A healthy transition to daylight saving time

HMG Success on March 14, 2017

Rested. Focused. Productive.

Helpful tips for our employees:

Get ample sleep. Commit to 7-8 hours every night.
Keep a fixed schedule. Maintain consistent sleep and wake times.
Exercise regularly. Even moderate exercise can improve sleep.
Avoid caffeine and alcohol before bed. Both interfere with sleep habits.
Eat a light dinner. Avoid heavy meals and finish eating 2-3 hours before bed.
Relax before bed. Read a book, listen to music, or take a bath.
Create a sanctuary. Your room should be cool, quiet, and free of distractions.
Invest in a good mattress. Make sure it provides ample comfort and support.

Sylvania Employee Referral

HMG Success on March 13, 2017

Referral Contest

Refer a friend and when they complete our application process

You will be entered in a drawing for a $50 gift card

Applicant must register between the dates of March 13th – March 24^th

^{(Please have the applicant call our office at 419-882-7646 for dates and times)}

Drawing will be held on Monday, March 27th

** In addition to this referral bonus you will also be eligible for our regular $50 referral bonus**

(To qualify for the $50 referral bonus the applicant or employee must complete 80 hours of work)

Need to Hire Fast? Here’s Why You Might Want to Pump the Brakes

HMG Success on March 13, 2017

A business is only as strong as its employees. And that means you need to hire right. But, when you are under pressure to get someone new onboard quickly, you may be tempted to rush things along to get a person into the position, even if they aren’t a perfect fit.

However, hiring can be challenging even under the best of circumstances, and cutting the timeline down doesn’t make it easier. In fact, it can lead to some significant mistakes. Before you allow the pressure to move forward override your better judgment, you might want to consider slowing things down a bit. And here’s why.

You Haven’t Nailed Down What You Need

Sometimes, you know you are in desperate need of another set of hands, but you aren’t exactly sure what those hands need to be able to do. Failing to define the role before looking for candidates may lead you to choose a candidate that has well-developed skills, but ultimately doesn’t have the capabilities you actually need.

If you haven’t defined what the new employee will need to do on a daily basis, as well as how the position fits into the larger picture, you are better holding off until you can clarify your actual needs. That way you are screening candidates that will help your company move forward by filling in critical skill gaps instead of picking up a set of hands that can’t do what you actually need.

You Aren’t Sure About the Budget

Every position needs to be associated with a budget. You need to know what you can afford to offer in salary and benefits, as well as invest into things like training. If you don’t have the financial points figured out, you may end up evaluating candidates that you simply can’t afford. Or, you could end up undershooting what you could have and miss out on the chance to get a more skilled employee in the door.

In business, budgets are always important. So make sure you can identify precisely what you can and can’t afford before you begin your search.

You Can’t Evaluate Candidates Properly

Typically, hiring a new employee requires you to assess whether a stranger can meet your needs. Most of the hiring process is designed to help you determine whether the candidate is the right kind of person for the job, and this goes beyond simply holding the right skill set. If you rush the vetting process along, you might not get the insights into their personality that you would otherwise get. And that can lead to a poor fit.

While securing the right skills is important, cultural fit is just as relevant to long-term success. So, make sure you give yourself a chance to see if who they are as individuals fits in with the rest of the team or business. Otherwise, you might find yourself regretting your hiring decision.

If you find yourself pressed for time when hiring, consider working with The Advance Group to find your next employee. We can manage the prescreening process for you so you can dedicate more time to getting to know the candidates. That way you can select the best option available even if you are limited on time. Contact us today and speak with one of our recruitment specialists to see how we can help you hire quickly and effectively, instead of just quickly.

The Job Market is Shifting. Is Your Company Keeping Up?

HMG Success on March 10, 2017

Millennials are the largest part of the workforce today. And their preferences are shaping how workplaces need to operate. Preferences for flexible scheduling and a higher likelihood of making a job switch mean companies need to change how they hire and the benefits they offer. Otherwise, you may find it difficult to get the employees you need.

