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A Strong Case for Banning Salary History on Job Applications

HMG Success on October 7, 2026

 

As of January 2018, employers in California are no longer allowed to ask candidates about their salary history during the hiring process, either orally or in writing. Additionally, a number of other states, including Oregon, Massachusetts, and Delaware, have similar laws in the works that are designed to prevent salary history discrimination.

Changes to any employment law can create challenges for companies. However, removing salary history information from job applications and the hiring process isn’t as difficult to implement, and can even result in positive outcomes. Here’s how.

Enhancing Your Talent Pipeline

When salary details are no longer available during the hiring process, you may find yourself meeting with candidates you would have otherwise bypassed. For example, a job seeker with a history of higher pay rates than you are prepared to offer is usually eliminated from contention early in the process, leading them not to be interviewed or otherwise screened.

While companies may worry they will end up dedicating time to a candidate who ultimately wouldn’t accept the role at that salary, it does create another opportunity. You’ll learn more about professionals who may be suitable for other jobs, including those at higher pay levels.

Even if they don’t accept an offer, or have one extended to them, they do become part of your talent pipeline, allowing you to reach out should a suitable role come available in the future.

Removal of Bias

One of the reasons for California’s legislation was to eliminate pay discrimination based on gender. Statistically, women still earn less than men even when they perform the same duties. When salary information is available on applications, these patterns can perpetuate, as potential employers often base their offer on the person’s last salary.

Even if your company isn’t intentionally being discriminatory, allowing past earnings to dictate a job offer enables gender pay biases to continue. When you remove salary details from your hiring process, this possibility is potentially eliminated. Instead of using their prior pay rates as a starting point, you have to present an offer based on what is fair for the work being performed and the skill set the candidate brings to the table.

Ease of Adoption

In general, removing salary information from your hiring process isn’t a particularly challenging task. While you may need to update your forms if you use standardized applications, companies that rely on resumes likely wouldn’t have to adjust how candidate information is collected as most job seekers don’t list these details without being prompted to do so.

Beyond that, hiring managers may need to be trained regarding what questions are and aren’t appropriate after making the shift. This ensures they don’t unintentionally cross a boundary due to lack of knowledge about the change.

Ultimately, removing a salary history from the hiring process can be beneficial, as long as it is viewed as an opportunity instead of a hardship. If you are interested in learning more, the professionals at The Advance Group want to hear from you. Contact us to speak with one of our highly knowledgeable team members today and see how our hiring expertise can benefit you.

 

 

How to Properly Onboard Your New Welders

HMG Success on October 7, 2026

 

When a new welder comes in on their first day, some companies don’t spend much time familiarizing them with the environment, introducing them to team members, or providing them with helpful information that will allow them to excel. Instead, they give them the basics of what they need to know and then largely leave them to their own devices.

While that approach may be quick, it isn’t offering your new welders the best experience. Plus, you are missing out on an opportunity to engage with them early, ensuring they are set up for success.

If you are adding new members to your welding team and want to make sure they reach peak productivity as soon as possible, here’s how you need to onboard them.

Create Strong Bonds

On a welder’s first day, they are walking into an unfamiliar environment. They likely don’t know every co-worker they will work with and usually haven’t met key members of the leadership team.

While forming relationships with their colleagues usually takes some time, you can facilitate stronger bonds through your onboarding process. Not only can this increase the new hires comfort level, but it often makes them feel more committed to the company.

If you want to create strong bonds, integrate interactive activities into your onboarding process. Craft mechanisms for peer-to-peer training, like assigned them a buddy to help guide them as they familiarize themselves with the company’s facilities, processes, and procedures. You can also include getting-to-know-you activities to help everyone share information about themselves, creating a positive and welcoming culture.

Build Their Confidence With Training

When you provide your new welders with comprehensive training, you increase their confidence in their ability to do their job effectively and independently. While giving detailed instruction takes time, it enables the worker to reach a point of peak productivity faster, making them more efficient contributors and allowing them to provide more value in less time.

