It’s Not You, It’s Bad Company Culture!

HMG Success on October 22, 2018

Sometimes, the hardest part of a person’s job has nothing to do with the tasks they need to complete. Instead, the environment itself creates the biggest challenges.

When the things that are making it harder to remain productive include workplace politics, poor communication, constant turnover, or interpersonal issues among team members, you might not actually be the problem. Instead, the bad company culture is taking everyone down, creating a sinking ship where everyone is simply trying to avoid being sucked under.

If you are wondering whether your company’s culture is harming you or your career, here are some signs it could actually be the problem.

Gossip Reigns

When a workplace is plagued with gossip, even if it isn’t always malicious, it breeds an environment where distrust can thrive. Even in the mildest of cases, employees begin to wonder if they are also a topic of conversation, and that can leave people paranoid and suspicious.

In worst-case scenarios, gossip can quickly turn into bullying and trash talking, both of which are incredibly harmful. And, unless management is prepared to intervene, the culture will suffer until someone chooses to act.

Negativity

While it isn’t uncommon for co-workers to discuss the merits of a particular approach to a task or project, if the tone is always that everyone will inevitably fail, that’s a sign of a toxic environment. Plus, if management also tends to focus on the negative, the situation is even more pervasive, as most workers take their cues from leadership regarding what is an acceptable mentality.

If poor attitudes are incredibly prevalent in your workplace, the culture is likely similarly negative. Over time, this can wear you down. Plus, it makes collaborative duties significantly harder to manage.

Overly Competitive

In some cases, a little friendly competition can actually be motivating. However, if the workplace is competitive to the point where team members will sabotage one another as a means of getting ahead, the environment is toxic.

An overly competitive workplace breeds feelings of distrust. Instead of co-workers banding together to solve problems and help the company thrive, they begin to focus on outdoing each other, and that rarely yields positive results.

If management reinforces this form of competitiveness, that’s an even more troubling sign, as it shows company leaders are willing to pit employees against one another instead of creating a collaborative environment based on group accomplishment.

The Blame Game

When something goes wrong at work, do people take ownership of their mistakes, or do they automatically try to find someone else to blame for what went wrong? If you are in the latter situation, that’s a strong sign of a poor company culture.

While admitting to one’s mistakes is always difficult, being able to do so shows self-awareness and an environment based on accountability. If no one is willing to even humor that they may have made a misstep, then it’s easy to start believing that you can’t rely on anyone, creating additional feelings of distrust.

Ultimately, any of the signs above could indicate that the issue isn’t you, it’s a bad company culture. If you are interested in learning more or are seeking out new opportunities with some of the area’s leading companies, the professionals at The Advance Group can help. Contact us to discuss your ideal workplace today and see how our services can make finding an employer with an excellent company culture easier than ever before.

Don’t “Ghost” Employers!

HMG Success on October 19, 2018

When it’s a job seeker’s market, candidates have a surprising amount of power. However, a side effect of shrinking labor pools and low unemployment has been the increased rate of candidates deciding to “ghost” potential employers.

For example, some job seekers are choosing to no-show to interviews, instead of canceling in advance. Others are deciding not to return messages from recruiters and hiring manages, providing no information prior to disappearing. In the worst scenarios, job seekers who recently accepted a role are just not showing up on their first day, leaving the employer hanging.

While many candidates may assume letting an opportunity fall by the wayside doesn’t come with repercussions, in some situations, that simply isn’t the case. Ghosting a prospective employer can damage your reputation or even make it practically impossible to secure an offer from the company in the future, including years down the line.

Even though it may be hard to tell a hiring manager you are no longer interested in a role, it’s the right thing to do if you want to safeguard your reputation. If you aren’t sure how to handle the conversation, here are some tips to get you started.

If You Don’t Yet Have an Offer

Before an offer has been extended, removing yourself from contention is actually fairly simple. As soon as you know that you no longer want the job, write a short email to let the hiring manager know.

Start off by thanking the hiring manager for the opportunity, including time spend reviewing your application or interviewing you, depending on where you were in the process. Next, simply inform them of your decision by telling them that the position isn’t a great fit for you at this time and you’d like to withdraw yourself from the process. Finally, state that you would like to keep in touch and look forward to potentially finding a new opportunity with them when the time is right.

