Has “Ageism” Crept into Your Hiring Pattern?

HMG Success on August 7, 2017

While most companies intellectually understand that age discrimination isn’t something that should be tolerated, ageism still makes its way into many organization’s hiring practices. The issue is especially prevalent when evaluating candidates for IT positions, a segment where youth is often valued, but any business could be susceptible to the trend.

There are laws in place that prohibit discriminating against workers over 40, but ageism still persists in many companies today. To help determine if ageism has crept into your hiring patterns, here are some signs that you could have an issue.

Older Candidates Are Removed from Contention Before Similarly Skilled Younger Applicants

When most businesses are looking to hire, qualifications are often stated as the standard by which they determine who to pursue. This suggests that candidates with similar skill levels should advance congruently. However, if hiring managers are discarding resumes from older workers while younger applicants with the same skills advance, then there could be an ageism issue.

While a candidate’s age isn’t displayed on a resume, you can often estimate a person’s age based on their amount of experience, dates of prior employment, or graduation date. This means a hiring manager could likely weed out older workers by using data to approximately gauge a person’s age.

If you notice a pattern within screened out and screened in applicants, then intervention is required. Hiring managers need to be informed regarding EEOC law and how resumes need to be reviewed to ensure discrimination, either intentional or unconscious, is eliminated from the process.

Language Choices That Suggest Ageist Tendencies

While blatantly discriminatory language is easy to spot in most cases, there are some subtle choices that also reflect a problem. A manager that states they are looking for “young blood” or “a youthful perspective” could show bias towards younger workers. Also, job postings that say the company is looking for “recent” or “new” graduates could suggest they are trying to screen out older workers while language like “digital natives” as indicates a preference towards youth.

Any question or comment that brings age into the equation can also be a sign of a problem, as well as providing greater access to training to younger workers or favoring them for a promotion could show ageism is playing a role in decision making.

Even discussions that take place outside of the hiring process can indicate a problem, as ageist comments made by a hiring manager in the workplace suggest a predisposition for age-related discrimination.

All potentially discriminatory language or activities need to be properly dressed by the organization to ensure they aren’t affecting hiring processes and other aspects of the company’s operations. Often, the best first step is to ensure all employees receive training that addresses issues of discrimination. All hiring activities should be monitored for potentially discriminatory patterns, and internal practices like training and promotions should also be reviewed.

By taking an active role in educating your workers and tracking activities, you can help ensure ageism has not crept into your hiring practices. You can also enlist the assistance of a reputable staffing company to ensure all bias is removed from your candidate screening processes. If you’re looking for a new employee, The Advance Group can ensure that all applicants are given an equal chance. Contact us today to discuss your hiring needs and see what our services can do for you.

Can Referring a Friend to Your Call Center Workplace Backfire?

HMG Success on August 4, 2017

At some point, you may have been tempted to help out a friend by referring them to an opening at your call center. While your intentions may be altruistic, the results aren’t always easy to manage. When you take their resume to the hiring manager, you may be bombarded with follow-up questions regarding the status of their application. If they don’t get the job, you’ll likely be asked questions you can’t easily answer. And, if they are hired and don’t work out, it could potentially hurt your reputation depending on what happens.

Granted, there is a chance they’ll get the job, and it will work out great. But, if not, here are some potential ways it could backfire and what you can do to mitigate the damage.

Status Updates

If you turn in their application and they begin asking for constant updates, it can be a frustrating experience. While you want to help them out, you likely don’t have many answers regarding what the hiring manager is thinking. This leaves you in a tough position, especially if there just isn’t any information to share.

A great approach to this situation is to be honest with your friend. Let them know you turned their resume in, but the rest is out of your hands. Reassure them that, if the hiring manager is interested, they’ll be in contact when they are ready to move forward. However, also be clear that there isn’t necessarily anything else you can do.

