Job interviews can be nerve-wracking, but with the right preparation, you can confidently articulate your value to employers. Here’s how to answer some common interview questions:
- “Tell Me About Yourself”
This open-ended question is often used to start the interview. It’s your chance to make a great first impression.
- Strategy: Focus on your professional journey, highlighting key achievements and relevant experiences. Briefly mention your educational background, professional experiences, and current career goals.
- Example: “I graduated with a degree in Marketing and have spent the last five years working in various digital marketing roles. At my current job, I led a campaign that increased online engagement by 30%. I’m now looking to leverage my skills in a more challenging environment where I can further develop my digital marketing expertise.”
- “What Are Your Strengths?”
This question allows you to showcase the qualities that make you a great fit for the role.
- Strategy: Choose two or three strengths that are relevant to the job and provide examples to back them up.
- Example: “One of my key strengths is problem-solving. In my previous role, I was able to identify a recurring issue in our workflow and implemented a solution that increased our team’s productivity by 20%. Another strength is my ability to communicate effectively, which has been crucial in managing successful client relationships.”
- “What Is Your Greatest Weakness?”
Interviewers ask this to assess your self-awareness and honesty.
- Strategy: Choose a real weakness, but one that is not a deal-breaker for the job. Explain how you’re working to improve it.
- Example: “Earlier in my career, I struggled with public speaking. However, I recognized this as an important skill and have since taken courses and volunteered for presentations to improve. While I’ve made significant progress, I continue to seek opportunities to develop this skill further.”
- “Why Do You Want to Work Here?”
Jobseekers often think this is a trick question since many job seekers are motivated by the size of their paycheck, and interviewers understand compensation is a main motivator to work. However, this question checks your motivation and whether you’re a good fit for the company culture. Essentially, it’s asking, “Why do you want to work here rather than a competitor?”
- Strategy: Show that you’ve researched the company and align your career goals with the company’s mission.
- Example: “I’ve been following your company’s growth for the past few years and am impressed with your commitment to innovation and excellence. I’m particularly excited about this role because it aligns perfectly with my passion for sustainable energy solutions, and I’m eager to contribute to a company that’s making a real difference in the world.”
- “Describe a Challenge You Faced and How You Overcame It”
Employers ask this to gauge your problem-solving skills and resilience.
- Strategy: Use the STAR method to describe the Situation, Task, Action, and Result.
- Example: “In my last role, our team faced a significant budget cut. My task was to maintain the same level of service with fewer resources. I analyzed our processes, identified areas of inefficiency, and implemented changes that not only absorbed the budget limitations but also improved our overall output. As a result, we managed to increase our client satisfaction scores by 15%.”
- “Where Do You See Yourself in Five Years?”
This question aims to understand your career aspirations and whether they align with the company’s growth path.
- Strategy: Express your long-term career goals, but ensure they are realistic and related to the position you’re applying for.
- Example: “In five years, I see myself in a managerial role within this industry, leading projects and driving innovation. I am particularly interested in growing my skills in strategic planning and team leadership, and I believe this position aligns well with those goals.”
- “How Do You Handle Stress and Pressure?”
Employers want to know how you manage challenging situations.
- Strategy: Provide specific examples of stressful situations and describe how you effectively managed them.
- Example: “When under pressure, I focus on prioritizing tasks and breaking them down into manageable steps. For instance, during a product launch at my last job, I faced tight deadlines and high expectations. I stayed organized and calm, which helped me to successfully meet each milestone without compromising on quality.”
- “What Motivates You?”
This question reveals what drives you in your professional life.
- Strategy: Discuss motivations that relate to the job and the company’s values.
- Example: “I am highly motivated by continuous learning and growth. The opportunity to tackle new challenges and constantly improve my skills is what excites me about this field. I’m also motivated by working in team environments where collaboration leads to innovative solutions.”
- “Tell Me About a Time You Made a Mistake and What You Did to Correct It.”
This question assesses your ability to take responsibility and learn from errors.
