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Is Overtime Killing Your Profits?

HMG Success on October 7, 2026

 

Most companies are acutely aware of the financial costs of employee overtime. Paying a minimum of time-and-a-half to have workers on-site adds up fast, but this isn’t the only aspect of these extra hours that is affecting your bottom line.

Overtime has numerous drawbacks that can significantly harm your profitability, and they aren’t all easy to spot. Here are just a few of the other ways overtime is costing you.

Falling Productivity

When used sparingly, overtime can actually bump your productivity levels up, helping you meet tight deadlines and maintain production standards in extreme circumstances. But, if having employees work overtime becomes common practice, productivity can actually stagnate, or even fall.

Once overtime becomes commonplace, some employees compensate for the extra hours by lowering their peak production levels. This can be a method for taking advantage of the additional pay or for helping them save energy, making the extended work hours feel more manageable.

If mandatory overtime ends up being the new standard, you’ll also see employees burn out. After some time passes, it becomes challenging to keep up with the extra demands and your staff may become resentful or frustrated with the additional pressure, leading them to not perform at their best. And, if there is no end in sight, some of your top talents may even look for new employment opportunities, giving them a chance to escape the longer hours and mitigate their rising stress levels. This ultimately leaves you shorthanded and can worsen the cycle of overtime for the rest of your employees.

Health Implications

There are numerous studies that suggest that prolonged stress has negative consequences for a person’s health including damage to the immune system. This can cause workers to become ill more easily, increasing the number of missed work days. And, in extreme cases, you may even see the average duration of their absences rise, as it takes longer for them to recover when they do become sick.

Employee illnesses don’t just affect the amount of total output; it can increase healthcare costs too. This means you lose money based on lost productivity while having to spend more to compensate for rising insurance costs.

More Workplace Safety Incidents

As employees put in more hours on the job, their level of awareness often decreases, and they may struggle to maintain their regular level of focus. These shifts can increase the odds that a mistake will occur and can cause the number of on-the-job injuries to rise. And, should a serious injury take place, you aren’t just faced with costly workers’ compensation claims but will also see production decrease, both of which reduce your profitability.

While the infrequent use of overtime may be necessary, making an effort to keep it a rarity helps you save money in the long run. If you anticipate that overtime will be required over the long-term, then bolstering your workforce with temporary employees may be the ideal solution, ensuring you can maintain your production targets will minimizing cost.

If you are interested in acquiring some short-term staff, the team at The Advance Group can connect you with skilled workers who are interested in temporary assignments. Contact us today to see how our flexible services can help you avoid many of the costs associated with employee overtime.

 

 

Is the Labor Market Going to Help or Hurt Your Recruiting Process?

HMG Success on October 7, 2026

 

Even though the Great Recession is becoming more of a forgotten memory with every passing day, the aftereffects of the downturn are still impacting the labor market today. While the number of available jobs has risen significantly over the past few years, there are still millions of unemployed Americans looking for work. And, of those, nearly two million have been unemployed for six months or more, having them qualify as long-term unemployed.

Here’s what you need to know about the current labor market and how it can help or hurt your recruiting process.

Data Makes Things More Competitive

Many companies have turned to data to help them find top candidates in their field. While this sounds like it would help businesses locate the talent they need, the sheer volume of opportunities to capitalize on the information has more organizations using the same processes to try and get ahead.

Social media and other public data sources have made information highly accessible. So, while you may find a great candidate on these platforms, it’s unlikely you’re the only one who’s taken notice. This means you need to focus on creating value for job seekers to help attract them to your vacancies, and that isn’t necessarily a small feat.

Long-Term Unemployed May Come With Risks

It would seem as though long-term unemployed job seekers are the ideal area to focus on, but it can actually be a challenging route depending on the position. For example, tech professionals who’ve been out of work for a significant period of time, and haven’t been working to maintain their skills on their own, may be falling behind the curve. The tech sector changes rapidly, and it’s easy for those who aren’t currently working in the field to miss out on recent developments, making their skill set less valuable.

