your marketing skills. This can help you become a more effective marketer, capable of creating targeted campaigns that resonate with your target audience.
Increases Your Marketability
Lateral career progression can also make you more marketable to potential employers. By demonstrating your ability to work across different functions and departments, you can show that you have a diverse range of skills and experiences that can be applied to different roles and industries.
Enhances Your Network
Another benefit of lateral career progression is that it allows you to expand your professional network. By working with different teams and departments, you can build relationships with colleagues who have different skills, experiences, and perspectives. This can help you gain new insights into your industry, learn about new job opportunities, and develop new mentorship relationships.
Tips for Navigating Lateral Career Progression
Identify Your Goals
Before embarking on a lateral career move, it’s important to identify your career goals and what you hope to achieve by making the move. This can help you identify the right opportunities that align with your long-term career aspirations.
Build Your Skills
To successfully navigate lateral career progression, it’s important to continuously build your skills and knowledge. Take advantage of training and development programs offered by your organization, attend industry conferences and events, and seek out mentorship opportunities to learn from colleagues who have more experience in your target area.
Communicate Your Intentions
It’s important to communicate your intentions and career goals with your manager and colleagues. This can help you identify opportunities for lateral moves and make sure that you’re aligned with your organization’s strategic priorities.
Be Flexible and Adaptable
Lateral career progression can sometimes require you to step outside of your comfort zone and take on new responsibilities. It’s important to be flexible and adaptable in these situations and to embrace new challenges as opportunities for growth and development.
Emphasize Your Transferable Skills
When applying for new roles, it’s important to emphasize your transferable skills and how they can be applied to different roles and functions. This can help you stand out as a candidate and show potential employers that you’re capable of taking on new challenges.
Lateral career progression can be a valuable way to gain new skills, experiences, and perspectives within an organization. By taking a strategic approach and building your skills, communicating your intentions, and being flexible and adaptable, you can successfully navigate this type of career path and achieve your long-term career 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.
When it comes to job training programs, internships, and apprenticeships are two popular options available to individuals to those looking to shift or start their careers. Despite their many similarities, there are fundamental differences between the two. In this article, we’ll examine what internships and apprenticeships are, as well as the differences between these two types of job training.
What is an Internship?
An internship is a temporary work placement usually offered by companies or organizations to students or beginners in a specific field of work. Interns have the opportunity to gain experience in their chosen field, learn more about the particular job, and obtain valuable skills and knowledge to supplement their in-class education. Internships usually last anywhere from six months to a year and can be either paid or unpaid, depending on the employer.
Internships are an excellent opportunity for students to transition into the workforce and get insight into a particular work environment. As an intern, you will usually be paired with a mentor in the company who will guide you throughout the experience. Moreover, having an internship on your resume will give you a competitive advantage when applying for jobs.
What is an Apprenticeship?
An apprenticeship, on the other hand, is a structured training program designed to provide individuals with the skills and knowledge needed to enter a specific trade or occupation. In an apprenticeship program, you will work under the supervision of experienced professionals in your chosen field while attending classroom training at the same time. Apprenticeships typically last for a more extended period, ranging from one to four years, and can include on-the-job training, classroom instruction, and industry certification.
Apprenticeships are ideal for those who want to start a career in the trades like plumbing, carpentry, electrical work, etc. Apprenticeships are a great way to get real-world experience and earn money while learning.
Key Differences between Internships and Apprenticeships
While both internships and apprenticeships involve on-the-job training, there are several differences between the two:
1. Duration and Structure: Internships usually last between 3-6 months up to one year, whereas apprenticeships last for a more extended period, ranging from one to four years. Apprenticeships are more structured with a specific outline of what’s expected to be learned at each stage.
2. Qualification: Internships are not necessarily created to lead to certification, whereas an apprenticeship is designed to provide industry certification upon completion.
3. Level of Experience: Generally speaking, internships are geared towards students or people in entry-level positions, while apprenticeships are intended for people with at least high school qualifications.
4. Focus: Internships are a way to learn about a particular field or occupation and gain experience in that field. Apprenticeships are intended to train individuals in a particular trade or industry.
