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The Difference Between Remote and On-Site Interviews (And How to Nail Both!)

HMG Success on October 7, 2026

Landing an interview is always exciting. But how you need to approach the meeting may vary depending on the kind of interview you’ll have. There are some differences between remote and on-site interviews. By learning what they are, you can adjust your approach to meet the demands of the situation.

If you want to make sure that you’re ready to nail any kind of interview, here’s what you need to know.

The Difference Between Remote and On-Site Interviews

In most cases, the main difference between remote and on-site interviews is the involvement of technology. You’ll need to make use of video conferencing software, a webcam, a microphone, and earbuds or speakers when meeting online, something that isn’t the case with on-site interviews.

As a result, for your remote interview, you’ll need to prepare for the meeting a bit differently. Along with downloading any connection software, you should also test it to make sure you’re comfortable with the program and to ensure that your audio and video equipment works properly.

It’s also wise to audit what appears in your video, including your background. That way, you can remove items you don’t want the hiring manager to see.

Checking your lighting is smart, as well as previewing your interview outfit on camera. Certain clothing colors or patterns might not look great on screen. Lighting issues could make your space too bright or dark, cause glare, or create unwelcomed shadows.

Finally, technology may impact how you want to speak during the interview. While most video conferencing supports near real-time communication, there is actually a small delay, so you may need to pause a bit to ensure the interviewer is done speaking. Additionally, slowing your cadence and speaking clearly is a must, particularly if there may be technical issues that harm the audio quality.

How to Nail Your Remote or On-Site Interview

Generally, much of the advice about excelling during an interview applies to both remote and on-site meetings. As always, preparation is the key to success. Along with reviewing the job description and researching the company, you want to prepare answers to common job interview questions. That way, you can practice relevant responses, making you more compelling.

Additionally, your interview attire should be professional and appropriate regardless of how you interview. While the idea of interviewing in pajama pants might seem like a great option for remote interviews, it’s never a good idea. There’s always a chance you’ll need to stand up or otherwise put your legs in the frame. As a result, use the in-person interview outfit approach even if you’re meeting online.

In the end, interviewing is largely the same regardless of whether you’re meeting on-site or online. If you’d like to learn more about how you can shine during your next interview, the team at The Advance Group can help. Contact us to speak with one of our recruiters today and see how our expertise can benefit you.

 

 

What Does COVID-19 Mean for Workers’ Compensation in Ohio

HMG Success on October 7, 2026

COVID-19 has changed the face of health care and business in a mere matter of months.

“Many employers didn’t have the resources or means to have employees work from home. When the Governor lifted the ‘stay-at-home’ mandate, it created additional challenges for employers to adhere to COVID safety protocols, as they brought employees back to the workplace,” says Kim Jaconette, Training Director, Health Management Solutions.

But what about how it’s affecting workers’ compensation in Ohio and what do those changes mean for employers? Let’s take a look.

  1. What is the Bureau of Workers’ Compensation (BWC) doing to help employers during this unprecedented time?
    • At the request of Ohio Governor Mike DeWine, the BWC sent up to $1.6 billion to Ohio employers in hopes of lessening the economic impact of COVID-19, specifically, on Ohio’s economy and businesses. Each active private employer received a dividend.
    • The BWC is also giving employers until Sept. 1, 2020, to pay installments for June, July and August. Furthermore, the BWC will still provide coverage without penalties for unpaid installments during this time.
  2. If an employee contracts COVID-19, is it a compensable workers’ compensation claim?
    It depends. If an employee contracts COVID-19 on the job in a position that poses a special hazard or risk, then yes. That could be considered a compensable worker’s compensation claim. Otherwise, in general, communicable diseases aren’t usually considered for worker’s compensation because there are so many ways one can contract such a disease.
  3. If an employee is quarantined due to COVID-19, can they receive workers’ compensation wage replacement benefits? The BWC can only pay compensation if the allowed claim for disability results from allowed conditions.
  4. Is the BWC making determinations on new claims? Absolutely. The BWC staff is working remotely and is processing claims.
  5. Has the BWC modified its delivery of care for injured workers through telemedicine and telephone services?