However, not all long-term unemployed job seekers neglect their skills when they are out of work. This means, by seeking out those who have maintained their level of competency on their own may be particularly valuable.

Broad Candidate Pools Are Required

Companies can’t afford just to sit back and wait for candidates to find them. Instead, they need to be proactive when it comes to filling vacancies. This can include targeting passive job seekers who are currently employed but open to making a switch as well as enlisting the support of a reputable staffing firm to help you access talent you may otherwise miss.

By focusing on broadening your candidate pool, you can find more people who might be a great fit for your vacancies. If you are looking to hire a skilled professional, the team at The Advance Group can connect you with top talent looking for opportunities just like yours. Contact us today to see how our services can make today’s labor market work in your favor, allowing you to recruit the high-quality candidates you need to succeed.

 

 

Want to Hire Better Next Year? Start Understanding Your Candidates Better

HMG Success on October 7, 2026

 

Hiring managers often wish they could get a glimpse into a candidate’s head instead of having to second-guess their every move and answer. While mindreading still isn’t an option, a recent survey provided a substantial amount of insight into how job seekers think. And that can help you hire better in the future.

Here’s what you need to know.

Professionals Want to Hear About New Opportunities

While low unemployment rates can make it seem as though there aren’t enough viable candidates available, the vast majority of professionals are interested in new opportunities, even if they are currently employed. That means there is a large potential talent pool that isn’t showing in the unemployment statistics, so don’t be afraid to target these workers when posting about a vacancy.

Additionally, nearly two-thirds of professionals who recently changed jobs who were surveyed admitted they knew either nothing or very little about their newest employer before the found out about the position. This means you don’t necessarily have to have a prior connection to the potential candidate for them to be interested in your opportunities.

They Want Information About You

One of the biggest pet peeves for candidates is when they look for information that would give them a better idea of what it’s like to work for you, and it just isn’t there. In some cases, this means that they are finding the information on your website too vague to give them a solid concept of what you are like as an employer or they have trouble finding details in other common resources, like Glassdoor or even the job announcement itself.

Since candidates are more focused on company culture and work environments than ever before, giving them access to additional details can make you a more attractive potential employer. This can include providing insights on your website about what the company is like from an insider’s perspective, adding points about the company culture and employee perks to the job announcement, or even creating a blog that makes sharing this information more natural.

They Have Priorities

While money is still a significant factor in whether a person applies to a new position, it is a detail that is often not provided in a job announcement. Many companies try to keep this information private for a variety of reason, but not making either a salary minimum or standard range accessible in the vacancy posting means some top talent may make assumptions that affect whether they would either apply or accept the opportunity. Being forward about salary makes you seem more transparent and ensures that those who apply are open to working at or near that rate.

Company culture, as mentioned above, also plays a substantial role, making it crucial that you share insights that can help job seekers determine if your workplace might be a good fit. Additionally, work-life balance is more desirable than ever, so showing that your company supports initiatives designed to make this achievable can help you connect with higher-quality talent.

If you are looking to hire better staff members during the upcoming year, the team at The Advance Group can connect you with top talent in the area. Contact us today to see how our services can help you hire better in 2018.

 

 

Scoop Up December’s Best New Grads!

HMG Success on October 7, 2026

 

When you think of college graduation season, you most likely focus on the summer. But, there are actually a lot of new grads who are just starting to receive their diplomas. And that means they are poised to join the workforce. If you are seeking out educated entry-level professionals, now is a great time to start looking for top talents who just completed their degree. To help you scoop up the best new grads, here are some tips to get you started.

Don’t Focus on Pedigree

Certain colleges and universities reputations proceed them. While it may be tempted to focus on these graduates, it could mean that you miss out on an extraordinary young professional who attended a different school.

In many cases, a strong pedigree doesn’t automatically mean the candidate will be a success. And graduates from state universities and local community colleges likely still have the skills you need. Unless you are hiring in an industry like healthcare where pedigree can have a substantial impact, don’t forgo an otherwise qualified candidate just because they didn’t go to a top 10 school for the field.