- Strategy: Choose a real mistake, but not one that has catastrophic consequences. Explain what you learned and how you rectified it.
- Example: “In my previous role, I once sent out an email campaign with an incorrect link. I quickly realized the mistake, sent a corrected version, and put new checks in place to prevent similar errors. This experience taught me the importance of double-checking even small details.”
- “Why Should We Hire You?”
This is your chance to sell yourself as the best candidate for the job. Think of it as an elevator pitch about why you’re the best fit for the role!
- Strategy: Summarize your experiences, strengths, and achievements that are relevant to the job and explain how they make you the ideal candidate.
- Example: “You should hire me because I bring a unique combination of skills and experiences that align with this role. My extensive background in project management, coupled with my proven track record in improving operational efficiency, makes me well-suited to leading your team to achieve its goals. Additionally, my passion for this industry and commitment to excellence will add value to your company.”
+1. “Do You Have Any Questions?”
Remember, interviews are a two-way street of communication, and the hiring manager will expect you to ask a few questions as well. Asking insightful questions can leave a lasting positive impression on the interviewer, demonstrating your thorough preparation and genuine interest in the position and the company.
- Strategy: Asking 3-5 thoughtful questions can show your enthusiasm for the role and your strategic thinking skills. Prepare a few questions in advance, but also try to formulate a couple of questions based on the interview conversation to demonstrate your active listening skills in real time.
- About the Role: “Can you describe a typical day in this position?” This shows you’re interested in understanding what your daily responsibilities and tasks would be, indicating your eagerness to prepare for the role.
- About the Team: “Can you tell me more about the team I’ll be working with?” Understanding the team dynamics gives insight into the company’s structure, the amount of collaboration, and how you would fit in.
- About Company Culture: “How would you describe the company culture here?” This indicates your interest in the company’s work environment and your desire to fit into it.
- About Growth and Development: “What opportunities are there for professional development and growth within the company?” This question shows your ambition and commitment to growing within the company.
- About Feedback: “What is the company’s approach to feedback and performance reviews?” Understanding how feedback is given reflects your willingness to learn and improve.
- About Future Goals: “What are the company’s goals for this year, and how does this role contribute to achieving them?” Asking about the company’s future shows your interest in how your role fits into the largest objectives of the business.
- About the Post-Interview Process: “What are the next steps in the interview process?” This should be your last question as it indicates your eagerness to proceed and gives you a clear idea of the timeline.
The key to answering interview questions effectively is preparation and practice. Understand the role and the company, reflect on your experiences, and prepare structured responses. With this approach, you’ll be able to present yourself as a competent and thoughtful candidate, ready to take on new challenges.
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.
Our world is constantly evolving and filled with innovation. Businesses must stay ahead of the competition by keeping up with the latest trends, tools, and technologies. It can be difficult to decipher between these resources and know how to build the perfect technology toolkit for their needs. That’s where EG Tech comes in. Our innovative service is designed to assist businesses in navigating this tech landscape with ease with the best talent in the technology industry.
Introducing EG Tech
EG Tech is a technical recruitment solution poised to help businesses navigate the digital age successfully. Led by experienced industry experts and a team of Talent Strategy professionals, who have a deep understanding of the digital landscape, EG Tech can find your organization the best possible technical talent in the quickest possible timeframe. With a company history of over 65 years in the recruitment industry, we have helped numerous businesses find, keep, and grow great talent – now including technical professionals.
EG Tech is designed to help businesses get the most out of their technical recruitment needs. We provide a suite of skills capabilities expertise that covers all aspects of a business’s IT needs, from software development to systems integration. This means businesses can rely on EG Tech to provide a one-stop shop for all their tech needs. Whether you need assistance in recruiting IT professionals in custom software development, cloud migration, or cyber security, EG Tech is here to help you succeed.
Our Approach to Tech Consulting
At EG Tech, we believe the best way to achieve success in the digital age is by creating a strong partnership with our clients. We take the time to understand your business operations, goals, and objectives. By doing this, we can offer customized and tailored solutions that fit your specific technical recruitment needs.