Yes. The BWC has expanded its use of telemedicine and telephone services during COVID-19. Specifically, injured workers can receive telehealth care from home. Telephone communication has also been approved as a temporary substitute for some vocational rehabilitation services.

Worker’s compensation regulatory guidance is constantly changing during the pandemic. For more information, please visit info.bwc.ohio.gov and hmssolutions.com.

 

 

Did You Nail That Interview? Here Are Four Ways to Tell!

HMG Success on October 7, 2026

When you leave a job interview, it’s normal to feel a mix of emotions. You may be both excited about the possibility of snagging the role, as well as fearful that you didn’t perform as well during the interview as it may seem on the surface. This can lead to some anxiety, particularly if more doubts creep in or you begin overanalyzing how you did.

Luckily, you may be able to put your mind at ease. Certain signs often indicate that you did, in fact, nail your interview. If you want to know how you can figure out if you genuinely did well, here are four ways to tell.

1. Your Interview Ran Long

In most cases, if a hiring manager isn’t interested in a candidate, they aren’t going to keep the person in their office beyond the scheduled interview time. As a result, when the conversation lasts notably longer, that’s a solid indication that the hiring manager is seriously considering you for the position.

When a hiring manager thinks they have a great candidate in front of them, they are more inclined to dig deeper and learn all they can. They are essentially engaged in the conversation, so they aren’t in a rush to end it.

Now, this doesn’t mean that an interview that ends on time is a bad sign. That could indicate that the hiring manager has a tight schedule or a meeting scheduled right after yours, so they legitimately can’t afford to go over. Ending on time isn’t a negative sign; it’s just that going long tends to be positive.

2. There Were Follow-Up Questions

Suppose you answered an interview question thoroughly, and the hiring manager still asks follow-up questions that build upon your responses. In that case, that could mean they are very interested in you as a candidate. Any deviation from the standard question set could be a positive, suggesting that your other answers were solid.

However, if the hiring manager is rephrasing questions they already asked, that could indicate that your original answer wasn’t thorough enough or was off-target. If that was happening, you might want to reflect on your interview strategy, as improvements may be necessary.

3. You Were Introduced to Other Employees

Generally speaking, a hiring manager isn’t going to introduce a candidate to the rest of the team or other managers unless they are a top contender. Usually, that’s a sign that the hiring manager is excited about you, and they want to share that feeling with others.

It is important to note that this is a bit rare. Not getting introductions isn’t usually a bad sign, so don’t assume that you did poorly simply because you didn’t get to meet anyone else.

4. The Hiring Manager Replied to Your Thank You Email

If you got a quick reply from the hiring manager after sending out your thank you email, that is usually an indication you nailed an interview. That fast response means they want to keep you engaged, even if the content of their reply is fairly general. For example, even if they only let you know that they’ll be in touch in the coming days, that is a positive sign. It’s an attempt to stay connected with you, and that’s good stuff.

Ultimately, all four of the situation above could suggest that you nailed the interview. If you’d like to learn more about how to manage a job search effectively, the staff at The Advance Group wants to hear from you. Contact us today.

 

 

World Health Day Regaining Health and Economic Strength in 2021

HMG Success on October 7, 2026

World Health Day has been celebrated each year since 1948 on April 7th. The World Health Organization promotes this celebration yearly to promote awareness of health concerns. If we learned anything in the last year is that most of us take our health for granted. Whether you are recovering from COVID-19, or managed to avoid it, you may wonder what measures you can take to optimize your health and that of your employees.

Consider These Health-Promoting Tips:

Exercise. Exercise or just motion in general can help keep you healthy and alert. Get outside if you can for fresh air and vitamin D. There are many options for fitness regimens from strength training to spinning to yoga as well. But don’t underestimate the power of house or yard work. Any time you’re moving, you’re giving your fitness a boost.

Eat Well. Focus on whole, unprocessed food while limiting sugar and alcohol. Good nutrition can help keep your immune system in prime condition.