In cases where you are able to get an update from HR, don’t feel as though you have to check in every day. If they haven’t reached out to your friend within a week, and you’re comfortable asking for an update, see if they’ll provide some information. In some cases, they won’t be able to share any details, and you can let your friend know that they won’t provide you with an update. In either case, you can also let your friend know who to contact to follow up if you are able to provide such information and leave the ball squarely in their court.

Rejected Applications

If you find out their application was rejected, stick to the basics. Let your friend know that you followed up and that they aren’t being pursued as a candidate. And, if you don’t have additional details as to why, make it clear you are sharing everything you know.

Often, you won’t be given specifics if you follow up on someone else’s application, so be honest with your friend regarding the limitations on what you can find out. If they continue to press, let them know if there is someone else they can follow up with as long as it doesn’t violate any internal rules. Otherwise, just assert there isn’t anything else you can do.

When They Don’t Work Out

When you help a friend get hired, but they end up being let go quickly, you may have some fallout to deal with yourself. A referral generally shows you have trust in an individual, and you’re attesting to their capabilities. If they don’t work out, some may wonder about your judgment, especially if they are let go for violating a policy, attendance issues, or poor performance.

If you are going to refer a friend directly, it is best only to do so when you are truly confident in their abilities. You can also avoid any of the above scenarios by informing your friend of the standard steps for applying to the position and not taking a direct role at all. That way, you aren’t involved in the details, and you don’t have to put your reputation on the line.

For more information about the potential risks of referring friends to your call center or if you want to find new job opportunities for yourself, the recruiters at The Advance Group can help. Contact us to see how our services can work for you.

When is Turning Down an Engineering Job Offer the Right Call?

HMG Success on July 28, 2017

As you search for a new engineering job, you’ll likely encounter a few opportunities that aren’t ideal. There could be an issue with the position, company, or the salary offered that actually make saying “no” a smart move. But how do you know when turning down a position is actually the right call? Here are a few signs that declining the offer is the best way to go.

The Money Doesn’t Add Up

Most job seekers don’t have an issue turning down an opportunity when the compensation offered falls on the low side. If you can’t imagine surviving on the salary, then saying “no” is generally the right way to go. However, if the pay offered is significantly higher than you were expecting, it is important to figure out why before you accept the job.

Sometimes, surprisingly high compensation is justified for the position, but you need to be clear regarding what about the job makes that so. Is there something particularly hazardous about the work? Will the work be harder than you anticipated? Are the number of hours involved more than you thought? Is there something the company isn’t telling you?

All of the above questions could be relevant when an offer is unexpectedly high, so make sure to do some research before you decide to take the job.

The Company Has a Poor Reputation

Any company that is associated with a bad track record with their staff or customers should be considered a red flag. High turnover and disgruntled employees suggest there may be something dysfunctional in the business, and upset customers may indicate an issue with long-term profitability if people stop buying the product or service. Before you accept a job, look into the company’s reputation. And, if it seems there is only bad news being reported, it may be wise to let this one pass you by.

The Job Description is Vague

While startups may not be able to offer much specificity in regards to your role, an established company should have a clear picture regarding what your job will entail. If they aren’t able to clearly outline the expectations set for the position and what the primary tasks will be, the business may pull a “bait and switch,” changing the duties once you come through the door and leaving you stuck doing work you weren’t expecting.

If they don’t provide you with sufficient details from the beginning, feel free to request more specific information and ask for it in writing. If the company doesn’t fill in the gaps using a formal method, then consider moving on to another opportunity.

In the end, saying “no” to a job offer is appropriate if the position doesn’t seem right for you, so don’t be afraid to keep your best interest in mind. If you would like to work with a skilled recruiter to find your next job, the professionals at The Advance Group can help you explore your option. Contact us to speak with a member of our team about your career goals.

Update Your Assembly Workplace Safety Policies for 2017

HMG Success on July 24, 2017

When you operate an assembly workplace, you already know that safety is important. Having strong policies and procedures in place ensures your employees aren’t experiencing undue risk and govern what actions must occur when in regards to safety. If your policies haven’t been revised within the past few years or if there have been major equipment or procedural changes since your last safety policy review, here are some reasons to update your assembly workplace safety policies in 2017.