Showcase the Benefits

Onboarding isn’t just about paperwork and showing the new hire where the bathroom is; it should also be about highlighting all of the benefits that come with being an employee of your company. Make sure they know what services and offerings are available to them, including everything from standard benefits like medical and retirement to fun perks like free snacks in the breakroom.

By showing your new hires everything that comes with saying “yes” to the job offer, you increase their level of engagement, ensuring they are invested in the success of the company. Additionally, it allows you to make sure they don’t miss out on something great and supports a culture of transparency.

When you follow the tips above, you increase the effectiveness of your onboarding process, allowing your new welders to thrive. If you would like to learn more or are looking for skilled welders to join your team, the experienced professionals at The Advance Group can help. Contact us to discuss your company’s process and goals with one of our knowledgeable staff members today and see how our expertise can benefit you.

 

 

Are You Prepared for Your Employees’ Maternity Leave?

HMG Success on October 7, 2026

 

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

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

Start Planning ASAP

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

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

Get to Know Their Duties

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

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

Prepare for an Early Handover

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

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

Hire Wisely

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

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

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

 

 

Don’t Scare Off Employees With Your Bad Reputation

HMG Success on October 7, 2026

 

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

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

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

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

Do Some Research

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

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

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

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

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

Create an Action Plan

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

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

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

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

 

 

Why You Need to Work on Workplace Diversity

HMG Success on October 7, 2026

 

Most business leaders understand the value of diversity in the workplace. Bringing people together from different backgrounds can lead to innovation and more effective problem solving, allowing the cumulative life experience of the team to create additional value.

However, when it comes to creating a diverse workplace, not all companies take the right approach. While hiring a diverse staff is certainly an important step, creating an inclusive culture is also vital. Otherwise, not every employee will feel as though they fit in, or are even welcome, and this can be incredibly harmful to the organization’s culture.

If you want to make sure your diversity initiatives are effective, here’s what you need to know.

Don’t Focus on Differences

When many companies work to create a diverse workforce, they concentrate on what makes employees different. They may focus heavily on minority groups based on what sets them apart, an approach that can actually make workers uncomfortable.

Similarly, broadly highlighting what makes minorities valuable can make the majority feel resentful or even fearful, worrying they may be displaced as a means of achieving a diverse staff or that they are somehow to blame for the perceived shortcomings of the company’s current workforce. Additionally, they may be anxious about how they are expected to act at work, leading them to question how they handle every interaction with someone who happens to be in a minority group.

Ultimately, these approaches can promote separation, not togetherness. Over time, a sense of exclusion leads to increased stress levels and may even have employees fearing for their professional survival.

Encourage Social Interactions

As human beings, socializing is a critical part of everyone’s existence. It allows everyone to bond by finding common ground and through pure interaction, creating a sense of connectedness that might not automatically occur through work-oriented encounters.

Plus, those who feel socially excluded are almost guaranteed to struggle, potentially becoming more withdrawn, anxious or aggressive. It can even lead to self-sabotage, especially if they embrace the idea they somehow don’t belong, harming productivity and the quality of their outputs.

By creating opportunities for positive social interactions, such as team lunches or other team-bonding events, you can bring people together. This helps create valuable connections, as each person gets to know their co-workers, making the culture seem more inclusive and welcoming.

Similarly, mentorship programs or assigning new hires a buddy to help them get acclimated can give employees a valuable ally in the company. The person can act as a bridge, helping them connect with more workers and feel secure in their place in the organization.

Ultimately, by crafting an inclusive culture, workplace diversity is easier to achieve and maintain, particularly once it becomes part of your employer brand. If you are interested in learning more about how you can create a workplace that focuses on inclusivity and not just diversity, the professionals at The Advance Group can help. Contact us to speak with one of our knowledgeable staff members about your culture goals today and see how our expertise can make it easier to create an inclusive workplace where everyone can thrive.

 

 

A Surprising Way to Handle Workplace Conflict

HMG Success on October 7, 2026

 

In every workplace in every industry, conflict is inevitable. Whether there are only two people working together or 200, not everyone will see eye-to-eye on everything.

While a little healthy debate can be incredibly beneficial, genuine conflict can be detrimental. It harms productivity, damages morale, and hinders the development of a functional team dynamic, so addressing it quickly is a must.