Just make sure that you send this message as soon as possible, particularly if you have an upcoming interview. That way, the hiring manager isn’t put under any undue strain.

If You Have an Offer or Accepted the Job

If there is an offer on the table, then you need to act quickly. In cases where you are still well within your decision window, then you can craft an email similar to the one outlined above, that lets the hiring manager know that you are declining the offer. However, if your decision is due today or that deadline has passed, then a phone call is better.

When you have already accepted a job offer and have since changed your mind, then a phone call is really your only option. While the conversation will be awkward, it’s one you need to have if you want to salvage your reputation.

Let the hiring manager know that you are aware you were supposed to start soon, but that you can’t accept the position. Provide a basic reason for your decision, but feel free to keep it general.

However, don’t be surprised if the hiring manager is less than thrilled, especially if you are only giving them a couple of days’ notice. Your decision is making their lives harder, so they may not appreciate you choosing to decline after initially saying yes.

Additionally, this may harm your reputation with that company, though not as dramatically as no-showing on your first day. Over time, you can likely recover if you tell them you can’t take the job, while no-showing may burn that bridge permanently.

Ultimately, it’s a hard discussion to have, but it’s one you need to manage if you want to maintain your reputation. If you’d like to know more about how to handle the conversation, the professionals at The Advance Group can help. Contact us to speak with one of our knowledgeable staff members today and see how our hiring expertise can benefit you. Or search our open jobs immediately to find your next opportunity.

Employee Engagement That Works for Everyone

HMG Success on October 15, 2018

While technology has been a boon in many workplaces, it isn’t without its drawbacks. Today, people expect their information in quick snippets and, at times, even instantaneously. This has led to the rise of efficient collaboration software, but has also rendered communications options like email, employee newsletters, and even intranet announcements to become less effective.

As people get used to gathering details in small bites and at record speeds, attention spans are shrinking. This means worker engagement beyond a few seconds can be a challenge.

However, by taking the right approach to communication, it is possible to hold a worker’s attention, ensuring they get vital information when it is needed most. If you are wondering how you can make your internal communications more engaging for everyone, here’s how to get started.

Target Your Communications

As social media, online news, and even advertising become more targeted to the user, people have become accustomed to tailored communications. This means blanket communications that aren’t relevant to the individual employee are likely to be ignored, even if some of the content may be useful.

If you want to catch a worker’s attention, you need to make sure all announcements and information being sent to them is relevant to their roles. This may mean avoiding “all staff” announcements or emails unless the message is genuinely important for everyone, or creating more internal groups to ensure content only goes to those who need it.

Embrace Images and Video

Practically no one will say that a lengthy text-based message is ideal for engagement. On social media, videos and images typically reign supreme, so take a cue from their success and integrate other formats into your content.

If you need to relay details about a new safety initiative, consider creating an infographic that summarizes the information. If you want to discuss a new program, create a short video that showcases it and serves as an introduction.

The idea is to mix up the mechanism on occasion to keep things interesting. You don’t have to eliminate text entirely, just use other options to engage your staff before leading them into the written content.

Use Multiple Delivery Platforms

When a message is truly critical, don’t rely on a single delivery platform to disseminate the information. Instead, share the content over multiple channels, including email, on the intranet, and through collaboration software.

By using multiple platforms, you increase the odds it appears on each employee’s preferred option. This makes it more likely it will be seen.

However, only use this approach for messages that genuinely apply to everyone who will see it. Otherwise, employees will learn to ignore these announcements, assuming the information isn’t critical to them.

By using the approaches above, you can increase engagement when it comes to your internal communications. If you would like to know more, the professionals at The Advance Group can help you identify options that are ideal for your workplace. Contact us to speak with one of our skilled team members today, and see how our workplace communication expertise can benefit you.

Don’t Be Frightened! Introverts Can Be Great Interviewees

HMG Success on October 12, 2018

For job seekers who considered themselves introverts, an interview can be intimidating. After all, it requires you to share details about yourself, and that might not be something you are usually comfortable with, especially since you are probably meeting the hiring manager for the first time.