Examine GPA and Relevant Coursework Properly

Many hiring managers look at GPAs and relevant coursework to help gauge a new grad’s skills, since they often don’t have much (if any) work experience in the field. However, you want to make sure you approach this properly to get the best results.

It can be helpful to know the average GPA of graduates of the particular school’s program to help you better evaluate a person’s performance. For example, a 3.8 GPA may seem impressive until you hear that the average GPA for the program is a 3.7. Similarly, a 3.8 may be an incredible accomplishment if the average is a 3.1.

Relevant coursework is often easier to assess, as many universities provide copies of their catalog online. This gives you a glimpse into what the classes actually covered at the specific school, making it easier to gauge what the graduate likely learned along the way.

Internships and Work Experience

Not all college programs require internships for graduation, but those that participate in such an arrangement often have some real-world experience in the field as well as professional references. Similarly, grads who secured jobs in related to their major may also be better equipped to hit the ground running, which can be particularly valuable when you need someone who can start being productive quickly.

However, just because someone doesn’t have an internship or seemingly relevant employment history doesn’t necessarily mean they won’t be a great employee. Don’t overlook other forms of experience, like clubs and volunteering that can demonstrate the job seeker knows how to function in a structured environment and may have acquired valuable soft skills.

By using the tips above, you can increase your odds of finding the best new grads available today. If you would like assistance filling your job vacancies, the professionals at The Advance Group can help. Contact us to see how our services can make your hiring process more effective and efficient today.

 

 

Who Should Manage Your Gen Z Employees

HMG Success on October 7, 2026

 

Generation Z is beginning to integrate itself into the workforce, representing a new source of candidates for companies interested in securing incoming talent. As with any new generation, many organizations are wondering how best to manage Gen Z employees, particularly since tension still exists between millennials and Gen X, as well as baby boomers.

Gen Z doesn’t have the same priorities as Gen Y, and many of these younger workers are fairly optimistic about their futures. But, like many millennials, technology is an ingrained part of their lives, and that can create challenges for managers who aren’t as device-centric. If you want to make sure these employees feel welcome and ready for success, here’s what you need to know about who should manage Gen Z workers.

Millennials Are the Best Match

While Gen Z may be more focused on inclusion than Gen Y, the two generations also have a lot in common. Both were raised with technology, making them more open to the advances that are on the horizon. In fact, Gen Z sees technologies like AI and machine learning not as threats to their job security, but as opportunities that will improve how people work. This can be a stark contrast to the positions many Gen Xers and baby boomers hold, but millennials will likely connect with the perspective.

Additionally, both Gen Y and Gen Z value workplace flexibility, including alternative work arrangements like nontraditional schedules and remote work. They also support the fluid nature of their professional and personal lives, promoting the agile culture that many millennials have worked to build. Since Gen Y and Gen Z see eye to eye in this area, millennials may be particularly well-positioned to manage Gen Z workers.

Gen Z Prefers Millennial Managers

Since Gen Y and Gen Z have similar values, it shouldn’t be a surprise that the newest working generation would prefer a millennial manager. Both generations prefer to find employment opportunities that provide them with purpose and allows for some level of personalization. Additionally, neither group considers their salary as the most exciting part of securing a particular job, prioritizing other perks like flexible scheduling, opportunities for advancement, and progressive maternity and paternity leave policies over higher pay.

The shared set of values makes it easier for millennial managers to relate to Gen Z employees and vice versa.

Now, this doesn’t mean that a Gen X or baby boomer manager can’t successfully lead a Gen Z worker, especially if they have effectively managed millennials during their career. However, Gen Y managers may be particularly well-positioned to take on the challenge as we learn more about what the newest working generation desires in the workplace.

If you are looking for more information and need to add a new professional to your staff, the team at The Advance Group can help. Contact us to speak with one of our knowledgeable staff members today and see how our services can work for you.

 

 

No, It’s Not Hard to Find Good Millennial Employees

HMG Success on October 7, 2026

 

Millennials may have gotten a tough rap since they’ve entered the workforce, but not all of it is justified. Yes, they may have a tendency to voice their opinion when they don’t like a particular business practice and aren’t willing to stick in a job that isn’t helping them progress, but those aren’t necessarily bad things, particularly when they reflect the employee’s passion for success.

