The buzz around AI and its potential to transform industries can be both exhilarating and concerning for both job seekers and the currently employed.
The growing fear of workers that AI is taking over jobs often overshadows the reality. AI is designed to enhance, not replace, human capabilities. It augments your skills, making you more efficient and effective in your role. Some of your job responsibilities may be automated by AI in the future, such as some clerical tasks, but your position will shift to accommodate the new AI technology.
However, amidst the chatter of automation and AI integration, there’s a fundamental truth: your job security remains strong, especially when you harness your inherent human traits with the innovative capabilities of AI to do your job even more effectively.
The Value of Your Human Skills
In the age of AI, your inherently human traits are your greatest assets.
Firstly, your inherent human capabilities are your ability to understand context, make decisions based on multiple factors, basic conflict resolution, communication, and relationship-building.
Secondly, domain expertise is deep-rooted knowledge of a particular subject. This knowledge is indispensable, especially when AI encounters server challenges or provides inaccurate information.
These skills are difficult for AI to replicate because they are uniquely human.
The Most In-Demand Skills for 2024
As you fortify your job security by honing your human traits, it’s essential to align your strengths with the evolving demands of the employment market. Understanding the most in-demand skills and careers for 2024 provides a roadmap for making informed career decisions and leveraging your unique strengths in an AI-influenced workplace.
When it comes to in-demand skills in 2024, there are two broad categories: technological skills and soft skills. According to McKinsey, high-skill, technical jobs are going to be the most in-demand, such as Artificial Intelligence and Machine Learning. However, the ability to work with AI while also standing out will be crucial. Make informed decisions about your career path by looking closely at what each category entails.
Technological skills in demand:
- Artificial Intelligence and Machine Learning: With the increasing adoption of AI, professionals who can develop and implement these solutions will be highly sought after.
- Cybersecurity: Protecting organizations from cyber threats will remain crucial, creating a rising demand for cybersecurity professionals.
- Data Analytics: Analyzing and contextualizing vast amounts of data collected by AI and automation will be essential.
- Cloud Computing: Designing, implementing, and maintaining cloud-based systems will be increasingly important.
Soft skills in demand:
- Emotional intelligence: Understanding and managing emotions, as well as influencing others, will become an increasingly valued skill.
- Creativity: As automation handles routine tasks, the ability to innovate and create will be highly prized.
- Leadership: Most CEOs agree the foundation of a successful business is the ability of leaders to build relationships with their teams that inspire productivity. This idea isn’t going away.
- Adaptability: Given the pace of technological advancement, the ability to learn quickly and adapt to new situations is crucial.
Career Paths with In-Demand Skills:
Understanding the in-demand skills for 2024 guides individuals looking to grow toward certain career paths where these skills are vital:
- Software Developer: Designing, coding, and implementing IT systems.
- Cybersecurity Analyst: Protecting against digital threats in an ever-evolving online environment.
- Cloud Architect: Designing infrastructure for companies transitioning to cloud-based computing.
- Data Analyst/Scientist: Analyzing and harnessing big data effectively in various contexts.
- Nurse Practitioners and Health Care Support: Roles experiencing a 40% increase in demand.
- Business Management Analyst: Focusing on improving overall business operations considering various contexts.
For those whose current roles or passions may not seem to directly align with the identified top in-demand skills or career paths for 2024, fret not. Your uniqueness and current position still hold relevance in the evolving job market. There is a significant need for collaboration with AI and the enhancement of your distinct human skills.
Your Roadmap to Embracing Job Security
To fortify your job security in the age of AI, consider the following strategies:
- Enhance your unique human skills: Invest in improving your interpersonal skills, decision-making, and effective communication. These skills make you an indispensable asset to any organization.
- Leverage your domain expertise: Capitalize on your years of experience and deep knowledge of your field. If you’re just starting out in a professional career—don’t panic! Build your knowledge bank by seeking out mentors who can help you grow and develop in your industry.
- Diversify your skill set: Sometimes, certain skills obtained in one role or industry can be applied effectively and innovatively in different contexts. The ability to transfer knowledge and contexts is difficult for AI to replicate.
- Adaptability is key: Embrace continuous development, learning new skills, and implementing AI into your daily routine. AI is a tool that will help your effectiveness and job performance.