Continue Basic Health Measures. Many of the recommendations to prevent the spread of coronavirus were just common sense, such as regular, thorough hand washing. Some practices, such as wearing masks, will probably end, but possibly not considering the sharp drop in cold and flu incidence.

Reduce Stress. Stress can have a negative impact on your physical and mental health, which can affect your immune system. Yoga, meditation and exercise can help, but so can any hobby you enjoy.

Choose the Right Job. During the pandemic, many employers went out of their way to keep employees safe on the job. These companies continue to be employers of choice in 2021. A good job can help to boost health, not only because employed people have better access to health care, but because the right job can reduce stress and improve mental health.

Keep Employees Safer. While you have little control over employee health habits, you can do your part to keep them safe on the job. Continue CDC recommended health measures for the COVID-19 or any other infectious diseases that may arise. Provide safety training on the job to be sure they understand OSHA regulations as well as any making them aware of ergonomic or other on-the-job best practices.

The greatest stressors you’re likely to encounter is feeling frustrated you are stuck in the wrong job or difficulty finding candidates who are just the right fit. If you’re ready to try something new, contact The Advance Group today!

 

 

Want to Keep Employees Longer? Start by Hiring Them Sooner!

HMG Success on October 7, 2026

While it may not seem like time-to-hire and turnover rates go hand-in-hand, they often can. When your hiring process is slow, it can lead to recruitment and retention challenges that negatively impact your company.

Often, the resulting issues can be avoided simply by making hiring decisions faster. If you are wondering how time-to-hire reductions positively impact retention, here’s what you need to know.

Top Talent Aren’t Available for Long

When it comes to retention, the quality of the fit matters. If an employee is a strong match for the role and your company’s culture, they may be more inclined to stay long-term. They will feel like they belong, and that makes a significant difference.

The issue is that leading candidates representing the best fit aren’t typically part of the job market for long. Since their capabilities are highly desirable, they tend to get job offers with relative ease. As a result, a slow hiring process means you’ll miss out, leaving you stuck settling for a less-than-ideal match or relaunching your recruitment initiative to try and find a top talent again.

If you go with the former, turnover issues can arise. A poor fit means that the employee may not excel in the position or align with your culture, both of which can leave them disconnected from your company and frustrated, both of which could lead to a quick exit. Plus, if they aren’t able to perform well in the role, you may have let them go.

Harm to Your Employer Brand

Job seekers typically share their candidate experiences with others. If your hiring process is slow and cumbersome, word of that will likely get out. In time, your employer brand will be diminished, and that comes with long-term ramifications.

Once a company gains a reputation for having a subpar candidate experience, top talent usually begins to steer clear of that employer. They choose not to engage in the hiring process at all, as they don’t want to – or can’t afford to – be bothered with a long time-to-hire.

In turn, your talent pool shrinks, and candidate quality falls. You aren’t attracting the best and brightest from the start, leaving you with job seekers who might not fully meet your needs.

As mentioned above, a bad fit has a strong impact on turnover. Whether it’s through having to terminate a poor performer or becoming frustrated in the position, retention issues arise.

Damage to Your Culture

A long time-to-hire harms your internal operations, mainly because you have an understaffed team for a lengthier period. Being shorthanded increases stress among the impact employees and also harms morale. In time, these mindset shifts damage your company culture, leading to lasting and pervasive negative changes.

As your company culture is harmed, you’ll have a harder time attracting top talent. This, again, leads to lesser quality matches, which then causes rises in turnover.

As demonstrated above, a lengthy hiring process is harmful to your recruitment and retention goals. By shortening your time to hire, you’ll gain more access to top talent and strong matches, increasing the odds that you’ll end up with new employees that will stay long-term.

If you’d like to learn more about effective recruiting techniques, the team at The Advance Group wants to hear from you. Contact us today.

 

 

Work-Life Balance Has Changed. Here’s What to Aim For in 2021

HMG Success on October 7, 2026

Many professionals want to have a work-life balance. In the wake of 2020, exactly what that means has changed. Before the pandemic, work-life balance often meant having enough time away from the office to handle personal responsibilities, participate in hobbies, and spend time with loved ones. However, for those who have spent a year working from home, work-life balance may mean something different.