But, when you are in the midst of a workplace conflict, figuring out how to navigate the issue can be tricky. After all, you may be completely certain your perspective is correct, making it hard to put down your feelings during a disagreement.

Luckily, there is a simple, yet surprising, approach that can make handling workplace conflict easier. Here’s what you need to know.

Be on the Same Side of the Problem

In most cases, conflict occurs when multiple people are trying to solve an issue and don’t agree on the approach. The differences led to debate, then debate led to anger, and both parties began striving to prove their perspective was the right one.

As the situation continues, both parties lose sight of a critical point; they are both on the same side of the problem. Being on the same side, in these instances, isn’t the same as agreeing. Instead, it’s the realization everyone has the same goal; the desire to find a solution to a specific issue.

When you remind yourself that you and the other party actually share the same objective, it can make the situation look less contentious. You’ll realize that you have to fight together to navigate any obstacles, meet a particular deadline, or achieve the desired result, which can make realigning your efforts easier to visualize.

Assume Everyone Has Good Intentions

Since you are both trying to solve the same problem, allow yourself to assume everyone involved has good intentions. They aren’t necessarily trying to attack you. Instead, they want the goal to be reached, and that is a positive thing.

Unless your environment is genuinely toxic, most professionals aren’t striving to harm you when they disagree. By using that point to adjust your mindset, you can be realistic about what the other party’s motivations are, making it easier to move forward.

Keep It in Mind When You Talk

When you realize everyone has the same goal and their intentions are likely good, it increases the odds you’ll communicate effectively. The next time you speak, confirm with them you are both working toward the same goal, ensuring everyone is on the same page in that regard or, if you aren’t, you have the opportunity to discover their goal and see if that is the source of the disagreement.

Then, you can proceed with a better understanding of the core objective, increasing the odds everyone will work together to make sure the goals are achieved.

If you are interested in learning more about handling workplace conflict, the professionals at The Advance Group can help. Contact us to speak with a member of our knowledgeable team today and see how our conflict management expertise can benefit you.

 

 

What Your Employee Engagement Is Missing

HMG Success on October 7, 2026

 

Most managers know an engaged workforce is a productive one. However, crafting an environment where employee engagement is the norm is often easier said than done.

In many cases, the majority of any company’s employees aren’t overly engaged. While they may be meeting expectations, few are as enticed and entranced by their work as they could be, so they aren’t as inclined to go the extra mile unless it is absolutely necessary.

While there is some debate regarding the best way to increase employee engagement, one point is usually agreed upon: Effective communication is a requirement for success.

Developing an Effective Internal Communications Method

At times, companies may assume that if they simply embrace the latest app with the newest features, they don’t have to spend much time cultivating an internal communication strategy. While providing new tools can be beneficial, it isn’t a guaranteed method for increasing engagement over the long-term.

Instead, leaders need to analyze which communication methods not only meet your functional needs but also connect with your workforce. It needs to make engaging with the content feel natural and convenient. Otherwise, it misses the mark.

Think All-Encompassing

Ideally, you want to select a communication platform that can reach your entire workforce, a highly visible solution that provides value across the board. Any system that is restricted to a particular niche, like a single department, isn’t going to stand the test of time. Plus, it guarantees management is going to have to reach out on multiple platforms to get critical information across to everyone.

In many cases, choosing a platform that can deliver messages across computers and mobile devices is the most appropriate solution. It ensures your message can be cohesive, as you don’t have to recreate it for different devices.

Allow a Tailored Experience

While you want to make sure every worker receives critical content, you also want to make sure they aren’t bombarded with information they don’t need. Work to find a platform that allows employees to have a somewhat tailored experience by enabling them to eliminate communications that are irrelevant, without having to see them at all.

Make the Content Interesting

People are highly visual creatures, often responding better to content that is interesting to the eyes, as well as full of valuable information. When you select a platform, make sure it can support an aesthetically pleasing message. For example, will it let you include images? Can it support video? Will it reformat messages in a way that is cluttered or makes it harder to process visually?