Job seekers, take heart: your job security isn’t at risk because of AI. Instead, it’s strengthened when you tap into your inherent human traits—your ability to comprehend context and your real-world experience. Embrace these skills, invest in their development, and confidently step into the future where humans and AI collaborate.
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 modern workplaces, the concept of leadership is undergoing a significant transformation. Now, more than ever, candidates are looking for companies that lead with compassion. The traditional authoritarian style of leadership is making way for a more empathetic and compassionate approach. To succeed in meeting business goals, empathic leadership is the key to attracting, engaging, and retaining your talent.
Understanding Compassionate Leadership
What does it mean to lead with compassion?
Compassionate leadership is about creating a work environment where empathy, kindness, and respect are the guiding principles. It stands apart from traditional styles by embracing new ideas or approaches – even mistakes – rather than rigid black-and-white perspectives.
The key characteristics of compassionate leadership include:
- Empathy: Traditional leadership styles often focus more on achieving goals and objectives, sometimes at the expense of understanding the emotional needs of team members. Alternatively, compassionate leaders actively seek to understand and connect with their team members on a personal level, showing genuine care for their well-being.
- Patience: Traditional leadership attitudes may be inclined to reprimand or punish failures. Whereas compassionate leaders recognize that people make mistakes and have different learning curves. Rather than reacting harshly to errors, they see them as opportunities for further growth.
- Recognition: Traditional leaders may not always express appreciation openly or may focus primarily on task completion. However, compassionate leaders prioritize acknowledging and appreciating their team members’ efforts and contributions.
- Respect for Individuality: Traditional leadership styles often lean toward a one-size-fits-all approach, expecting everyone to adhere to specific expectations and standards. Compassionate leadership respects the individuality of team members. It values diversity and inclusivity, creating an environment where everyone feels respected and valued.
- Support: Traditional leaders may prioritize achieving specific performance metrics over personal and professional growth. Thus, there is often limited flexibility to accommodate individual career paths. Compassionate leaders prioritize the holistic development of their team members. This includes job-related skills, personal aspirations, well-being, and work-life balance.
The Impact of Compassionate Leadership on Talent Acquisition
Compassionate workplace culture has the power to attract and retain potential talent in compelling ways:
- Improved Talent Pipeline: The American Psychological Association reports that 92% of workers said it is very or somewhat important to work for an organization that values their emotional and psychological well-being, which compassionate leadership emphasizes.
- Impact on Employee Value Proposition (EVP): Your EVP is essentially what your organization promises workers in exchange for their contributions to the company including company culture and work-life balance. A strong EVP has been linked to a reduction in turnover by up to 28%, reducing cost-per-hire by 43%, and attracting up to 50% more qualified candidates. Companies with a compassionate culture often have excellent EVPs and become the preferred employers for talent with diverse backgrounds.
- Improved Candidate Experience: Compassionate leadership styles often extend their values to the recruitment process. When your organization’s cultures are evident and well represented, it will encourage more applicants who align with those values – ensuring a more mutual fit between the talent and your open roles. This can result in higher candidate satisfaction and a larger talent pipeline of referrals.
- Higher Offer Acceptance Rates: Candidates are more likely to accept job offers from organizations with compassionate cultures. A Society of Human Resource Management report states that companies with strong, compassionate cultures can see up to a 23% higher offer acceptance rate.
- Improved Employee Retention: Compassionate workplaces tend to have higher levels of job satisfaction. According to Gallup, organizations with satisfied employees see a 43% lower turnover rate.
Overcoming Challenges and Misconceptions about Compassionate Leadership
Misconception: Compassionate leadership is unprofessional.
Maintaining professionalism while leading with compassion is a delicate balance.
As a leader, you can demonstrate empathy and support for your team without compromising professional standards. Professionalism requires setting clear expectations and boundaries for behavior, workplace etiquette, and performance. At EG Workforce Solutions, we’ve found consistent success in leading with compassion through consistent, honest, and transparent communication. These are some of the successful ways we have professional, compassionate leadership:
- Encouraging everyone to set their own annual and quarterly objectives that align with our overall business objectives.
- Biweekly 1:1s to discuss personal and professional highs and lows and establish empathetic relationships between supervisors and direct supports.
- Daily morning meetings to check in with people on your team.
- Implemented Career Pathing guidelines to encourage professional growth for our team members.
- Quarterly coaching sessions that include bonuses.
- Shoutouts to team members highlighting their work or accomplishments during our weekly all-hands call.