Why EG Tech?
Our team of experienced Talent Strategists is constantly evolving to keep up with emerging trends, tools, and technologies. This means that clients trust us to provide the most up-to-date and relevant recruitment solutions to help their businesses succeed. Our proven track record of successful projects and satisfied clients is a testament to our commitment to excellence.
Customer Success Stories
EG Tech understands our clients are our most valued assets. That is why we pride ourselves on our proven track record of successful projects and satisfied customers. We have helped businesses of various sizes, across multiple industries, achieve technical recruitment success in the digital age. Read EG Tech case studies, where we have thought outside of the box to fill skills gaps and filled roles in just 5 days.
The digital age is here to stay, and businesses must adapt to these changes to stay competitive. At EG Tech, we are committed to helping businesses navigate this complex maze of digital tools and technologies with ease through our expertise in technical recruitment. Our commitment to excellence, coupled with our proven track record, makes EG Tech the ideal partner to help your business succeed in the digital age. Contact us today to learn from our Tech Talent Strategists.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Job searching can be challenging, especially if you’re not hearing back from employers. Here are seven tips to ensure your resume gets noticed by hiring managers.
1. Tailor your resume to the job you are applying for: Review the job description and customize your resume to highlight your relevant skills and experiences that match the job requirements.
2. Use keywords: Incorporate relevant keywords from the job posting into your resume. Many companies use Applicant Tracking Systems (ATS) to screen resumes, and including keywords can help ensure that your resume gets past the initial screening.
3. Highlight your achievements: Instead of just listing your responsibilities, showcase your accomplishments and quantifiable results. Employers are interested in what you have achieved, so make sure to emphasize your successes.
4. Keep it concise: Your resume should be easy to read and should not exceed two pages. Use bullet points to make it easier for employers to scan your resume quickly.
5. Use a professional format and font: Make sure your resume is easy to read and uses a professional format and font. Use a standard font such as Times New Roman or Arial, and avoid using bold or italic fonts excessively.
6. Proofread: Make sure to proofread your resume for spelling and grammatical errors. Ask a friend or colleague to review it as well to catch any mistakes you may have missed.
7. Network: Utilize your personal and professional networks to help get your resume in front of employers. Attend networking events and job fairs, and reach out to contacts in your industry to see if they know of any job openings that might be a good fit for you.
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 November 2022 survey, 47% of businesses reported they had job openings they could not fill. The struggle to find top talent continues for many industries; however, macroeconomic factors are not the only problematic hiring barriers. A company’s hiring processes and procedures can significantly influence its ability to attract and engage talent. Organizations can assess their recruiting pain points by developing an internal recruitment scorecard to identify improvement opportunities.
A talent scorecard is a business tool that can help you track your recruiting efforts, determine whether your strategies are practical, and measure the factors that impact your costs. It also enables you to track individual positions and identify where you may need to save money or where you need to invest more effectively to meet your goals. The following five are great places to start when creating your scorecard.
Applicant Tracking System Configuration
A robust applicant tracking system (ATS) can impact future success, so it’s essential to ensure appropriate steps are built in from the onset. For example, an easy way to track candidates’ work histories should be integrated with your internal HR software. This information can then be used to create reports showing the period between jobs for specific candidates, giving you an edge when considering applicants with long periods of unemployment or frequent job hopping.
A company can provide its recruiters with the proper tools to engage candidates effectively. For example, by giving a recruiter access to an applicant tracking system (ATS), they can easily track and manage their candidate pool and identify potential applicants. To build a solid foundation for your recruitment efforts, establish policies and procedures for your company that allow for actionable reports. Also, ensure you enable your recruiters by providing them with the tools they need to engage candidates, such as documentation meeting the requirements with regulations and an ATS that integrates with other systems.
Job Post Visibility
When building a recruitment scorecard, job post visibility must be a consideration. The most well-crafted job posts mean nothing if candidates don’t see them. Your organization must have a strategically documented job posting strategy beyond simply posting to application sites or the company’s career page on your website. For example, post in relevant niche communities and industry association websites, LinkedIn groups, and your company’s network of social media accounts. That lets you see the medium and audience most effectively for your jobs. By keeping track of all these metrics, you can make informed decisions about where your jobs will reach the most relevant candidates.