However, just because interviewing may be a bit outside your comfort zone, that doesn’t mean an introvert can’t be a great interviewee. If you take some time to prepare in advance and view the experience from the proper perspective, your interview can be a success. Here’s what you need to do.

Spend Time Building Up Your Energy

Many introverts find social situations especially draining. And, if you enter an interview without replenishing your energy, it can make the task even more daunting.

If you want to excel during your interview, it’s important to take some time to build up your energy stores. Try to take some time to recharge your batteries over the course of a few days by limiting your social interactions, as required.

For example, if you have an interview on Monday, take the weekend to replenish your energy in a way that feels best to you. However, make sure to also get yourself in the right mindset while you do by reflecting on your prior experience and skills, and how you can share those points with the hiring manager.

See It as an Asset, Not a Flaw

It isn’t uncommon for outsiders to talk about introversion as if it is some kind of character flaw, even though the reality is it can be an asset.

Introverts tend to have calm demeanors and almost always think before they speak. During an interview, this can make you come off as thoughtful and conscientious, something the hiring manager is likely to appreciate.

Additionally, just because a person is an introvert doesn’t mean they don’t come off as friendly. If you take a moment to collect your thoughts and then deliver a response with a smile, the hiring manager isn’t likely to view how you answered in a negative light.

Learn to Find a Balance

During an interview, it is important to embrace your extrovert-like qualities, as well. Most introverts can be extroverted in situations where they are comfortable, so learning to harness that can be beneficial.

For example, it is acceptable to take a moment to think before you answer an interview question. However, a long delay could leave a less-than-ideal impression, so you need to make sure you are willing to act (or even put yourself out there) if you want the hiring manager to feel confident in you.

One of the easiest ways to harness the power of extroversion is to practice your responses before your interview. This increases your comfort level with what you want to say, and gives you a chance to hone your answers, making them easier to deliver. Also, by reflecting on your career before you head to the meeting, you’ll have better recall if you are faced with a question you weren’t anticipating.

Ultimately, introverts can be excellent interviewees and, by following the tips above, you can make the best impression possible on the hiring manager.

If you are interested in learning more or are seeking new employment opportunities, the professionals at The Advance Group can help. Contact us to speak with one of our knowledgeable staff members about your career goals today and see how our services can benefit you.

Do You Have What It Takes to Be a Machinist?

HMG Success on October 8, 2018

For many job seekers, the idea of being a machinist is enticing. After all, production and manufacturing roles allow you to physically see the results of your hard work, and that can be incredibly rewarding. Plus, machining enables you to combine that feeling with being able to work with technology, creating a unique combination that isn’t always present in other jobs.

But, like any position, having the right skills, abilities and experiences is essential if you want to break into the machining field. If you are wondering if you have what it takes to be a machinist, here’s what you need to know.

Technical Skills and Experience

Machinists need specific hard skills to thrive in their roles. Typically, this means either acquiring experience on the job while in an entry-level position, or completing a program through a local trade school or community college.

For example, the ability to read blueprints and schematics is a necessity. Similarly, understanding how to use the various control panels on the equipment, such as a CNC machine, and how to program the machine to handle specific cuts are also vital.

There is also a variety of skills that pertain to the various pieces of equipment. Grinders, lathes and micrometers are just a few of the tools you may need to interact with in a machinist role.

Being proficient with computers, in general, is also helpful, even for entry-level roles. Additionally, at least high school level math skills are necessary to complete basic calculations and ensure cuts are precise.

Soft Skills

Machinists also need specific soft skills to thrive in these roles and in manufacturing environments. Since machining involves making precision cuts, attention to detail is essential. Even the slightest error can render a part unusable, so being vigilant at all times is a necessity.

Problem-solving skills are also highly valuable for machinists. If there is an issue with the final product or the system begins acting up, being able to troubleshoot the problem effectively is incredibly useful to employers.

Finally, being safety oriented is also a must. All production environments can be potentially hazardous, including machine shops. Understanding the value of always wearing your protective equipment and being proactive when you spot a potential hazard is paramount to everyone’s safety, so keeping it in mind is essential.