But what changes does your company need to make to keep pace with the shifts in the job market? Here are some of the most important offerings you need to consider.

Flexible Scheduling

Flexible scheduling is becoming more of a standard than a luxury. Whether you simply give employees options for shifting their schedule to meet occasional demands in their personal lives or give them carte blanche to get things done whenever they choose, businesses need to find ways to increase the number of options available.

Project-Oriented Opportunities

While some businesses see a Millennials willingness to explore opportunities elsewhere as a negative, it can actually create unique options when used properly. For example, you can hire professionals on a project basis to get the expertise you need only when you need it. This allows workers to focus on the skill sets they prefer to use while you get access to the best talent available. Then, when the project wraps up, you can both go your separate ways with ease.

Personal Development

Many Millennials favor personal development opportunities over certain other benefits, so giving your employees a chance to learn and grow can help attract some of the best and brightest in their fields. Consider implementing formal training plans or building in educational benefits. Mentorship programs can also provide a source of career development for those who prefer to work directly with someone who possesses the skills they wish to learn.

Career Growth

One motivator for seeking new employment opportunities focuses on the chance to move up the career ladder. Luckily, this urge to look elsewhere can be managed by providing clear paths for career progression within the workplace. Then, they can work towards gaining higher ranking positions without necessarily having to find a new company to do so.

Updated Communication Tools

Millennials aren’t inclined to rely on email to communicate with coworkers or management. Instead, many favor tools like instant messengers and other chat-based tools. Failing to adopt new communication tools to meet these expectations can have your company appearing to be behind the curve, and that won’t attract candidates from this or younger generations.

Non-Traditional Workspaces

The cubicle farm is well on its way out, while more open designs continue to attract employees interested in more collaboration in the workplace. However, that doesn’t mean every area should be entirely open to everything else, as integrating heads down or conference spaces can help control distractions.

Compensation

While compensation isn’t always cited as a major factor, it is still a factor that deserves consideration. Your business needs to make sure that any compensation offered to competitive within the current marketplace. This includes a strong salary, suitable medical coverage, retirement options, and paid time off. Otherwise, you may struggle to find and keep the employees you need.

If you are looking for new employees to join your workplace, The Advance Group has the expertise to attract today’s top talent. Contact us to speak to one of our professional recruiters today.

Help Stop Hunger

HMG Success on March 6, 2017

The 2^nd Annual Downriver-Monroe Food Fight starts Monday, March 6th and runs through Friday, March 17th!

The Advance Group is teaming up with Gleaners Community Food Bank to participate in the food fight in order to help families in our communities that are forced to make the tough decision to heat or eat this winter.

We will be collecting non-perishable food items. You can drop them off at:

The Monroe Advance office, 35 E Front St, Monroe MI 48161 OR

The Southgate Advance office, 19025 Eureka Rd, Southgate, MI 48195

Suggested items: Tuna fish, Canned Veggies, Soups, Canned pasta, Canned beans, Canned fruit, Baby food, Rice, Macaroni, Baking mixes, Cereal, Peanut butter and Jelly

Let’s help feed the hungry children in our community!!

https://virtualfooddrive-gleaners.nationbuilder.com/donatedownriver

Waiting for a Sign That It’s Time to Quit? Here It Is!

HMG Success on March 6, 2017

While heading to work isn’t necessarily the most fun thing in your life, it shouldn’t feel like the worst one either. And, if you have a feeling of dread while getting ready every day, week after week, that is often a sign that it is time for a change. But figuring out what kind of change you need isn’t always easy. Maybe you simply need to find a similar position with a new employer. Or maybe you need an entirely new career.

If you find yourself question which direction is right for you, here are some points to consider along your way to an answer.

Am I Passionate About the Field?

Your first point to ponder should be whether you feel any passion for your field of work. This helps you review whether your career path has potential based on the bigger picture of how it fits into a company while factoring out what it is like to do the job with your current employer.

