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Get Your New Staff Up to Speed in 2017

HMG Success on October 7, 2026

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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.

 

5 Ways to Become a Successful Workplace Leader

HMG Success on October 7, 2026

 

Being a successful leader involves a combination of skills and abilities. It also requires practice and dedication. While many organizations try to champion unconventional approaches in the office, there are certain guidelines that are known to create results. So, before you throw the entire rulebook out of the window, here are some you should consider keeping.

1. Don’t Overthink the Trivial

Often, those in leadership positions find themselves stressing the minutia of life. Everything from wardrobe choices, breakfast selection, and which route to take to work requires you to make a decision. And focusing on decisions that don’t really matter may make it more difficult to focus on those that do.

Instead of wasting time and energy on issues such as those mentioned above, consider automating these parts of your life. Preselect your outfits for an entire week, so you don’t have to consider them every day. You can also stick to the same breakfast and commuting choices. By removing the inconsequential decisions from your day-to-day, you can let your brain focus on more important matters instead.

2. Don’t Fear Failure

While we would all rather succeed than fail, failure is often a great source of learning in business. Additionally, it means you are open to risk. Ultimately, personal and business growth require us to consider making changes, and that automatically comes with the risk of failure. So, before you say no because of what might go wrong, consider what can be learned if the worst does happen. Then, you might find that while the risk exists, the outcome isn’t as bad as you may think.

3. Encourage Constructive Criticism

Another path to growth is through the acceptance of constructive criticism. However, it isn’t always easy as a leader to get that kind of feedback. So, instead of just hoping those around you will contribute to these conversations, consider direct solicitations. If you approach other employees by making it clear you are looking to make sure the outcome of a project is ideal, and that you want input that could lead to positive change, you may find they are more open to providing the kind of feedback you need.

4. Ask with Confidence

If there is something you need, ask for it. Many people have this illusion in their minds that leaders never ask for assistance, but that simply isn’t the case. Sometimes, you have to approach others and simply go after the support you need, be that a helping hand, more equipment, or additional funding.

Your worst case scenario is that they’ll say no, and that means you are simply in the same position as before. But if they say yes, you have the opportunity to move forward, and that is often the biggest goal.

5. Have a Life

Being a leader doesn’t mean giving up your entire life to work. Instead, strong leaders need to prioritize having time away from work to relax and recharge. Overall, taking time for yourself will make you a more effective leader than if you allow stress to build and never provide an outlet.

If you are looking for ways to become a successful workplace leader or are searching for a new employee, The Advance Group is here is assist. Simply contact us and let us know what we can do for your company. We will be glad to help you reach your goals.

 

 

How to Guarantee You’ll Always Hire the Right Industrial Employee

HMG Success on October 7, 2026

 

When a new light industrial employee doesn’t work out, it is easy to simply call it a bad hire and move on. But sometimes ending up with the wrong employee has more to do with the hiring process than the person who was selected. Failing to consider the role of the recruitment process means you aren’t ensuring that the next candidate selected won’t bring the same results as the first, so it is important to be open to changes.

Luckily, there are steps you can take that will practically guarantee you’ll make the right hiring decision almost every time. To help you get your industrial hiring process on track, here are some tried-and-true methods for increasing your odds of hiring the right person.

Create a Plan

Hiring a new light industrial employee requires planning because no two instances are exactly the same. Even if you are hiring for a position that is common in your organization, that doesn’t mean you can use a cookie cutter process.

First, you need to determine if any skill gaps are present. Since every employee you have brings different things to the table, it is important to consider whether the team has any gaps that need to be filled. This will give you a point of focus as you move forward.

Then, determine what needs to happen to attract a candidate with the right skills to fill those gaps. In the end, this helps you create the strongest team possible which, in an industrial environment, is often the larger goal.

Add a Phone Screening

Since you know which skills are the most important, consider narrowing down your candidate field with a quick phone screening. This helps eliminate applicants who ultimately won’t meet your needs even if they appear to have the right skills on paper. You can streamline the hiring process by only bringing in the strongest candidates for actual interviews, saving both time and hassle while still ensuring a quality match.

Check References

If you are considering candidates with previous on-the-job experience, don’t hesitate to contact their references to see how they used those skills on the job. You’ll also find out about their reliability on the job, as well as insights regarding how they fit into the culture of their prior employers.