It’s important to note every machine shop may have slightly different requirements depending on the equipment they use, the products they produce, or even the size of the company. Additionally, some employers may require you to have open availability, particularly if shops run multiple shifts as a means of hitting their production goals.

If you are interested in learning more about being a machinist, the professionals at The Advance Group can help you assess your skills. Contact us to speak with one of our experienced team members today and see how our services can make finding the right new job easier than ever. Or click here to check out our newest machinist jobs in Michigan and Ohio!

Don’t Scare Off Employees With Your Bad Reputation

HMG Success on October 5, 2018

When it comes to recruitment and retention, your company’s reputation matters. If your organization becomes known as a bad employer, securing the top talent you need to thrive is going to become increasingly challenging.

Even a handful of negative reviews from current or past employees can be very damaging. And, thanks to technology, workers have a variety of outlets in which to air their grievances, and their opinions may scare away high-quality job seekers or existing members of your team.

If your company ends up with a bad reputation, you are guaranteed to miss out on great talent. This means taking action is essential. Otherwise, you won’t be able to locate or maintain the top-tier professionals your business needs to succeed.

If you aren’t sure how to evaluate your current reputation, here are a few tips that can help you get the process started.

Do Some Research

Your first step in assessing your company’s reputation is to get a grasp on where you stand. This allows you to identify any potential issues, providing you with the information you need to make improvements.

Start by heading online and searching for employee reviews. Sites like Glassdoor can be a great place to begin, as well as social media platforms like Facebook and Twitter.

Look for reviews and note any patterns that arise. If a particular issue is presented multiple times, make a note of it. Similarly, if an accusation is especially damaging, even if it is only made once, record that information, as well.

As you proceed, resist the urge to respond to the reviews. If you don’t select your words carefully, your reply may come off as bitter or defensive, and that can damage your reputation more than not responding at all.

Finally, closely examine your company from an internal perspective. Consider what your workplace culture is like, whether workers are engaged and happy, or if there are any patterns in complaints filed with HR or managers. Additionally, review your compensation plans to see if they are competitive.

Create an Action Plan

After you’ve completed your research, you can begin crafting a plan to improve. How you need to move forward will depend on your unique situation, though concentrating on aspects with the most negative attention or that were frequently repeated can often be the most effective approach.

Then, don’t shy away from discussing your plan with your staff. If you admit the company could improve and that a strategy is in place, that can actually help you repair your reputation. However, you have to follow it up with action. Otherwise, empty words will just do additional damage.

As you begin to implement your plan, understand employee sentiment won’t shift overnight. It takes time to build their trust, so recognizing the road ahead may be a long one is important. However, with time and diligence, you can repair a bad reputation, ensuring you don’t scare off job seekers or your top performers.

If you would like to learn more about how you can manage your company’s employer brand, the professionals at The Advance Group can help. Contact us to speak with a member of our knowledgeable team today, and see how our company reputation of excellence can benefit you.

Perfect Attendance Drawing

HMG Success on October 3, 2018

The Advance Group employees who have perfect attendance

for the entire month are entered into a drawing for a $50 Meijer gift card.

There will be 2 winners per branch every month!

Come join our team for your chance to win!

#AttendanceMatters #TheAdvanceGroup #PerfectAttendance

2018 Team Greene Machine

HMG Success on October 1, 2018

The Advance Group was happy to participate yesterday in the Susan G. Komen Race for the Cure in Toledo, Ohio. Team Greene Machine was formed in 2015 in loving memory of Lisa Greene. Lisa was a very long term employee and the Branch Manager of our Sylvania, Ohio office. Sadly, we said goodbye to her in 2015 after her brave battle with breast cancer. We proudly walk not only in memory of Lisa but in honor of all those touched by this terrible disease.

5 General Labor Skills That Apply to Every Job

HMG Success on October 1, 2018

Some general labor skills are specific to the industry, while other skills are practically universally helpful. Whether you work in a general labor role or as a high-level executive, these core competencies always provide value, regardless of your profession or industry.