Changes to Laws and Regulations

In some cases, laws and regulations regarding safety policies and procedures may change, leaving your current iteration incomplete, incorrect, or even illegal. Check all of your existing policies to make sure the content is relevant and accurately reflects any standards as set forth by federal, state, or local laws and regulations. Otherwise, you could have trouble enforcing your policies if even a portion is found to be out of date.

Facility Security Measures

Many businesses have chosen to add metal detectors, security cameras, and guards to help make workplaces safer. While these measures can be beneficial, there use should be outlined and governed by safety policies. By explaining why these systems are in place, you can increase the likelihood of employee buy off. And, by making their use or presence a part of the employee handbook and formal employment agreements, you are ensuring everyone is aware and willing to comply.

Medicinal and Recreational Marijuana

As more states approve the use of marijuana for medicinal and recreational purposes, safety policies may need to be updated to clearly specify what employees can and cannot do regarding its use. This could include simply preventing its use by workers while they are on the job or making its consumption completely against the rules. If the policy will be enforced through random drug screening, then that requirement needs to be clearly specified as well. Just make sure that any such policies meet the standards set forth by federal, state, and local laws before it is implemented.

Make the Information Digital

In an increasingly digital world, consider embracing the prevalence of technology by making your safety information accessible on mobile devices. For example, add URLs or QR codes to safety signage or assembly machinery. Then, employees can go to the sites or scan the codes to get additional information that they can review at work or on their own time. This gives you the widest disbursement of the information and increases the chance that all of your workers will get the details they need.

By keeping your safety policies updated, you are not only protecting your workers but your business as well. If you are interested in locating some workplace safety professionals to join your team or are looking for high-quality assembly workers to fill vacancies, The Advance Group can find top candidates in any field. Contact us to discuss your hiring needs with one of our recruitment specialists today.

Start a Summer Wellness Plan with These Tips

HMG Success on July 21, 2017

Summer is the perfect time to implement a wellness plan, especially if your organization doesn’t currently have one in place. In recent years, companies have begun taking employee wellness more seriously, especially as a method to combat the rising cost of healthcare and lost productivity due to health issues. However, many businesses have limited experience in the area, making it difficult to figure out exactly what needs to be done to ensure success. To help you design a program that is more likely to engage and excite employees, here are some tips for getting started.

Make the Message Personal

A summer wellness program is likely going to be associated with a particular message, functioning as a tagline for the initiative, and choosing the right message is critical. Statements that promote feelings of guilt or shame, or those that make workers feel pressured to join aren’t always very effective, and standard platitudes generally don’t do much when you’re hoping to inspire the masses.

Instead, you need to select a message that helps them see how the program benefits them in a way that actually speaks to them. You need them to see how activities like eating right and exercising assist them in reaching their goals. Otherwise, if you just relate it to the concept of better health, you’re not likely to get much attention.

Get the Leadership Team Involved

Your employees aren’t going to be inclined to participate if upper management isn’t actively showing support for the wellness program. Having top-level management, including the CEO, take part in the program shows they aren’t just tossing it out there to see if it sticks; they actually think it provides value to their lives too. By having leaders take part, and even share their results, the rest of your workforce may feel more comfortable with jumping in, and that can increase participation levels and lead to stronger results for everyone.

Make Healthy Sleep Habits a Priority

Getting enough sleep is a cornerstone of health, and Americans are some of the most sleep-deprived workers in the world. Failing to get enough shut-eye can lead to significantly increased risk for certain health issues including mental health conditions, heart disease, and diabetes. Productivity can also suffer, and safety issues are often more prevalent. Adding a “healthy sleep” component to the program can help workers learn better habits and encourage them to be more aware of the amount of time they dedicate to sleep.