Both internships and apprenticeships provide practical job experience and training. However, the two programs differ in terms of learning outcome, duration, and structure, leading to specialization in different fields. Deciding which program to enter depends on the career path and qualifications at hand. In conclusion, to succeed in today’s job market, it’s essential to gain relevant job experience and training in the job 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.
In March, people around the world celebrate Women’s History Month. This celebration includes International Women’s Day on March 8, which the United Nations designated as a day dedicated to women. During the month and throughout the year, your organization can meaningfully recognize the contributions of female achievements.
Here is how to celebrate Women’s History Month authentically in the workplace.
Recognize Women Face Inequality
To make the most of Women’s History Month, it’s celebrating the accomplishments of women who have paved the way for women in the workplace today while recognizing there is still a lot of work that needs to be done to achieve equality in the workforce.
Women continue to face gendered pay inequality in the market. In fact, the wage gap currently sits at women only making 82 cents for every dollar a man makes for the same position and experience. While some progress has been made since the issue was first addressed decades ago, there is still a long way to go until women are paid equally for the jobs they do. Companies can take steps to close the gender pay gap by being transparent about salaries, awarding raises based on performance, and implementing policies that give women employees equal career opportunities as male peers.
Additionally, women tend to face greater inequality in the workplace when it comes to balancing their careers and being a caretaker compared to their male counterparts. The decision to choose between a career and family is a choice many women will face at some point in their professional life. Working mothers are often criticized for not being fully focused on their workload or taking time away to attend to family matters far more harshly than their male coworkers. Typically, women are more often pushed into caretaker roles for aging or ill family members over men, which can delay their career aspirations. Organizations should implement policies that support working mothers and caretakers, such as providing flexible scheduling and comprehensive benefits, including LGBTQIA+-affirming healthcare and expanded paid time off.
Promote Healthy Work-Life Balance
The Great Resignation and the Pandemic disproportionately impacted women in the workplace. Women experienced a more significant number of job losses than their male counterparts. In a survey from May and June 2020, one in four women who were unemployed during the pandemic reported the job loss was due to a lack of childcare. Due to this discrepancy and the fact that women are more likely to be the primary caregiver for children and those with aging family members, work-life balance is a critical issue that affects all workers today.
Women are often expected to wear many hats – working full-time jobs while managing their homes, spouses, and kids simultaneously, but this often leads to burnout or a lack of career advancement. As an organization, you can support women by offering programs to help them manage stress to find a healthier work-life balance. One way to help women employees is allowing them to ease back into their jobs after extended leave; this may include a re-entry plan that ensures they’re comfortable and confident when returning to their roles. Additionally, focus on increased workplace flexibility, including accommodating work schedules or access to wellness programs that can help women prepare for their future plans.
Support Women’s Charities
During Women’s History Month, businesses can support charities empowering women. The National Women’s History Alliance is a nonprofit organization encouraging educational initiatives about women’s stories and issues. Global Fund for Women provides funding for economic justice, freedom from violence, and sexual rights and health. Lastly, Women For Women International helps female survivors of war rebuild their lives. To find a non-profit that might have special significance for your business, the National Women’s History Project website offers additional resources.
Workplace giving can take many forms, such as donating 5% of sales in March or allowing employees to take paid hours to volunteer for women-focused organizations or events. If your company is not in a position to give financially, this month would be a great time to promote awareness about important issues facing women today while showing employees how much they’re valued and appreciated.
During Women’s History Month, it’s essential to recognize women’s contributions to your company and their importance to its success. Companies can show their appreciation for their women employees by taking steps to close the gender pay gap and promoting a healthy work-life balance. In addition, you can raise awareness of issues women face in today’s society, support charities by donating, or give your employees a chance to volunteer this month. Most importantly, celebrating and valuing women should go beyond the month of March, but taking the time to recognize and act now, will show your team you truly appreciate 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.
71% of workers in the U.S. say training and development increase overall job satisfaction, and 61% of respondents say upskilling opportunities are an important reason to stay in their current company.
In 2022, EG Workforce Solutions looked at this data and determined what development opportunities our recruiters wanted and needed to upskill themselves for vertical and lateral growth within the company. To keep up with market demands, EG identified it needed to develop our recruiting team’s skills to keep pace with long-term strategic goals.