When you post a job, ensure a relevant role or title is associated with the position. Also, ensure that your company’s career page allows job seekers to find open positions easily by having a tab highlighting current open positions. This can help build your recruitment scorecard by, instead of focusing solely on resumes and candidate profiles, recruiters will have insight into which candidates truly see jobs in real time.
Sourcing Capabilities
A business’s recruiting capabilities are only as good as the candidate pool it has access to. Sourcing channels will affect the type of candidates you attract and how easily they can be found. The more effectively you recruit, the easier it will be to keep your business moving forward. When considering your talent scorecard’s sourcing capabilities, ask yourself if the sourcing channels are bringing candidates that fit your needs. Can you access the best candidates for the roles you have available? And are you tapping into available networks and relationships with people who could help you find great candidates?
Adding a sourcing section to your scorecard will help determine which candidates fit your company culture. This will allow you to track how much time recruiters spend on sourcing versus other activities and demonstrate its value to those who doubt its efficiency. For example, suppose one recruiter spends 30% of their time on sourcing efforts and lands 10% of their job placements from that effort, while another dedicates 40% of their time and gets 20%. In that case, which approach is more effective for your organization becomes apparent.
Hiring Manager Training and Experience
Hiring managers play a vital role in successful recruitment, and they need ongoing development and education to fulfill their roles well. This means providing tools and training for them to excel at their jobs. Hiring managers require ongoing training because the company needs to change frequently, and new employees will always join your organization whose needs may differ from those currently employed. You should provide opportunities for hiring managers to develop their skills through workshops or online resources that offer tips on improving performance.
As hiring managers gain experience and training, they can use the tools you provide more effectively, develop new ways of recruiting talent and have a broader understanding of how your industry fits into the bigger picture of the business. To build a recruitment scorecard that works, it’s essential to consider whether hiring managers are trained and experienced in interviewing candidates and assessing their suitability for the role. It’s also vital that they understand that candidates are also interviewing them and evaluating their working environment. Other factors include hiring managers feeling supported and confident through the recruitment process; you should also ensure you have built relationships with them so that they feel valued by your organization.
Your Brand and Value Proposition
When recruiting and retaining top talent, a company’s reputation is everything. Employer branding is shaping that reputation by promoting your organization’s unique cultural differentiators and amplifying them so you can position yourself as a top workplace. To do this, you must ensure your recruiting efforts are on point. You can check ratings on sites like Glassdoor and Indeed to learn what people say about the company. You can also look for comments online or reach out directly to current employees to understand their feelings about working there and where they think the company can improve.
A recruitment scorecard helps you track and improve your hiring process’s efficiency. Assessing the job posting process, how hiring managers interact with candidates, and even how you communicate internally about candidates can help you identify areas for improvement in a successful start to building a recruitment scorecard.
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 May, and that means it’s Mental Health Awareness Month. This is a time to spotlight and raise awareness about the importance of good mental health. As we continue to drudge through the pandemic, social unrest, and other stressors, more and more business leaders are making mental health in the workplace a priority. Companies are recognizing that employees’ moods, thinking patterns, and behaviors impact everything from productivity and communication to safety.
Supporting your employees while they focus on their mental health could be one of the most important steps any employer can take to improve an individual’s well-being and the entire organization’s health. Here are seven ways business leaders can create a mentally healthier workplace.
Encourage a Healthy Work/Life Balance
Achieving a healthy work-life balance is essential to keeping employees engaged and inspired at work. Encourage your employees to take regular breaks Praising employees for working extra hours often backfires because it raises turnover rates and lowers staff morale, productivity, and negatively impacts company culture. Prevent burnout and the negative consequences associated with it, such as a 50% decrease in shared performance goals. Meet regularly with your employees to discuss ways to avoid burnout—such as encouraging workers to share their ideas or asking for anonymous input through an online survey.