Learning how to identify and cultivate good millennial employees is becoming a necessity, especially as baby boomers continue to exit the workforce and Gen X-ers take on more leadership roles. If you’re struggling to find good millennial employees, here’s what you need to know.

Millennials Don’t Have Nonstandard Expectations

Generally, good millennial employees don’t have unreasonable expectations from their employers. In most cases, they desire the same things that previous generations want, including work-life balance, a respectable salary, and opportunities for advancement.

The primary difference is millennials make up the largest part of the workforce, so they have a greater ability to make their desires heard, decreasing the need for them to just conform to a company’s expectations. This is a strong contrast to previous generations, where fitting into the workplace was a burden placed on them, and not the other way around. So, if you listen to their needs and adjust, such as by offering onboarding processes, career planning services, and a robust benefits package, you too can access top millennial talent.

Engagement Is Important

Millennials aren’t just looking to earn a paycheck and go home. Instead, they want to be a part of a broader mission and community, allowing their personal and professional lives to blend seamlessly. This means these workers are particularly interested in activities that take place outside of the traditional workday, especially networking opportunities that can help them learn additional skills, connect with other professionals, and possibly find a new position.

These employees also value culture along with compensation, so finding ways to engage millennials can help entice them to consider your company and remain over the long-term.

Ultimately, millennials aren’t the mystery they appear to be. Typically, they desire the same things every other professional hope to find: A solid paycheck, substantial benefits, enticing perks, work-life balance, and an ability to connect with a grander mission they can share with their co-workers. By understanding they aren’t that different from any other worker, it’s easy to see there are plenty of excellent millennial employees out there, as long as you’re willing to look.

If you are interested in finding some top talent to join your team, the recruitment specialists at The Advance Group can streamline your search for top talent and connect you with some of the area’s most highly skilled job seekers. Contact us today to see how our flexible approach to hiring can help you meet your recruitment and retention goals.

 

 

Candidates Not Interested in Your Perks? Offer This Instead

HMG Success on October 7, 2026

 

 

Offering perks is seen as a great way to entice top talent into applying for your open positions as well as to keep your best and brightest on staff. But, not every offering is valuable in the eyes of employees, so choosing the right ones is essential.

For example, while an option like unlimited vacation seems wonderful on the surface, it rarely translates into something helpful to your workforce. Instead, you need to focus on offerings that help them eliminate certain stressors in their daily lives, creating the kind of value they crave.

If your current perks aren’t working, it could be time for a change. Here are a few to offer instead.

Meaningful Gifts

While a lot of companies hand out swag coated in their corporate logos, these aren’t the types of items that actually improve the lives of your workers. However, a well-thought-out gift that speaks to them as an individual can be incredibly powerful, particularly if it fulfills a need they have.

Precisely what you can offer varies from person to person, so you will need to get to know your team for this approach to be effective. But, when done properly, it is incredibly impactful, boosting morale and demonstrating to your workforce that you care.

Helpful Services

Most professionals juggle a lot of responsibilities throughout the day, and not all of them are related to their work. Concerns about personal situations, like the need for high-quality childcare or maintaining a home, can weigh heavily on their minds, so perks that help relieve these pressures are especially valued.

For example, offering your employees access to a weekly cleaning service for their home, discounted childcare, or access to discounted meal delivery services can be very effective. So, if you have the room in your budget to offer these perks, it is certainly worth exploring.

Work-Life Balance

While unlimited vacation might not be useful, flexible scheduling and telecommuting options are excellent methods for creating a greater sense of work-life balance. This allows employees to keep up with their tasks while still being able to manage other parts of their lives, like doctor’s appointments or car maintenance. As a perk, these can be particularly empowering and are likely to be widely appreciated by your staff.

Ultimately, a perk is only going to make employees happy if it provides them with a clear benefit, so make sure to select options that are designed to make their lives easier and demonstrate that you care about their well-being, both inside and out of the office.