Go Beyond 10,000 Steps

The idea of getting in at least 10,000 steps a day is fairly well known, and it only scratches the surface of what it takes to improve overall wellness. Make sure your program includes additional points like stress reduction, meditation, and even personal finance. By including methods to improve the whole person, more employees are likely to find value in at least part of the program, and that can help your initiative achieve success.

If you are interested in learning more about workplace wellness or would like to find a wellness specialist to join your team, The Advance Group can help. Contact us to discuss your goals today.

Desperate for a New Warehouse Job? Use This Advice!

HMG Success on July 17, 2017

If you’ve been scouring job announcements for months with little to show for it, it can be easy to think that you should just take any new warehouse job that comes along. While this perspective is understandable, it isn’t necessarily the best move for your career.

Whether you’re currently unemployed or stuck in a position that isn’t right for you, taking a bad job that just happens to come along can make you feel even worse and may cause you to miss a great opportunity. To help you determine if a sense of desperation is guiding your choices and leading you to say “yes” to the wrong job, here are some points to consider.

Are You Dealing with Job Search Burnout?

Just like you can reach a state of burnout on the job, the same can happen when you are looking for a new job. You’ve dedicated a significant amount of time and energy trying to find something new, and not getting something positive in return can take a toll on your wellbeing. It can also lead you to accept a position simply because it was offered and you just want the search to be over.

If this sounds like you, and you aren’t in serious financial need to start working a new job right away, consider setting your job search down for a time. Taking a break can give you a chance to destress or reevaluate your priorities, allowing you to return later with a renewed sense of energy and focus. And you don’t have to take a lot of time off to get that boost. Even a week away from the constant scrolling through job postings can be enough.

Will the Job Feel Like a Smart Move in Six Months?

After you’ve been searching for a while, the idea of taking something because it will pay the bills seems like a smart move. However, if the idea of working there for the next six months leaves you questioning that thought, then it’s often better to move on. Accepting a job that you can picture yourself dreading in the near future can put you in a worse position, and often just leads to a new job search. Instead of getting stuck in a cycle of bad jobs and job searches, really consider if the work sounds interesting enough to stick with for a year or more, or if it will at least be a bridge to a position that excites you. If the answer is no, then keep looking.

If you’ve become frustrated with your job search and would like to work with a professional recruiter familiar with high-quality warehouse positions in the area, the team at The Advance Group can help connect you with today’s top employers. Contact us to discuss your career goals and see how our services can take the stress out of your job search.

Can’t Find Skilled Workers? Start Here

HMG Success on July 14, 2017

Many industrial and construction businesses struggle to find the skilled laborers they need to fill critical positions in their companies. Interest in trades has declined in the workforce, especially since younger generations have been raised to believe the only way to a stable career is a college degree, which can make a worker shortage harder to manage. However, there are methods that can help you reach a larger candidate pool or even create the skilled workers your business needs to succeed. Here are some tips to get you started.

Making Training a Priority

Sometimes the easiest way to gain access to the kinds of skills you need is to teach them to your workforce. By creating comprehensive training programs or mentorship opportunities for your employees, you can give your current staff more knowledge and fill in certain skill gaps with the best and brightest you have on staff. Not only does this help your employees grow, but it can also improve their level of job satisfaction, raise productivity, and even improve the reputation of the business as an employer. All of these can make your company more attractive to applicants as they can clearly see where their career can go when they accept a position.

Connect with Local Colleges and Trade Schools

Area colleges and trade schools can be an excellent source of fresh talent. By connecting with local institutions, you can gain access to new graduates as well as those approaching graduation, which may give you an upper hand when recruiting for certain positions. You can discuss your interest in forging a partnership with the administration, employment assistance offices and, in some cases, instructors of relevant courses. Then, if a student seems like a potentially good fit, they can be referred to your company.

Colleges and trade schools may also host job fairs on a regular basis, allowing you to connect directly with potential new employees. Often, these events aren’t limited to students, so you may find applicants with a range of experience levels who are interested in working for a company like yours. Contact the schools directly to see if they host an event and see what it takes to participate. You may be surprised how easy it is to join.