Building the Case for Upskilling
57% of U.S. workers say they want to update their skills, and 48 percent would consider switching jobs. EG surveyed recruiters about what future roles and skills are necessary for success. We identified over 200 unique skills that will be critical for recruiting professionals to have by 2025.
Under Michelle Hoke, Director, Training & Operations Support, company leadership developed a comprehensive internal training
program to ensure they are equipped to succeed in their role. EG invested in our team members to meet growing needs by providing access to cutting-edge training from top industry thought leaders and facilitated workshops. The company also leveraged technology by providing on-demand online courses team members are able to complete at any time. These initiatives enabled recruiters to keep up with operational demands while working on their skill sets.
The EG Approach
Our strategy is to engage and support recruiters at every stage of their careers, helping them thrive in their roles. EG created three distinct learning paths for the following recruiter roles: entry-level, hire higher, and recruiting lead. All training was formatted similarly, including business literacy, handling difficult conversations, client communication,
employee value proposition building, and reverse selling.
A vital component of the program was practicing new concepts in a safe environment. They also role-played difficult conversations and tied quarterly metrics with the recruiters’ direct support of business goals. This step helped solidify
skills learned in training, allowing employees to apply them in real-life work settings.
The Results and Outcomes
Since providing these development opportunities, EG saw 72% of recruiters utilize the learning concepts within their roles, and 74% are motivated to complete training. These training initiatives allowed recruiters to source, interview, and onboard applicants more effectively, as well as reverse-sell great candidates to employers.
EG has trained 51 recruiters and developed a curriculum of nearly 30 courses for this training program. By making learning a priority, EG was able to achieve its talent-related goals while also creating a positive culture where learning and development are encouraged.
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 think of personal branding, you might envision celebrities, entrepreneurs, social media influencers, and politicians. However, anyone can develop one–including you.
When crafted correctly, a personal brand can quickly get you noticed by employers and accelerate your career. If you’ve been wondering how to build your brand but need help figuring out where to begin, here are five reasons why you should get started today.
Become an Expert in Your Field
Establishing yourself as an expert in your industry is a great way to get ahead in your career. One way to accomplish this is by creating an online presence that communicates your values and helps your audience connect with you as a person. For example, LinkedIn allows you to share updates about your career, interests, and information about your life professionally. Whatever you bring to the table is on full display, and you will have the opportunity to highlight what you do.
Employers want to hire people who are passionate about their work and employees who are engaged with their jobs. The way to convey this to interviewers is by talking about your experiences: past projects, volunteer work, or any other extra-curricular activities that helped get you where you are now. By sharing these stories with recruiters and future employers, they’ll see that they can trust your interest and expertise when they hire you.
Show Off Your Skills
A personal brand is a marketing tool highlighting what makes you stand out when applying for jobs. By showcasing your unique skills, experiences, and values, you can demonstrate your suitability for a role. For example–if you’re good at getting people to work together smoothly and collaborate effectively, this can be shown by having peers comment on your skills as a personal reference or pointing to a particular collaborative project you worked on.
Your personal brand is also a way to showcase the most important skills to employers. For example, suppose you’ve written about your experience learning different things in restaurants. In that case, an employer might see that as a sign that you’d be great with customers or other employees who could be challenging to work with. You’re also showing them that even though you might have yet to have direct experience working in their industry, you would still be great at it.
Emphasize Yourself as an Asset
When you apply for a job, it’s not just your skills that matter. Employers also want to know if you’ll fit in with the rest of the team, and they want to see if you’ll bring something extra to the table. It could be a personal passion for serving the community or a desire to tackle the job with a creative flair, but employers want to see that you’re not just looking for a job—you’re looking for an opportunity.
Employees with a strong personal brand tend to be seen as assets by their companies. The best way to get noticed by potential employers is to present yourself as an asset. Doing so will demonstrate your ability to bring value to their company. For example, suppose you are great at communicating in challenging situations, which is an asset because it shows that you can keep calm in stressful situations. In that case, your goal is to turn this into an opportunity to discuss how valuable that ability is to a company.
Opportunities Will Come to You
A personal brand represents yourself but also how you want others to perceive you. It’s what makes you unique and what employers look for when hiring new people to join their teams. Once you develop a solid personal brand, opportunities will naturally flow your way. If you’ve been keeping up with your brand on LinkedIn, for example, posting blogs, commenting on articles, or just updating your profile, employers will notice, and more and more will start to reach out. The key is to keep yourself at the forefront of employers’ minds.