An Employment Agency in Toledo Shares 5 General Labor Skills That Apply to Every Job

1. Communication

No matter the job, communication is always essential. Being able to effectively share information with co-workers and managers ensures everyone has the details they need, and being able to receive information helps keep you informed.

Often, having strong oral and written communications skills is vital in any environment, as well as the ability to pick up on nonverbal cues and demonstrate social awareness during conversations.

2. Teamwork

In the vast majority of workplaces, no single employee is an island unto themselves. Instead, they function as part of a larger group, tasked with accomplishing team goals to help the company thrive.

Teamwork and collaboration skills are valuable to nearly every employer, no matter their industry. Being able to work effectively with others can help make group goals easier to accomplish, increasing overall productivity and ensuring the company is successful.

3. Organization

When it comes to workplace efficiency, organization is one of the keys. Being able to shift between priorities, track your progress, or even find a critical tool or document quickly can have a significant impact on overall productivity and, without organization, all of those tasks can be challenging.

Whether it’s ensuring everything is in its proper place or staying on top of your to-do list, being organized makes it all easier. Most companies view organizational skills as an asset, so it’s a core competency that will serve you well in any industry or role.

4. Problem Solving

At every job, the unexpected will occur at some point. Equipment breaks down, customers experience issues, or something important goes missing.

Having the ability to assess the situation and develop a potential course of action can make all the difference during a time of crisis, allowing problems to be solved at the lowest level possible. With problem-solving skills, you can be a part of the solution, making you a more valuable team member.

5. Punctuality

A single employee being late to work can derail a company. Whether the worker plays a critical role on a production line or has vital information for a meeting, the unexpected delay can prevent others from accomplishing their tasks, putting everyone behind.

Similarly, being timely when it comes to meeting deadlines is essential for similar reasons. Just one person who falls off schedule harms everyone who was waiting for their contribution. This means punctuality is a necessity everywhere, and crucial if you want to be seen as a valuable worker.

Leverage These General Labor Skills in Any Industry with an Employment Agency in Toledo, OH

All skills above are just as important to general laborers as they are to office workers, and even members of the leadership team. By honing these skills, you’ll have ones that will serve you well throughout your career, and they may make it easier get ahead.

If you would like to know more, The Advance Group can help. We are a professional, warehouse, and general labor employment agency in Toledo, Ohio that connects qualified job seekers with exceptional opportunities. Contact us to discuss your career goals today and see how our workplace expertise can benefit you. Or, if you’re looking for a new general labor role, click here!

Are You Prepared for Your Employees’ Maternity Leave?

HMG Success on September 28, 2018

When an employee is getting ready to head out on maternity leave, the situation is both exciting and daunting for the employer. Often, it means a valuable staff member will be away for an extended period, and their absence will be felt by their co-workers, manager, and even the entire company.

However, if you prepare for your employee’s maternity leave in advance, you can make the situation less challenging for the business. If you aren’t sure where to begin, here are some tips to get you started.

Start Planning ASAP

Once you learn an employee will need to use maternity leave, it’s best to begin planning for their absence immediately. The sooner you start, the easier it will be to ensure all of their duties are covered and a suitable communication plan is in place. Plus, making sure everyone feels fully supported during the process, including the employee on maternity leave and the rest of their co-workers, will be easier to manage.

Additionally, if you intend to bring in a short-term worker during the employee’s time away, you will have ample time to determine what skills and experiences this person needs to be successful. You’ll be able to make a smarter hiring decision, ensuring you get the best candidate for the job.

Get to Know Their Duties

When a worker is preparing for maternity leave, you need to have a thorough understanding of their role. Meet with them to discuss all of their duties, no matter how small, to make it easier to arrange for proper coverage.

Begin by having them outline all of their major projects. Then, request that they provide a detailed account of their day. Once you have the information, you can identify other team members who can cover the employee’s duties during their absence or decide if you are better served by hiring a short-term worker to join your staff.

Prepare for an Early Handover

While your employee may know their due date, a birth isn’t guaranteed to happen on schedule. They may deliver days or weeks early, so it’s important to be ready for a transition well in advance of their anticipated due date.