Generally, if you aren’t happy with your job, it is hard to feel passion for anything about it. But you need to see if the ideas behind your chosen field still inspire any sense of excitement or at least interest. If the answer is yes, then a simple job change might do the trick. However, if the answer is no, a new career may be on the horizon.

Do I Take Pride in What I Do?

Again, this question needs to be separated from your current employer and focused on your field. For example, if you meet someone new and they ask what you do for a living, do you consider it a point of pride to tell them? Or do you try to hide it or avoid the subject?

If the idea of sharing your job title or field of work gives you a positive feeling, then changing employers may fit the bill. But, if you would rather hide that detail from those you meet, then a career change might be the better course of action.

Do I Enjoy Using My Professional Skills?

As we move along in a career, we have a chance to develop and use specific skills. But, just because we are able to do something doesn’t mean we enjoy it. Granted, not every job duty is going to inspire you to push through your day. However, it is important that those you regularly use in your career are at least pleasant experiences.

Try to determine if you could keep doing the same, job specific requirements as you move through your career. If that idea fills you with dread, then other options should be explored. If it sounds great, then a new environment may be all you need.

Am I Fulfilled?

Sometimes, the biggest question is to decide if you feel like you are missing out on something you desperately need. And, if so, what exactly is the missing part.

A lack of fulfillment can make a job feel more like a cage than an opportunity. If you feel an undeniable pull to do something else, then you should explore that further. And that doesn’t mean you have to jump ship right away, but at least figure out what it would take to make that change a reality. Then, you can make an informed decision about pursuing an option that gives you that missing piece of the puzzle.

If you are looking for a new job or an entirely new career, The Advance Group can help you explore your options. Contact us and see whether a change is just what you need to feel like you are getting everything you need out of life.

Use These Tips to Find Co-Workers You Really Love!

HMG Success on February 27, 2017

It is well documented that workplace friendships can improve your performance. When you have connections at work, you are happier to be there. And, since most people spend as much time with their co-workers as they do close family members, it’s no surprise that these relationships matter. So, how do you find out if a job opportunity comes with more than a great set of job duties, but also with great people? By following these tips.

Start with the Interview

When you come in for an interview, you often get your first glimpse into the work environment. You get insights regarding the company culture and how the workspace is physically structured. It is also generally the first real conversation you have with someone working there.

After visually reviewing the environment, feel free to ask questions about it. Most interviews come with the obligatory “do you have any questions for me” section, so now is a great time to get the answers you need. For example, you can ask about how the organization approaches team building or if co-workers tend to get together after hours. You can also ask if you will have an opportunity to meet potential co-workers as part of the interview process.

Since cultural fit is being stressed by more companies, it is possible that team introductions are already on the schedule for top candidates.

Be Yourself

Since organizations understand the value of a strong cultural fit, it is also important that you be yourself throughout the process. Most candidates are in the habit of not just putting their best foot forward, but in restraining their personality to fit someone else’s mold. While this may increase a person’s odds of landing a position in some cases, it doesn’t give the company a chance to really consider whether you will fit in culturally.

Now, this doesn’t mean you should let it all hang out, but don’t feel pressured into hiding every quirk or idiosyncrasy.

Have a Life (and Talk About It!)

Another habit of old involves presenting yourself as if you are a work-oriented robot who lives and breathes all things office-related. Just as restraining your personality can give hiring managers the wrong impression about your cultural fit, neglecting to present yourself as a whole person who isn’t solely focused on your career can lead to a poor fit.

When discussing anecdotes and experiences during the interview, feel free to open up a bit about who you are outside of your work hours. You aren’t going to find your ideal set of co-workers if people aren’t getting insights into the real you from the beginning.

Don’t Be Afraid to Say No

If after the interviews and the meet-and-greets, the cultural fit doesn’t seem right to you, don’t be afraid to say no if a job offer comes along. You will be spending a significant amount of your life at work and, if you can’t imagine yourself fitting in with the people you have met, then it may be wise to keep looking.