A personal brand is an essential part of any job search. And it’s something that you should spend time on regularly. Suppose you establish yourself as someone with a specific skill set or expertise in an industry. In that case, employers will know that you’re self-motivated and competent for the position—that is, if you take the time to build a personal brand that communicates just that.
Builds Confidence
As you grow and develop a strong personal brand, you’ll find it pays off in a variety of ways. Your confidence will grow as well, whether through lucrative contracts you negotiate or awards you receive. This will help boost your visibility and reputation, which makes it easier for people to remember who you are and who want to work with you. The more successful you are in your career, the more confident and well-respected you’ll become at work.
You can compare it to being a celebrity in your industry; when you show up at events and functions, people will start recognizing you before introducing yourself. Essentially, your brand will begin speaking for itself. It gives others a certain amount of confidence in working with you because they know who you are and what they can expect from the partnership—and it allows them to make an informed decision about whether they want to engage with you professionally or socially.
Finally, as a consumer, you know you’re willing to pay more for a recognizable brand. You’ll pay double the price for a Starbucks coffee, although you can get something similar at the drive-thru down the road. Personal branding is no different; if you want to stand out from the crowd and be recognized for your talents and skills, you have to be willing to put in the effort to build a personal brand for yourself.
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.
Businesses often overlook the back office, but it provides a crucial support system for growth. The back office includes non-client-facing services—including administration and support personnel in departments such as accounting, IT, supply chain, HR, and internal communications—that drive almost 50% of a business’s operations. As the workload grows and your company expands, consider outsourcing certain positions. A stable, in-house office can support your company; an outsourced back office can help you grow and thrive. Here are three benefits your company can enjoy from outsourcing certain positions.
Reduce Operating Costs
Outsourcing can be an efficient way to streamline your business and reduce costs. Several business areas might benefit from outsourcing back-office operations, including IT, compliance, or payroll. Outsourcing services often have lower labor costs because of fewer overhead costs and employees. Hiring people in-house means paying salaries, equipment, software, training, office space, and more. Outsourcing eliminates these ongoing costs.
This type of cost-cutting could be especially attractive to a growing company whose workforce remains relatively stable but realizes outsourcing services will significantly boost its bottom line. For example, when you outsource your IT functions to a company specializing in this area, experts handle all your information technology needs. This frees up your time to focus on your core competencies without being bogged down with issues related to servers, data storage, software, hardware, and other challenges. This benefits different departments by freeing them up; they no longer need to worry about repairing a broken laptop or installing new software.
Improve Productivity
Core business functions such as payroll and accounting are essential but can also be time-consuming and repetitive. Employees who take hours out of their day to perform these tasks can’t be used for more productive things. Outsourcing specific jobs can also free up your employees’ time to concentrate on more critical aspects of their work, improving productivity. For example, you outsource administrative support. In that case, this can help other departments by freeing up your employees’ time to try new ideas without worrying about specific everyday office tasks.
When a company outsources payroll, employees get to spend less time doing it themselves, and they have more time to do other things. They can work on different parts of their jobs or even volunteer for something else entirely. A company can use its freed-up resources in many ways: expand into new markets, improve internal processes, or increase productivity. Employees may also be happier to focus on more critical parts of their jobs if they know that payroll is taken care of by someone else.
Leverage Quality Talent
Finding the right talent for your team can be challenging when you’re a growing business. Searching for new hires, interviewing candidates, and managing their onboarding process can take up valuable time. Fortunately, outsourcing your back-office functions can help you find quality talent. It can help with both scalability and flexibility as you grow by giving you access to a large pool of candidates who trusted recruiters have screened.
When you outsource your payroll, human resources, and accounting processes, you are tapping into an experienced team of professionals to take care of all the functions related to these aspects of your business. Expert teams of the outsourcing partner will take care of all these activities efficiently. For example, they’ll find the best candidates for each opening and get that candidate’s paperwork processed, so everything runs smoothly on their first day on the job.
When a company outsources its back-office functions, it can benefit in many ways. However, not all businesses realize that outsourcing provides a crucial support system for growth. Leveraging and partnering with the right back-office outsourcing provider can help you cut costs, increase productivity, and get quality talent.