Reach Out to a Professional Staffing Firm

Staffing agencies can help you locate skilled workers for temporary and permanent positions in your company. Often, they have access to a large candidate pool with a range of skills and experience levels who are interested in finding a new position in the area. Typically, these are active job seekers who could potentially start a job quickly, helping you get the top talent you need in less time that some traditional recruitment methods.

If you are interested in working with one of the leading staffing agencies in the area, then contact the team at The Advance Group. They can help you find high-quality workers for any of your open positions.

Congrats, You Graduated! Now It’s Time to Start Your Job Search

HMG Success on July 10, 2017

Congratulations! You did it; you finished college, and that is a major milestone. But now comes a new challenge, beginning your job search. While it can be tempting to consider postponing this next step and take a summer off before joining the professional workforce, now is actually the best time to get started with moving forward, if you haven’t already.

Why You Need to Start Now

While you might not want to feel this sort of pressure after completing years of studying and tests, taking time off before you start applying to jobs can actually hurt your chances. Employers like to see enthusiasm, and many companies are expecting an increase in applicants with each new graduation class (and some even plan to add positions as the newest graduates look for opportunities), so getting your resume in the running is often your best bet.

Sitting back and waiting means you could miss out on jobs designed specifically for those who’ve recently obtained a degree. As mentioned before, many large businesses look forward to the graduation season because it means an influx of new and eager talent is on the way. In some cases, they even plan their hiring based on the consistency of when students graduate, so you might not see the same number of open entry-level positions at any other time of year. So, take advantage of their excitement about new additions to the workforce and make sure to throw your hat in the ring.

How to Craft Your Resume

As a new graduate, the strongest part of your background is likely your education. That means you should highlight your education over jobs that aren’t necessarily relevant to the field you are trying to pursue. Make sure the information about your degree is placed high on the page and highlight any particularly relevant skills you acquired along the way, like specialized software, equipment, or similar experiences.

You can also include details about various work performed while in school. Internships, class projects, and practicums can all be treated similarly to regular previous employment listings and can help demonstrate that you’ve used some of your newly acquired skills in ways that directly relate to how they are applied in the working world. Volunteer work can also be listed, including participation in certain school organizations.

If you’ve had a job before, even if it doesn’t directly tie into your new career, you still want to add that information to your resume. However, it is important that the right details are in place. For jobs that aren’t specific to your target field, avoid over-describing your day-to-day responsibilities. Instead, focus on soft skill areas, like leadership and communication, and any tasks that clearly provide value to potential employers.

Once you’ve crafted your starting resume, make sure to customize it for each position to which you are applying by including relevant keywords and highlighting skills that match job descriptions. This ensures your resume is targeted to the job and can increase your odds of getting called in for an interview.

If you would like assistance during your post-college job search, the professionals at The Advance Group can help you find the right opportunities. Contact us to schedule time with one of your recruiters and see how our services can connect you with top employers in the area.

Are You Guilty of “Vacation Shame” in the Workplace?

HMG Success on July 7, 2017

In a perfect world, from the perspective of many employers, workers would want to come to work week in and week out, never needing time off to rest and rejuvenate or to help avoid burnout. But the fact is people need time away for a variety of reasons, including to simply improve morale or take some time to reset. While most companies have reasonable vacation policies, some workplaces attach guilt to a request for time off and this attitude can actually hurt an employee’s sense of job satisfaction, lower productivity, and even lead to burn out.

If you want to make sure your business supports the need to take some time off, and doesn’t guilt employees with vacation shame, here are some methods to do just that.

Create a Vacation-Friendly Culture

To help everyone reap the benefits of taking time off to recharge, it is important to have a company culture that supports the reasonable use of vacation time. While some businesses have chosen to institute an unlimited vacation policy, allowing workers to take time off without having restrictions regarding the number of days, this isn’t a necessity as long as sufficient time off is supplied. Consider allowing PTO is be earned more quickly by moving away from traditional tenure-based schemes. You can also institute a “use or lose” policy to encourage employees to use their vacation hours within a specified time period.