Settling for a less than ideal work environment won’t create long-term happiness, so take that into consideration before accepting a position. If you are looking for new job opportunities or a chance to find your ideal workplace, The Advance Group can help you explore your options. Contact our professional staff today and see what may be on the horizon.

What Are the Best IT Employees Looking For?

HMG Success on February 24, 2017

A business is only as good as the people it hires. So, it’s no wonder that every company wants to find the best IT employees available. But what exactly attracts the best IT professionals to an organization? The answer may surprise you.

A Challenge

The best and the brightest IT employees want to solve challenging problems. It keeps them engaged in the workplace and gives them an opportunity to flex their creative problem-solving muscles.

One of the biggest factors that lead talented employees to look for new opportunities is boredom. While every day isn’t going to be laden with the troubles of the world, having regular opportunities to think outside the box will keep them interested long term.

However, it is important that the challenge not be solely an issue of volume. Having more work than any person can reasonably keep up with will just breed frustration. Creating a challenge isn’t about working your IT professionals to death, it about letting them use their skills in new or unconventional ways.

Flexibility

Flexible schedules are becoming more common, especially as potential employers work to lure in the best IT employees. Nontraditional hours, compressed weeks, remote worker options, or a combination of all three can help attract candidates that value work-life balance as much as their career. Flexibility is becoming a new standard in the workplace, and failing to get onboard could lead skilled employees to look for opportunities elsewhere.

Training and Education

Your most driven employees have big plans for their careers and, if you choose to be a part of that plan, you can retain top performers longer. Whether you offer traditional training options, educational incentives, mentoring and job shadowing options, or simple cross-training opportunities, giving them a chance to grow in their career will give them the incentive to stay with your organizations. Superstar workers likely don’t see their current position as the endpoint of their career, so it’s better to work with that then fight against it.

Updated Technology

You won’t keep the best IT workers if your tech isn’t up with the times. While you don’t have to embrace every new tool or technology that comes around, it is important that your current solutions are reasonably modern. Cloud-solutions, mobile technology, and updated software options are all critical to when you are looking to hire the cream of the crop. So, if your office computers still feature Windows XP or your idea of mobile technology is limited to a source of email on the go, you might find it hard to attract younger professionals in the current job market.

Competitive Compensation

Regardless of what else you have to offer, if you don’t have a competitive compensation package, you are going to miss out. Do some research and see what similar employees are being offered by your competitors and then make sure you are operating in the same ballpark. While salary isn’t the only factor in deciding whether to accept a job offer, it is always a factor.

If you are looking to hire a new IT professional for your business, The Advance Group has the industry knowledge and hiring expertise to find you ideal candidates for your needs. Contact us today and put us to work for you.

Too Busy for a Job Search?

HMG Success on February 20, 2017

When you think of a job hunt, do you imagine sitting in front of a computer screen for hours on end? Are you slogging through job listings or analyzing every word on your resume? And are you trying to do all of this while working a full-time job, going to school, or caring for a family?

While it’s true that a job search does take some of your time, it is a common misconception that it has to be cumbersome. Often, when we picture a job search, we see the task as a whole instead of a sum of various parts. And separating out the pieces can be the key to job search success no matter how busy your average day tends to be.

Here are some common mini-tasks involved in the large job hunting process, and information about how to fit them into your day.

Manage Your Resume

The first step of every job hunt is to get your resume in order. That way, if you find a great opportunity, you aren’t stuck scrambling to manage the paperwork. Now, you don’t have to see resume revisions as a single task. Instead, dedicate just 10 minutes a day to the project, and use each 10-minute block to handle a single resume section.

For example, your first 10 minutes could involve updating the information on your current position. The next 10 minutes? Update your skills information. Just proceed in 10-minute intervals, one section at a time, until you have a solid base resume.

Create Alerts and Searches

Many job boards give you the option to receive emails regarding new positions that may be of interest. Consider visiting some of the major players and creating alerts based on your target positions. That way, if you are somewhat crunched for time, you can review positions that are more likely to suit your needs. Additionally, save search criteria on some of these sites as well to help streamline your efforts when the time is right.

