Are You Prepared for Your Employees’ Maternity Leave?

HMG Success on September 28, 2018

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.

Want to Win $100? Check Your Mailbox!

HMG Success on September 27, 2018

It’s National Staffing Employee Week!

We appreciate all of our employees … and that means you!

Check your mailboxes, and post a selfie wearing your Advance beanie on the comments of our Facebook contest video HERE to be entered into a drawing for a $100 gift card!

Thanks for all you do for The Advance Group!

Ready to Climb the Corporate Ladder? Start Here!

HMG Success on September 24, 2018

After you’ve spent some time advancing your career and working as an individual contributor, it’s only natural to aspire to reach management levels. Climbing up the corporate ladder and joining the leadership ranks is exciting, but figuring out how to make the transition can be challenging.

Often, the idea of broaching the topic with your current manager is anxiety-inducing. After all, you don’t want to seem impatient, pushy, or like you are trying to steal their position. However, if you don’t make your desires known, you might not get the promotion you’re hoping to land.

If you are ready to take the next step up the corporate ladder, here’s what you need to do.

Understand the “Why”

Before you strike up a conversation with your boss about becoming a leader in the organization or climbing the corporate ladder, it’s helpful to understand precisely why you are interested in taking the step. This allows you to explain why you are exploring the possibility and may make it easier for your manager to see why you are looking for an opportunity to advance.

Additionally, it gives you a chance to make sure you are pursuing a leadership role for the right reasons. Are you simply looking for a title upgrade or are you genuinely excited about taking on the duties of a manager? Do you think you can provide the company with additional value by joining the leadership team in comparison to remaining in your current job?

By asking yourself these questions, you can get to the root of your reasoning, making it easier to articulate when the time comes.

Gather Your Evidence

If you believe you can be a valuable part of the management team, you can’t just tell your boss that and expect a positive result. Instead, you need to have examples and quantifiable data that shows how much you provide today and how, by becoming a leader in the company, you can take that even further.

Additionally, it’s wise to research what duties typically come with management positions in your organization. This gives you the ability to relate your value to specific tasks clearly and allows you to showcase that you truly understand what is involved in being a leader.

Schedule a Meeting

Typically, blindsiding your manager as they are rushing to a meeting by asking about advancement opportunities isn’t the ideal approach. Instead, you need to schedule a time to sit down with your boss in private, ensuring you aren’t interrupting the flow of their day or hindering them from handling their duties.

Plus, if your manager thinks you aren’t ready to climb the corporate ladder or offers constructive feedback on how you need to improve first, you can have these conversations behind closed doors.

Moving Forward

If your manager is supportive of the idea, you may not have to do more than continue handling your tasks until an opportunity arises. How long that takes will depend on your organization, as a role may need to be vacant before you can receive a promotion.

In cases where your boss isn’t supportive, you need to identify potential next steps based on their feedback. If they offer constructive criticism, listen to their concerns and work to remedy them.

However, if you genuinely have the skills and experience to excel as a manager and either a lack of support or opportunity is holding you back, then you may need to explore positions with other companies. Smaller businesses might not have vacant leadership roles often and not every manager will support your desire to advance even if you are qualified.

If you are looking for leadership opportunities in the local area, the professionals at The Advance Group can help you explore your options. Contact us to discuss your goals with one of our experienced recruiters today and see how our services can make taking the next step up the corporate ladder easier than ever.

Demotivated at Work? Read This!

HMG Success on September 21, 2018

Practically every professional experiences days where they aren’t exactly enthusiastic to head to work. In most cases, the feeling is usually short-term and comes to an end after a challenging situation remedies itself.

However, if you are experiencing prolonged periods of feeling unmotivated, then the issue could be more severe. If you are demotivated on the job, it’s wise to identify the actual cause of these feelings. Then, you can take steps to find a workable solution.

If you are demotivated at work, here are some common reasons that may be the case, and a few options for fixing the problem.

Boredom

When your duties are no longer challenging, boredom can quickly take hold. If you’re bored for days and weeks on end, this can cause you to disengage and may breed feelings of resentment or lead to complacency.

If you are demotivated because you don’t find your work interesting, then consider speaking with your manager. You can request new assignments that catch your interest, allowing you to regain your motivation.

Alternatively, try to find engaging activities outside of the office. Volunteering or focusing on a hobby may give you a source of inspiration, making a less-than-enticing job more tolerable.