As long as managers stay in tune with the needs of their workers and create mechanisms to ensure critical tasks are covered when staff members take time off, having a generous vacation policy can actually work in everyone’s favor.

Be Realistic About Productivity Shifts

It is easy for managers to worry about lost productivity when key employees are away but, in most cases, day-to-day operations are largely unaffected if a strong plan is in place. Make sure team members are cross-trained to cover each other’s duties, guaranteeing you always have coverage for priority work. Additionally, create policies regarding the use of extended vacations that require a sufficient amount of planning time before a worker is out for a planned absence.

By focusing on the planning and cross-training aspects, most organizations can ensure that all activities are well covered regardless of who is taking time off. It can also create a supportive culture, as team members understand who will be managing their work while they are away and that they are expected to do the same for others.

Often, the benefits to morale and productivity make the planning efforts worthwhile and can ensure that employees feel confident in their ability to be away from time to time since the business will suffer no ill effects.

If you are interested in expanding your team to make vacations more feasible and stear clear of vacation shame, giving you the extra manpower to support cross-training and planning, the professionals at The Advance Group can help you locate top candidates quickly. Contact us to speak with a recruitment specialist about your hiring needs today.

4 Ways to Tell if You’re Not Getting the Customer Service Job

HMG Success on July 3, 2017

While it’s wise to always be optimistic during your customer service job search, not every opportunity is going to result in an offer. In an ideal world, the company or hiring manager will clearly let you know when you aren’t going to be selected, but that isn’t always the case. Sometimes, they choose not to reach out to every applicant regarding the status, or they just prefer to avoid the awkward conversation about the decision.

However, even when you aren’t explicitly told “no,” there are often signs that it is time to pursue other positions. Here are four ways to tell you’re not getting the customer service job.

1. The Disappearing Act

If the hiring manager was previously highly accessible and then suddenly won’t return your calls, it’s a sign that they are no longer pursuing you for the position. While it can be frustrating, the change in behavior is often caused by their priorities, such as filling the position. If they don’t think you’re the right fit, then they have likely turned their attention to evaluating other candidates and may not extend the courtesy of letting you know.

2. Contradicting Statements

Sometimes, a hiring manager, after failing to follow up in a timely manner, will provide an excuse for their sudden absence, like an illness. However, a check on their social media feed or other information source doesn’t match up to their story. When that happens, it’s best to assume that they are no longer interested in you as a candidate and just don’t have the nerve to tell you directly.

3. Constant Interruptions

Even if you do get the hiring manager on the phone, that doesn’t mean they are set to move forward with you. If there always seems to be an urgent manner that has them jumping off the phone when you call, it could be an indication that something else is happening. While everyone has an emergency from time to time, repeated instances suggest they are trying to avoid the conversation, which is often a sign they are no longer interested.

4. Evaluating Other Candidates

While there may be other interviews already scheduled after yours, actually hearing that the hiring manager “wants” to meet with other candidates first typically doesn’t bode well. Generally, if they think you’re a great fit for the position, they won’t say they “want” to see other applicants. That particular word suggests something isn’t sitting right with the interviewer and that they think that can find someone more suitable. While it isn’t a guarantee you’re out of the running, consider it an open invitation to continue your search.

If you are interested in pursuing a new customer service job, the professionals at The Advance Group can help you find the right position for you. Schedule an appointment to speak with one of our recruiters and see how our services can move your job search forward.

What Are Light Industrial Employees REALLY Looking for in Their Jobs?

HMG Success on June 30, 2017

Everyone knows that light industrial employees are looking for a competitive salary, but pay isn’t the only thing that workers need to be satisfied with their employer. In fact, many employees value the company’s reputation and culture along with doing work that has a greater meaning or purpose.

This means businesses need to learn about what motivates their employees, such as their values and strengths, and work to keep their teams engaged to keep top talent on the payroll. To see if your company is bringing everything it can to the table, here are some insights regarding what light industrial employees are really looking for in their jobs.