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.
February is recognized as Black History Month and is an opportunity for businesses to reflect on strategies and initiatives they’ve implemented to create an inclusive workplace. Here are four ways your company can celebrate Black History Month.
Recognize Diversity Year Round
For decades, Black History Month has been a time to recognize and reflect on the achievements, traditions, and contributions of African Americans. While highlighting it and being intentional in celebrating Black History during February, it’s essential to be inclusive year-round. If BIPOC individuals feel just as seen and valued in September as they do in February, you know your inclusion efforts are working.
To create a more inclusive environment, companies can offer everyone professional development and growth opportunities. Some simple steps they can take include holding company gatherings highlighting diversity within the organization, participating in sensitivity training, offering mentorship programs, and creating employee resource groups. These efforts will help BIPOC individuals feel seen and valued all year long while also providing opportunities for employee interactions, increasing their feelings of inclusion and belonging in their workplace.
Get Everyone Involved
Black History Month is an opportunity to celebrate the achievements of the BIPOC community and their culture. It is also a time to educate others about their challenges and to encourage empathy, proximity, and connection between different racial groups. Getting everyone involved in your organization’s Black History Month activities is essential for building a diverse and inclusive workplace culture.
Inclusive practices can include facilitating a virtual Black History Month program your team can attend from anywhere or promoting African American culture in company events. Provide opportunities such as publications written by BIPOC individuals, shows that highlight the Black experience, or hosting a panel discussion to get the dialogue started to educate your entire team on the importance of celebrating Black History.
Focus on DEI
It’s always a good time to revisit diversity and inclusion goals. To tie into Black History Month, you could highlight key moments in African American history or organize a volunteer effort to support a local Black-focused charity. You could also hold a town hall meeting to solicit suggestions from staff members or establish new metrics for measuring your DEI goals. Remember that celebrating other cultures and ethnicities that are part of your organization’s makeup is just as important! Events like this at your company can help make DEI efforts successful because everyone will feel like the organization values their background.
Highlight Black History Month’s Theme
Black History Month is an excellent opportunity to celebrate the successes of BIPOC individuals, both past and present. This year’s Black History Month theme: Black Resistance, is meant to highlight the plight for the social justice of African Americans from historical oppression in pursuit of self-determination and equality.
By encouraging employees to share their experiences with oppression or discrimination, Black History Month’s theme can be tied to the workplace. This allows others to reflect on how far we’ve come as a culture and how far we have yet to go. The Association for the Study of African American Life and History (ASALH) designates annual themes for Black History Month, which are selected to reflect the organization’s mission of promoting education and scholarship concerning African American life, history, and culture in all eras.
Black History Month is an opportunity to celebrate the achievements and contributions of the BIPOC community to society. During this month’s celebrations, the best way to incorporate Black History Month into your company’s ongoing efforts to improve diversity and inclusion is by focusing on DEI (diversity, equity, and inclusion). One way of doing this is by recognizing diversity year-round, involving everyone in your company, focusing on DEI when celebrating, and tying in this month’s theme. By doing these things, you can ensure that Black History Month advances your workplace year-round.
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.
In today’s modern workplace, technology is no longer a nice-to-have amenity but a critical part of the hiring process. These tools save recruiting professionals time, money, and resources while finding qualified candidates. Here are three staffing industry tech trends that will continue to impact how companies hire and retain talent.
Recruitment Chatbots
Recruitment chatbots are an emerging technology that streamlines the application process for job seekers. Rather than completing lengthy online forms, applicants can interact with a conversational bot, choosing topics of interest and receiving answers to any questions they may have. The benefit of this technology is that it removes much of the admin efforts of the application process. A recruiter can also use this technology to automate much of the tedious work involved in hiring new employees, for example, compiling lists from applicant information, scheduling interviews, and checking references.
Companies are using chatbots to hire employees faster by taking care of initial candidate screening. In fact, 94% of active candidates use their mobile devices for job searches. Chatbots can help businesses find better candidates by saving time and answering commonly asked questions from applicants. 68% of users enjoy the speed at which chatbots respond. By using chatbots as part of your implementation of modern tech trends in your business, you can adapt your talent acquisition strategy to mobile users and simplify the online job application experience.