Being Overworked

Constantly feeling overwhelmed at work can be just as harmful to your motivation as boredom. When you feel like you can’t keep up and there’s no end in sight, it’s hard to push yourself to complete any task, let alone approach your duties with enthusiasm.

If you are dealing with this situation, your first step should be to evaluate how you manage your time to see if there is room for improvement. Consider taking a course in time management or looking for resources that can help you improve that important skills.

However, if how you structure your day isn’t relevant, speaking with your manager is a good next step. They might not be aware that you are overworked and could have potential solutions, such as shifting some of your tasks to someone who isn’t as overtasked.

Cultural Mismatch

Being in an environment where you feel like you don’t fit in can kill your motivation. Prolonged feelings of frustration resulting from a mismatch often compile, and the situation typically isn’t easy to remedy.

If you clash with your environment, seeking out a new opportunity may be your best solution. Seek out a workplace that feels like a cultural fit, and you may see your motivation return.

Toxic Environment

Being in a toxic workplace on a daily basis is incredibly hard to handle. Whether it’s a culture that allows backstabbing, a workplace dominated by the rumor mill, or an environment that is overtly hostile, finding a way to handle the situation is a must.

At times, if only a few individuals are involved, you may be able to speak with them regarding your concerns. You can get management to play a part in the discussion as well, suggesting they aren’t also a part of the problem.

However, if the workplace is toxic due to a pervasive issue with the culture, then a swift exit may be your only recourse. This allows you to escape the situation entirely and head to an environment that feels more supportive and professional.

If you are looking for new employment opportunities, the team at The Armada Group can connect you to leading employers throughout the area. Contact us to learn more about our current vacancies today and see how our services can help you find a motivating and engaging role that is right for you.

How to Properly Onboard Your New Welders

HMG Success on September 17, 2018

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.

5 Questions You Actually Should Ask in an Administrative Interview

HMG Success on September 14, 2018

When you get near the end of your administrative interview, you are usually asked if you have any questions. Not having anything to ask can actually hurt your chances of landing the job, so it’s always best to come prepared with a few things you can ask.

If you are getting ready for an administrative interview, here are five questions you should always keep in your back pocket.

1. How Did This Position Become Available?

When you ask this interview question, you give yourself a chance to gain a lot of valuable insight. On the positive side, you may learn the position is brand new, something that can indicate the company may be growing. If it is vacant due to the previous person earning an internal promotion, that shows there is room for advancement.

On the negative side, you might hear that the former employee quit without notice, which could be a red flag. Additionally, discovering they received a big promotion outside of the company could show there isn’t much room for advancement.

2. How Does This Position Contribute to the Company’s Long-Term Goals?

This interview question lets you learn more about how the job fits into the bigger picture. If the interviewer answers it with ease, you’ll usually discover how the role aligns with larger objectives, showing how the position provides value. However, if the hiring manager struggles to form a response, it could indicate they don’t know how it contributes to broader goals, which could be a troubling sign.

3. What Are the Biggest Challenges Associated With This Role?

While you may have a solid understanding of what the job entails, this question lets you learn more about the most common challenges you may encounter. It provides insight into some of the harder aspects of the work, giving you a chance to be prepared for them.

4. Do You Have a Timeline for Filling This Role?

If the hiring manager hasn’t given you a timeline overview, now is the perfect time to request one. While they may not be able to provide specific dates, most interviewers should be able to fill you in on any next steps and an approximate window for their completion.

If they can’t provide you with a basic timeline, that might be an indication it could be a long wait or they may decide not to fill the job at all. While that doesn’t mean you need to abandon all hope of getting the position, it does mean you should keep your job search going in the interim.

5. Is There Any Reason I Wouldn’t Be Considered a Top Candidate for This Job?

By asking this question during your interview, you are giving the hiring manager a chance to express any concerns they may have about your ability to excel in the role. Additionally, you’ll have an opportunity to address those concerns, allowing you to showcase why you are a great candidate.

Ultimately, this question welcomes an open dialog. Just make sure you let the interviewer fully express their perspective before you respond, as cutting them off seems both defensive and rude. Instead, let them finish then pause for a moment to consider your reply. Then, give them any additional information that can alleviate their concerns.