In many cases, people are better equipped to process image-based information than simple text. Plus, it makes the information more interesting, which can increase engagement. Make sure your platform provides you with that capability if you want to make the most of it.

By following the tips above, you can increase employee engagement in your workplace. If you’d like to learn more, the professionals at The Advance Group want to hear from you. Contact us with your questions and see how our experience in managing employee engagement can benefit you today.

 

 

The Mistake You’re Making With Workplace Inclusion

HMG Success on October 7, 2026

 

Even as more companies begin to focus on diversity and inclusion, progress has been incredibly slow going. Many demographics are substantially underrepresented in a variety of fields. Additionally, a significant number of minorities continue to experience bullying and harassment on a regular basis, while others simply don’t feel comfortable in their workplaces.

Often, company leaders strive to find solutions to these issues, trying to remedy the situation as quickly as possible. However, this approach may actually be what’s holding you back when it comes to inclusion, as focusing on providing solutions can actually be a mistake.

The Harm of Management’s Focus on Providing Solutions

When a problem needs solving, managers often spring into action. They try to find a path that can deliver the desired result, aiming to move quickly to handle the existing issue. Usually, when it comes to diversity, policies are created or adjusted in response to problems like bullying and harassment.

While setting rules and guidelines can be a necessity, it might not speak to the core of the issue. Management’s tendency to focus on solutions means they could be missing a critical piece of the inclusion puzzle; they might not actually be listening to what their staff needs and how they perceive their situation.

Additionally, merely creating new policies doesn’t always alter behavior. Instead, management needs to focus on more than finding a potential solution; they need to be willing to take action, too.

How to Make Your Workplace More Inclusive

Before management tries to find a solution to a problem of inclusivity, they first need to genuinely listen to their staff. Ask questions and let your employees respond, including through anonymous surveys, if necessary. Let them present how they perceive the current situation and discuss how they feel when they are at work. Allow them to identify sources of discomfort and explain how they are affected by them.

As you gather responses, look for patterns. Are multiple employees expressing the same sentiment? Is there a specific issue presented over and over?

Then, determine if the issue is policy-based, cultural, or something else before you try to craft a course of action. Often, cultural norms are the biggest factor when it comes to a lack of inclusivity, and some words on paper aren’t going to change that automatically.

When this occurs, management needs to be prepared to take action. For example, they may need to interject if an employee says or does something inappropriate, guide workers who exhibit poor behavior on how to improve, and use anti-discrimination and anti-bullying policies as a basis for corrective action.

By taking the proper steps, you can begin to reshape your culture into one that supports inclusivity, ensuring everyone can work together comfortably and productively.

If you are interested in learning more about creating a more inclusive workplace, the professionals at The Advance Group can help. Contact us to speak with one of our knowledgeable team members today and see how our expertise can make achieving your diversity goals easier than ever before.

 

 

3 Ways Tech Can Improve Employee Health

HMG Success on October 7, 2026

 

The basics of good health have remained largely unchanged over the decades, focusing on key points like getting exercise, eating balanced diets, and getting sufficient sleep. However, how people monitor success in these arenas has changed dramatically, predominately thanks to technology.

When it comes to good health, the benefits extend beyond the person’s own life. Healthier people tend to be happier, more capable employees too. But it today’s world where everyone feels pressed for time, staying healthy isn’t as easy as it sounds on the surface. Luckily, there are things employers can do to help their staff achieve their health-related goals.

With that in mind, here are three ways tech can improve your employees’ health.

1. Encourage Activity With Challenges

Nearly everyone has access to a device that can track their activity, particularly since the vast majority of smartphones can add an app to handle the task. However, merely having a tracker isn’t enough if you aren’t motivated to get moving.

Companies can encourage their staff to be more active through friendly activity challenges. Often, these can be based on some kind of points system, though the mechanism can vary depending on the types of exercise you include in the challenge.

Just make sure that, when you design the program, you give options that don’t require people to join teams. Not everyone is as extroverted as everyone else, so providing the ability to go solo can ensure that all of your employees feel comfortable.