Applicant Tracking Systems (ATS)
Recruiters use applicant tracking systems (ATS) to manage the entire applicant-to-hire-in process. These systems help sort through candidate credentials and data to streamline the hiring process. It allows recruitment firms to securely store contact details, job application history, reportable data, and other information about candidates in one place. ATS can also be used for storing legal information, documents related to company policies, and onboarding details.
ATS enables employers to set custom criteria that automatically accepts or rejects resumes based on keywords—as well as other applicant data, including; previous placement of the candidate, age, visa requirements, years of experience, etc. Resumes and CVs that don’t match the standards are automatically rejected for the role and are added to the talent pool database and can be pulled back up for other roles, so the HR team can focus on finding candidates who meet all requirements.
Artificial Intelligence Systems (AI)
Artificial intelligence (AI) systems for recruiting can help you identify and address candidate-related issues with your hiring process. For example, suppose AI notes that your job description does not appeal to the candidates you are trying to target. In that case, it can suggest a change in wording—or even that you remove unnecessary words altogether—and show how this adjustment would affect which candidates apply for the position. Additionally, AI can review job descriptions to ensure they are DEI-friendly. For instance, it can identify any biased language in job posts and send alerts when the wording may exclude qualified applicants from more diverse backgrounds.
The idea behind AI recruitment tools is to use software that can understand natural language and process vast amounts of data to learn how to recruit the best talent for your organization. The systems usually have an adaptive learning capability which allows them to continuously improve their performance as candidates apply and your organization evaluates them, allowing you to keep up with the changing workforce.
The technology industry has advanced recruitment at breakneck speed – and will continue to do so. With advancements in tech, it has become easier for job seekers to find openings and for staffing professionals to find the employees they need. Using chatbots, applicant tracking systems, and artificial intelligence to sort through large volumes of data can help you keep up with workforce needs.
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.
Many job seekers take some time off from searching for employment during the holiday season, but employers continue to hire. Whether you’re just looking for seasonal work for extra cash or are in search of a permanent new position, job searching during the holiday season has many benefits that might just help you land your dream role. If you’re looking for a job during the holidays, follow these five tips to help you get hired.
Update Your Resume
Updating your resume if you are looking for a job during the busy holiday season is essential. Include everything you have done and how you can present those accomplishments in the best light possible. If you have gained experience in programming or software knowledge, make sure they’re listed in your skills section. You can also emphasize soft skills such as communication and time management on your resume. Include projects, awards, or leadership positions that prove you can do the job well.
When updating your resume, ensure it’s relevant to your desired job. Hiring managers will check for errors and inconsistencies that reveal a lack of attention to detail. You don’t want them to get the impression that you’d make careless mistakes on the job. Once your resume has been formatted correctly and is error-free, upload it on sites like LinkedIn and Indeed; this will allow you to be visible to potential employers searching for candidates with your qualifications and have them reach out to you.
Make a Schedule
The holidays are a great time to catch up with friends and family, but it can also take a lot of work to maintain your job search. You might be invited to holiday parties or other social gatherings that distract you from your search. Or the season’s busy pace can make it hard to follow through on your job search tasks—searching for jobs, updating your resume, researching companies, etc.
Set aside 20 minutes daily to work on your job search to stay on track during the holiday season. This will allow you to stay focused and organized throughout the holidays. You can also use this framework to manage other blocks of time in your schedule. For example, prepare for interviews or send out resumes weekly by blocking time on your schedule and following through with practical tasks each day. By sticking to a plan and taking action, you’ll have more time to enjoy the holiday festivities!
Start Volunteering
During the holiday season, you can find many ways to give back to your community by volunteering. You’ll give back to your community and expand your network by meeting new people and learning about new interests. To get started, look at your own network of people. For example, a friend may have a cause needing help, or a former coworker may organize an event around her favorite cause. If you are seeking volunteer opportunities in your local community and have a small social circle, try using websites like VolunteerMatch. These sites allow you to search for volunteer opportunities based on your skills, interests, and location.