Allow the employee to start working with their team members or the short-term worker in advance, providing training and insights regarding the management of the duties they will be handling during her absence. In some cases, you may want to transition specific tasks over before they officially go on maternity leave, allowing the employee to focus on specific responsibilities, like completing a critical project, in lieu of duties that don’t provide the same amount of value.

Hire Wisely

If you decide to bring in a temporary worker to cover the employee’s maternity leave, consider partnering with a reputable staffing firm. They can help you locate great candidates quickly and efficiently, assisting with everything from recruitment to screening.

Plus, the short-term team member doesn’t have to become an official employee. Instead, they remain an employee of the recruitment firm, allowing you to avoid any concerns about unemployment, workers’ compensation, and similar hiring risks.

If you are looking for an ideal short-term worker to cover your employee’s maternity leave, the professionals at The Advance Group can help. Contact us to discuss your needs today and see how our services can make maternity leave coverage easier to manage.

Want to Win $100? Check Your Mailbox!

HMG Success on September 27, 2018

It’s National Staffing Employee Week!

We appreciate all of our employees … and that means you!

Check your mailboxes, and post a selfie wearing your Advance beanie on the comments of our Facebook contest video HERE to be entered into a drawing for a $100 gift card!

Thanks for all you do for The Advance Group!

Ready to Climb the Corporate Ladder? Start Here!

HMG Success on September 24, 2018

After you’ve spent some time advancing your career and working as an individual contributor, it’s only natural to aspire to reach management levels. Climbing up the corporate ladder and joining the leadership ranks is exciting, but figuring out how to make the transition can be challenging.

Often, the idea of broaching the topic with your current manager is anxiety-inducing. After all, you don’t want to seem impatient, pushy, or like you are trying to steal their position. However, if you don’t make your desires known, you might not get the promotion you’re hoping to land.

If you are ready to take the next step up the corporate ladder, here’s what you need to do.

Understand the “Why”

Before you strike up a conversation with your boss about becoming a leader in the organization or climbing the corporate ladder, it’s helpful to understand precisely why you are interested in taking the step. This allows you to explain why you are exploring the possibility and may make it easier for your manager to see why you are looking for an opportunity to advance.

Additionally, it gives you a chance to make sure you are pursuing a leadership role for the right reasons. Are you simply looking for a title upgrade or are you genuinely excited about taking on the duties of a manager? Do you think you can provide the company with additional value by joining the leadership team in comparison to remaining in your current job?

By asking yourself these questions, you can get to the root of your reasoning, making it easier to articulate when the time comes.

Gather Your Evidence

If you believe you can be a valuable part of the management team, you can’t just tell your boss that and expect a positive result. Instead, you need to have examples and quantifiable data that shows how much you provide today and how, by becoming a leader in the company, you can take that even further.

Additionally, it’s wise to research what duties typically come with management positions in your organization. This gives you the ability to relate your value to specific tasks clearly and allows you to showcase that you truly understand what is involved in being a leader.

Schedule a Meeting

Typically, blindsiding your manager as they are rushing to a meeting by asking about advancement opportunities isn’t the ideal approach. Instead, you need to schedule a time to sit down with your boss in private, ensuring you aren’t interrupting the flow of their day or hindering them from handling their duties.

Plus, if your manager thinks you aren’t ready to climb the corporate ladder or offers constructive feedback on how you need to improve first, you can have these conversations behind closed doors.

Moving Forward

If your manager is supportive of the idea, you may not have to do more than continue handling your tasks until an opportunity arises. How long that takes will depend on your organization, as a role may need to be vacant before you can receive a promotion.

In cases where your boss isn’t supportive, you need to identify potential next steps based on their feedback. If they offer constructive criticism, listen to their concerns and work to remedy them.

However, if you genuinely have the skills and experience to excel as a manager and either a lack of support or opportunity is holding you back, then you may need to explore positions with other companies. Smaller businesses might not have vacant leadership roles often and not every manager will support your desire to advance even if you are qualified.

If you are looking for leadership opportunities in the local area, the professionals at The Advance Group can help you explore your options. Contact us to discuss your goals with one of our experienced recruiters today and see how our services can make taking the next step up the corporate ladder easier than ever.