Companies fight burnout by encouraging remote work opportunities. Remote work relieves stress, increases productivity, and helps employees maintain a healthy work/life balance. Managers are also checking in with individual employees or groups to see how they’re doing outside of work and in it. Allowing managers to ask questions about what’s happening in an employee’s life shows genuine interest in them and makes them feel important. There are several ways companies fight burnout. The most important is allowing employees to take a vacation or personal time when they need it to recharge and return to work refreshed and ready for action.
Make Mental Health Part of Company Culture
91% of employees believed that a company’s culture should support mental health. As a leader, you can encourage and reinforce good mental health at work by making it part of your company culture. By developing a culture to help those who struggle and communicating how they can receive it, you’ll create a supportive workplace environment. Making mental health part of company culture looks like having an open and safe place where employees can raise any concerns or talk about difficult issues in or out of the workplace. A simple way to start this process is to make time in one-on-one meetings with your employees. These can occur every week, every other week, or once a month.
You can also hold workshops to discuss topics such as managing stress, time management, conflict resolution, and communication skills. Allowing employees to learn new skills will enable them to feel more confident when dealing with challenging situations at work. This can strengthen relationships between employees and employers and allow both parties to communicate more effectively.
Offer Mental Wellness Tools
Many mental issues go untreated because employees do not recognize the signs and symptoms of mental illness. To help raise awareness and encourage employees to get help, many companies offer screening tools and resources. If your company does not provide mental health benefits, consider adding these services to boost employee morale and help people who need support. Apps such as Calm for Business or Headspace for Work can make emotional wellness more achievable for your employees.
Mental Health America offers free screening tools to help employees anonymously assess their risk factors for common mental health conditions like depression or anxiety. Employees who recognize that they are at risk for such issues may be more likely to seek treatment. Mental Health America has tools, such as blogs on how to live mentally healthy, recovery guides, and support tools which can be found on their website under the “live mentally healthy” tab.
Highlight EAP Benefits
Offering EAP (Employee Assistance Program) benefits that allow employees to access a handful of free therapy sessions is essential. However, many companies fail to spend enough time reminding employees how they can access and use these services. It’s crucial employers take steps to ensure their workers get the help they need.
While employers cannot force employees to use EAP, they can encourage them. When you remind your employees how much the program benefits them also remind them it’s free and confidential. Reminding your employees that they have access to EAP is one way to ensure that they take advantage of this valuable resource.
Prioritize Wellness
Employee health is a top priority for many employers. 54% of employees believe that their companies are focusing on mental health equally or more than other priorities. When employees feel good, they are more productive and tend to miss less work. Some companies promote employee wellness, such as meditation, fitness centers, or by providing healthy snacks and drinks. Some companies even offer lunchtime yoga classes or meditation sessions before meetings so employees can clear their minds and reduce the buildup of stress.
Employers who want their employees to have a healthy work-life balance should exemplify how it’s done. Setting boundaries as a boss will show your employees that it’s essential to have time away from work and not expect immediate responses during non-business hours. For example, don’t email after working hours or make requests on weekends. By setting boundaries, you are encouraging other people to do the same.
Offer Growth and Development Training
Employers should provide their employees with personal growth and development training. This is especially important for employers who want to keep their staff healthy and happy. To keep your employees happy and engaged, give them personal growth and development training. It’s vital for employers to recognize the effects of stress on their employees.
The more your team members know about self-care and resiliency strategies, the less likely they are to be stressed out or burnt out by work. For example, a few half-day workshops held throughout the year on balancing your work and personal life, stress management, or goal setting will go a long way towards preventing problems and emphasizing the importance of building healthy strategies in your daily life.
Remove the Stigmas Surrounding Mental Illness
Many companies reduce this stigma by promoting open conversations about mental health, offering health care benefits, encouraging employees to take time off if they need it, and providing resources like confidential counseling sessions. Companies can help reduce this stigma by taking action, such as discussing mental health benefits in company-wide emails or during all-hands meetings and creating ongoing mental health awareness campaigns.