By asking the questions above, you can gain valuable insight into the company, the role, and your odds of being hired. If you would like to know more, the professionals at The Advance Group can provide you with additional information. Contact us with your questions today and see how our hiring expertise can benefit you. Click here to check out our newest jobs.

Find a New Welding Career Today!

HMG Success on September 10, 2018

Whether you are new to the field of welding or have years of experience under your belt, you can find new employment options throughout Michigan and Ohio. Many local companies are looking for full-time, long-term welders to help them meet their productivity goals, creating opportunities for welders with a range of skill levels.

If you are ready to find a new welding career, here are some available jobs that may interest you.

Swanton, Ohio Welder

A Swanton company is looking for welders with MIG, TIG, and blueprint reading experience. If you have a positive attitude and are a motivated self-starter, this could be the ideal position for you.

The job is on the day shift, 7:00 am to 5:30 pm, Monday through Thursday. Typical duties include reading prints for fabrication, welding light gauge material, MIG and TIG welding customer pieces, and more.

Romulus, Michigan Fitter/Welder Lead

A machine shop in Romulus is looking for an experienced fitter/welder lead to join their team. If selected, you’ll be responsible for delegating tasks, monitoring for safety, maintaining quality standards, and ensuring customer delivery date are met.

On average, this position involves 45 to 55 hours of work each week. It is assigned to the day shift, 6:00 am to 3:30 pm, Monday through Friday, with additional Saturday work when required.

Toledo, Ohio Welder

If you are a well-rounded, experienced welder, a North Toledo company is looking for someone like you. The ideal candidate has a minimum of three years of welding experience, including with GMAW/MIG and GMAW/TIG equipment, as well as the ability to read blueprints.

A positive attitude and attention to detail are also must for this exciting position. While it starts on a day shift, 6:00 am to 2:30 pm, Monday through Friday, it could transition to a night shift in the future.

Carleton, Michigan Welder

A manufacturing company in Carleton has an immediate need for a full-time MIG welder. The position is on the day shift, starting at either 5:00 or 6:00 am until 3:30 pm, Monday through Friday, but also comes with opportunities for overtime as required, including some Saturday work.

If you have a flexible schedule and have your own welding helmet, this could be a great role for you.

Petersburg, Michigan Welder

For welders who appreciate some variety in their duties, a position with a Petersburg manufacturing company could be right up your alley. The facility produces a range of products and can involve MIG, TIG, and ARC welding.

The position is on the day shift, running 6:00 am to 4:30 pm, Monday through Thursday, and 6:00 am to 2:30 pm on Friday. Optional Saturday work is also available, giving you the ability to earn additional income.

All of the exciting opportunities are excellent options for taking your welding career in a new direction. If you are ready to find out more about these positions, the professionals at The Advance Group can help you determine which ones may be right for you. Contact us to discuss your welding skills today and see how our services can make finding your ideal role a breeze. Or, click here to check out the newest jobs for yourself.

A Strong Case for Banning Salary History on Job Applications

HMG Success on September 7, 2018

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.

5 Soft Skills Call Center Employees Must Master

HMG Success on September 3, 2018

Call center employees are at the heart of the customer service experience. They often have to navigate challenging situations, ensuring the caller is satisfied and remains a loyal customer.

Having the proper skill set can make the difference when it comes to succeeding in these roles. If you are or want to be a call center agent, here are five soft skills you must master.

1. Patience

When most people contact a call center, it’s usually because they have a question or a complaint. Not every caller will be able to articulate their question well, and some may even be obviously angry during the conversation.

It isn’t uncommon to have to explain the same point multiple times or diffuse hostile situations. Call center employees have to have a stunning amount of patience if they are going to handle potentially challenging calls with poise.

2. Empathy

Successful call center agents are able to put themselves in the caller’s shoes, allowing them to understand where they are coming from and why they are frustrated. Being able to empathize with a customer is a must, ensuring that each situation is addressed in the proper manner and that callers aren’t going to be angered by specific actions.

For example, if a customer is calling because they believe their bill is too high, knowing that attempting to upsell them might exacerbate the problem is a sign of empathy. Similarly, acknowledging their concern and apologizing for any stress that may have arisen due to an issue is also an indication you understand their position.