If you would like to learn more or are interested in finding a skilled professional to join your team, the professionals at The Advance Group can help. Contact us to speak with one of our knowledgeable staff members today and see how our services can help you hire and retain the top talent you need to succeed.

 

 

Working with Difficult People? Make the Situation Easier with This Advice

HMG Success on October 7, 2026

 

Typically, one of the most challenging parts of any job is working with other, potentially difficult people, even if you all generally get along. But, when a co-worker is particularly difficult, the situation quickly becomes more stressful, making it hard to get tasks completed or simply remain in a good mood.

While you can’t necessarily escape the situation entirely, you do have options to make it more manageable. With that in mind, here are some tips for working with difficult people you can start using today.

Make Validating Their Feelings the First Thing You Do

Most of us have encountered a scenario where a co-worker is frustratingly passive-aggressive or generally takes out their anger on those around them, regardless of whether you were responsible for their current situation. While it is easy to react to them in kind, allowing your own stress levels to escalate with theirs, a better approach is empathy.

For example, instead of reacting to their frustration, consider why they may be feeling this way and try to see things from their perspective. Then, instead of pushing back immediately, offer them some validation by letting them know that you understand their feelings.

Often, this helps you shift your attitude, moving to a place of empathy instead of anger. Plus, by feeling understood, your co-worker may also begin to calm, allowing them to change their attitude as well.

Make Your Needs Clear

If a co-worker is being combative instead of constructive during a conversation, it’s easy for tensions to mount, leaving everyone angry. However, you can prevent this from occurring by succinctly expressing your needs in relation to the situation.

For example, if your co-worker says they hate your idea, feel free to let them know a statement like that doesn’t help you improve and that you would prefer specific feedback regarding the idea so that you can reach a resolution that suits everyone.

Ultimately, this involves letting others know what does or doesn’t work for you while being assertive as you discuss your point. It also includes an explanation as to why the approaching isn’t effective, as well as a simple resolution that allows everyone to get back on the right track.

Learn to Say “No”

Some people have a tendency toward being people-pleasers and, if someone takes advantage of that, it can quickly breed resentment and frustration. However, the person who needs to act in these situations is you, by learning to say no and setting reasonable boundaries when a request is simply more than you can handle.

Ideally, you want to say now, provide a concise explanation as to why it doesn’t work for you, and potentially offer an alternative, but only if one exists that meets your needs as well. It can take time to get comfortable with saying “no,” but it is definitely worth the effort.

If you are interested in learning more or are hoping to find a new position with less difficult people, the professionals at The Advance Group can help. Contact us today to see how our services and expertise can work for you.

 

 

Fine-Tune Your Candidate Experience with This Advice

HMG Success on October 7, 2026

 

Often, the candidate experience serves as a strong first impression for job seekers exploring opportunities at your company, especially if they haven’t interacted with your organization before. Ensuring the experience is positive helps make you a more attractive employer, making it easier to locate and secure top talent for your vacancies.

If you want to fine-tune your candidate experience, you’ll need to evaluate every step in the process. Here is some advice on how to begin.

Personalize the Initial Contact

Most companies resort to canned correspondence when communicating with candidates about the status of their application. But an autogenerated response isn’t going to garner positive attention, and may not be read at all.

If you want to engage job seekers earlier, make sure to personalize these early communications. Use information about the candidate to help make the message unique, particularly the subject line of any emails. You can also add details about the responsibilities associated with the role, drawing the candidate in further and opening the door to additional questions that could be relevant to them.

Simplify, Simplify, Simplify

While a long or complex job application may serve your needs, it’s unlikely job seekers will take kindly to the amount of time required just to apply. In fact, one study suggested 60 percent of applicants will abandon an application part way through if it takes too long to finish, meaning a cumbersome process is likely costing you top talent.

To avoid these issues, it is best to evaluate your process from the perspective of job seekers. Then, work to simplify it as much as possible, removing extraneous steps whenever possible.

Prep Them for the Interview

Many hiring managers avoid sharing details about what candidates should expect for the interview, possibly in hopes of catching them off guard with particular questions. While you don’t need to tell job seekers everything about what they will encounter, offering them some guidance is a wise move.