Companies can help reduce this stigma by keeping it simple and taking action within the office. Discussing mental health benefits in company-wide emails or during all-hands meetings is an effective way to communicate that seeking mental health care isn’t a luxury or a sign of weakness or create ongoing mental health awareness campaigns, or offer training and workshops that educate employees about mental illness and encourage them to seek help.
Mental illness is a serious issue and can affect anyone at any time. Organizations are increasingly showing concern for their employees’ well-being by offering access to mental wellness tools, making mental health part of company culture, offering EAP benefits, and prioritizing wellness. By removing the stigma around mental illness, showing concern for your employee’s well-being, and providing resources they need to maintain their mental health, you can help them feel comfortable seeking care without fear of judgment.
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 the wake of a global pandemic and seismic shifts in our culture and the way we work, people from all walks of life are taking long hard looks at their jobs—and deciding to leave. Many of those people are seeking more than just a better paycheck or a change of scenery, they’re looking for something more. Something that makes their lives more fulfilling. Here are a few ways you can help your current workforce find happiness right where they are.
Don’t Delegate Drudge Jobs
Make daily work life more interesting by giving employees responsibilities that go beyond their assigned tasks. For example, offer them committee memberships that can influence product development, include them in decision making, or assign them to high-profile projects.
Provide Regular Reinforcement
This one’s easy to do but also easy to forget. People want to know how they’re doing, both in terms of meeting expectations and where they need improvement. So tell them. Offer rewards and recognition as well as coaching that leads to greater success.
Avoid the Blame Game When Challenges Arise
When a problem occurs––when a worker falls short on a task—focus first on the work system rather than the person. Analyze what factors may have led to the problem. If you conclude the individual, not the system, was at fault, try resolving any issues with that employee first, before heading to HR.
Be Ready to Listen
The first step toward happier employees isn’t you talking. It’s you listening. Yes, you can guide workers by asking questions, but then allow them to express themselves. And don’t be afraid to ask for advice or opinions.
Don’t Forget Compensation and Titles
For employees, the basics are always the same. They want to feel properly compensated, appreciated, and rewarded. So monitor pay and development. Make sure you’re offering training and opportunity for workers to learn new skills and promotions. Then recognize them—with increased pay and new titles—when appropriate.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
With the Great Resignation upon us, you may have thought about leaving your job occasionally too. The pandemic has created an opportunity for many to re-evaluate their careers, and for many, that has meant resigning from their position for something new. It may feel tempting to quit your job right now because you believe you’ll be able to find something better – and you might – but there are also reasons you might not want to leave your current job. Here are three reasons why you should stay in your current role.
You Like the Work You Do
You may not enjoy every day at work or every task you do, but if you overall like the work you do, it might not be the right time to move on to a new position. If your job gives you value, you’re able to challenge yourself or help others; you’ll find satisfaction in the work you do. If you feel excited when you’re able to see the results of your work or know the work you’ve done has contributed to the company’s overall success, then it’s a good bet that you do generally enjoy the work you do.
You Like Your Coworkers
Often, your coworkers can make or break your working experience at a company. Who you work with matters – no, you don’t have to be best friends with your coworkers, but being able to get along with them is crucial at work. Being friendly with your coworkers at work can definitely make life easier. You’ll have people to chat with during breaks, you’ll have someone to sit next to in a meeting, and you’ll have automatic lunch plans if you don’t want to eat alone. Liking your coworkers means you’ll be able to form relationships that will lead you to more overall job satisfaction; you’ll feel more motivated and productive since you’ll be more comfortable at work.
You See a Future at the Company
Seeing a career path or having opportunities for your professional development is a great reason to stay at your current job. However, if your current company takes the time to invest in your growth – or encourages you to do so, don’t take that lightly. Not every company offers this kind of career development or even the transparency to see what your future could look like. Still, some other companies won’t or can’t provide you with development opportunities.