3. Communication

A call center employee relies on the communication skills all day, every day. Having a professional and vast vocabulary is essential, giving you the ability to choose the ideal words and phrases when talking with customers. Additionally, the ability to be clear and concise is incredibly valuable, ensuring that problems are resolved or questions are answered as quickly as possible.

Written communication skills can also be important, particularly for making notes in accounts or reaching out to co-workers through available collaboration and messaging channels. Additionally, some call center workers also follow up with callers using email, so being able to craft a professional message is critical to your success.

4. Active Listening

Active listening skills allow call center agents to truly hear what the caller is saying. It involves more than just waiting for your turn to speak. Instead, it means focusing on the customer’s questions or concerns first and, only when they are finished, coming up with a suitable response.

If you aren’t attentive while you are listening, you may miss an important detail. This risks the customer becoming increasingly frustrated, which can make a difficult situation even worse.

5. Positive Attitude

No matter how angry a customer may be, call center employees must maintain a positive attitude. Using reassuring and positive language makes you seem confident, increasing the odds the caller will trust you to handle the situation properly.

By mastering the skills above, you increase your odds of being a helpful and valuable call center employee. If you are interested in learning more or are seeking new employment opportunities, the professionals at The Advance Group can help. Contact us to learn more about how our services can benefit you, or click here to check out our newest open jobs.

How Much Does It Cost to Be Unemployed?

HMG Success on August 31, 2018

Being unemployed creates financial challenges. After all, you may be receiving little-to-nothing as income, depending on whether you qualify for unemployment benefits.

A few factors can impact the total cost of being unemployed, including how long it takes to secure a job and the kinds of expenses you have to manage as part of your job search. Additionally, using savings or investments to cover any shortfalls has ramifications beyond your shrinking balances.

If you are wondering how much being unemployed costs, here’s what you need to know.

The Time Factor

The biggest impact on how much being unemployed costs is time. It’s smart to assume that, for every $10,000 you are looking to earn in your new role, that it will add a month to your search.

For example, if you are seeking a position that pays $50,000, it might take around five months to land a job. However, there are other variables that impact this timeline, including whether your skills are considered in-demand, if there is a labor shortage in your field, and whether you are limiting your search based on certain preferences, like commute times.

Impact to Financial Stability

While you are searching for a new job, your income may be limited or nonexistent, depending on whether you are receiving unemployment benefits. This means you will likely need to handle your financial obligations with savings, funds from investments, or even with credit.

When you withdraw from savings, you aren’t just spending that money; you are missing out on any interest that would have otherwise accrued, as well. The same goes for investments. If you pull money out of a brokerage account, you lose any additional earning potential. Additionally, this may increase your income for the current tax year.

If you withdraw funds from a retirement account, you may also be subject to additional penalties, such as if you make early withdrawals, that can cost you even more. It can also harm your financial future, as you won’t have as much available when you do officially retire.

Job Search Costs

Conducting a job search isn’t free from expenses, either. For example, you may need to invest in an interview outfit, depending on whether you have something suitable already.

Additionally, costs like driving or using public transportation for interviews are factors, as well as printing resumes, providing copies of your portfolio, and other materials you may need to give the hiring manager.

How to Manage the Cost of Unemployment

If you become unemployed, you do have options to help keep your financial life afloat while you seek the right opportunity. First, apply for unemployment benefits, regardless of how you ended up unemployed. Not everyone qualifies, but it is always smart to check.

Second, review the fine print on any debt statements to see if you purchased insurance against unemployment, even if you don’t believe you have. If you have this form of protection, you may be able to get some relief from your payments for the short-term.

Finally, you can work with a reputable staffing agency to find short- or long-term opportunities that can help you take the next step in your career. Short-term positions are ideal for covering the income gap created by unemployment, and you can also find excellent long-term and permanent jobs through a recruitment agency.

If you are seeking new jobs, the professionals at The Advance Group can connect you with some of the area’s leading employers. Contact us to discuss your goals today and see how our services can help you find your ideal position.

Need Better Ohio Employees? Read This

HMG Success on August 27, 2018

Finding the right job seekers to fill your vacant jobs can feel like a challenge. After all, you have an ideal candidate in mind, but actually locating top talent that meets your needs isn’t always easy.

Luckily, there are things you can do to find better Ohio employees for your positions, ensuring you have access to the right skill sets that allow your company to thrive. If you’re ready to find higher-caliber candidates, here’s how to get started.