Achieving work-life balance isn’t always an easy feat, but it is possible. If you want to aim for it in 2021, here are some tips that can help.

Know What Balance Means to You

Before you take any steps, you need a solid understanding of what work-life balance actually means to you. Consider how you would spend your time in a “perfect” world, both personally and professionally. Envision an ideal weekday, weekend, career progression, family situation, or anything else that gives you insights.

After that, reflect on which of those is genuinely the most important to you. Put what you imagined in order, separating the must-haves from the nice-to-haves.

The goal isn’t to focus on creating “perfection.” Instead, it’s to understand where your priorities and dreams lie. How you would spend your time if you had full control over your schedule can tell you a lot, making it easier to figure out what balance means.

Set Appropriate Boundaries

Often, work-life balance is most easily disrupted when professional responsibilities leach into your personal time, something that may have occurred more frequently with remote workers during the pandemic. As a result, setting appropriate boundaries can be a crucial component of getting to a better place.

For example, you might want to make it a habit to completely shut down work-related technology when you’re off the clock. This includes everything from turning off your computer (if you work from home) to silencing notifications on your smartphone.

In many cases, you’ll also need to have a frank discussion with your manager about boundaries. Your manager’s expectations may play a role in the amount of leeway you have, as well as the nature of your position. As a result, it’s best to have a one-on-one conversation to determine what steps you can take to create much-needed separation between your personal and professional life.

Prioritize Self-Care

Self-care is crucial for maintaining your wellbeing, so it needs to be a priority. Make sure you block out time in your schedule for activities that leave you feeling refreshed and invigorated.

Healthy meals, quality sleep, and some exercise should typically be part of everyone’s wellness plan. Beyond that, it may depend on your personal preferences. Almost anything that leaves you with enough energy to handle your professional and personal responsibilities should be on the table, allowing you to create a custom approach that works best for you.

Ultimately, the tips above can make work-life balance easier to achieve in 2021. If you’d like to find out more, the team at The Advance Group wants to hear from you. Contact us today.

 

 

How to Discover a Company’s REAL Culture

HMG Success on October 7, 2026

Most professionals understand the importance of finding an employer with an exceptional culture. However, getting a genuine glimpse into a company’s culture is often incredibly challenging. Since organizations know that culture matters to candidates, they often go out of their way to ensure they look their best. Not all, but some, will even be disingenuous, presenting a false image of the culture they have in hopes of recruiting better talent.

Thankfully, it is possible to find out about a company’s real culture. If you aren’t sure where to begin, here are some tips.

Read Employee Reviews

Sites like Glassdoor make it possible for job seekers to get a bit of an inside scoop on a company’s culture. The employee reviews on websites like that give candidates plenty of insights into what it’s like to interview with and work for a wide range of organizations.

Now, it’s important to keep in mind that these reviews aren’t guaranteed to be accurate. However, any that are well-written and discuss both pros and cons can be great places to start, as the odds that those reviews are real may be a bit higher. After checking those, branch out into more positive or negative reviews, working your way toward a bigger picture.

Along the way, you also want to read any responses from the company. How it reacts to feedback – both positive and negative – can be enlightening, so don’t overlook those opportunities to learn more.

Tap Your Network

If any member of your network had dealings with or previously worked for the company, they can be a great source of information about its culture. Reach out directly and see if they would be willing to share any insights that could help you determine if it is the right place for you.

You can also check your network for second-degree connections to the company. While you may need to ask your contact for an introduction before reaching out, this can be another effective path for finding out about a company’s real culture.

Dig into the Culture During the Interview

If you’ve landed a job interview with the company, you may have a few opportunities to learn more about its culture. First, if you’re interviewing on-site, you can observe the workplace firsthand. Often, you can tell a lot about what it is like to work for a company by casually watching the employees around you and seeing what workspaces look like and various aspects of the building’s design.

For example, smiling professionals moving with intention but in a non-hurried fashion could indicate a generally happy and enthusiastic workplace. Personalized workspaces, ample sunlight, live plants, and strategic uses of color could be good signs, too, as they give employees a sense of ownership and lift the mood.