Misconception: Compassionate leadership equates to leniency.
Some believe that compassionate leaders are overly permissive — allowing employees to get away with poor performance or behavior. However, compassionate leadership does not mean ignoring issues; it means proactively setting expectations and addressing issues in a constructive manner that ultimately helps the individual learn and grow instead of changing through shame.
How compassionate leaders provide constructive feedback:
- Choose the right time and place.
- Plan what you want to say and how you want to say it. Be clear about the specific issue and, together, create a solution to improve the issue.
- Use “I” statements instead of “you” statements to avoid sounding accusatory. For example, say, “I noticed that…”
- Ask open-ended questions to encourage a constructive discussion. Examples include, “How do you think we can address this issue together?” and “What are your thoughts on this situation?”
- Stay open to feedback on your leadership and communication styles.
Misconception: Compassionate leaders can’t make tough decisions.
A common misconception is compassionate leaders struggle to make tough decisions that will be unpopular.
In reality, compassionate leaders can and do effectively make tough decisions focusing on the greater good of the team and organization. While they consider individual needs and concerns, they also weigh the long-term benefits and consequences for the company as well as everyone involved.
Even when delivering bad news, compassionate leaders do so in a respectful and thoughtful manner that helps the employee understand the situation.
Here’s how compassionate leaders navigate challenging decisions:
- Offer Support: Compassionate leaders are invested in their employees’ successful transition to a new employer. They offer practical support, such as helping employees update their resumes, connect with job placement services, and serve as a reference.
- Show Respect: Compassionate leaders prioritize clear and honest communication. Have a transparent discussion with them about the difficult decision and what they can expect moving forward.
- Active Listening: They actively listen to employees’ concerns, questions, and emotional reactions. Compassionate leaders create a safe space for employees to express their feelings and provide opportunities for open dialogue.
- Follow-Up: Compassionate leaders follow up with affected employees. They continue to offer support and provide guidance if needed.
Implementing Compassionate Leadership Throughout Your Organization
The following steps help leaders develop essential compassionate leadership skills:
- Leadership Training: Provide training on empathy, emotional intelligence, compassionate communication, and conflict resolution.
- Develop a Supportive Culture: Foster a culture that values empathy and kindness. Consider your company’s values and current leadership.
- Encourage Open Communication: Create an environment where team members can voice ideas and concerns.
- Role Modeling: Leaders should exemplify compassionate leadership traits.
- Encourage Collaboration: Promote teamwork and collaboration.
Challenges with Implementing Compassionate Leadership
Overcoming barriers, such as resistance to change, traditional organizational cultures, fear of being perceived as weak, and leadership burnout, requires a concerted effort.
Some ways to overcome these barriers and contribute to organizational success may include training and support, reshaping the organizational culture, emphasizing the benefits of compassion, and demonstrating the positive impact on employee engagement, well-being, and productivity through anonymous surveys.
To ensure long-term impact, organizations should:
- Incorporate compassion into mission and vision statements.
- Organize volunteer programs to demonstrate care for social issues.
- Offer regular training on empathy, emotional intelligence, compassionate communication, and conflict resolution.
- Promote compassionate leaders and emphasize empathy in leadership training.
- Continually evaluate and reiterate the importance of compassion in every aspect of the business.
Compassionate leadership is a transformative approach that can lead to happier employees, higher retention rates, and sustained organizational success. The growing trend of candidates embracing compassionate workplace cultures shows organizations must begin implementing strong compassionate leadership. By embracing this, organizations can create a brighter future for their teams and themselves.
Written by Reba Kinne, EG Workforce Solutions Talent Strategist. She has been a compassionate leader for twenty years with nearly three years of talent acquisition experience.
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.
As technology increasingly becomes more advanced, so does the hiring process. Gone are the days of simply submitting a paper resume and waiting for a phone call. Today, HR departments rely on AI tools to sift through countless job applications, making it harder than ever to get noticed as a candidate. But don’t worry! There are steps you can take to optimize your job search and stand out from the crowd. In this post, we’ll explore how you can tailor your resume and interview skills for AI to increase your chances of landing the job you want!
Why You Should Care About AI in Talent Acquisition
As the job market becomes more competitive, companies are turning to AI tools to help them manage their recruitment process. (Read more about AI tools in HR.) This means that if you’re on the hunt for a new job, it’s crucial to understand how these technologies work and why they matter.
