Skipping Millennial Hires Because of Stereotypes? Get the Truth Here

HMG Success on May 15, 2017

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.

Increase Your Workplace Diversity with These Tips

HMG Success on May 12, 2017

Companies understand the need to support workplace diversity, but many businesses aren’t sure how to change their hiring approach to attract more top female candidates. Organizations often default to perks oriented to their women employees including anything from providing feminine products for free in the company restrooms to providing spaces dedicated to breastfeeding mothers. Even though these benefits are valued, they aren’t typically enough to bring in new female candidates alone.

If your business wants to improve diversity by recruiting more women, here are some tips to get you started.

Paid Time Off

An employee can only achieve optimal work-life balance with sufficient paid time off, and it is actually the benefit that women value most. Female employees are often tasked with more of the childrearing tasks when part of a dual income family, and not having the time off necessary to manage these responsibilities can make it hard for them to move forward in the workplace. Offering generous paid time off ensures all employees can manage their private lives without the stigma associated with needing time away from the office to manage family obligations. And that can help attract more top talent across the board.

Strong Salaries

Everyone wants fair wages based on the work being performed and their level of experience. However, many companies still have a gender pay gap that makes the workplace less attractive to female candidates. Making an effort to pay employees in parallel ensures everyone is treated fairly based on what they have to offer. Failing to do so means you will have trouble keeping women on the payroll once the discrepancy is discovered.

Supportive Culture

A company’s culture develops over time, and if the culture is designed to favor male employees, female candidates won’t be interested. Creating a gender-neutral environment helps in recruiting and retention efforts, as it makes everyone feel more comfortable and equally supported. The goal is to make everyone feel welcomed in the workplace and that they are all part of a single team, working together to reach common goals.

Merit-Based Opportunities

Any advantage available in the workplace needs to be open to any qualified employee regardless of gender, and the easiest way to make that possible is to focus on merit during the selection process. This allows employees who excel the opportunity to learn and advance without any other factor being a consideration.

This approach can actually be considered a benefit for any employee as it levels the playing field for anyone working at the company. And having an environment that supports equal opportunities means those who work hard for the chance to participate in programs or training opportunities will be rewarded for their efforts.

If you are looking for a new recruitment source to help you meet your diversity goals, The Advance Group offers a range of solutions to suit your needs. Contact us to discuss your hiring objectives today.

How to Decide If Someone Is a Strong Career Reference

HMG Success on May 8, 2017

Choosing whom to list as employment references is a critical part of the job application process and often requires more thought than some job seekers realize. You are relying on these individuals to present you in a favorable light, so you don’t want to list people haphazardly. This means evaluating each potential reference to determine if they are actually someone you should list or if you should move on to someone else. To help weigh your options more effectively, here are some tips for deciding if someone is actually a strong career reference for you.

When You Were Last in Contact

When it comes to references, the more recently you worked with the person, the better. This ensures they can speak towards your skills and abilities today, and not just what you were like earlier in your career. They can also attest to you being up-to-date in regards to industry knowledge as well as associated technologies.

However, if you do need to choose a reference from a prior experience, it is important that you are certain they are comfortable with the task. If you haven’t been in contact for some time, you will want to reconnect prior to requesting they act as a reference. That way, you can make sure your relationship is sound and that they will provide the kind of information you want the hiring manager to hear.

Your Current Relationship

As mentioned above, choosing someone with whom you haven’t had recent contact isn’t ideal. Typically, you will want to reestablish the relationship before asking them to act as a reference. However, if you are considering requesting a reference from someone you don’t know or don’t know well, it is best to reconsider.

Someone who isn’t overly familiar with your work may be challenged when it comes to answering the kinds of questions a hiring manager may ask. And, if they are forced to use generalities and can’t provide examples, it can leave the hiring manager concerned you don’t have stronger references to offer.

You also want to avoid a purely personal reference, unless one is specifically requested. Generally, you need to list people with whom you’ve worked. This can be based on traditional employment, volunteer experiences, or even as students as long as you actually worked together in some capacity. Otherwise, their ability to speak to your skills and abilities in that capacity could be lacking.

Their Reputation

When considering a person who works at your target company to be a reference, then their reputation is a factor. If they aren’t well respected in the workplace, them speaking on your behalf may actually do more harm than good. While you might not know the details of their reputation, you can often make an intelligent guess. If they talk about work in a negative light, have stories about confrontational events, or generally complain, then they might not be the ideal reference.