Foundations of a Great Workplace

Employees are often looking for companies where the core mission aligns with their personal values and belief systems. Additionally, workers want to apply their skills to help organizations reach goals that they can get behind. Feeling as though their contribution makes a difference to more than just the bottom line is a powerful motivator, and can help employees stay engaged on the job.

Typically, workers also want opportunities to grow their skills and advance up the ranks. This includes being offered challenges that help them grow as well as formal training options to gain further their experience. Companies that support career development are highly sought after as most workers are interested in taking their career to the next level and not simply stay in their current job.

Company Culture

An employer’s brand and corporate culture also play heavily into a worker’s decision to accept a position and remain in an organization’s employ. Often, workplaces that give employees a chance to grow their skills and experiment with new technologies are favored amongst top candidates, as the workplace is seen as supportive of their larger goals.

Additionally, workers like seeing their employers participate on social media sites, like Twitter and LinkedIn, as it gives them insight into the organization and shows the business is keeping up with the times.

Improved Recruitment Outcomes

By understanding that employees are looking for more than just a simple paycheck, companies position themselves to attract a higher quality candidate. This makes it easier to locate top talent for vacancies and can improve overall retention by creating a workplace where employees can thrive and forward their careers.

It is important to realize that even applicants with the right skills may not be the best choice for filling a position. Finding workers that share similar values and priorities can help ensure they fit well into the environment as a whole, improving long-term success.

Ultimately, your employees are representatives of your company, so focusing on creating the right culture and opportunities while hiring for the best fit creates a more satisfied group of workers. And happy employees will reflect positively on your company.

If you are looking for new light industrial talent to join your team, the recruitment professionals at The Advance Group can help you find the best candidates available. Contact us to see how our services can work for you.

Stay Positive in Your Job Search with These Tips

HMG Success on June 26, 2017

Searching for a job is rarely on anyone’s list of favorite things to do, but sometimes it has to be done. Whether you are currently unemployed or are looking to take your career in a new direction, managing frustration with the process and fears about the results can take a toll, making it difficult to stay positive as you move along.

But allowing negative feelings to take a hold can harm your job search efforts, making it harder to find the right opportunities and make it through the hiring process. While finding ways to stay upbeat may feel like a serious challenge on its own, there are actually plenty of ways to help you keep a smile on your face while you find your next position. Here are some tips for staying positive in your job search so that you can keep pushing until you find the right job for you.

Have a Plan

Many people say that you should treat a job search just like a job, and creating a strategic plan can help you do just that. Before you get too deep into web searches and job boards, take the time to consider your goals and what it will take to accomplish them. Then, create a schedule to help you focus your efforts and give yourself an outline of how to proceed.

The intention of the plan is to give yourself something to refer to when times get tough and to help you see how far you’ve come. It also serves as a reminder as to why you are putting in the work, which can keep you motivated when times get tough.

Practice Self-Care

To get through a challenging job search, you need to make sure you are taking the right steps to care for yourself. Activities like eating right, getting enough sleep, and exercising are all at least as important now as they were before, if not more so. Otherwise, you may find yourself fighting fatigue, exhaustion, or even depression.

Regardless of how strenuous your job search is, it is always wise to make time to practice self-care. If you aren’t sure where to fit it in or are afraid you’ll get distracted by your other tasks, add these activities to your calendar and treat them like any other important appointment. That way, you won’t forget simply because time got away from you.

Send Thanks

Whenever you are contacted about an opportunity, score an interview, or finish a meeting with a hiring manager, always take the time to send a thank you note. Offering thanks can leave a good impression with those who may ultimately offer you a position, but it can also make you feel good too. Giving thanks is shown to brighten our moods, so never hesitate to do so whenever the chance arises.

If you are interested in working with professionals to help your job search move forward more smoothly, The Advance Group can help you explore your options. Contact us today and see how our services can make your next job search something to smile about.