Volunteering for a community organization can help you gain experience and develop skills to make your resume stand out to hiring managers. If you decide to volunteer, include your experience on your resume—it shows that you’re an active and engaged member of the community who genuinely cares about others, which is an attractive quality in any candidate. It also indicates that you have initiative and are willing to take time out of your schedule to help others—both crucial traits for employers to see.
Attend Holiday Networking Events
Consider attending networking events or professional parties where you can connect with peers in your desired field. For example, you could share your business cards with them during the festivities or get to know them better casually. And since everyone is relaxed during this time of year, it’s the perfect opportunity to get acquainted with people who may be helpful down the road.
If someone you meet at a holiday party or other event is aware of a job opening, they may contact you to see if you’re interested. Networking is essential to getting your foot in the door at a new company, so try to exchange business cards with as many people as you can at holiday parties and other gatherings. It’s also essential to keep your eyes open for details about industry trends and gossip from other people who might not even realize that they’re sharing valuable information with you.
Consider a Seasonal Position
While you may be looking for a permanent position, consider taking on a temporary job during the holidays. Seasonal jobs are a great way to gain experience, build your resume and demonstrate your skills. Even if it’s not in your industry, you can use a seasonal job to develop skills that will help you in your career. Seasonal jobs come in all shapes and sizes: retail work at the mall, office jobs, food service, and package delivery gigs.
When looking for a job, consider seasonal jobs. Other job seekers often overlook these positions, but they can be a great way to find employment during the holiday season. You can find seasonal jobs on sites like Indeed or Glassdoor or in groups on social media sites such as Facebook or LinkedIn. Keep in mind that some employers even hire temporary or seasonal employees permanently later because they’ve proven they’re hard workers and dedicated to their job.
You may rush to get your shopping done during the holiday season and attend as many parties or office events as possible. It can be easy to neglect your job search during this time of year. To make your job search successful, consider updating your resume and creating a schedule for yourself. You can also volunteer at organizations that need assistance and go to local holiday events. Consider a seasonal position so you can enjoy the holidays while working!
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 the season of thankfulness, and while we can all typically list things we’re grateful for, how many of those are related to the workplace? A study from the John Templeton Foundation found that work often lands on the bottom of gratitude lists. However, research shows practicing gratitude at work can help you build strong relationships with coworkers, improves your sense of belonging, decreases workplace toxicity, and increases employee engagement.
As we prepare for the Thanksgiving week ahead (and beyond, of course), here are three ways to cultivate workplace gratitude.
Recognize Others First
Lifting others is a great way to practice gratitude in the workplace. For example, when you and your team complete a project, a coworker helps you succeed, or your manager provides you with a development opportunity, be quick to recognize those individuals and express how grateful you are for them.
You can send them a handwritten “thank you” note, share what they did at a company or team meeting, or if your organization has recognition software like Bonusly, reward them there. Taking the time to recognize others first will help you practice gratitude, enhance team dynamics, and creates a culture of thankfulness.
Be Sincere
If you want to practice gratitude and grow from it, you’ll need to be genuine and sincere. Others will easily decipher if the appreciation you’re showing them is superficial and will fall flat.
For example, avoid praising a coworker with a backhanded compliment like “thanks for fixing that Excel sheet for me, but next time could you ask me first?” It’s also important not to only show gratitude to others when things are difficult or to get your coworkers to help with your workload. People will quickly catch on if your praise feels forced or only comes when you need something from them.
Practice Gratitude When Things Don’t Go to Plan
It’s easy to practice gratitude when things are going well or you’ve gotten kudos from your manager, but it’s vital to focus on gratefulness when things don’t go to plan. If you or your team encounters a challenge during a project, practicing gratitude can turn the obstacle into an opportunity.
Gather your team and debrief on the issue. What has gone well so far? What could be improved going forward? Reframing the challenge into a learning opportunity can bring the team together and give you a chance to recognize others for their contributions and successes so far in the project. Collaborating with your coworkers will also help solution on how to move forward – enhancing team dynamics and building strong ties leading to future success.
Expressing gratitude at work can go a long way in improving company culture, building team relationships, increasing employee engagement, and boosting your overall job satisfaction. To practice gratitude in the workplace, be sincere in your thanks, recognize others first, and remember to be grateful even when things don’t go to plan. Bring appreciation to the forefront in your workplace and encourage others to do the same – then see how it positively impacts overall morale in 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.