Firstly, AI can help HR departments sift through large volumes of resumes quickly and efficiently. Instead of manually reviewing each application, an applicant tracking system (ATS) can do this automatically based on specific keywords or phrases related to the role.
This also means that candidates who don’t optimize their resumes for ATS systems risk being overlooked entirely. That’s why it’s essential to tailor your application materials with relevant keywords and phrases from the job description.
AI is also increasingly being used in video interviewing platforms. These tools use facial recognition software and other algorithms designed to analyze body language and tone of voice during virtual interviews. By understanding how these platforms work, you can learn how best to present yourself during a video interview.
Understanding AI in talent acquisition is vital for anyone looking for a job today. By taking steps such as optimizing your resume and acing your video interviews, you’ll be able to increase your chances of landing that dream job!
Optimizing Your Resume For an ATS
When it comes to optimizing your job search for HR AI tools, the first step is to ensure that your resume is optimized for an ATS. It is used by many companies to filter through resumes and identify candidates who meet their requirements.
To optimize your resume for ATS, start by customizing each application with relevant keywords and phrases. Use specific language from the job description and industry jargon to demonstrate that you have a good understanding of the role and are a good fit for the company – it’s vital to remember to remain truthful on your resume though, only include the accurate information you have relevant to the role. If you want a leadership role, it’s important to include these three traits on your resume.
Another crucial aspect of optimizing your resume for ATS is formatting. Use standard fonts like Arial or Times New Roman in an appropriate size range between 10-12 points. Avoid using graphics, images, or tables as they can confuse the system and cause it to skip over important information. A popular trend seen on TikTok and Instagram is to copy and paste the job description at the end of the resume in white. However, we advise against this because many ATS programs are sophisticated enough to detect the white font and disregard your resume.
In addition, make sure you avoid overly complicated design elements such as too many bullet points or multiple columns. Instead, use simple formatting techniques like bolding or underlining keywords/phrases so they stand out on the page.
Another key factor is the file type. Most ATS systems prefer Word documents over PDFs as they are easier to scan. Make sure you save your document in .docx format to increase its chances of getting through.
Avoid fancy section headings or unusual layouts which could confuse an ATS software program. Keep things clean-cut with standard headers such as “Education”, “Work Experience”, and “Skills”.
Remember that while optimizing your resume for ATS may seem tedious at first, it’s crucial if you want to get noticed by potential employers in today’s competitive job market.
Acing Your Video Interview
Video interviews are becoming more common in the hiring process. AI is used to automatically screen and analyze interviewees. AI algorithms can assess various aspects of a candidate’s video interview, such as facial expressions, body language, speech patterns, and keywords and phrases to gauge their suitability for the role. These tools help talent acquisition teams quickly review and compare candidates. However, it is stressful for the job seeker, and without the necessary video-specific interview prep, it isn’t easy to win a video interview. Being prepared and confident on camera can make all the difference when it comes to winning over a potential employer.
Once you’ve passed the initial screening process and landed a video interview, ensure you’re fully prepared. Practice with a friend or family member beforehand so you can feel confident during the interview. Record yourself answering questions so you can build your confidence on the camera. Dress professionally, sit up straight, and maintain eye contact throughout the conversation.
During the interview itself, be sure to listen carefully to each question before crafting a thoughtful response. It’s okay to wait a few seconds to think about the answer! To impress AI screening during a video interview, job seekers can follow a few key strategies:
- It is crucial to ensure a strong internet connection and a well-functioning video conferencing platform to avoid technical difficulties.
- Applicants should dress professionally and maintain a tidy and appropriate background to create a positive first impression.
- Maintain good eye contact with the camera and speak clearly and confidently, as the AI will analyze speech patterns and non-verbal cues.
- Job seekers can enhance their chances by researching common interview questions and preparing concise and thoughtful responses.
- Demonstrating enthusiasm, passion, and showcasing relevant skills and experiences will help leave a lasting impact on the AI screening system.
By following these tips for optimizing your job search for AI tools and improving your video interview skills, you can maximize your potential as a candidate and stand out from other applicants in today’s highly competitive 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.
There continues to be growing DEI awareness and appreciation for diverse cultures and their contributions in the workplace. May is designated as Asian American and Pacific Islander (AAPI) Heritage Month, providing an opportunity for organizations to authentically celebrate and recognize the rich history, traditions, and accomplishments of the AAPI community. However, it is crucial to go beyond mere token gestures and foster authentic recognition that promotes inclusivity and understanding.