In contrast, a lack of light, no personalization, and dull colors could mean the company doesn’t value the quality of its environment. Workers that look tired stressed, overtasked, or disengaged could indicate problems, as well.

You can also find out more about the company’s culture when you meet with the hiring manager. At the end of your interview, you usually have a chance to ask some questions, allowing you to dig in a bit. You could ask them to describe the culture in their own words or discuss a moment they felt genuinely captured the company’s culture, for example. Asking what successful employees have in common can also be enlightening, as the traits they mention could let you know about the pace of the workplace and general performance expectations.

At The Advance Group, we understand the importance of culture. That’s why we only partner with employers with proven track records, ensuring that candidates have access to the best workplaces in the area. If you’d like to find out more, the team at The Advance Group wants to hear from you. Contact us today.

 

 

Job Applicant Priorities Have Changed. Here’s How to Keep Up!

HMG Success on October 7, 2026

Due to the pandemic, expectations about employment have shifted. Professionals have new priorities, causing them to favor different kinds of opportunities than they did previously.

By adapting to these shifts in candidate sentiment, you can increase your odds of connecting with top talent. If you aren’t sure where to begin, here are some tips that can help you address these emerging priorities.

Offer the Right Benefits

The pandemic put a spotlight on certain benefits, particularly medical insurance, and sick leave. Today’s job seekers are looking for options that make caring for their health easier, ensuring they have the right coverage and leave options should they fall ill.

However, other benefits have also become priorities. Flexible schedules, work-life balance benefits, wellness initiatives, and similar options are also highly sought, particularly among those who qualify as top talent.

Adopt a Safety-First Mindset

How an employer acted during the pandemic matters to job seekers today. Many of them now favor companies with a safety-first mindset, as they feel those employers are better equipped to keep them healthy.

Along with stating that safety is a priority, make sure to discuss any programs that help you ensure the health of your teams. For example, if the company provides PPE, make that clear. You can also highlight safety committees, training, and other strategies your organization uses to address concerns and ensure everyone is aware of best practices.

Embrace Remote Work

The pandemic gave many professionals a chance to experience life as remote employees. While not all professionals intend to telecommute long-term, many have found value in the arrangement. As a result, they prefer employers who support remote work arrangements, either on a full- or part-time basis.

If a position can feasibly be handled at least part of the time remotely, consider creating a policy that addresses that arrangement. Then, share those details openly, ensuring job seekers are aware of what’s available.

Offer Contract Positions

Since the job market is very competitive, many professionals are open to alternative options, including contract positions. Companies with a short-term need for an in-demand skill set should consider this an opportunity, as it may make it easier to access the kind of professionals they need for special projects.

Plus, if you could potentially use those skills long-term, you can use a contract role as a form of a working interview. You can see how the candidate meshes with your environment and performs in the position before extending a formal offer of permanent employment. That way, you can ensure it’s a great fit before you move forward.

Ultimately, job seeker priorities have changed, altering the recruitment landscape. By addressing the points above, you can make your company a more attractive option, ensuring that you can connect with the high-quality candidates your organization needs to thrive.

If you’d like to learn more about how to attract the best and brightest job applicants, the team at The Advance Group wants to hear from you. Contact us today.

 

 

How to Stand Out in Your Michigan Job Interview!

HMG Success on October 7, 2026

Succeeding during a job interview requires more than simply showcasing that you have the right skills and experience for the role; you also need to stand out from the competition. Being memorable and engaging while also coming across as capable and confident can be tricky, but it’s a must if you want to become the top candidate for the role.

By using the right approach, you can increase your odds of acing your interview on every level. If you aren’t sure where to begin, here are some tips that can help.

Be (Genuinely) Enthusiastic

Enthusiasm can make a huge difference during your job interview. Typically, hiring managers want to find candidates passionate about their field and the role, and the company. As a result, letting some of your excitement for the opportunity and your career can work in your favor.

However, as with all things during an interview, it’s essential to be genuine. Attempting to fake enthusiasm rarely works, as most hiring managers are adept at identifying when a candidate is trying too hard to convey an emotion.