Now, you don’t actually have to begin your searching yet. This step is about making your future efforts more efficient, so don’t feel like you need to review everything that comes up now. Instead, use 10-minute intervals just as you did with your resume review and get these setup for future use.

After all of the setups are complete, you can use your available time to review positions that fit the parameters you set without having to wade through the rest.

Work with Skilled Employment Professionals

Sometimes, the best way to get a job search going when you are strapped for time is to work with professional recruiters. Staffing firms can review your information and get to know your preferences in a single meeting. Then, they can forward you opportunities that meet your needs. They’ll do all of the searching and sorting for you, and you get to reap all of the benefits of their expertise.

If you are too busy to commit to your job search, the professionals at The Advance Group are here to help. Contact us today and let our experience work for you!

Get Your New Staff Up to Speed in 2017

HMG Success on February 17, 2017

One you’ve selected a candidate and they arrive for their first day on the job, the hard part is done, right? Nope, not even close.

Onboarding new employees properly is a key step to their ultimate success in the workplace, and it is surprisingly easy to get wrong. If you want your new staff to get up to speed as efficiently as possible, integrate these tips into your new employee onboarding process.

Avoid Quick Judgments

Think back to the last time you started a position with a new company. How long did it take you to feel confident in your daily work? A month? Six months? A year?

Some companies operate under the idea that a new employee should be completely comfortable in as little as two weeks. And, normally, that just isn’t enough time to determine an employee’s likelihood of success over the long term.

Instead of rushing to judgment regarding their capabilities, see those first few months as investments in their development, especially if the position is entry-level. Set goals regarding how their abilities should grow, and create training opportunities around meeting those goals. By creating a larger plan, it is easier to see how long it should actually take for all of your expectations to be met.

Help Them Connect to the Mission

It can be hard for new employees to see how their work fits into the larger picture. But not having that sense of larger purpose can actually be very harmful to morale.

Instead of leaving new employees floundering as they try and figure out how their work fits in, help them learn about how everything comes together. Introduce them to the people their work supports, and let them know how that work furthers the mission. It’s also useful to share success stories about the company’s work so that the end results are easier to grasp.

Recognize Achievements

As the employee begins to pick up new tasks and make progress through training plans, make sure and acknowledge their effort. By letting them know that you see their effort, you help them build confidence in their new positions and can help encourage additional development in the future.

Employees that feel acknowledge are often more productive. And that, when that is applied to an employee going through the onboarding process, can help motivate them to push through what can be a challenging time.

This also opens the door to have conversations about any challenges they are facing. Often, it is easier to discuss problem areas when you feel that your hard work is otherwise recognized, which may make them more comfortable when it comes time to ask for help.

Learn from Your Mistakes

As you work on the onboarding process, it is likely you’ll try some techniques that work while others simply don’t. Just as it takes some trial and error to learn a new job, the same can be said for creating the ideal onboarding process. So, give yourself the time it takes to work out the kinks, and you’ll end up with a system you can build on for years to come.

If you’re looking for your next new employee for 2017, The Advance Group is here to help. Contact us and speak with one of your professional recruiters about your hiring needs today.

Here’s What You Can Leave Off Your Light Industrial Resume

HMG Success on February 13, 2017

Job seekers used to believe that every piece of their professional lives had to be included on their resume regardless of its current relevance to their career. But, today, that simply isn’t the case. While ensuring all pertinent details make it into the final document, there are others that no relevance when you are focusing on light industrial positions.

In the end, your resume is a piece of marketing material, and you want to make sure it reflects the best image possible. With that in mind, here are some points to leave off of your light industrial resume.

High School Education

Including the name of your high school and the year you graduated is simply unnecessary on a resume. It takes up valuable space and provides no real value when a hiring manager is reviewing your information. And, in some cases, the information can actually work against you. If you provide the year of your graduation on your resume, it isn’t difficult to estimate your age. Even though some age groups are protected from discrimination, not everyone is, so it is often best to leave that piece of information a mystery.