If you are looking for more tips about choosing references or about new job opportunities in your field, The Advance Group can help. Contact us today and see what our services have to offer.

Don’t Let These Phrases Ruin Your Job Interview

HMG Success on May 5, 2017

It isn’t easy to sit across from a hiring manager and talk about your experience. Often, you have a variety of talking points you’ve reviewed in advance that you are trying to remember while also being ready to answer any question that wasn’t as expected. Add to that at least a bit of nervousness, and it’s easy to see how some things might not go to plan.

However, there are certain phrases that can take you from being a top candidate to quickly being passed over. So, the next time you find yourself in the hot seat, make sure you don’t let these ruin your job interview.

“I don’t see myself here long-term.”

Regardless of where you see yourself in the next few years, you never want to give the impression that this job is just a quick stopping point along your career path. The hiring manager is looking at you as a potential investment, in time, money, and even training. Suggesting you won’t be around long enough for them to benefit from their investment is an easy way to get passed over.

Even if you don’t intend to stay for long, it is best to keep that information to yourself. Additionally, the position may offer the potential for future growth which does fit into your long-term planning, meaning you’ll have blown a great opportunity right out of the gate.

“Can you tell me what this company does?”

Anyone can get basic information on what a company does with some basic internet-based research. Failing to get these details on your own suggests you aren’t as interested in the company as you claim to be. Before going into an interview, look through the organization’s website and get an overview. Then, if you want more details, phrase the question in a way that suggests you understand the basics but want to dig deeper. That approach can actually work in your favor, instead of to your detriment.

“What are the important skills for this position?”

This is another area that should be researched prior to the interview and not during. The more critical skills will be outlined in the job announcement, and asking about them suggests you didn’t really read through the posting. However, if the advertisement was fairly general, it is appropriate to ask more targeted questions to fill in the gaps, such as those related to the kinds of projects one could expect to encounter or what an average day in the position entails.

“Can you tell me about the salary?”

While salary is an important topic to cover before accepting a position, it is inappropriate to broach the subject during the initial interview. If you are deemed to be a top candidate, and an offer is potentially in the future, the company will likely start this conversation as part of the process. However, if you ask the question too early, it can make it appear that the only thing that matters to you is the money.

“I don’t have any questions.”

Most interviews end with the opportunity to ask questions. In reality, this opportunity is actually a reflection of an expectation to do so. Not having any questions may look as though you aren’t as interested in the position since you aren’t looking to learn anything additional. Instead of letting this moment pass you by, take it as an invitation to explore areas about which you are curious including those associated with the specifics of job duties, work environment, or the team.

By properly preparing for an interview and avoiding some of the phrases above, you can position yourself to be more successful along the way. If you are looking for more tips or are exploring new job opportunities, The Advance Group can help you keep your career moving forward. Contact us to speak about your employment goals today.

Which of Your Employees Will Be Replaced by Robots?

HMG Success on April 28, 2017

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.

Stop Settling for a “Good Enough” Job

HMG Success on April 24, 2017

We’ve all used the phrase “good enough” and, traditionally, we don’t choose it when we’ve found an ideal solution or done our best work. But when you attach that sentiment to a major part of your life, such as your career, you are setting yourself up for a lackluster experience that doesn’t exactly inspire passion.

However, many people don’t see the harm in accepting a job that is “good enough.” Sometimes you’ve just got to pay the bills, right? While accepting a job under this premise may alleviate the stress of being without employment, it might not actually do much more. And, do you really want to live a life where your work doesn’t make you happy?

Before you settle on a job that just checks the critical boxes regarding maintaining a reasonable lifestyle, here are some reasons you shouldn’t settle for a job that is simply “good enough.”

You’re Selling Yourself Short

A job you accept just because it is there is unlikely to challenge you in a meaningful way; it probably won’t allow you to work to your full potential and may not give you a chance to grow into something better. And, once you settle into a new job, you will stay for at least a while. That means you are dedicating yourself to a time period where you know you aren’t moving forward, and that typically doesn’t make much sense.

You’re Denying Yourself a Chance to Feel Passion

Accepting a job that doesn’t inspire any sense of passion means you are denying yourself the ability to feel that on a regular basis. In fact, you are dedicating yourself specifically to not feeling that way for eight hours a day, 40 hours a week, for the foreseeable future.