Here are six ways to authentically recognize AAPI month in the workplace, to create a meaningful and inclusive celebration for all.
Educate and Raise Awareness
Authentic recognition starts with education and raising awareness about the AAPI community’s history, cultures, and achievements. Encourage employees to learn about AAPI heritage through workshops, seminars, or guest speakers. Share informative resources, such as books, documentaries, or podcasts that highlight the diverse experiences and contributions of AAPI individuals. By fostering understanding, you can build a foundation for appreciation and respect.
Collaborate with AAPI Employees
Involve AAPI employees in the planning and organization of AAPI Heritage Month celebrations. Seek their input and ideas to ensure that the events and activities are authentic and respectful. Create a diverse committee or employee resource group (ERG) dedicated to planning cultural events, organizing panels, or sharing personal stories. This collaborative approach will not only empower AAPI employees but also promote a sense of ownership and belonging in the workplace.
Celebrate Diversity with Events
Organize a range of events and activities that celebrate the diversity within the AAPI community. These could include cultural performances, traditional food tastings, art exhibitions, or storytelling sessions. Collaborate with local AAPI organizations or community groups to create authentic experiences that showcase the richness of AAPI cultures. Ensure that the events are inclusive, promoting cross-cultural understanding and encouraging participation from employees of all backgrounds.
Amplify AAPI Voices
Use the AAPI Heritage Month as an opportunity to amplify AAPI voices and stories. With permission, consider featuring AAPI leaders, employees, or community members in newsletters, internal communications, or company-wide meetings. Provide platforms for AAPI individuals to share their experiences, challenges, and accomplishments. By giving a platform to hear diverse voices, you foster an inclusive environment where everyone feels valued and heard.
Address Biases and Promote Allyship
Authentic recognition also involves addressing biases and fostering allyship. Conduct diversity and inclusion training that specifically addresses biases against the AAPI community. Encourage employees to examine their own unconscious biases and assumptions, and provide resources to help them become better allies. This may include offering bystander intervention training or sharing educational materials on microaggressions. By creating an environment that actively challenges bias, you can foster a workplace that embraces diversity and equity.
Long-term Commitment
Authentically recognizing AAPI heritage should not be limited to a single month, but should be integrated into the company’s culture and practices throughout the year. Establish ongoing initiatives, such as mentorship programs, leadership development opportunities, or scholarships, that support AAPI employees’ growth and advancement. This long-term commitment sends a powerful message about the company’s dedication to diversity, equity, and inclusion.
Authentically recognizing AAPI Heritage Month in the workplace goes beyond surface-level gestures. It requires a commitment to education, collaboration, inclusivity, and ongoing support. By fostering understanding, celebrating diversity, amplifying AAPI voices, and addressing biases, organizations can create a workplace where AAPI employees feel valued, respected, and empowered. Let us embrace the opportunity to authentically recognize AAPI Heritage Month and work towards a more inclusive future for all.
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.
As we move further into the 21st century, the workplace is rapidly changing due to advancements in technology, globalization, and shifting societal expectations. In order to succeed in this fast-paced and constantly evolving work environment, individuals need to develop a set of skills that will allow them to thrive. Here are the top five skills needed for the future of work:
Adaptability
The ability to adapt to changing circumstances is crucial in the modern workplace. With technology advancing at a rapid pace, job roles and expectations can change quickly. An adaptable employee can navigate changes in technology, processes, and management structures with ease. They can also pivot their skillset to take on new roles or responsibilities as needed.
Digital Literacy
In today’s increasingly digital world, digital literacy is a must-have skill. This includes proficiency with technology such as software programs, cloud-based applications, and social media platforms. In addition to technical skills, digital literacy also involves being able to think critically about digital information and use it to inform decision-making.
Communication
Effective communication is a vital skill in any workplace. As companies become more global and teams work remotely, the ability to communicate clearly and effectively across different platforms and cultures is more important than ever. Strong communication skills also involve active listening, empathy, and the ability to collaborate with others.
Creativity
As automation and artificial intelligence become more prevalent, the ability to think creatively will become increasingly valuable. Creative thinking involves problem-solving, ideation, and innovation. In a rapidly changing work environment, the ability to come up with fresh ideas and new approaches can be a competitive advantage.