Unrelated Work Experience (That Isn’t Recent)

If you have been working in light industrial positions for the past decade, then anything prior to that is generally irrelevant when it comes to landing a new light industrial job. Feel free to leave old jobs off that don’t provide valuable information to a hiring manager at your target companies.

However, if the work experience is very recent, you may need to include the basics to avoid the appearance of large gaps in your employment history. When that is the case, trim the details regarding your experience to points that hold relevance to the position you are seeking.

All-Encompassing Job Descriptions

When you describe your prior experience, it is tempting to simply rehash the details contained in your last job description. But this level of nitty-gritty detail is often overkill or cumbersome. Instead, focus on key accomplishments and critical skills listed in the job posting of the position to which you are applying. That way, you have the major keywords covered (in case your resume is being put through an automated screening process), but you don’t have a deluge of information.

Also, you don’t have to list a particular job duty or skill under every job title in which you performed the work. For example, if you used a pallet jack in your last three jobs, don’t repeat it in every position overview.

Objectives and Interests

Objective and interest sections were used to allow applicants to make personal statements about their goals and the personal side of their life. But these sections rarely provided any insights when it came to evaluating candidates. Most objective statements focused on finding new employment, which is inherently understood since you are applying for a position, and interests often included personal hobbies, which often didn’t relate to their professional lives. Either way, the information is unnecessary, so it is best to leave these sections off.

If you are looking for more resume tips or would like help finding a new light industrial position, The Advance Group is here to help. Contact us today and see what job opportunities are available to you.

Does Your Staff Deserve Some Praise? Here’s How to Dish It Out!

HMG Success on February 10, 2017

Many employees list recognition as a major motivator in the workplace, and you’ll be hard pressed to find someone who doesn’t like receiving a compliment from time to time. But doling out praise isn’t always as simple as it sounds and, if it isn’t done properly, it can actually make your employees uncomfortable.

So, how do you guarantee that the praise you give will be properly received? By keeping these tips in mind.

Be Genuine

This is a fairly simple rule to follow; if you don’t mean it, don’t say it. You will rarely fool someone if a compliment is forced. To help ensure your praise is authentic, make sure you only recognize actions that deserve the attention.

Praise shouldn’t be a way to fill a lull in the conversation, or as a daily icebreaker. Instead, it should have meaning every time, so let it be natural.

Be Concise

When giving a compliment, it is important to focus. Select a single point to praise and don’t deviate from that plan. Stringing together multiple compliments based on a wide array of activities can easily feel overdone (unless it is a retirement party). Over time, your praise will lose its impact and some people may even become suspicious of your motives.

Be Specific

Praise that references a specific effort carries more weight than general ones. For example, complimenting someone on their recent sales presentation has a bigger impact than just thanking them for being a great employee.

Being specific shows that you are interested in the activities of your employees and gives you an opportunity to engage with them directly.

Be Timely

If an employee does something that is praiseworthy, don’t wait to give them the compliment they deserve. By making the statement now, they can easily attach the praise to the event. The longer you wait, the more difficult it is for the employee to find meaning in the statement. Praise is something that can never be delivered too soon, but it can certainly be given too late.

Be Tactful

Certain compliments require specific circumstances. For example, noticing a new haircut might be a suitable opportunity to offer a compliment, but it needs to be well timed. For example, if you are exchanging pleasantries while riding the elevator in the morning, mentioning that you like their new style may be appropriate. However, bringing it up in the middle of a department-level staff meeting might just make them uncomfortable.

In contrast, appreciation for a person’s hard work on a large project that is expressed in front of other higher-level managers may be more appreciated than praise given in private. Not only will the employee get the benefits associated with being recognized, but they also understand that you valued the contribution to the point of wanting others to know about their success.

If you are looking for more advice about praising employees or have a vacant position that needs filling, The Advance Group has the industry expertise you need. Contact us today.