Yes, feeling passionate about every aspect of your work all the time isn’t necessarily realistic either. However, you are more likely to thrive in an environment where you feel strongly about your work at least some of the time. Additionally, you are more likely to seek out opportunities to progress and learn, which can shape your career for years to come.

You’re Building Resentment

We rarely accept a “good enough” job for ourselves. Often, taking these positions is more about serving a basic function, like generating income, and even meeting expectations set by others.

Many people have a hard time turning down a job if they feel friends and family won’t support the idea. However, if you take the job, and ultimately don’t enjoy it, you may find yourself feeling resentful towards those you feel pressured you into accepting the position (whether this pressure is real or assumed). Over time, this can harm your personal relationships. And it won’t exactly do your professional life any favors, either.

Aim Higher

By looking for a job that offers more, you can potentially find more fulfilling work. You may have the chance to work on tasks you are passionate about and truly develop a career you value. So, before you accept a job that you have reservations about, reach out to the recruitment professionals at The Advance Group. Contact us and see what else is available, so you aren’t stuck settling for a job that is only “good enough” instead of great.

Want a New Job? Start Building Your Personal Confidence

HMG Success on April 21, 2017

It seems like some people are just born confident; they move in and out of stressful situations, such as getting a new job, with relative ease. Sometimes that leaves the rest of us feeling as though we are lacking. But, just because not everyone is gifted with that level of confidence, that doesn’t mean it isn’t attainable.

For those of us not blessed with naturally high self confidence, it is important to realize you can learn that trait. Gaining confidence can be treated just like developing any other skills; with time, attention, and effort you can make improvements. So, if you think more confidence is just the thing you need to make landing a new job a reality, here are some tips to get you on your way.

Accept Yourself as You Are

A key to feeling confident is simply accepting who you are as a person, flaws and all. No one has a led a perfect life, but trying to hide facets of yourself from those around you can actually reinforce insecurities even if no one else knows they are there.

Instead, understand your journey through life has brought you to where you are today. And that makes every step along the way valuable. Consider how each mistake gave you a chance to learn, and how they have made you a stronger, more well-rounded individual. Then, embrace each idiosyncrasy for what it is; something that makes you special.

Get Uncomfortable

You can’t practice confidence if you never break from your routine. Often, to find opportunities to be confident you need to push yourself into something that scares you a bit. Understanding you can face a challenge and make it to the other side can be a key to a more confident you, so find ways to integrate more of those opportunities into your life.

Give new activities a try, even if it is only once, and don’t shy away from a challenge. As you become more aware of your true capabilities, you may find your confidence building naturally.

Be (Tactfully) Honest

Sometimes the easiest way to get past an insecurity is to acknowledge it is there. Giving yourself a chance to give that feeling its due opens the door to move beyond it. So, don’t try to push an insecurity down deeper into yourself. Instead, allow it to have a moment in the spotlight and then let it go.

It is important that this technique requires some tact. For example, you don’t necessarily want to announce your nervousness to a hiring manager during an interview as this may not reflect well on you after the fact. But, you can air out your concern when you are sitting in your car before you go in.

So, the next time you feel nerves building up before a big interview, consider giving a friend, family member, or even the recruiter who helped you get the interview a quick call. In fact, you might even want to set up a quick dialogue before your interview date. You can let them know how you are feeling and they can help you remind yourself about all of the reasons you have to be confident. Then, you can go into the interview with your head held high.

If you are interested in exploring new job opportunities, the recruiters at The Advance Group can help you explore your options. Contact us and see what may be available in your area today.

The Real Importance of “Culture Fit”

HMG Success on April 17, 2017

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.

Don’t Let Co-Workers Ruin Your Workday

HMG Success on April 14, 2017

A workplace is a mix of individual personalities all trying to coexist in a single space. Sometimes, that means being around people who occasionally (or constantly) rub you the wrong way. But just because they aren’t your favorite people in the world, that doesn’t mean you have to let a poor interaction ruin your day or even your hour. There are ways to relieve the stress associated with an environment filled with people who don’t always see eye to eye. If you aren’t sure where to begin, here are some tips to help you reclaim your day.

You Can’t Change Them, But You Can Change Your Reaction

One of the most empowering things to understand is that, even if you can’t change anything about an interaction, you can change how you react to it. Instead of letting a small annoyance build up internal stress, simply aim to see the conversation for what it is: A brief moment of your day. You don’t have to let it take over your thoughts for the next few hours, or even the next few minutes. Just let it go and move on.