This could include basics like the names of all participants (if there will be a panel), what materials to bring, and a general overview of what will be discussed or if a technical interview is part of the experience. The purpose isn’t to give them every question so they can prepare an answer in advance. Instead, you want to remove some of the mystery surrounding the meetings, helping them feel more at ease and well informed at the same time.

Communicate Consistently

One of the most common issues candidates have with hiring processes is a lack of communication. Often, they receive an automated message after their application is submitted, another regarding their interview, and then possibly a response regarding whether they got the job. Depending on the length of the process, these communications could be spread out over weeks, or even months, which is incredibly frustrating for job seekers.

To make a great impression, check-in with candidates regularly and let them know the current status of their application. Also, don’t shy away from questions, as this will help the applicant feel more secure in the process.

If you are looking to improve your candidate experience, the team at The Advance Group can help. Contact us to see how our services can improve your hiring process today.

 

 

Why It Pays to Really Find the RIGHT Employees

HMG Success on October 7, 2026

 

A company’s employees are the lifeblood of the organization. They are the ones in the trenches, handling the daily tasks that must be addressed to ensure smooth operations and profitability. But, when you have a vacancy, you may be tempted to fill it as quickly as possible, even if you have to sacrifice quality along the way.

However, failing to find the right employees for the role can come with a range of consequences, some of which may cost you dearly. Before you decide to hire the first warm body that comes along, here’s why it pays to really find the right employees instead.

Financial Investment

When you bring on a new worker, you are making a financial investment in the hopes of them being successful. One estimate states that the real cost associated with onboarding a new hire is $240,000 each, which is certainly no small sum. And this expense happens regardless of whether the person works out, which means, if you end up terminating them quickly, you’ve essentially tossed that money down the drain. Plus, you’ll have to pay it again when you find someone to replace them.

Many of the financial costs aren’t obvious on the surface, making the above figure somewhat of a shock. However, when you factor in training, the work other employees must do to get the new hire into the system, compensation, and lost productivity that leads you to discover they aren’t actually suited for the job, the numbers really do add up.

However, when you work to hire the right person, these investments become worthwhile. After they have acclimated to the environment, the employee begins contributing to the success of the business and bolstering the success of their team. Additionally, a competent employee also lowers the stress levels of other workers, as they aren’t shouldering the burden of that position’s workload.

Morale and Productivity

Typically, a bad hire is going to harm morale and productivity, and not just for themselves. While a struggling worker will likely experience the negative effects of stress, so do the teammates that have to make up for their shortcomings. Further, productivity is harmed when the new employee isn’t meeting expectations. Not only may their daily tasks go unfinished, but others who rely on their work will also fall behind.

But, by hiring the right employee, the opposite becomes true. Morale can improve as stress levels are lowered, and productivity rises thanks to the extra set of capable hands. Cumulatively, this can make the work environment more pleasant, as everyone is working as part of a well-oiled machine.

Ultimately, taking the time to select the best candidate for the role is worth it, as the benefits of having more than just a warm body in the seat are clear. If you are looking to add the right employees to your team, the professionals at The Advance Group can connect you with top talent, making it easier to find the right employees for the role. Contact us today to see how our services can work for you.

 

 

Ready to Hire for These Big Tech Jobs?

HMG Success on October 7, 2026

 

As technology becomes more ingrained into nearly every business, many companies are preparing to hire a variety of IT workers to fill critical roles. But, to do so successfully, you need to understand what coveted candidates will expect, particularly for some of the most in-demand skill sets, as well as what to look for when you move forward with your hiring process.

If you don’t meet expectations, especially in the area of salary, you’ll quickly find yourself struggling to secure top talent. With that in mind, here’s what you need to know to make sure you are ready to hire for these big tech jobs.

Business Intelligence Analyst

A business intelligence analyst typically has a broad skill set encompassing key areas like databases, analytics, and various reporting tools. Generally, these professionals will hold at least a bachelor’s degree in a related field, such as computer science or engineering, and will need to have a reasonable amount of experience.