This can serve as a great way to get foundational information about who the candidates are as individuals, instead of just a skill set on a piece of paper. So, use the time wisely and ask the questions that get you the answers you need.

Be Open About Compensation

A lot of companies hold details about compensation close to the chest. However, this can come back to hurt you if you limit the field of candidates only to later find out their salary requirements simply aren’t feasible for your company. Instead of holding these details until the end of the process, consider presenting them closer to the beginning, such as during the phone screening. That way, only candidates that are open to accepting the salary you have available will be included in the later rounds, and you don’t have to worry about finding a perfect candidate that you can’t afford.

Enlist the Help of Experts

Sometimes, the easiest way to increase your odds of hiring the perfect light industrial employee is to work with hiring experts, like the team at The Advance Group. Contact us today to speak to one of our skilled recruiters and see how working with hiring experts can get you the results you need, every time.

 

 

Build Trust with Your Admin Employees

HMG Success on October 7, 2026

 

A company that operates without trust isn’t likely to be a long-term success. Members of your team need to know that their leaders have everyone’s best interests in mind and not just the company’s bottom line. This fact is even more imperative as many workers still remember being burned by the businesses for which they worked during the last recession.

To help you create and maintain a sense of trust with your admin employees, here are some tips to get you on your way.

Prioritize Communication

Most employees understand that you can’t tell them everything that is happening within the business. However, they can also tell when something is being withheld that shouldn’t be.

Pertinent communication needs to happen in a timely fashion, and general communication should happen often. Whether this is through regular staff meetings, company newsletters or any other mechanism, keeping employees informed regarding upcoming changes is critical. Additionally, it provides an opportunity to reinforce company goals to ensure everyone is working with the same goals in mind.

Provide Effective Feedback

Some managers are surprised to find employees would rather receive effective and honest feedback then only have their praises sung. Being honest regarding what is going right in terms of performance and which areas can use improvement helps them develop professionally, something most top workers are looking to do.

However, when negative feedback is required, it is important to handle it in the right way. First, it is critical to guide employees towards a better path, not insult them for mistakes they have made. The idea is to open a dialogue that allows you both to discuss what changes can be made to create the needed improvement. By treating it as a joint venture, the employee will be more receptive. Plus, since there is a back and forth, you can be sure they fully understand the points as well as the actions required to get things back on track.

Never Badmouth Anyone

As a member of the leadership team, it is important to never badmouth any employee – regardless of whether they are a part of your group. As soon as an employee witnesses their manager speaking poorly of someone behind their back, it is easy to assume that they may also be the subject of such talk when you are speaking with someone else.

Once an employee hears a manager talking about someone behind their back, it may not be possible to ever fully regain their trust regardless of your actions towards them specifically.

Follow Through

When you make a commitment to your employees or anyone else in the business, it is important to follow through. Failing to meet your obligations, especially promises you chose to make, will not inspire trust and may even make them less motivated to meet their obligations. If you want your employees to keep their word, then you need to keep yours. It’s as simple as that.

If you are looking to add a new member you can trust to your admin team, The Advance Group has the expertise required to help you find the right fit. Contact us to explore your options today.

 

 

The Real Importance of “Culture Fit”

HMG Success on October 7, 2026

 

Hiring for culture fit has been making its way into hiring processes for some time now. People understand that choosing a person who fits into the larger corporate culture is more likely to integrate into a team. But what exactly does it mean to find someone who fits into the culture, and does it hamper efforts in other areas, like diversity?

Many people mistakenly think that a person has to be like them to fit in culturally. While we are automatically more comfortable with people who exhibit traits similar to our own, that isn’t what defines a culture fit. In fact, it may also be a method for unintentional hiring bias.

Instead, businesses need to seek out candidates who fit based on the company’s core values. Since these are considered a driving force in how the organization does business, choosing someone who can’t align with this part of the mission likely won’t last. However, people from all walks of life have the potential to fit based on these values, which also leaves the path open for diversity.

But why is hiring based on culture fit so important? Here are just a few reasons.

Creates Cohesion

A team that is functioning based on the same core values will typically work better together than those with disjointed opinions regarding these priorities. Essentially, it ensures that everyone is working to meet the same standards and achieve the same mission.

It also gives everyone a sense of common ground when interacting with one another. Since everyone has similar values, they are more likely to find methods to resolve differences as they arise, both professional or personal in nature.