Besides, would you really want to give them so much power over you they can destroy your workday by simply speaking? If your answer is no, let it go and move on.

Find What You Do Like

Another important thing to realize is not everyone is going to get along; that’s simply a fact of life. However, that doesn’t mean that everyone can’t offer something positive even if you typically don’t have much in common.

Instead of focusing on the negative parts of the relationship, consider actively noticing the positive. Over time, you may be able to condition yourself to notice the challenging parts of the interactions less and the positive portions more. You may even build a fairly strong working relationship and a general rapport. In the end, that will make every workday more enjoyable knowing that, even if you wouldn’t traditionally choose to converse with them, you can when the job requires it.

Consider Starting a Conversation About It

Sometimes people simply aren’t aware that their habits disturb those around them. For example, a co-worker who is always using speaker phone or barges into your workspace for a chat even if you are busy might not actually know they are bothering you. Instead of letting the stress build up, consider expressing your frustrations in a constructive way. Additionally, make sure to offer solutions and not just complain about the problem.

For example, for a co-worker who interrupts your work, consider agreeing on a signal that lets them know when you are or are not available for a chat. That way you can create a system that works for you both without expressly placing blame.

Consider Moving On

In some cases, there isn’t much that can be done to manage a negative relationship. In cases where your best efforts aren’t yielding results, or the environment has gone from challenging to toxic, it could be time to look for new employment opportunities in your field. If you are interested in exploring new job option in your area, the professionals at The Advance Group are here to help. Contact us to see what is available in your field today and see if a new workplace is exactly what you need to get the joy back in your day.

Build Trust with Your Admin Employees

HMG Success on April 10, 2017

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.

Do You Know Your Real Career Passion?

HMG Success on April 3, 2017

Whether you are just stepping into the working world or have thoroughly established a career, that doesn’t mean you have identified your real career passion. Many people jump into the working world based on finding a job they don’t mind doing and intend to figure out their passions as they go forward. The trick is most don’t actually know how to figure it out.

Discovering your true career passion isn’t a topic that is taught in school, so you end up moving from one job to the next hoping you find it. But there is a better way. If you want to find your real career passion, here are some tips to get you started.

Stop and Relax

The idea of finding your passion can actually lead to a lot of anxiety. We often feel pressure to figure it out fast (which is unrealistic for many), and that leads to unnecessary stress. So, don’t feel like you need to solve this equation today. Instead, relax and remind yourself that the answer is out there, and you will find it in time.

Shake It Up

Rarely will you find your passion by sticking to your current routine. However, even a slight deviation from the norm can help gain new insight. And this means it is time to shake things up a bit.

Now, you don’t have to do anything dramatic to get some refreshed perspective. Even something as simple as choosing a new route to work, trying a new place for lunch, or taking part in a new recreational activity can get your mind working in new ways.

The idea is based solely on breaking up your current patterns a bit, so almost anything that does that is a great move. Then, see what new things you notice along the way and if you get any new ideas to pursue. Even if you just find out information about what you don’t like, it helps you get closer to things that you do.

Consider Your Time Online

Our time spent online can actually be very revealing regarding potential passions. For example, when you only have a few minutes online, what are the first places you go? Are there certain websites you visit more than others? What do you do when you get there?

You may find yourself drawn to certain topics when you get online, like exploring new recipes or checking a particular newsgroup. Alternatively, you may value the more social aspects of being online, focusing time on friends and family.

Any preference you find can help you identify a passion and may even lead to ideas about pursuing a new career path entirely.

Talk It Out

Once you start finding patterns of interest, discuss them with the people you are closest to. Have them help you see the big picture and discuss whether they could see you directing your talents in that direction. This isn’t about having someone talk you into (or out of) making a change. Instead, consider it another source of information to help you along the way.

Dip Your Toe in the Water

Now that you have some ideas, you can consider making a move. One great way to explore a new career is to do so as a temporary worker. This gives you a chance to try it out in person and see if the reality matches your assumptions. Then, if it feels like a good fit, you can pursue it as a full-time career.

If you are interested in trying a job in a new field, the professionals at The Advance Group can help you get started. Contact us and see if your new idea is a passion you can get behind.

Too Busy for a Job Search?

HMG Success on February 20, 2017

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

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

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

Manage Your Resume

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

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

Create Alerts and Searches

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

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

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

Work with Skilled Employment Professionals

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

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