Generally, a qualified entry-level business analyst can secure a salary of around $83,000, depending on your location, while the most skilled professionals may require more than $175,000 for these tech jobs.

Data Scientist

Data scientists are crucial for companies that need to organize, process and analyze their data. Often, required skills include specific programming languages, based on the systems being used, as well as analytical and math skills. Additionally, it isn’t uncommon for these roles to require advanced degrees, like a master’s or Ph.D.

Since data scientists are in high demand, even an entry-level employee can expect a six-figure salary. Those with significant experience, however, may need upwards of $168,000.

Database Developer

Database developers also need strong analytical and problem-solving skills, as well as experience with database development and management. A bachelor’s degree is a common educational requirement, as well as familiarity with the SQL language and database programs like IBM DB2, Microsoft SQL Servicer, or Oracle. In some cases, you’ll also want to find a professional who is certified in a particular system, such as some who has a Microsoft Certified Database Administrator credential.

Since maintaining a solid database is vital to many operations, an entry-level database developer could reach a salary of nearly $98,000, while highly skilled professionals can see their pay exceed $175,000.

Network Administrator

Essentially, a network is the backbone of your computerized operations, so having a talented network administrator on staff is a must. Top candidates will have experience in troubleshooting, diagnostics, and even network design. While a bachelor’s degree is a common base requirement, it can be valuable to look for job seekers who possess additional certifications, especially if your network is relatively complex.

Entry-level network administrators can easily secure salaries near $55,000, while highly experienced professionals often earn just above six figures.

If you would like help hiring for some of today’s biggest tech jobs, the professionals at The Advance Group can connect you with skilled candidates throughout the area. Contact us to see how our unique approach to hiring can work for you.

 

 

An Employer Brand Is Nice… But Is It Worth It?

HMG Success on October 7, 2026

 

When it comes to your employer brand, determining your return on investment (ROI) is especially challenging. Measuring the impact and value of your efforts isn’t intuitive, making it hard to justify the time, resources, and money it takes to promote and enhance your brand.

But, investing in your employer brand should be seen as essential, particularly when it comes to recruiting and retaining top talent. If you need to determine whether your investment is paying off, here are some metrics to review.

Applicant Quality

While you might not be able to measure the quality of the candidates applying to your option positions with a single number, you can when you review a few metrics together.

For example, are you receiving a higher number of applications from qualified applicants? is the number of days between announcing a vacancy and filling a position shrinking? Is the size of your talent pool increasing? Is your cost-per-hire decreasing?

All these metrics can help you see the value in your employer branding activities, including how effective they’ve been when it comes to assisting with your recruitment efforts.

Employee Engagement and Perception

Ultimately, your employer brand is a reflection of how your employees feel about their roles and the company, and you can use their performance and opinions to help gauge the successfulness of your program.

For example, if productivity is increasing, this is a positive sign. Similarly, if employee surveys that measure their opinions regarding the company improve, that’s another indication things are moving in the right direction.

Potential Employee Perception

Today, there are numerous sites that allow people to share their opinions of employers, and these resources are usually accessible by the public. Reviewing this information, including reviews and scores, can give you an idea of how you may be viewed by the potential candidates, as these details can be incredibly influential.

Ideally, you want to see any reviews or associated scores improve over time when examined cumulatively. While you still may encounter the occasional naysayer (making everyone happy is nearly impossible), seeing things trend upward is a sign your employer branding efforts are making a difference.

Retention Rates

Happy employees typically don’t have one foot out the door. In fact, they might not be interested in finding new opportunities at all.

If your retention rates are improving, this is usually an indication that your employer branding efforts are effective. It shows your current staff is satisfied with what you have to offer, and that is certainly a valuable piece of information.

Ultimately, determining the ROI of your employer branding activities is a bit complicated, but the relevant data is there if you look in the areas outlined above.

If you are interested in learning more or are looking to increase your workforce, the skilled professionals at The Advance Group can help. Contact us to speak with one of our knowledgeable team members and see how our expertise can benefit you.

 

 

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