Luckily, adding genuine enthusiasm can be easy. When you prepare for the interview, find achievements in your past that legitimately make you smile. Also, research the company to discover details that ignite your excitement, such as its broader mission, its culture, or projects that come with the job. That way, you’ll actually be excited when you speak.

Have Some Personality

While it’s important to remain professional during an interview, that doesn’t mean you need to be devoid of personality. In fact, it’s often better to be yourself. By doing so, you can increase your odds of figuring out if the workplace is a good culture fit while also standing out from the competition.

Now, this doesn’t mean you should be too casual. Instead, consider how you act with colleagues or managers you’ve known for quite some time and use that as a guide.

Sprinkle in Some Company Details

If you really want to stand out during your interview, mentioning some details about the company when you answer questions can be a great way to do it. For example, adding in a tidbit about the company’s values, a recent accomplishment of theirs, or similar information shows that you took the time to learn what the organization is about, which can go a long way.

Send a Thank You Note

With a thank you note after your job interview, you have a chance to close out strong and leave a lasting positive impression. It’s a simple gesture but an impactful one.

Everyone likes feeling appreciated, so a well-thought-out thank you email can bring a smile to the hiring manager’s face. Plus, it’s another chance to highlight an achievement, address a point you may have missed during the interview, showcase your enthusiasm, and otherwise position yourself as an exceptional candidate.

Do you want to stand out at your next job interview? If so, the team at The Advance Group wants to hear from you. Contact us to learn more about your interview prep and job search services, and see how working with The Advance Group can make it easier than ever to land your perfect opportunity.

 

 

3 Ways to Make Your Company Attractive to Future Employees

HMG Success on October 7, 2026

Today, professionals have an increasing number of choices when it comes to employers. Along with local opportunities, the rise of remote work has broken geographical barriers, allowing those with the right skills to work for companies all across the country from the comfort of their own home.

Plus, candidates are doing an increasing amount of research before applying for jobs. They are digging much deeper than just reading job ads, also spending time reading employee reviews, assessing the company on social media, and more.

As a result, employers need to do more to catch the attention of top talent than ever before. If you aren’t sure where to begin, here are three ways to make your company attractive to future employees.

1. Cultivate Your Employer Brand Strategically

Your employer brand is a reflection of what you have to offer your workforce. It’s a public presentation that highlights key differentiators, allowing candidates to get a fuller understanding of why you’re a better option than your competitors.

Ideally, companies need to work to develop their employer brand strategically. This includes everything from defining your company mission and values, honing your brand voice, and engaging with candidates to enhance their experience.

With a strong employer brand, you’ll do more than attract more candidates; you’ll also connect with job seekers that align better with your needs and culture. This improves the quality of your talent pool, ensuring it’s brimming with right-fit professionals at all times.

2. Encourage Ambassadorship

Overall, candidates are more likely to trust information when it comes from an individual instead of the company. That means your current workforce is a recruitment asset.

By encouraging your employees to become ambassadors for your company, you can reach job seekers who may otherwise bypass your opportunities. Along with tapping their own networks, they can reach out to or connect with enticing prospects, increasing the size of your talent pool.

In some cases, you may need to offer training to help your employees function as ambassadors. Additionally, you may want to launch an official referral program, giving them a place to point candidates who may be ideal for an open position.

3. Keep an Eye on Your Reputation

Social media platforms, sites like Glassdoor, and a slew of other online destinations make it easy for current and past employees to share their thoughts about working for a company. Since the information is readily available, many job seekers read those reviews when deciding whether to apply for a position. If you aren’t keeping an eye on your reputation on sites like those, and what’s being shared doesn’t show your company in a positive light, you may be missing out on talent.

While you may not be able to get reviews removed, you can typically respond to them. Thoughtful, public replies not only show that you’re willing to listen to criticism but that you’re also open to engaging in a transparent dialog. That can go a long way toward preserving your reputation.

Ultimately, all three of the tips above can make your company more attractive to candidates. If you’d like to learn more about how you can achieve recruitment success, the staff at The Advance Group can help. Contact us today.

 

 

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