Look for Soft Skills and Cultural Fit

When most companies hire new Ohio employees, finding candidates who possess the right technical or hard skills is usually a priority. However, soft skills, like communication and problem-solving ability, are also valuable in most roles, so those should be evaluated as well.

It’s important to remember hard skills can often be taught, but training a person to improve their soft skills is a challenge. If you find someone with potential and can help them acquire the needed hard skills, consider whether making an investment would be beneficial in the long run.

Additionally, ensuring that the job seeker fits with the company’s culture is a must. If the candidate doesn’t mesh with the environment, they will probably struggle even if they have all of the required skills to be successful in the role.

Along the same lines, making sure your business can meet the potential new hire’s needs is also crucial. Ultimately, if part of the job doesn’t align with their expectations or requirements, they likely won’t stick around for the long term.

Nurture the Talent Pipeline

Having a strong talent pipeline is a must if you need to fill positions quickly with high-quality individuals. This allows you to have access to a pool of candidates at all times, some of which may already be at least partially vetted.

Often, you can nurture your talent pipeline by staying in touch with top talent who could excel in your company but didn’t match a particular opening. That way, when a suitable vacancy comes along, you can reach out and ask them to apply.

Similarly, engaging with interested job seekers – even when a job isn’t available – can help you flood your pipeline with skilled individuals. You can develop a rapport with experienced professionals over time, increasing the odds they’ll apply when an opportunity comes along.

Partner With a Staffing Firm

Recruitment agencies are an excellent resource when you need top talent quickly. Not only do they maintain relationships with active and passive job seekers, but they are also well connected in the community, giving them access to additional candidates at a moment’s notice.

Plus, staffing firms focus on recruitment, screening, and hiring. This makes them experts in the field and, when you partner with a reputable recruitment agency, you gain access to their expertise.

If you are looking for high-quality Ohio employees, the team at The Advance Group can connect you with some of the area’s leading professionals. Contact us to discuss your hiring needs today and see how our services can benefit you.

Don’t Let Your Career Track Stall!

HMG Success on August 24, 2018

Life can be unpredictable and, when the unexpected occurs, it’s easy to put your career on the backburner. But losing momentum can have long-term ramifications, especially if you miss out on opportunities to advance.

If you want to make sure you don’t let your career track stall, here are some tips for keeping things moving in the right direction.

Learn to Shake Off the Bad

Everyone faces challenges in their personal and professional lives that distract them from what is going right. While acknowledging a setback is perfectly normal, allowing it to linger in your mind can impact your mood and your career.

When you experience a negative event, give yourself a moment to recognize the emotional impact. Then, work to shake off those feelings of negativity and refocus on the positive, such as what you learned from the experience or what you can do to make your next attempt successful. This helps you maintain a constructive mindset, giving you the ability to prevent your career from stalling.

Build a Support System

If you have people around you who can hold you accountable and help you stayed focused, it’s easier to maintain momentum while you are on your journey. Select a few people in your life who can serve as sources of encouragement during times of hardship, and share your experiences with them when you need some uplifting words and support.

Just make sure the relationships aren’t one-sided by preparing to act as their champions, as well. This creates a strong back and forth, ensuring everything is reciprocal.

Be Your Own Cheerleader

At times, acting as your own cheerleader can also prevent your career from stalling. Counter any negative self-talk with positive statements about who you are as a professional and what you have to offer. Work to see the potential in any situation, even if it is challenging at first.

It can take time to learn how to be your own advocate, particularly if you developed a habit of negative self-talk. But, with practice, it becomes easier to combat that feeling, letting you craft a more positive perspective on yourself.

Similarly, seeing the brighter side of difficult situations can also take work. Life can throw you unexpected curveballs, and not everything is under your control. However, most experiences give you a chance to learn and grow, either as a professional or simply as a person. Fight the urge to give up and renew your commitment to keeping your career moving forward.

Ultimately, maintaining momentum takes diligence, but being able to advance your career and stay on track makes it worth the effort time and time again. Remember, you can only progress if you position yourself to do so, so fight back against negative thoughts, contact your support system, and be your own advocate. That way, you can keep moving forward, no matter what life tosses your way.

If you are interested in learning more or would like to find a new job to advance your career track, the professionals at The Advance Group can help. Contact us to discuss your professional goals today and see how our expertise can make getting your momentum back a breeze.