If you’re considering leaving your job as part of the “Great Resignation,” stop and consider these three things first. If you’re in a company where you generally like the work you do, get along well with your coworkers, and can see a future at your company, these are all great reasons not to leave your job. However, if your current employer lacks these things, it might be time to give EG a call to find your next great opportunity!
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.
By now, you’ve probably heard the term the “Great Resignation,” but what exactly is it? After the stay-home orders went into place last year, millions began working remotely or became unemployed. However, now that companies want their employees to return or back up and running, many organizations struggle to attract and retain talent. This has put the labor market in a precarious position as thousands and thousands of people are resigning if their companies will not or cannot support the flexibility they’ve grown accustomed to over the past year and a half.
Why are Employees Resigning?
Millions of employees are resigning because they no longer want to work in the same ways they did pre-COVID. If people went remote at the beginning of the pandemic and then suddenly are supposed to return to the office full time without the option to work remotely on occasion or have the option for a flexible schedule, organizations are at serious risk of losing their employees.
Many people found the new work-life balance of working remotely or having a flexible schedule an increased quality of life. However, others no longer want to return to the monotony of desk or industrial jobs. They’ve learned new skills during the downtime brought on by the pandemic and want to find a new role that fits these new skills and passions. Still, others want to find jobs where they can work shorter hours or flex their schedules to spend more time with their families or doing other hobbies. Finally, others have decided to join the “gig economy,” which allows them to completely set their own schedules since they contract themselves out to different organizations or projects.
How Will Companies be Affected?
Companies that do not adapt to meet the needs of their employees will experience high turnover as a result of the “Great Resignation.” With turnover, your remaining employees will be affected by larger workloads and will be more likely to disengage from their work or even burnout, leading to more turnover.
Companies will also see their bottom line be affected if they have a sudden high turnover. Obviously, with less staff, there will be a loss in outputs and productivity, negatively impacting your bottom line. Organizations’ bottom line will also take a hit in the higher recruitment costs. Finding employees is a large financial undertaking in this tight market. In fact, the average cost per applicant in 2020 is $12 – this is likely even higher now.
How Can Companies Stop the Turnover?
To stop a high turnover rate resulting from the “Great Resignation,” put your employees first in every way possible. For example, hold open communication forums or town hall meetings where your team can share their thoughts and concerns, make sure they feel heard and value, continue to offer flexibility whenever possible, and provide development opportunities so they can continue to grow. You can learn more about top retention tactics in one of our earlier blogs.
The “Great Resignation” is changing the recruitment and retention landscape forever. Employees hold the power over what they value most in their careers – if your company no longer meets these value needs, you’re at risk of high turnover as part of the “Great Resignation.” Taking care of your employees and valuing their needs will be the best way organizations can combat losing their top 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.
Job searching can be a very emotionally challenging experience. It’s filled with peaks and valleys; there will be victories and disappointments. This range of emotions can make job searching difficult to cope with – especially if you’re an anxious person. So here are three coping skills you should know if you are an anxious job seeker.
Understand the Job Search Process
Understanding the job searching process is one of the key ways to cope with anxiety in your search. There will be a gap between the time you hit submit your application to the request for an interview to then an offer or declination. In short, don’t expect to find a job overnight – it takes time. There will be positions you apply for that you won’t be asked to interview for, you’ll do interviews but not get an offer, or you may get an offer but decline the job.
This is why it’s crucial to apply continuously for jobs and be intentional about the jobs you’re applying for. Doing this work on the backend will relieve anxiety since you’ll have multiple applications out there, which increases your chances of landing an interview, and being intentional about the roles you’re applying for will make it more likely that you will want to accept an eventual offer.
Take Breaks from Job Searching
During your search, taking breaks is vital for managing the anxiety that comes to job seekers. Knowing when to step away from sending applications or tailoring your resume will help you keep your mental health and refocus your mindset. Turn off notifications on your phone for emails or job alerts for set periods of time to force yourself to unplug. Do a hobby you enjoy to clear your mind. Meditate or exercise to reset your mind. Taking breaks from your job search will help you stay more positive through the process, improve your mental health, and reduce job search anxiety.