Built-In Accountability

When a team works with the same vision, they are more inclined to hold each other accountable with regards to tasks that are associated with the mission. Everyone wants to see the company grow and succeed. So, if a person drops the ball, they are more likely to be managed by those around them as a side effect of the relationships. Essentially, it can create a self-balancing system where everyone works to meet the standards set not just by management, but by the group as a whole.

Promoting Creativity

People who work well together are more inclined to be creative and open. Having a level of comfort with one another helps employees feel safe in assuming a new perspective which can lead to innovation. Additionally, if the idea is ultimately shelved, they are more inclined to simply move on.

A culture fit makes employees feel well supported within the organization, and this can allow them to spread their wings and explore something new. And this is something you just won’t experience if you hire only individuals who act just like you. By choosing culture fit and diversity, you get the best of both worlds, and the quality of the team’s output will certainly show it.

If you are looking for a new employee to join your team and want to know how to hire for culture fit, the experienced recruitment professionals at The Advance Group can help you find your ideal candidates. Contact us today and see how hiring for culture fit can transform your business.

 

 

Which of Your Employees Will Be Replaced by Robots?

HMG Success on October 7, 2026

 

Concerns about automation and the shape of the current workforce have been common for some time. Many people are aware how robotics affected key industries in the U.S., especially in the manufacturing and production industry, but as technology becomes more sophisticated, worries continue to spread.

It is estimated that almost half of all activities occurring in the workplace today could potentially be replaced by automation. However, that doesn’t mean those changes are just around the corner. In fact, no one is entirely sure when some of the changes will come to be. Why? Because much of it relies on breakthroughs in areas like artificial intelligence while also requiring economic conditions that favor the change.

At this time, it isn’t possible to predict the future of artificial intelligence, especially with skills related to language processing and machine learning. Since there is no way to know when these advances may occur, it isn’t reasonable to assume how and when they will change the workplace as we understand it today.

Which Employees Are Most at Risk?

In most cases, automation is directed at repetitive tasks. Generally, this requires the work to be highly structured and that it takes place in a predictable environment. Within the U.S. economy, most of these sorts of tasks are located in manufacturing and production environments, as well as certain food service and hospitality positions, and retail trade.

However, not every task performed in these environments are typically considered eligible for automation even in those environments. Any work that varies dramatically within the same task set may not be eligible. Additionally, tasks that require critical thinking or problem-solving may not be suitable for automation at this time.

Alternative Work

Even if employees find some of their tasks in the crosshairs, that doesn’t mean their entire position becomes irrelevant. Instead, they may simply be able to put their more repetitive tasks aside and redirect those efforts to more complex duties.

Additionally, automated operations will still require support from actual employees. For example, an automated process requires a technical solution to be programmed to handle the work, and that requires input from appropriate IT personnel. Additionally, duties that require the use of robotic components will need mechanical maintenance support personnel to keep those operations functioning properly.

Another Pain Point

While advances in technology can occur at any time, there is no way to immediately create a skilled technical workforce that is capable of implementing and supporting any particular technology. At this time, unemployment amongst tech professionals is particularly low. And there are concerns that a workforce shortfall will continue in these areas for the foreseeable future.

If the right technical personnel are available to create and install automated solutions, then the rate at which any technology can be deployed is automatically controlled based on that issue alone.

However, companies can prepare for the possibility of increased automation in the workplace by supporting their employees. If you find a worker would benefit from professional development that can help further business goals and better position them to avoid being replaced by technology in the future, then that is a win-win situation for everyone involved.

If you are interested methods for supporting your current employees during times of change or are looking to hire additional workers, The Advance Group has the industry expertise you need to accomplish either task. Contact us to speak with a member of our professional staff today.

 

 

Skipping Millennial Hires Because of Stereotypes? Get the Truth Here

HMG Success on October 7, 2026

 

When the millennial generation joined the workforce, a number of stereotypes soon followed. Many of these ideas had hiring managers worried about whether these workers would provide the kind of value they needed to help move their companies forward. However, this generation might not be everything that some reports would have you believe. Before you dismiss a candidate simply because they fall into the millennial category, here is the truth beyond the stereotype.

One of the Largest Generations

It is possible millennials are hard to understand because of the size of the generation. In some cases, they are defined as anyone born between 1980 and 2000. That’s a period of 20 years. With such a large age range falling into the category, it is almost impossible to generalize their behaviors in a way that actually fits even just the majority.