2. Embrace Workspace Improvements

Standup desks garnered a lot of attention as a means of avoiding the health consequences of too much sitting. However, employees are rarely able to update their workspaces to include them on their own, leaving these adjustments firmly in the hands of their employers.

If you want to encourage better health, consider investing in equipment that can make each workspace more beneficial. This can include the aforementioned standing desks or even alternatives, like bike pedals that can fit underneath a desk or balance balls that can be used in place of chairs.

While these solutions aren’t all technically advanced, some versions come with tech features that can help a person track their activity, allowing them to fall into the category.

3. Cross-Platform Information

If you ask your workers what their favorite way to communicate in the office is, you’ll likely get a range of answers. Some may favor collaboration software while others prefer email. Text messages may suit your younger workers best while others may want notifications on the intranet home page.

To use technology to your advance, make sure all health and wellness communications are sent across multiple platforms. Use web development options that allow your intranet to have a responsive design, adjusting to each type of device. Summarize the information and sent it out in a mass text, including a link to get more information. If the details aren’t proprietary, share the message on social media.

By embracing different communication technologies, you can reach more of your staff, ensuring that they have the information they need to improve their health.

If you would like to learn more about how you can use technology to promote better health, the team at The Advance Group can help. Contact us to discuss your goals today and see how our workplace wellness expertise can benefit you.

 

 

Can You Keep Employees Engaged During the Busiest Time of the Year?

HMG Success on October 7, 2026

 

When employees are scrambling at work and juggling personal responsibilities related to the holidays, keeping them engaged on the job becomes increasingly challenging. After all, your staff likely has a lot on their mind, and not all of it relates to their position.

Luckily, there are things you can do to boost engagement, ensuring that the company remains as productive as possible during even the most chaotic seasons. If you want to know what you can do, here are some tips to get you started.

Don’t Force Joy

While the holidays are usually a joyous time of year, they are also incredibly stressful. But companies often want to make the most of the season by injecting “fun” into the environment, hoping that it will help workers feel appreciated and, subsequently, more loyal and engaged.

Even though recognition is beneficial to morale, trying to force everyone to be joyous is actually counterproductive. If workers feel like they have to maintain a fake smile and express faux happiness at every turn, their stress levels actually rise.

If you want to add some fun to the environment to boost engagement, just make sure it doesn’t feel mandatory. For example, while hosting an ugly sweater contest is fine, clearly state the employees are not obligated to participate. The same goes for other group events, like potlucks and after work celebrations.

Provide Autonomy

Autonomy allows an employee to take ownership of a task. While they may need to achieve a particular outcome, how they get there is in their control.

When a worker has some level of autonomy, they not only get to choose approaches that work best for them, but they may also experience an increase in job satisfaction. Motivation may also rise, as they are personally invested in the steps they choose to take.

However, make sure your team also has access to sources of support. Autonomy doesn’t mean you abandon them. Instead, you merely give them room to breathe. Make sure they know who is available should they have questions or need input. That way, the autonomy can feel like a benefit instead of a punishment.

Add Flexibility

If your workplace can support it, consider instituting a flexible scheduling policy during the holidays. This can help your staff achieve greater work-life balance, enabling them to adjust when they complete specific tasks and accommodating personal obligations.

While adding structure to a flexible scheduling program is a must, such as dictating mandatory core work hours or defining minimum manning requirements, even a bit of adaptability can go a long way. That way, your employees don’t have to be distracted by personal challenges, as they can choose to address them without having to miss work time.

By following the tips above, you can keep your employees engaged during the busiest time of year. If you would like to learn more about how you can improve engagement in the workplace, the skilled team at The Advance Group can help. Contact us to discuss your goals or concerns with one of our knowledgeable staff members today and see how our employee engagement expertise can benefit you.

 

 

Help Employees Create Career Plans for 2019 and Beyond!

HMG Success on October 7, 2026

 

With the business world in a constant state of evolution, often because of advances in technology, and the labor pool shrinking, companies need to go the extra mile if they want to keep their employees engaged. Your workers are an asset and, by helping them identify clear pathways for advancement, you can show your appreciation, boost morale, and even become an employer of choice.