Don’t be Afraid to Ask for Help
Talking to others is a great way to relieve stress and anxiety in your job search. Don’t be afraid to ask for help – especially if you’re really struggling with anxiety in your search. Reaching out to your network can fill you in on positions you weren’t aware of; they can put in a good word for you or even talk you through the emotions you’re feeling. We’ve all struggled in a job search at one point or another, so chances are pretty high that someone in your network knows exactly what you’re feeling and can help you through it.
Reaching out to a recruitment agency is also a great way to ask for help in your job search. Recruiters can give your resume and interview assistance, help you apply for more jobs, mentor you through the process, and be an advocate for you as a candidate.
Don’t let anxiety get the best of you during your job search! Using these coping skills will relieve the anxious feelings as a job seeker. Knowing the general job search process will help you understand the approximate timeline it takes from application to interview to offer. Taking breaks from your search will help your mental health and give time to refocus your mindset. And finally, not being afraid to ask for help in your search; whether from your network or reaching out to a recruitment agency, having more people in your job search corner can only benefit you! Keeping anxiety out of your job search will help make it a more positive experience and keep your mental health from suffering.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Hiring great candidates comes with many challenges your recruitment team encounters. Your candidate experience plays a significant role in bringing in that top talent to your organization; however, many times, applicants fall off if the process is slow, unwelcoming, or unengaging. Here are three ways to improve your candidate experience to hire rock star talent for your organization.
Keep the Hiring Processes Moving
From the time a candidate hits submit on their application, there should be a quick response or confirmation that their resume was received. From there, if your hiring team feels the candidate would be a good fit, there shouldn’t be a delay in getting an interview scheduled. After the interview process – which, if prolonged, your hiring manager should remain in contact with the candidate – a job offer should be made promptly.
When hiring managers drag their feet through the recruiting process, everyone involved is negatively affected. Great candidates will drop off if they don’t feel like they are progressing in the process. The company will lose out on hiring top talent. Companies must cut out the delays that hamper the hiring process or risk losing candidates to the competition.
It’s essential to make the distinction between keeping the hiring process moving and rushing to hire. Hiring candidates as fast as possible without proper vetting can lead to more problems in the end as you’ll see higher turnover and decreased employee engagement. So while you need to go through the proper vetting process, it’s vital to ensure your hiring manager stays in contact with your top candidates, so they don’t move on to other opportunities.
Source Diverse Talent
With many companies focused on diversity and inclusion goals, hiring managers should include these goals in their recruitment strategies. Bringing in a more diverse group of candidates can help you identify gaps in the hiring process where certain groups of people might feel excluded or unwelcome. This can be anything from how the job descriptions are written to how a minority, female, or LGBTQ+ person feels during an interview. By sourcing a diverse talent pool and identifying any gaps that might exist in your recruiting process, you can start to remedy them and improve your overall candidate experience.
Make the Hiring Process Engaging
As organizations continue to integrate technology more deeply into their screening and hiring processes, it’s important to remember that this non-human touch can only take the hiring strategy so far. Technology has been a significant asset in the hiring process; while it has many benefits, organizations need to balance efficiency, engagement, and personalization. If a candidate feels like they’ve never had a human connection in the hiring process, they may be turned off. Relying solely or mostly on technology to move candidates through the hiring process, you run the risk of candidates feeling more like a commodity and less of a potential value add to the organization.
Instead of relying on technology to find the perfect candidate, hiring managers should use it to free up their time on sourcing so they can engage more deeply with the applicants seeking a position at their company.
Having a stellar candidate experience is crucial to a successful hiring strategy. Taking care of your applicants will keep top talent in the pipeline and lead to more strategic hires for your organization. Start improving your candidate experience by keeping the process moving; there shouldn’t be long gaps between the application, communication, and interview(s) with the candidate. You’ll also want to source diverse talent to get different perspectives on areas you can do better in. And finally, make the hiring process engaging and human – no one wants to feel like a machine picked their resume.
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.