Issues with Loyalty

One of the most pervasive stereotypes is the lack of loyalty the millennials display. However, the source of the issue isn’t actually loyalty; it is a desire for new opportunities and experiences. If a millennial doesn’t find the challenges they need with their current employers, they may begin seeking out other options to learn and grow.

Companies that are prepared to keep millennials engaged, offering the chance to mentor and learn on the job, then these valuable workers won’t be inclined to look elsewhere for new opportunities. That means top performers need to have access to challenging work so that they can continue to progress along the career path they envision for themselves.

Problems with Authority

What some companies see as issues with authority is actually a disconnect between how older generations operate in the workplace and a millennial’s preference for collaboration. Businesses that work to break down barriers between their employees and management often find millennials are prepared to help their company find new, better solutions to organizational problems and can provide a lot of value.

By creating an environment that supports inclusion and open communication can involve a more diverse portion of their workforce when solving problems, and may even reach new, innovative ideas that can help further the company mission.

Being Lazy

Mobile technology has changed the way we work. Now, many millennials embrace flexible workstyles thanks to the ability to work from more locations with ease. However, some older workers simply notice that millennials aren’t spending hours upon hours sitting at their desks, and may interpret that as laziness.

Flexibility in the workplace helps employees manage their duties without having to fit into the confines of a traditional work schedule. When these options are managed properly, millennials are just as productive, if not more so, than any other generation in the workplace today.

If you are interested in learning more about what millennials have to offer or are wanting to find a new employee for your team, The Advance Group can help you find the right candidate to suit your needs. Contact us today to see which of our services can work for you.

 

 

5 Tips to Improve Communication in Your Light Industrial Workplace

HMG Success on October 7, 2026

 

When it comes to maintaining a productive workplace, communication is key. Employees want their managers to provide information more effectively and even with a higher frequency. Improving communication in your light industrial workplace doesn’t have to be difficult. To help you get started, here are five tips you can begin using today.

1. Be Clear and Concise

When it comes time to deliver important information, make sure to focus on being clear and concise. This means you need to plan what you are going to say and work to be direct. Make an effort to avoid ambiguous language by keeping the information specific and on point. Additionally, don’t use any acronyms that aren’t commonly understood by all of the light industrial employees to whom you are speaking.

2. Actively Listen

Many people spend the time when another person is talking to plan what they will say next, but that often means you will miss out on potentially critical parts of the conversation. Being an active listener requires you to focus on what the other person is saying, taking in not only the words they are using but their body language as well. And, you need to wait until they have finished covering what they want to say before considering how to respond. This ensures you get the full value of what is being said and that you can contribute in a more meaningful way than if you let your thoughts overshadow the other person’s contributions.

3. Meet Face-to-Face

Whenever the information being presented is difficult, negative, or could bring about a lot of questions, it is always better to say it in person. Not only will you get the benefits of non-verbal communication during the conversation, but you also have the ability to solicit immediate feedback, ensuring everyone understands things as they are and that there isn’t any confusion.

4. Follow-Up in Writing

Ideally, any information provided verbally should be followed up with a recap in writing. Everyone has different preferences when it comes to communication and covering important materials in written and spoken forms gives employees a chance to review the information in a manner that suits them best. Additionally, it will serve as a reference point for future conversations while ensuring everyone has access to the facts, even if they miss the initial meeting.

5. Stay Professional

Regardless of whether the information being covered is positive or negative, it is critical to remain professional at all times. Often, this requires managers to take care when it comes to word choice and to avoid reacting to conversations in an overly emotional way. Now, this doesn’t mean you need to be an automaton when delivering news, just that you can’t let your personal feelings on a matter affect your delivery.

By using the tips above, you can work to improve communication in your light industrial workplace, benefitting both you and your employees. If you are interested in more tips about workplace communication or are looking for a top candidate to join your team, The Advance Group has the expertise to help you move forward. Contact us today and see what our service have to offer your business.

 

 

Why You Should NOT Hire That Engineering Candidate

HMG Success on October 7, 2026

 

Hiring a new employee is a challenge. Often, you have a limited amount of time to assess a candidate before having to make a decision about whether or not to hire them for your engineering position. While most candidates won’t set off any alarm bells along the way, there are some red flags that no hiring manager should ignore. To help you spot which candidates you shouldn’t hire for a job, here are some warning signs that could indicate trouble.