Helping your employees craft career plans is an excellent way to differentiate yourself from other employers. It shows you are invested in their growth, development, and overall career success, creating a culture that feels supportive and positive.

If you want to know how you can assist your employees, here are some tips for creating career plans with them.

Identify the Pathways

Certain positions naturally connect to one another. Usually, they represent single steps up the career ladder, a direct line that keeps moving up. However, other options typically exist, involving slight lateral shifts along with forward progression.

Before you assist your staff with career plans, identify any existing pathways in the organization. Figure out which roles flow logically into others, along with those that are closely aligned enough where making a transition would be possible if the employee gathered the right additional skills.

If your current job descriptions are complete and thorough, completing the analysis is fairly straightforward. However, if you find you don’t have great starting information, you may need to update the descriptions before you proceed.

Talk With Your Employees

Once you have the pathways identified, it’s time for some initial conversations. You need to find out what goals and aspirations your workers have today, giving you an idea of which pathways may be of interest.

This is an important step because some employees may not want to head in the direction that represents the straightest line forward. Many professionals incidentally fall into a career, so where they are today may not be the best baseline for judging where they want to go.

Find Opportunities for Growth

After you’ve spoken with your employees, you can begin to help them forge a plan that will get them where they want to go. This may include furthering their education, taking part in training activities, assigning them a mentor, allowing them to job shadow, or anything else that enables them to acquire the skills, experience, and perspective necessary to take the right step.

As you create the plans, remember you can’t use a one-size-fits-all approach. Each worker is unique, so their goals and preferences will vary. Instead, customize each one, and make sure their input is guiding light throughout the process. Otherwise, you risk coming up with a path that isn’t very enticing, and won’t be as effective.

If you would like to learn more about how you can help employees create career plans, the skilled professionals at The Advance Group can help. Contact us with your questions today and see how our career planning expertise can benefit you.

 

 

How to Tell If Your New Employee Will Last

HMG Success on October 7, 2026

 

When you bring on a new employee, your goal is usually to keep them around as long as possible. After all, each new hire is an investment and the longer they stay on board, the more valuable they can become.

But figuring out exactly is a new employee will last isn’t always easy. Luckily, there are a few signs that suggest they could stick with it for the long-term. Here’s what you want to keep your eye on when evaluating your new hire.

Passion

When a person is passionate about their field or role, they are better equipped to handle challenges. Why? Because they are motivated by their interest, increasing the odds that they will strive to persevere and remain committed during trying times.

Without passion, a small obstacle on the road to success may be enough to send them reeling. Essentially, if their heart isn’t in the work, then they may not be motivated to stick with it or go the extra mile, even when it is necessary.

Proactiveness

A new employee that is proactive on the job is more likely to last. Being willing to go above and beyond or constantly seeking out new opportunities to contribute once their core tasks are done shows they are dedicated to the company and position.

In contrast, someone who isn’t proactive may only do what is absolutely required of them to keep their job. They aren’t seeking out chances to improve their workplace or make a bigger, positive impact, and that could be a signal they won’t last indefinitely.

Capacity

If a new employee doesn’t actually have the capacity to excel in the role, they probably won’t last. This can happen when a job seeker misrepresents their skills or when a hiring manager underestimates what it takes to flourish in the position, leading to a poor hiring decision.

Capacity is usually both mental and physical. The new employee has to be able to handle the nature of the work on all fronts. Otherwise, it’s going to be more challenging than they can likely tolerate.

Attitude

A single employee with a bad attitude can be poisonous to a team. While these kinds of workers may not choose to leave the role, keeping them isn’t always the right move, especially if they are harming morale beyond themselves.

At times, nothing is more valuable than a positive attitude. It ensures the new employee is a pleasure to work with, including from the perspective of customers, managers, and co-workers. Plus, it shows their spirits are high, increasing the odds they are equipped to handle the stresses of the role.

All of the signs above suggest a new hire will last. If you’d like to learn more about evaluating your new hires or are looking for the ideal candidate for a vacant position, the professionals at The Advance Group can help. Contact us to learn more about our services and see how our hiring expertise can benefit you.

 

 

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