Lifelong Learning
Finally, in a constantly evolving work environment, the ability to learn new skills and adapt to new technologies is essential. This means being open to feedback and seeking out opportunities for professional development. Successful employees will be those who are constantly expanding their skillset and knowledge base, and who are willing to take risks and try new things.
In conclusion, the future of work will require individuals to be adaptable, digitally literate, effective communicators, creative thinkers, and lifelong learners. By developing these skills, employees can position themselves for success in a rapidly changing work environment.
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 times of uncertainty, job security becomes a major concern for many individuals. Whether it’s due to economic downturns or changes in the industry, the fear of losing one’s job can be overwhelming. However, there are steps you can take to increase your job security and give yourself peace of mind. Here are six tips on how to increase job security during uncertain times.
Focus on Your Performance
Your performance is one of the most critical factors in job security. Managing the controllables, ensure you’re delivering high-quality work, meeting deadlines, and communicating effectively with your colleagues and superiors. By consistently demonstrating your value, you’re more likely to be seen as an asset to the company.
Stay Informed on Industry Trends
It’s essential to stay informed about industry trends and changes. This will help you anticipate changes that may affect your job and enable you to adapt quickly. Read industry publications, attend conferences, and participate in professional organizations to stay informed.
Expand Your Skill Set
The more skills you have, the more valuable you are to your employer. Identify areas where you can improve your skills and take advantage of any training opportunities available. This will not only increase your job security but also help you advance in your career.
Build Relationships with Coworkers and Superiors
Strong relationships with your colleagues and superiors can go a long way in increasing your job security. Build rapport with your colleagues, collaborate on projects, and seek feedback from your superiors. This will not only improve your job performance but also help you build a support system within the company.
Be Proactive and Adaptable
Uncertain times require flexibility and adaptability. Be proactive in identifying problems and proposing solutions. Be willing to take on new responsibilities and be open to change. This will demonstrate your commitment to the company and make you more valuable as an employee.
Maintain a Positive Attitude
Maintaining a positive attitude during uncertain times can be challenging, but it’s essential. Your attitude can impact your performance, relationships with colleagues, and overall job security. Stay optimistic, stay focused, and remain committed to your work.
Job security is essential during uncertain times. By focusing on your performance, staying up-to-date on industry trends, expanding your skill set, building relationships with colleagues and superiors, being proactive and adaptable, and maintaining a positive attitude, you can increase your job security and give yourself peace of mind. Remember, job security is not just about what the company can do for you, but also what you can do for the company.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
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.
Exit interviews are a great way to gain valuable feedback from employees who are leaving your company. However, if not conducted correctly, these interviews can be meaningless and potentially damaging to your organization. Here are the top do’s and don’ts to make the most out of exit interviews.
Do’s:
1. Be prepared: Before conducting an exit interview, prepare a list of questions that will help you understand why the employee is leaving and what the organization could have done differently.
2. Let the employee speak: Let the employee speak candidly and listen actively. Encourage them to share their honest opinions and refrain from interrupting them, defending the organization, or arguing with them.
3. Give feedback: After the employee shares their feedback, thank them for their candor, and provide feedback on how the organization intends to address their concerns.
4. Maintain confidentiality: Ensure that the employee feels comfortable sharing their feedback by maintaining confidentiality.
5. Use the information wisely: Use the information gathered from exit interviews to improve the organization’s culture, policies, and practices and to help retain future employees.
Don’ts:
1. Wait too long: Conduct the exit interview as soon as possible after the employee leaves. Waiting too long can make the interview feel less meaningful or less useful.
2. Be defensive: Refrain from becoming defensive or confrontational if the feedback is negative. Avoid getting personal or blaming the employee for leaving.
3. Ignore the information gathered: If the feedback is negative, don’t ignore or dismiss it. Instead, use it to make positive changes within the organization.
4. Disparage the employee: Avoid making negative comments about the employee or their performance during the exit interview. This can create a negative impression of the organization and make the employee feel uncomfortable.
5. Make false promises: Don’t make promises that the organization cannot keep. Be honest about what can and cannot be done in response to the employee’s feedback.
Exit interviews can be a powerful tool for organizations to improve their culture and retain their employees. By following these do’s and don’ts, organizations can conduct effective and meaningful exit interviews that can help them grow and succeed.
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.
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.