Too Many Discrepancies

When you speak with a candidate, what they say and what they listed on their resume should generally align. Additionally, they should be able to cover the information regarding their skills and abilities with a reasonable amount of ease.

While a bit of nervousness is to be expected, the experience should feel right when examined as a whole. If something makes you uneasy or just doesn’t appear to add up, it could be a warning sign of trouble ahead if you move forward with a job offer.

Sharing Too Much

Most candidates will try and be thorough when answering questions, but there can come a point when it goes too far. If an applicant begins divulging information that is better left unsaid, then it could indicate a problem. For example, if an interviewee begins giving details regarding why they are unhappy with their current job, and the conversation turns negative or accusatory towards others, it may be a sign that they would speak similarly of their new co-workers if this job doesn’t go perfectly in their eyes.

Complaining About the Process

Interviewing isn’t the most comfortable experience for many, but openly badmouthing the need for this part of the hiring process isn’t an indication of a future stellar employee. While they may think they are perfect for the position, you are the one who ultimately has to decide. So, as long as you are continuing the process with a genuine interest in the candidate, they should be open to being a part of the journey. If they complain about having to interview, then they might not be the right kind of candidate for the job.

Too Much Brevity

While being focused and concise can be a good sign, candidates who are intentionally vague or cliché aren’t really answering the questions. Most applicants will be prepared to share information regarding the experiences, education, and skills, so those who don’t seem to have much to say might actually not have much to offer. One or two answers that seem a bit short might not be a big deal, especially if they fill in the gaps during the rest of the interview, but a habit of short responses might mean the candidate isn’t worth pursuing.

Interviewing isn’t always the easiest tasks, but most qualified candidates will handle the situation with professionalism and enthusiasm. If they don’t, it could be a sign that they aren’t as interested as they claim to be.

If you are looking for a new employee to join your team, The Advance Group can help you identify and screen top candidates for your position. Contact us and see what our services can do for your company today.

 

 

Turn Your Workplace into a “Best Place to Work”

HMG Success on October 7, 2026

 

Most companies are familiar with the “Best Places to Work” list created by the site Glassdoor. Those who make the list often have their pick of top talent, making them models that many businesses strive to follow. But what separates a good company from a great one? And what truly makes some organizations the best? To help you see how these top companies differentiate themselves from the competition, and what you can do to improve your workplace, here are some key areas that define the greats.

Cultivate Passion

Most of the best places to work have one thing in common: passionate employees. These workers and managers operate with a sense of enthusiasm and curiosity and are typically more open to change than those who feel less strongly about their work.

Cultivating passion means creating a culture that encourages exploration and one that is open to taking new avenues when the right opportunity presents itself. While not every idea will turn into something helpful, making sure workers have the space to consider new possibilities and formulate new ideas can help keep the level of passion high.

Support Growth

Employees want to work for businesses that will help them progress in their professional lives, either through informal arrangements or formal programs. Companies that give workers a chance to learn new skills, interact with emerging technologies, and work together in new ways help employees advance their understanding of their field and keeps them feeling challenged.

Often, top performers need this kind of workplace to thrive, as it keeps them engaged and gives them new opportunities to grow. Without them, your best and brightest likely won’t stick around if a better offer comes around.

Offer Recognition

Another must-do to be considered a great employer is to recognize employees for a job well done. Anything from a sincere thank you from a manager to a full employee appreciation event can do the trick, as long as workers are shown that their input is valued by the company overall.

Some organizations make the mistake of treating employees like assets and not people. By acknowledging their efforts, you show that you understand the company wouldn’t be where it is today without workers like them.

Offer Competitive Salaries

While compensation alone doesn’t make a company a best place to work, not remaining competitive is a sure way to find yourself off of that list. Businesses need to keep pace with their competitors in regards to salary and benefits. Failing to do so may lead top talent to simply pass you by and your current employees to leave once a better opportunity becomes available.

Now, you don’t have to outdo other companies in the area of compensation. Instead, just make sure you are within the norms for your location and the type of work being performed.

If you are interested in learning more about what make a company a great place to work or are looking to hire new members for your team, let the professionals at The Advance Group put their hiring expertise to work for you. Contact us today and see how our services can help your business reach new heights.

 

 

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